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Showing papers on "Core self-evaluations published in 2021"


Journal ArticleDOI
TL;DR: In this article, the authors investigate how organizational responses to environmental disruptions affect employees' job-related well-being and find that perceived organizational support and supervisor accessibility in response to environmental disruption interact with personality traits (i.e., core self-evaluations and future focus) to influence changes in employees' affective commitment to their organization.
Abstract: How do organizational responses to environmental disruptions affect employees' job-related well-being? As the COVID-19 pandemic has led to new ways of working, increased health concerns, and added responsibilities, employees are facing important challenges in doing their work that can affect their job-related well-being. This study aims to understand how different types of work support (i.e., perceived organizational support and supervisor accessibility) in response to environmental disruption interact with personality traits (i.e., core self-evaluations and future focus) to influence changes in employees' affective commitment to their organization and in their job-related well-being. We develop a moderated mediation model and test it on data collected from 295 individuals working in the United Kingdom. We find that work support for the COVID-19 pandemic, both perceived organizational support and supervisor accessibility, is associated with more positive changes in employees' job-related well-being and that this effect is mediated by changes in employees' affective commitment to their organization. Furthermore, we find that personality traits moderate the relationships between these two types of support and changes in affective commitment to the organization, with those relationships being more positive for employees with low core self-evaluations and for those with a high future focus.

43 citations


Journal ArticleDOI
TL;DR: In this paper, the dark side of high-performance work systems (HPWS) has been investigated and it has been suggested that it induces a series of health problems to employees.
Abstract: Previous research on the ‘dark side’ of high-performance work systems (HPWS) has generally recognized HPWS as a job demand and suggested that it induces a series of health problems to employees. Ho...

38 citations


Journal ArticleDOI
TL;DR: Workplace loneliness has an adverse effect on both the employees and the organizations as discussed by the authors, despite it being a pervasive issue, workplace loneliness has received scant attention in the domain of human...
Abstract: Workplace loneliness has an adverse effect on both the employees and the organizations. Despite it being a pervasive issue, workplace loneliness has received scant attention in the domain of human ...

34 citations


Journal ArticleDOI
TL;DR: In this paper, the authors examine the mechanisms underlying the negative relationship between the feeling of being dehumanized by the organization and employees' job satisfaction and argue that emotional labor (i.e., surface acting) and core self-evaluations act as mediators in this relationship.
Abstract: This study aimed to examine the mechanisms underlying the negative relationship between the feeling of being dehumanized by the organization and employees’ job satisfaction More precisely, we argue that emotional labor (ie, surface acting) and core self-evaluations act as mediators in this relationship A total of 326 employees participated in our study Firstly, the results showed that, independently of one another, both surface acting and core self-evaluations partially mediated the relationship between organizational dehumanization and job satisfaction Secondly, surface acting and core self-evaluations were found to have serial mediation effects in this relationship Accordingly, experiencing dehumanization from the organization leads employees to perform more surface acting with deleterious consequences for their core self-evaluations and finally their job satisfaction

31 citations


Journal ArticleDOI
TL;DR: This article studied the mediating effect of employee social capital on job crafting and job performance, and the moderated effect of core self-evaluation on social capital and job performances, and found that self-criticism had a moderating effect on job performance.
Abstract: This research studies the mediating effect of employee’s social capital on job crafting and job performance, and the moderating effect of core self-evaluation on social capital and job performance....

22 citations


Journal ArticleDOI
TL;DR: Wang et al. as mentioned in this paper explored the mediating roles of core self-evaluation and sense of security, as an affective factor and a cognitive factor, in the relationship between shyness and depressive symptoms.

