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 mitigating effects of core self-evaluations in uncertain environments

Abstract: Purpose – The purpose of this paper is to examine the impact of core self-evaluations (CSE) and change uncertainty on job satisfaction and turnover intentions within the context of an organizational change. Because individuals high in CSE are expected to be able to cope better with uncertainty, the authors also tested the mitigating effect of CSE on the change uncertainty-attitude relationships. Design/methodology/approach – Surveys were completed and returned by 398 employees in the midst of a merger containing measures of CSE, change uncertainty, job satisfaction, and turnover intentions. The survey was voluntary and administered cross-sectionally. Findings – Change uncertainty was found to negatively influence job satisfaction and positively influence turnover intentions. Additionally, CSE positively impacted job satisfaction and negatively impacted turnover intentions. High CSE was also found to minimize the negative impact of examined change uncertainty-job attitude relationships. Research limitation...

When Birds of a Feather Flock Together: The Role of Core-Self Evaluations and Moral Intensity in the Relationship Between Network Unethicality and Unethical Choice

Abstract: Leveraging perspectives from social cognitive theory, the attention-based view, and social networks literatures, we tested the relationship between unethical choice and network unethicality, which we define as respondents’ perceptions of their peer advisors’ unethical choices. Although social cognitive theory predicts that perceptions of peer advisor unethical choice are positively associated with unethical choice, we theorize that the nature of this relationship depends on the personality of the actor (core self-evaluation) and the situation (moral intensity). Results from a lagged study suggest that individual and situational variables may act as key buffers to the adverse impact of unethical social influence on ethical choice. Strengths, limitations, and directions for future research are discussed.

Effect of Perceived Organizational Politics and Core Self Evaluation on Turnover Intention: A South Asian Perspective

Abstract: Previously a great stream of research is available on perceptions of organizational politics and its harmful aftermaths at workplace. Now a day’s scholarly attention diverts from aftermaths to search out for moderators or mediators that could reduce the harmful effects of POP at workplace outcomes. The purpose current study carries in itself is to explore the combined effects of perception of organizational politics and core self-evaluation on the work outcome of turnover intention. The present research also focuses on the use of a moderator named as core self-evaluation in the relationship of perception of organizational politics and turnover intention. In our study a sample size of 100 respondents were taken from the health sector of 3 rd largest city of Pakistan, named Faisalabad, through this study we want to explore the main effects that POP and CSE could have on turnover intention for this purpose self-administered surveys were conducted by using a questionnaire having a number of 27 items in it. In this research we analyzed the data by using SPSS software. As hypothesized, that Perceived organizational politics had a significant positive relationship with turnover intentions but the results for CSE were not significantly support the hypothesis. As hypothesized, negative relationship exists between perception of organizational politics and turnover intention was weaker when core self-evaluation was high.

Moderating role of Type-A personality on stress-outcome relationships

Abstract: Purpose – The purpose of this paper is to examine the moderating role of Type A/Type B personality on job stress-work and non-work outcomes. While research on the etiology of this predisposition has become important in recent years, there seems to be a lack of agreement regarding its exact moderating effects on important work and non-work outcomes. Design/methodology/approach – Data collected from US-based organizations were analyzed using moderated regression analyses. Findings – The results of the study reveal that Type A personality moderates the relationships between job stress and job satisfaction, job involvement and personal life satisfaction. Findings indicate that individuals with Type A personalities do not necessarily experience concomitant decreases in these outcome measures when organizational stress increases. Originality/value – Although there has been an increased interest on the significance of Type A/Type B personality in the area of human stress and cognition, there is no consensus in t...