Core self-evaluations

About: Core self-evaluations is a research topic. Over the lifetime, 1483 publications have been published within this topic receiving 95787 citations.

Effects of core self-evaluation and online interaction quality on adults’ learning performance and bonding and bridging social capital

Abstract: Whilst emphasizing adult learners' characteristics as being different from traditional students, few studies have taken into account a broad personality trait, i.e. core self-evaluation (CSE), when explaining their learning performance. Additionally, existing studies confirm the vital role of adult education in the inclusion process of citizens in our contemporary society. However, questions remain unanswered as to what specific factors of the learning environment contribute to these social outcomes, except in educational programmes explicitly directed at social inclusion. Responding to this literature gap, the present study (1) investigated the effect of CSE and online interaction quality on adults' learning performance and (2) scrutinized how online interaction quality and learning performance affect their bonding and bridging social capital. Participants ( N = 140) were learners from a blended learning programme in centres for adult education in Belgium. Path analyses showed that only CSE significantly predicted adults' learning performance. Online interaction quality was found to have a significant effect on learners' bonding and bridging social capital, but not learning performance. To this end, the findings highlight the importance of dispositional factors regarding adults' achievement in a blended learning environment and the potential of such programmes to enhance their social outcomes in addition to cognitive gains.

Core self-evaluations and work engagement: Testing a perception, action, and development path.

Abstract: Core self-evaluations (CSE) have predictive value for important work outcomes such as job satisfaction and job performance. However, little is known about the mechanisms that may explain these relationships. The purpose of the present study is to contribute to CSE theory by proposing and subsequently providing a first test of theoretically relevant mediating paths through which CSE may be related to work engagement. Based on approach/avoidance motivation and Job Demands-Resources theory, we examined a perception (via job characteristics), action (via job crafting), and development path (via career competencies). Two independent samples were obtained from employees working in Germany and The Netherlands (N = 303 and N = 404, respectively). When taking all mediators into account, results showed that the perception path represented by autonomy and social support played a minor role in the relationship between CSE and work engagement. Specifically, autonomy did not function as a mediator in both samples while social support played a marginally significant role in the CSE-work engagement relationship in sample 1 and received full support in sample 2. The action path exemplified by job crafting mediated the relationship between CSE and work engagement in both samples. Finally, the development path operationalized with career competencies mediated the relationship between CSE and work engagement in sample 1. The study presents evidence for an action and development path over and above the often tested perception path to explain how CSE is related to work engagement. This is one of the first studies to propose and show that CSE not only influences perceptions but also triggers employee actions and developmental strategies that relate to work engagement.

Perceptions of control during systems development: effects on job satisfaction of systems professionals

Abstract: While a great deal of organizational research has been devoted to the study of individual differences and task characteristics as the major determinants of job satisfaction, the role of organizational variables in explaining employee satisfaction has received little empirical attention. The present study argues that the extent to which employees perceive that their activities are controlled by managers, peers, or themselves may have significant effects upon their corresponding levels of job satisfaction. Based upon this rationale, this study investigated perceptions of different control approaches in relation to job satisfaction of 62 systems professionals of a local government organization. Bivariate analyses indicated that managerial control, team-member control, and self-control were highly correlated with general satisfaction. Additional analyses indicated that self-control had strong positive effects on both intrinsic and extrinsic satisfaction, while, managerial control had a strong positive effect on extrinsic satisfaction. Implications of the findings for the management of information systems personnel and future research are discussed.

The effects of perceived and preferred control on nurses' job satisfaction in long term care environments

Abstract: The purpose of this study is to explore how perceived and preferred clinical control and organizational control are associated with nurses' job satisfaction in long-term care settings. A sample of 113 nurses who work in long-term care units of a community hospital or a teaching hospital completed a questionnaire that included a job satisfaction scale, an organizational control scale, and a set of vignettes specific to long-term care developed to examine clinical control. There was a positive relationship between perceived organizational control and job satisfaction and a negative relationship between preferred clinical control and job satisfaction. Furthermore, as predicted, congruence between perceived and preferred control in the clinical and in the organizational domains were related to job satisfaction. Counter to prediction, organizational control explained more variance in job satisfaction than clinical control. The challenges of conceptualizing clinical control and its measurement are discussed.

A Study of the Relationship between the Big Five Personality Dimensions and Job Involvement in a Foreign Based Financial Institution in Penang

Abstract: The relationship between the Big Five Personality Dimensions and job involvement was examined with a sample of one hundred and five (105) sales/customer service staff of a foreign based banking/financial institution in the Northern Region of Malaysia. Hypotheses were tested by means of regression analysis. Results indicate that extroversion and agreeableness are positively related to job involvement. Emotional stability/neuroticism, conscientiousness and openness to experience did not show any significant relationship with job involvement. Overall, the findings established the existing of a relationship between the Big Five Personality Dimensions and job involvement, although they are not very strong or extensive.