19 citations


Journal ArticleDOI
TL;DR: In this paper, a model informed by conservation of resources theory was proposed to predict organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) by withinperson variation in one's level of vitality, with these relationships being moderated by trait core self-evaluations.
Abstract: Although results from cross-sectional between-person studies suggest a differentiation of employees in good and bad performers, recent studies have challenged this assumption by showing that performance is also dependent on more transient states that vary within individuals. Acknowledging that individuals do not only differ in reference to others, but also in reference to themselves, we integrated the between- and within-person approach in the examination of organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). We propose a model informed by conservation of resources theory in which OCB and minor CWB are predicted by within-person variation in one's level of vitality, with these relationships being moderated by trait core self-evaluations (CSE). Moderated multilevel Poisson regression analyses revealed that vitality was positively related with OCB and negatively with minor CWB. CSE moderated the relationship between vitality and OCB so that individuals high in CSE engaged in OCB regardless of their vitality levels; however, contrary to our expectations, CSE did not moderate the relationship between vitality and minor CWB. Together, these findings indicate a complex reality underlying the mechanisms that drive the enactment of OCB and CWB.

19 citations


Journal ArticleDOI
TL;DR: In this article, the authors tested the factor structure of a Turkish version of the core self-evaluations (CSE) scale and examined the relationship of CSE to job satisfaction, life satisfaction, and affective commitment.
Abstract: The vast majority of the core self-evaluations (CSE) studies has been conducted in Western cultures. In an attempt to extend this research into a different culture, the present study tested the factor structure of a Turkish version of the CSE scale and examined the relationship of CSE to job satisfaction, life satisfaction, and affective commitment. Data were collected in student (n = 216) and field samples (n = 321). The results confirmed the proposed one-factor structure of the Turkish version of the CSE scale as well as its convergent and discriminant validity. CSE (measured in time period 1) was significantly related to job satisfaction, life satisfaction, and affective commitment (measured in time period 2 which was three months later). The authors concluded that the CSE is predictive of key career-related outcomes in Turkey’s collectivist culture.

17 citations


Journal ArticleDOI
TL;DR: In this article, a model that examines the effects of servant leadership on employees' workplace thriving via agentic work behaviors was proposed, and the relationship between SL and workplace thriving is stronger when individuals have high CSEs.
Abstract: Grounding our research in social exchange theory and the conservation of resources perspective, we hypothesized a model that examines the effects of servant leadership (SL) on employees' workplace thriving via agentic work behaviors. To clarify the effects, employee core self-evaluations (CSEs) were investigated to determine boundary conditions on the relationship between SL and thriving. Data were collected at three points in time from 260 professionals across diverse functional backgrounds and industries. The analysis results confirmed an indirect effect from SL to workplace thriving via agentic work behaviors. Importantly, the moderation results demonstrated that the relationship between SL and workplace thriving is stronger when individuals have high CSEs. Implications for theory and practice are discussed.

16 citations


Journal ArticleDOI
TL;DR: Wang et al. as mentioned in this paper examined the effects of core self-evaluation on employee creativity and found that CSE affects all three components of individual intellectual capital, namely individual human capital, individual structural capital and individual relational capital, which subsequently affect employee creativity.
Abstract: We adopt the approach/avoidance framework to examine the effects of core self-evaluation (CSE) on employee creativity. We argue that CSE affects all three components of individual intellectual capital (IIC), namely individual human capital (IHC), individual structural capital (ISC) and individual relational capital (IRC), which subsequently affect employee creativity. We also maintain that CSE exerts more direct influences on incremental creativity than on radical creativity. We surveyed 498 employees and their direct supervisors from various firms in China. Our results fully support the hypotheses. Our study offers new insight into personality, creativity and knowledge research.

15 citations


Journal ArticleDOI
TL;DR: The authors examined the influence of mentorship quality on work-to-family positive spillover (WFPS) of mentors by focusing on the mediating role of personal skill development and the moderating...
Abstract: This research examined the influence of mentorship quality on work-to-family positive spillover (WFPS) of mentors by focusing on the mediating role of personal skill development and the moderating ...

