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.

Turnover intentions of employees with informal eldercare responsibilities: The role of core self-evaluations and supervisor support

Abstract: As longevity increases, so does the need for care of older relatives by working family members. This research examined the interactive effect of core self-evaluations and supervisor support on turnover intentions in two samples of employees with informal caregiving responsibilities. Data were obtained from 57 employees from Australia (Study 1) and 66 employees from the United States and India (Study 2). Results of Study 1 revealed a resource compensation effect, that is, an inverse relationship between core self-evaluations and turnover intentions when supervisor care support was low. Results of Study 2 extended these findings by demonstrating resource boosting effects. Specifically, there was an inverse relationship between core self-evaluations and subsequent turnover intentions for those with high supervisor work and care support. In addition, employees' satisfaction and emotional exhaustion from their work mediated the inverse relationship between core self-evaluations and subsequent turnover intentions when supervisor work support and care support were high. Overall, these findings highlight the importance of employee- and supervisor-focused intervention strategies in organizations to support informal caregivers.

Personality and pay satisfaction: exploring the influence of organizational justice and gender in South Africa

Abstract: This study contributes to the limited established empirical research on the impact and relevance of individual-level personality variables, specifically the broad dispositional trait, core self-evaluations, on the pay satisfaction of historically disadvantaged individuals. In light of recent inquiries which document the important causal role of personality attributes in the emergence of fairness perceptions, this study examines the mediating role of justice perceptions on the relationship between core self-evaluations and pay satisfaction. Using a sample of historically disadvantaged individuals from South Africa, our results show that organizational justice perceptions fully mediate the relationship between core self-evaluations and pay satisfaction. Furthermore, this study finds that gender moderates the relationship between core self-evaluations and pay satisfaction such that self-confident historically disadvantaged females are more satisfied with their pay than their male counterparts.

Personal Characteristics, Career Stage and Job Satisfaction

Abstract: This article investigates the relationship between individual characteristics and job satisfaction from the career perspective. Using 279 employees from a large bank in Hong Kong as the sample, it was found from the questionnaire survey that education was the most significant variable in analysing job satisfaction, with a negative correlation between these two variables. Age and working experience, which relate to career stages, were also found to be important and to have positive correlations with job satisfaction. The article suggests that to attract and retain workers at both the organisational entry level and the early career stage, and also to maintain or enhance their job satisfaction levels, opportunities for continuous learning and development should be provided for employees within the organisation.

The power of personality at work: Core self‐evaluations and earnings in the United Kingdom

Abstract: Organisations are increasingly taking an interest in personality as certain traits purportedly predict desirable attitudes and behaviours. We examine the relationship between one increasingly popular construct—core self-evaluations (CSEs)—and earnings. We argue that if high levels of CSEs really are valuable traits, then high CSE individuals should be observed to earn more than those with moderate or low levels of CSEs. Using the nationally representative British Household Panel Survey, we find little evidence that individuals with very high CSEs earn more than those with only moderate levels. However, we do find the existence of a pay penalty for individuals very low in CSEs. Similar patterns emerge for the Big Five model of traits. Although the exact mechanisms remain unclear, our findings imply that organisations should play a greater role in the career development of employees scoring lowly in “desirable” traits—especially in a context of increasing career fluidity.

Evaluation of a Multiple Mediator Model of the Relationship Between Core Self-Evaluations and Job Satisfaction in Employed Individuals With Disabilities

Abstract: Purpose: To test a meditation model of the relationship between core self-evaluations (CSE) and job satisfaction in employed individuals with disabilities. Method: A quantitative descriptive design using Hayes’s (2012) PROCESS macro for SPSS and multiple regression analysis. Two-hundred fifty-nine employed persons with disabilities were recruited from Amazon Mechanical Turk to participate in the study. Results: Support from supervisors, work engagement, wage, and job stress were found to partially mediate the relationship between CSE and job satisfaction. The direct effect of CSE on job satisfaction was still significant after controlling for the effects of all mediators. Conclusions: CSE affected job satisfaction in persons with disabilities, both directly and through improved supervisory support, greater engagement in work, increased pay, and decreased job stress. Implications of the results on rehabilitation counseling practice to improve job satisfaction in clients with disabilities are discussed.