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.

The Impacts of Personality Traits and Goal Commitment on Employees' Job Satisfaction

Abstract: The present research investigates the effects of personality traits, such as self-efficacy and locus of control, on job satisfaction. It also examines the mediating impact of goal commitment on relationships between personality and job satisfaction. The results indicate that both self-efficacy and locus of control are positively associated with goal commitment. In addition, locus of control is found positively related to job satisfaction. However, self-efficacy does not have the same positive relationship with job satisfaction. The study further confirms the mediating effect of goal commitment on relationships between personality traits and job satisfaction.

The relationship between job satisfaction and personality trait among bank employees.

Abstract: Purpose of the current study is to discover the relationship between rating on annual progress reports and job satisfaction; between personality traits and job satisfaction among Banks employees; and to explore age, gender salary, marital status, and education differences on job satisfaction. Data were collected from 500 employees of five major banks of Pakistan (Allaied Bank, Alfalah Bank, Al-Habeeb Bank, Al-Islamic Bank, and National Bank, taking annual progress reports, personal information sheets, and scores on Job Satisfaction Scale (Macdonald & Maclntyre, 1997) and Ten Item Personality Inventory (Rentfrow, Gosling & Swann, 2003) of employees. Rating on annual progress reports has significant positive correlation with job satisfaction; Neuroticism has significant negative while extroversion, openness, agreeableness, and conscientiousness have significant positive correlation with job satisfaction; age, education, salary, and marital status have significant positive correlation with job satisfaction; and women are more satisfied with their jobs than men.

The relationships of work–family conflict and core self‐evaluations with informal learning in a managerial context

Abstract: Existing research on informal learning has been largely descriptive, anecdotal, and relatively limited regarding its antecedents. This study represents a step forward towards addressing this gap in the training and development literature by examining the relationships of work–family conflict and core self-evaluations with informal learning among managers. The sample included 225 managers companywide from a casual-theme restaurant chain in the United States. The results demonstrated that time-based work interference with family conflict (WIF) had a negative relationship with informal learning, but core self-evaluations had a positive relationship. Further, core self-evaluations moderated the WIF–informal learning relationship. Counter to the hypothesized relationship, managers higher in core self-evaluations engaged in less informal learning as work–family conflict increased. This study broadens the nomological network of informal learning and highlights that organizations need to limit time demands at work that cause work–family conflict to facilitate managers’ informal learning. Practitioner points Limit work–family conflict so managers have the time to invest in informal learning in addition to their family and own recovery. Provide managers with skills in time management and goal setting and provide support necessary to encourage informal learning.

Effects of Core Self-Evaluations on the Job Burnout of Nurses: The Mediator of Organizational Commitment

Abstract: Objective To explore the impact of Core self-evaluations on job burnout of nurses, and especially to test and verify the mediator role of organizational commitment between the two variables. Method Random cluster sampling was used to pick up participants sample, which consisted of 445 nurses of a hospital in Shanghai. Core self-evaluations questionnaire, job burnout scale and organizational commitment scale were administrated to the study participants. Results There are significant relationships between Core self-evaluations and dimensions of job burnout and organizational commitment. There is a significant mediation effect of organizational commitment between Core self-evaluations and job burnout. Conclusions To enhance nurses’ Core self-evaluations can reduce the incidence of job burnout.