Journal ArticleDOI
TL;DR: In this paper, the effect of cumulative ecological risk on adolescents' problem behaviors and the mediating effects of core self-evaluation and basic psychological need satisfaction was explored, and 1,080 adolescents in secondary vocational schools were surveyed with the questionnaires.
Abstract: Based on the Cumulative Risk Model, a single risk factor cannot play a decisive role, but the cumulative ecological risks may have complex superposition effects on adolescents' problem behaviors. However, although many studies have investigated the specific influences of single external risk factors on problem behaviors, the effect of cumulative ecological risk on problem behaviors and especially the underlying mechanisms therein have been under-investigated. Therefore, this study aimed to explore the effect of cumulative ecological risk on adolescents' problem behaviors, and the mediating effects of core self-evaluation and basic psychological needs satisfaction therein. To achieve this, 1,080 adolescents in secondary vocational schools were surveyed with the questionnaires of cumulative ecological risk, basic psychological need satisfaction, core self-evaluation, externalizing and internalizing problem behaviors. Results showed that: (a) cumulative ecological risk was positively related with both internalizing problem behavior and externalizing problem behavior; (b) core self-evaluation and basic psychological need satisfaction not only respectively but also sequentially mediated the relationship between cumulative ecological risk and two sorts of problem behaviors. These results provide some pivotal implications for the precaution and intervention of the adolescent problem behaviors.


Journal ArticleDOI
TL;DR: In this paper, the authors examined the relationship between role overload and Chinese nurses' satisfaction with work-family balance (SWFB), as well as the mediating role of negative emotions and the role of core self-evaluations which may play in this relationship.
Abstract: Building on the affective events theory and conservation of resources theory, this study examines the relationship between role overload and Chinese nurses’ satisfaction with work-family balance (SWFB), as well as the mediating role of negative emotions and the moderating role of core self-evaluations which may play in this relationship by proposing a moderated mediation model. The model was tested with two waves of data from 254 nurses at three large hospitals in Shanghai. Results indicated that role overload was negatively related to SWFB, negative emotions mediated the relationship between role overload and SWFB, and core self-evaluations moderated the relationship between role overload and negative emotions. Moreover, core self-evaluations moderated the strength of the indirect effect of role overload on SWFB (through negative emotions), and the mediated relationship was weaker for high core self-evaluations than for low core self-evaluations. The findings suggest that role overload is associated with SWFB, and negative emotions, core self-evaluations are key mechanisms in the relationship. Theoretical and practical implications, and future research directions are discussed.

Journal ArticleDOI
TL;DR: Wang et al. as discussed by the authors investigated the relationship among core self-evaluation, career calling, and career decision-making difficulties for 483 Chinese college students and found that core selfevaluation positively predicts career calling and career calling negatively predicts career decision making difficulties.
Abstract: As one of the important factors to predict future sustainable development, the difficulty of career decision-making has aroused widespread concern in psychological research. Core self-evaluation and career calling have a positive impact on college students’ career development, employees’ organizational behavior, life satisfaction, and life meaning, thus promoting individual sustainable development. Based on the Social Cognitive Career Theory (SCCT), this study mainly discusses the positive role of core self-evaluation and career calling in overcoming college students’ career decision-making difficulties, which provides support for strengthening theory and proposing educational countermeasures. This study investigates the relationship among core self-evaluation, career calling, and career decision-making difficulties for 483 Chinese college students. The results show that core self-evaluation positively predicts career calling, while core self-evaluation and career calling negatively predict career decision-making difficulties. Accordingly, career calling plays a partial mediating role between core self-evaluation and career decision-making difficulties. Therefore, college students’ career calling can be enhanced by improving their core self-evaluation, so as to further solve the difficulties in career decision-making. In the future, effective strategies should be taken to reduce the career decision-making difficulty for students’ sustainable development.

