Topic
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.
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TL;DR: In this article, the variation in perceived job stress by individuals is explained by the interaction between the situational "Other 3" dimensions (locus of control, self-monitoring, and...
Abstract: This article proposes that the variation in perceived job stress by individuals is explained by the interaction between the situational “Other 3” dimensions (locus of control, self-monitoring, and ...
26 citations
TL;DR: The authors conducted a review of the meta-analytic literature which correlated leadership and job satisfaction and found that charismatic and transformational leadership behaviors had the highest positive correlations with worker job satisfaction while non-contingent punishment and abusive supervision showed low negative relationships to worker's job satisfaction.
Abstract: This study conducted a review of the meta-analytic literature which correlated leadership and job satisfaction. Twenty-five meta-analytic correlations were extracted and analyzed in order to focus specifically on how leadership affected worker job satisfaction. Results indicated that charismatic and transformational leadership behaviors had the highest positive correlations with worker job satisfaction while non-contingent punishment and abusive supervision showed low negative relationships to worker job satisfaction. Implications to both overall job satisfaction and specific applications to satisfaction and attrition in the financial industry are discussed.
26 citations
TL;DR: This paper found that employees with positive views of the self (i.e., higher core self-evaluations [CSEs]) who also maintain higher trust in workplace management are more likely to experience heightened stress and turnover intentions when undermined.
Abstract: Who responds most strongly to supervisor social undermining? Building on self-verification theory (Swann, 1983, 1987), we theorize that employees with positive views of the self (i.e., higher core self-evaluations [CSEs]) who also maintain higher trust in workplace management are more likely to experience heightened stress and turnover intentions when undermined. We argue that this subset of employees (high CSE, high trust) are more likely to feel misunderstood when undermined by their supervisor and that this lack of self-verification partially explains their stronger responses to supervisor undermining. We find initial support for the first part of our model in a study of 259 healthcare workers in the United States and replicate and extend our findings in the second study of 330 employees in the United Kingdom. Our results suggest that the employees Human Resources often wishes to attract and retain—employees with high CSE and high trust in workplace management—react most strongly to supervisor social undermining.
26 citations
TL;DR: In this article, the authors investigated the relationship between self-esteem and job satisfaction among black and white employees in a large, urban school system, and found that there was a positive relationship between SE and overall job satisfaction for both groups.
26 citations
TL;DR: The authors conducted a two-wave panel study to test the hypothesis of the normal and reversed causal relationships of job characteristics, burnout, and psychological health, and found that job characteristics at time 1 (i.e. job demands and job control) were determinants of psychological health at Time 2.
Abstract: Researchers conducted a two-wave panel study to test the hypothesis of the normal and reversed causal relationships of job characteristics, burnout, and psychological health. The hypotheses are as follows: job characteristics lead to burnout and psychological health over time; and vice versa, burnout and psychological health were expected to result in perceived job stress over time. Nearly 513 participants were recruited, out of which 299 completed all valid questionnaires twice with a six-month time lag. The results demonstrate that job characteristics at Time 1 (i.e. job demands and job control) were determinants of psychological health at Time 2. Low professional efficacy at Time 1 was a determinant of the perception of job control at Time 2. These empirical findings suggest that normal and reversed causal relationships exist simultaneously between job characteristics and psychological health.
26 citations