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.

Voluntary turnover typology utilizing the dispositional variables of core self-evaluation and negative affectivity

Abstract: A voluntary turnover typology is developed in order to provide a psychological, heuristic tool for understanding the psychology behind different types of voluntary turnover. The typology incorporates job satisfaction along with the dispositional variables of core self-evaluation and negative affectivity. Implications and directions for future voluntary turnover research are

The Influence of Core Self-Evaluations on Group Decision Making Processes: A Laboratory Experiment

Abstract: The personal trait called Core Self-Evaluations (CSE) has been receiving increasing attention from behavioral strategy scholars due to its ability to predict job performance and to explain some facets of decision-making processes. However, despite previous studies hypothesizing that managers with high values of CSE are intuitive thinkers, beyond any doubt of their capacities and that they significantly lead to positive results for their organization, no one has empirically investigated these assumptions. This gap can be substantiated by the following research question: “How do high Core Self-Evaluations influence team decision-making processes?”. Answering it provides insights on how the evaluations that decision makers make about situations (and the consequent actions that are implemented) highly depend on decision makers’ inner traits and their effect on cognition. To fill this gap, 120 graduate students—divided into groups of four—took part in a simulation game and were asked to make decisions acting the role of General Manager of a small-sized manufacturing firm. Tests aimed at identifying the CSE and intuitive/reflecting thinking approach of participants were administered; moreover, the performance resulting from their decision-making processes and their estimation of reached results were collected. Results show that an average level of CSE is preferable to balance intuitive and reflective thinking, as well as avoiding overconfidence bias and reaching the best performance possible. This work suggests that there is a huge misattribution in considering a high level of CSE as being beneficial for decision-making processes and consequent performance.

The Effect of Personality Traits of Managers/Supervisor on Job Satisfaction of Medical Sciences University Staffs.

Abstract: Background: Todays people are spending most of their time life in their workplace therefore investigation for job satisfaction related factors is necessities of researches. Aim: The purpose of this research was to analyze the effect of manager’s personality traits on employee job satisfaction. Subjects and Methods: The present study is a descriptive and causative‑comparative one utilized on a statistical sample of 44 managers and 119 employees. It was examined and analyzed through descriptive and inferential statistics of Student’s t‑test (independent T), one‑way ANOVA, and Kolmogorov–Smirnov test. Results: Findings showed that the managers and supervisors with personality traits of extraversion, eagerness to new experiences, adaptability, and dutifulness had higher subordinate employee job satisfaction. However, in the neurotic trait, the result was different. Conclusion: The results showed that job satisfaction was low in the aspect of neurosis. Based on this, it is suggested that, before any selection in managerial and supervisory positions, candidates receive a personality test and in case an individual has a neurotic trait, appropriate interference takes place both in this group and the employees’ one.