Journal ArticleDOI
16 Nov 2021-PLOS ONE
TL;DR: In this article, the effect of core self-evaluations, social support and fear of COVID-19 on the well-being of university students in Poland during the SARS-CoV-2 pandemic was examined.
Abstract: Background The SARS-CoV-2 pandemic represents an unprecedented situation in the most recent history. It has had a number of negative consequences for individuals and for whole societies. Individual effects of the pandemic include not only loss of life and of physical health, but also deteriorated quality of life. Objective This study examines the effect of core self-evaluations (CSE), social support and fear of COVID-19 on the well-being of university students in Poland during the COVID-19 pandemic. Methods We conducted an online survey on a nationwide group of 1,000 students of Polish universities. The survey was carried out between 1 and 15 March 2021. The respondents filled out the following set of tools: World Health Organization Quality of Life Scale, Core Self-Evaluations Scale, Multidimensional Scale of Perceived Social Support and The Fear of COVID-19 Scale. Results The findings showed that core self-evaluations (CSE) were significantly positively associated with well-being in each of the four domains studied: physical health (r = 0.519), psychological (r = 0.763), social relationships (r = 0.465) and environment (r = 0.496). Similarly, social support correlated positively with physical health (r = 0.277), psychological health (r = 0.306), social relationships (r = 0.552) and environment (r = 0.496). Fear of COVID-19 correlated negatively with well-being in the domain of physical health (r = 0.188), in social relationships (r = 0.042) and with regard to the environment (r = 0.071), the correlations were weak. However, the relationship between fear of COVID-19 and well-being in the psychological domain was not confirmed. Conclusion The findings point to the significant role of CSE and the role of social support in the perceived quality of life of young people during the pandemic. They provide valuable data concerning individuals who are particularly vulnerable to the adverse psychological effects at the time of the pandemic. They also prove that research conducted to explore other factors protecting individual well-being in difficult situations, including that of the pandemic, should be continued.

Journal ArticleDOI
TL;DR: In this article, the authors investigate the association between work-home interaction and positive or negative influence of the two domains on each other, and find that functioning in one of the domains is positively or negatively influenced by the other.
Abstract: The first objective of this study was to investigate the association between work-home interaction (a process in which functioning in one of the two domains is positively or negatively influenced b...

Journal ArticleDOI
TL;DR: In this article, the authors used PLS-SEM to analyse the data collected from 110 respondents working in ISO 14001 certified organizations in Malaysia. And they found that GHRM and LMX were positively related to HRM performance attributions that were intended to improve employee performance.
Abstract: PurposeSustainable development concern, coupled with changes in the talent landscape, has led to a heightened focus on green human resource management (GHRM). Drawing on attribution theory and conservation of resources theory, this study examined GHRM, leader–member exchange (LMX) and core self-evaluations (CSE) in relation to work engagement together with human resource management (HRM) performance attributions as a mediator.Design/methodology/approachPartial least squares structural equation modelling (PLS-SEM) was used to analyse the data collected from 110 respondents working in ISO 14001 certified organisations in Malaysia.FindingsResults revealed that GHRM and LMX were positively related to HRM performance attributions that were intended to improve employee performance. However, CSE was not found to be related to HRM performance attributions. Consequently, HRM performance attributions were positively related to work engagement. Furthermore, GHRM and LMX had positive indirect effects on work engagement through HRM performance attributions as a mediator.Research limitations/implicationsSince the data collected were from Malaysia only, it limits the generalisability of the results to other regions.Practical implicationsThe findings suggest that organisations should adopt GHRM and train its leaders to forge stronger social bonds with their subordinates to elicit higher work engagement by positively influencing employee attributions on the motives of HRM practices.Originality/valueThis study contributes to the acknowledged gap on GHRM and HRM attributions by examining the non-green employee outcomes of GHRM and the antecedents of HRM performance attributions. This study also contributes by integrating attribution theory with conservation of resources theory to provide the mediation mechanism in linking GHRM and LMX towards higher work engagement through HRM performance attributions as a mediator; thus empirically illustrating the resource gain spirals.

