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.

Core self-evaluation, perceived organizational support for strengths use and job performance: Testing a mediation model

Abstract: The purpose of this study was to investigate the relationship between core self-evaluation (CSE) and innovative behavior and the mediating role of perceived organizational support for strengths use (POS for strengths use) in the associations of CSE with job performance, particularly, task performance and employee innovative behavior. A three-wave survey research design was applied to collect data from 157 full-time employees working in various organizations in China. Structural equation modelling was employed to examine our predictions. Results demonstrated that CSE has a positive effect on innovative behavior. More importantly, POS for strengths use significantly and partially mediated the associations of CSE with task performance and innovative behavior. This study contributes to unlocking the “black box” in the relationships between CSE and task performance and innovative behavior by investigating the mediating role of POS for strengths use in these relationships.

Employee Innovation Behavior in Health Care

Abstract: The objective of this research is to analyze the influence of Humble Leadership towards Employee Innovation Behavior. This research Applies the explanatory type with quantitative approach. The sample that used for this research are 100 respondents of Hospital employee. The collection of data that used in this research is the survey who have to answer the questions that are given by the researcher. The result is Analyzed by descriptive analysis and path analysis. The empirical results indicated resources was humble leadership that has an important role construct that has the most significant and significant influence on employee behavior through innovation core selfevaluation. The research in this study is to examine the influence of humble leadership towards the Employee Innovation Behavior. Positive influence of core self-evaluation on employee innovation behavior. Positive influence humble leadership to core self-evaluation. The conceptual framework variable in this study added the constructs by using Humble leadership as independent variables, where the influence of humble leadership behavior on employee innovation through core self-evaluation is important in the future in the healthcare services. Keywords—humble leadership, innovation behavior, core selfevaluation, employee hospital, healthcare services

Job Satisfaction Among Women Accounting Educators

Abstract: A national survey was conducted to investigate job satisfaction among women accounting educators at four-year college and universities in the United States. The purpose of the study was to determine if differences existed among women accounting educators at research, doctoral, master's, and baccalaureate institutions in three areas relating to job satisfaction: levels of job satisfaction, individual sources of job satisfaction, and structural sources of job satisfaction. Also, the relationships among these three areas of job satisfaction were examined. A stratified random sample of 755 women accounting educators was selected from the population of 1,519 women. A mailed questionnaire was used to collect data. A total of 495 (66%) questionnaires were returned. Women accounting educators expressed satisfaction with co-workers, supervision, and work. They were neutral regarding satisfaction with pay and dissatisfied with promotion opportunities. A difference was detected between satisfaction with pay and type of institution. Differences were found between individual sources of job satisfaction and type of institution. The differences were attributable to education level and the personality characteristics of conscientiousness and openness. Differences were detected between structural sources of job satisfaction and type of institution. Academic rank, salary, tenure, institutional resources, and job functions accounted for the differences. Significant relationships were found between individual and structural sources of job satisfaction and levels ofjob satisfaction. Satisfaction with co-workers was related to agreeableness, conscientiousness, neuroticism, institutional resources, mentoring, and time spent on research. Satisfaction with pay was related to neuroticism, salary, academic rank, and institutional resources. Satisfaction with promotion opportunities was related to agreeableness, salary, tenure, institutional resources, mentoring, networking, other job functions, and type of institution. Satisfaction with supervision was related to personal roles, agreeableness, salary, institutional resources, mentoring, research, and advising students. Satisfaction with work was related to marital status, personal roles, agreeableness, neuroticism, institutional resources, and mentoring. It was concluded that differences exist among women accounting educators at research, doctorate, master's, and baccalaureate institutions. Also, it was possible to determine relationships between individual and structural sources ofjob satisfaction and levels ofjob satisfaction.

Relationship between job competency, core self-evaluation, and job performance in dental hygienists

Abstract: Objectives: This study evaluates the relationship between job competency, job performance, and core self-evaluation in dental hygienists. Methods: The subjects were registered and working dental hygienists in dental clinics. Two surveys were conducted. The first survey was conducted at an academic conference, and the second was via post. The conference participants were 200 dental hygienists, and 156 questionnaires were returned. Another 200 dental hygienists received the questionnaire via mail, and 123 returned the questionnaires. There were 279 questionnaires returned in total; however, only 269 questionnaires were included in the analysis. The collected data were analyzed using SPSS 12.0. Results: Job performance was classified into oral health education, prevention treatment, and dental assisting. Competency was classified into achievement and behavior, personal leverage, and recognition specialty. All competency of dental hygienists was similarly taken, but the factors influencing each competency differed from the contents of job performance. Thus, appropriate education and training programs are needed by dental hygienists. Factors such as recognition specialty competency, age, and core self-evaluation influenced oral health education. Recognition specialty competency and core selfevaluation influenced prevention treatment. Moreover, academic ability and core self-evaluation influenced concertation of treatment. Conclusions: These results indicate that the dental hygienists who have a more positive attitude have better job performance. Thus, dental hygienists require continuous evaluation to enhance their professional qualities.

What Chinese Workers Value: An Analysis of Job Satisfaction, Job Expectations, and Labour Turnover in China

Abstract: This study uses data from the 2012 China Labour-Force Dynamics Survey and 2010-2012 China Family Panel Studies to investigate job satisfaction and job expectations, as well as the association between job satisfaction and job turnover by gender among employees aged 16-65. We find not only that job satisfaction levels are relatively low, with only 46% of workers explicitly satisfied, but also that worker expectations differ significantly from what their jobs actually provide. In particular, many jobs are less interesting than expected, which prevents workers from realizing their perceived potential. This expectation gap is thus a strong determinant of job satisfaction. Men and women have similar levels of job satisfaction, yet based on observables, one would expect women's job satisfaction to be lower than it actually is, thereby lending support to the gender-job-satisfaction paradox encountered in Western studies. In contrast to Western research, we find no link between job satisfaction and job change, an observation we attribute to China's unique Confucian-based work ethic.