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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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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
06 Dec 2012
TL;DR: In this article, the authors investigated the relationship between value and life-orientation and job satisfaction, as well as determining the influence of gender, age and cultural group within the selected South African organisational context.
Abstract: Purpose/objective: The purpose of this article is to investigate the relationship between value- and life-orientation and job satisfaction, as well as determining the influence of gender, age and cultural group within the selected South African organisational context. Problem investigated: The success of a diverse organisation in a complex globalised world is largely dependent on the values of managers, their life-orientation and their level of job satisfaction. Managers and employees, in a multicultural and diverse South African organisational context, need to be aware of and manage their similarities and differences in these aspects to contribute to overall organisational success. Design and/or research methodology and/or approach: In this exploratory research, use is made of a quantitative perspective in the positivist research paradigm. Value-orientations of managers (N = 30) at a selected parastatal organisation in the Eastern Cape Province in South Africa were measured by making use of the Schwartz Value Survey (SVS) (Schwartz, 1992,1994); life-orientation, also referred to as Sense of Coherence (SOC), was assessed by using Antonovsky's (1997) Life Orientation Questionnaire as well as job satisfaction (JS) using Smith, Kendall and Hulin's (1969)'s Job Descriptive Index. Data were analysed using the R statistical software package (R Development Core Team, 2010). Each of the three research instruments (SVS, SOC & JS) considered in this study were used to calculate descriptive statistics and univariate statistical methodologies were used to test the various hypotheses. Findings and/or implementations: In terms of value-orientation, the value of benevolence (preservation and enhancement of the welfare of others) was scored the highest by the managers, and a significant difference was found in the average value scale score of stimulation (excitement, novelty, and challenge in life) and age. The findings with regard to life-orientation indicated that manageability and comprehensibility were more important to managers than meaningfulness. A significant difference was found between meaningfulness and gender. In terms of cultural groups, significant differences between the average African and Indian and White and Indian meaningfulness scale scores were found. With regard to job satisfaction, there was generally a highly satisfied response to co-workers and a moderate satisfaction with work and supervisors. However, respondents were dissatisfied with pay and promotion. Additionally, significant relationships were found between some of the life- and value-orientation scales; the value-orientation and job satisfaction scales; and life-values and job satisfaction scales. Originality and/or value of research: This paper is based on original research and contributes to a better understanding of the relationship between value- and life-orientation and job satisfaction in a South African organisational context, as well as contributing towards empirical evidence of such relationships. Even though there seems to be a theoretical relationship between value and life-orientation, no empirical evidence to support this assertion has been found, highlighting the importance of this exploratory research. It has also been found that value-orientation is related to job satisfaction, and that life-orientation is related to job satisfaction. However, the theoretical link between life-orientation and job satisfaction has received relatively little research attention in South Africa, and empirical evidence to support this within a South African perspective is required. The findings of this exploratory research will also be of value to the selected organisation, and will provide information that can be used to develop intervention strategies. Conclusion: Managers in this parastatal highly value socially orientated values, indicating a strong in-group, mutual support and a concern for society, reflecting the vision and nature of the organisation. Referring to life-orientation, a stronger sense of meaningfulness could positively influence organisational meaning and managerial satisfaction. Greater job satisfaction could increase the value of life-orientation for managers. In terms of the relationship between value- and life-orientation, negative and positive linear relationships were found. Negative linear relationships were found between value-orientation and job satisfaction, while a positive linear relationship was found between life-orientation and job satisfaction.

18 citations

Journal ArticleDOI
TL;DR: In this article, the authors show that personality traits can explain a significant amount of variance in emotional exhaustion and work engagement above and beyond the variance explained by job demands and job resources.
Abstract: The aim of the current study was to show that Type D personality—a personality trait characterized by high levels of negative affectivity and high levels of social inhibition—can explain a significant amount of variance in emotional exhaustion and work engagement above and beyond the variance explained by job demands and job resources. An Internet survey was conducted in a large, representative sample of the Dutch working population. In line with our hypotheses, results showed that when controlling for the effects of job demands and job resources, employees with a Type D personality experience more emotional exhaustion and less work engagement than employees without a Type D personality. The main effects of job demands and job resources were in line with our hypotheses, except for the relation between job demands and work engagement; job demands appeared to enhance work engagement. This study contributes to knowledge in several ways. First, this study shows the importance of Type D personality in the development of emotional exhaustion and work engagement next to job demands and job resources. Second, our results add to a growing body of evidence showing that job demands, job resources, and personality should be incorporated in 1 model in order to predict emotional exhaustion and work engagement in an optimal way.

18 citations

Journal ArticleDOI
TL;DR: The authors theorize that the indirect effect of challenge stressors on affective commitment through work commitment through a transactional theory of stress and the person-situation interactionist perspective, drawing on the transactional theories of stress.
Abstract: Drawing on the transactional theory of stress and the person–situation interactionist perspective, we theorize that the indirect effect of challenge stressors on affective commitment through work e...

18 citations

Journal ArticleDOI
TL;DR: In this article, the authors examined the relationship between a set of personality variables and a variate consisting of job satisfaction and job performance, where satisfaction and performance were considered simultaneously as dependent variables even though previous research indicated they were unrelated.
Abstract: In attempting to trace the links between salesmen's personality attributes and their sales performance and job satisfaction, researchers typically select either of the latter two as the dependent variable and account for its variance with respect to one or more personality constructs [2, 3, 4, 7, 11, 12, 13]. For example, the difference between high and low sales producers in three industries (insurance, automobiles, and mutual funds) has been explained in terms of ego-drive and empathy [11]. The purpose of this study was the same, but the objective was to examine the relationship between a set of personality variables and a variate consisting of job satisfaction and job performance. The study was exploratory because, first, satisfaction and performance were considered simultaneously as dependent variables even though previous research indicated they were unrelated [2, 8, 18]. Second, the study attempted to apply personality variables derived from Ziller's theory of SelfOther Orientation [22, 23, 24].

18 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202325
202252
202148
202046
201943
201843