Journal ArticleDOI
TL;DR: This study helps clarify the inconsistent effects of WFC on voluntary turnover in previous research, expands on the limited research examining W FC and job promotion, and provides consistent evidence that CSE act as a moderator between WFC and outcomes.
Abstract: Despite strong evidence that individuals process stressor-strain relationships differently, little attention in work-family conflict research has been given to moderating effects of core self-evaluations (CSE). Integrating conservation of resources theory with work-family conflict and CSE research, we predicted that CSE has moderating effects between the relationships of work-to-family conflict (WFC) and voluntary turnover, job promotions, and physical health. We tested our predictions at two time points over a 14-month period with a sample of 731 working mothers in Japan. Results confirmed that CSE moderated the relationships between WFC and voluntary turnover, job promotions, and physical health, such that respondents with higher CSE had lower degrees of voluntary turnover, higher degrees of job promotions, and lower degrees of health problems. This study helps clarify the inconsistent effects of WFC on voluntary turnover in previous research, expands on the limited research examining WFC and job promotion, and provides consistent evidence that CSE act as a moderator between WFC and outcomes.


Journal ArticleDOI
TL;DR: In this paper, the authors explored how core self-evaluations (CSEs) might lead to workaholism and how perceived job demands might mediate this relationship.
Abstract: Why do some employees choose to prolong their working hours excessively? The current study tested how core self-evaluations (CSEs) might lead to workaholism and how perceived job demands might mediate this relationship.,Insights from the extant literature underpin the hypotheses on how CSEs would affect the development of workaholism through perceived job demands. A sample of 421 working people in China completed the online surveys, and the mediation model was tested using Mplus 7.0 (Muthen and Muthen, 1998–2012).,This study found that different components of CSEs influence workaholism in different ways. Specifically, generalized self-efficacy positively predicts workaholism, whereas emotional stability negatively predicts workaholism. Moreover, most aspects of CSEs (generalized self-efficacy, emotional stability and locus of control) influence workaholism via perceived job demands, specifically via perceived workload but not via perceived job insecurity.,The current study is the first to explore how individuals' fundamental evaluations of themselves (i.e. CSEs) relate to workaholism. The results are helpful for the prevention and intervention of workaholism in organizations.

Journal ArticleDOI
TL;DR: This article examined how a career calling is linked to life satisfaction among undergraduate students in the United States and South Korea using structural equation modeling and found that career calling was linked with life satisfaction.
Abstract: This study examined how a career calling is linked to life satisfaction among undergraduate students in the United States and South Korea. Using structural equation modeling, we tested the mediatin...

Journal ArticleDOI
TL;DR: This article examined the relationship between job insecurity and psychological well-being of bank sector employees and the role of core self-evaluations and self-perceived employability in that relation.
Abstract: This study examined the relationship between job insecurity and psychological well-being of bank sector employees and the role of core self-evaluations and self-perceived employability in that rela...

Journal ArticleDOI
TL;DR: Work personality is a robust construct that can be applied to young adult CNS survivors in effort to gain more insight into the personality and psychological factors that impact career development and employment in this group.
Abstract: The purpose of this study is to examine the relationship between work personality, core self-evaluation (CSE), and perceived internal and external barriers to employment in a group of young adult CNS survivors. The participants consisted of 110 young adult survivors of pediatric central nervous system (CNS) tumors aged between 18 and 30 years old (M = 23.05, SD = 3.36). Mediation analysis with structural equational modeling (SEM) technique was used to correlate a number of different measures (Work Personality [WP], Perceived Employment Barriers [PEB], and Core-Self Evaluation [CSE]). Results revealed an exceptionally well-fitting model to our data with work personality predicting CSE positively: β = 0.34, SE = 0.07, 95% CI (0.18, 0.47) while CSE inversely predicts Perceived Barriers to Employment, β = − 0.60, SE = 0.06, 95% CI (− 0.70, − 0.49). There is a direct pathway from WP to PEB once CSE was accounted for β = − 0.20, SE = 0.07, 95% CI (− 0.33, − 0.06). The presence of both significant direct and indirect effects of WP on PEB implied that there was a partial mediating effect of CSE on the association between WP and PEB. Work personality is a robust construct that can be applied to young adult CNS survivors in effort to gain more insight into the personality and psychological factors that impact career development and employment in this group. The major finding of this study was that work personality and CSE had a significant direct effect on perceived career barriers and that there was a significant indirect effect with CSE acting as a mediator between developmental work personality and perceived career barriers.

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the effects of core self-evaluations on project managers' competencies and further examined the moderating effect of cultural intelligence between core selfevaluations and competencies.
Abstract: The study investigates the effects of core self-evaluations on project managers' competencies. The study further examines the moderating effect of cultural intelligence between core self-evaluations and competencies.,In this study, with a descriptive-survey approach, necessary data were collected from a sample of project managers of Iran's Ministry of Communication and Information Technology through questionnaires. The conceptual framework of the study was tested according to structural equation modeling by PLS software.,Findings show that core self-evaluations have positive and significant effects on project managers' competencies among which psychological stability has the greatest effect. Furthermore, the moderating role of cultural intelligence in the relationship between core self-evaluations and project managers' competencies was confirmed. According to the calculated coefficient, motivational cultural intelligence had the greatest role.,The data were collected using a questionnaire at a single point in time, and thus, not allowing cause–effect inferences. Also, the demographic variables were not controlled.,The results of this study provide some implications for HRM professionals and project managers interested in promoting a system of HR practices that contributes to enhancing project managers' competencies and effectiveness.,This study advances our understanding of the factors that have an effect on project managers' competencies, specifically on a list of main competencies necessary for project managers' performance. Moreover, it suggests that project managers' competencies will benefit from cultural intelligence, which will display a greater effect when embedded in highly diverse cultural contexts.

Journal ArticleDOI
TL;DR: In this article, a conceptual framework based on core self-evaluations (CSE) and self-concept clarity (SCC) interact to influence motivational orientation with implications for performance dimensions, and full-time employees completed daily measures of CSE, SCC, motivational orientation, organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs) over the course of three weeks.
Abstract: Substantial research has examined the self-concept, but little work has investigated the contents and structure of the self-concept in combination within performance settings, particularly from a within-person perspective. Thus, this research developed and examined a conceptual framework based on Greenwald et al. (2002) to understand how core self-evaluations (CSE) and self-concept clarity (SCC) interact to influence motivational orientation with implications for performance dimensions.,Full-time employees (N = 138) completed daily measures of CSE, SCC, motivational orientation, organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs) over the course of three weeks.,Multilevel modeling indicated CSE influences motivational orientation, SCC can moderate these relationships and motivational orientation relates to OCBs and counterproductive work behaviors.,This work contributes to this research area by developing and examining an integrative conceptual framework involving aspects of self-concept, motivation and performance from a within-person perspective.

Journal ArticleDOI
TL;DR: In this paper, the authors examined the relationship between entrepreneurs' characteristics and performance in the context of entrepreneurial nascence, and found that core self-evaluations are an important predictor of entrepreneurial success in nascent-stage entrepreneurs participating in pre-venture assistance programs.
Abstract: Social cognitive theory suggests that entrepreneurs' characteristics affect entrepreneurial outcomes through interaction with their environment. This study examines the relationship between entrepreneurs' characteristics and performance in the context of entrepreneurial nascence.,This study investigated lagged-panel responses from a sample of 100 confirmed nascent entrepreneurs. Data collected on three separate occasions included core self-evaluations, commitment, fear of failure and success. PLS analysis was used to assess mediation of commitment on the self-evaluation – success relationship.,Core self-evaluations are an important predictor of entrepreneurial success in nascent-stage entrepreneurs participating in pre-venture assistance programs; positively affecting success and commitment, while negatively affecting fear of failure.,This investigation contributes to a fuller understanding of social cognitive theory as it pertains to nascent entrepreneurship. Furthermore, contrary to general expectations found in the entrepreneurship literature, the authors uncover a context where entrepreneurs' characteristics are relevant predictors of early entrepreneurial outcomes.,Results showed core self-evaluations as a robust predictor of perceived success in nascent entrepreneurs. Administrators of pre-venture assistance programs should consider screening applicants to programs designed to assist nascent entrepreneurial opportunity development for signs of high core self-evaluations.,This study advances theory by (1) demonstrating the value of assessing nascent entrepreneurs' core self-evaluations as a specific predictor of early-stage entrepreneurial outcomes, (2) suggesting social interaction amidst participation in pre-venture assistance programs makes commitment a salient part of perceived success and (3) providing evidence that entrepreneur-level characteristics need consideration in the context of nascent entrepreneurship and pre-venture assistance programs.

Journal ArticleDOI
TL;DR: In this article, the curvilinear relationship between self-evaluation and social acceptance was examined using data from 165 employees and their supervisors, and they found that CSE has an inverted U-shaped relationship with social acceptance.
Abstract: Despite the popularity of the core self-evaluation (CSE) concept in the organizational psychology literature, research has largely neglected the relational costs perceived by individuals with excessively high levels of CSE (i.e., hyper-CSE). This study addresses these gaps by examining the curvilinear relationship between CSE and social acceptance. Using data from 165 employees and their supervisors, we found support for our model, which posits that CSE has an inverted U-shaped relationship with social acceptance. We also found that this relationship was moderated by conscientious organizational citizenship behaviors (conscientious-OCB). The diminishing returns of CSE occurred only for employees who were rated low in conscientious-OCB. Conversely, when conscientious-OCB was high, employees continued to have positive social acceptance effects. Implications for theory and practice are discussed.

Journal ArticleDOI
TL;DR: In this article, a cross-sectional survey was conducted to identify the relationship between a proactive personality and job search clarity and the mediating roles of core self-evaluation and career exploration.
Abstract: In recent years, university students' employment has become an increasingly prominent problem worldwide. Improving the job search clarity of students is a great way to boost job-hunting success. Proactive personality may predict job search clarity through the mediating effects of core self-evaluation and career exploration. However, few studies have explored this relationship and the mediating roles of core self-evaluation and career exploration. To identify the relationship between a proactive personality and job search clarity and the mediating roles of core self-evaluation and career exploration, a cross-sectional survey was conducted. A total of 495 students majoring in nursing completed the questionnaire which consisted of the proactive personality scale, core self-evaluation scale, career exploration survey, and job search clarity scale. Correlation analyses and mediation analyses were conducted using SPSS 24.0 and AMOS 24.0 respectively. This study showed that students higher on the proactive personality scale were more likely to perform better on job search clarity. Core self-evaluation and career exploration have fully mediating effects on the relationship between a proactive personality and job search clarity. Therefore, interventions concentrated on cultivating proactive personality, improving core self-evaluation, and strengthening career exploration would be necessary for increasing job search clarity.

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the influence of core self-evaluations (CSEs) on work-to-family (W→F) and family to work (F→W) conflicts, and found that higher CSEs are associated with lower W→F and F→W conflicts.
Abstract: Purpose Based on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second, it tests the mediating impact of Social support from work and home domains in the associations between CSEs and both directions of work-family conflict. This study finally examines the moderating influence of CSEs in the associations between work and home domain social support and both directions of work-family conflict. Design/methodology/approach Human resources professionals (629), and engineers (169) employed in Canada completed an online survey. Both directions of work-family conflict were measured as well as CSEs, and work and home domain social support. Findings Results indicate that higher CSEs are associated with lower W → F and F → W conflicts. They also suggest an indirect association between CSEs and W → F conflict through supervisor support. The indirect association between CSEs and F → W conflict through home domain social support was also supported. Besides, it appears that CSEs moderate the association between home support and F → W conflict. Research limitations/implications Our findings underscore the relevance of considering both dispositional and environmental factors together in work-life research. Results question within- vs. cross-domain conceptualizations of work-life spillover. They also indicate how both differential choice and effectiveness operate in conjunction with managing work-life domains. Originality/value The research presents a comprehensive model linking work-family conflict, social support and CSEs. It draws from an integrative personality framework (Judge et al., 1998) and COR theory (Hobfoll, 1989) to explore the underlying processes of CSEs, often inferred but not specified or incorporated into work-life research.