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 Effect of Job Characteristics on Job Satisfaction in the United States and China

Abstract: This study utilizes a detailed data set from a regional manufacturing firm to investigate how worker satisfaction differs between the United States and China. While there does not appear to be an overall difference in satisfaction across countries, the similar levels of satisfaction appear to be driven by different factors. Chinese workers respond more positively to good communication and the communal aspect of work such as morale and work friendships. However, Chinese workers react negatively to training and fear negative management reaction to surveys.INTRODUCTIONAs companies expand their operations internationally, understanding the attitudes of their workforce becomes an increasingly difficult proposition. While difficult to attain, this understanding is important. If international workers differ from their United States counterparts in terms of their attitudes towards the job, management styles will need to adapt to the context of specific countries or productivity may suffer. There are many aspects of worker attitudes that are important, but one broad, very useful characteristic that deserves particular attention is the overall job satisfaction of workers. Overall job satisfaction has been shown to lead to better productivity (Munyon et al, 2010), fewer quits (Bockerman and Ilmakunnas, 2009; Green, 2010), less absenteeism (Drago and Wooden, 1992), and less harmful behavior on the job (Mangione and Quinn, 1975). While the general literature on job satisfaction in western economies is well developed and has a long history, one element that has been less examined is the determinants of job satisfaction in other countries, particularly the People's Republic of China. Given China's rapidly expanding economy and its role as a global manufacturer, even relatively small companies are finding opportunities in the Chinese market. Understanding the satisfaction of the Chinese worker in particular will become an essential part of managing a global organization.This project examines the effect of job characteristics on job satisfaction for workers in the United States and China. The study contributes to the gap in the satisfaction literature in a few important ways. First, prior studies have not typically had detailed information about employee attitudes towards management styles or organizational characteristics such as communication style, training, networking opportunities, and the quality of teamwork. This detailed information about how people feel about specific aspects of their positions and the organization will provide practical evidence about what workers truly value on the job and how they react to their managers. Additionally, although prior studies have examined some aspects of the Chinese worker, they typically do not test for differences across countries. This study explicitly compares worker responses and the determinants of those responses, to their counterparts in the United States. By examining whether there are significant cross-country differences in how workers perceive their jobs, the findings provide valuable information to inform companies about cross cultural differences between the United States and China that impact operations.To conduct the analysis I utilize a unique dataset from a regional manufacturing firm with operations across the United States and in China. The detailed dataset contains information about basic job satisfaction, but also inquires about worker attitudes related to aspects such as teamwork, desired mobility, training, wages, and communication, to name a few. The range of questions included in the study allows me to examine a different set of attitudes than other studies. In addition, since the workers are part of the same organization I am able to control for a major variant across countries in other studies, namely that the workers examined work for different employers with different policies and management styles. In this situation, since the workers are employed by the same company, the primary difference across countries is the workers themselves. …

The role of trait emotional intelligence (EI) in the workplace

Abstract: This thesis applies the concept of trait El within the context of a theoretical framework of emotions (covering e.g. behaviour, personality and decisions) by analysing its relationship with employees' job-related feelings (Job Satisfaction, Organisational Commitment and Emotional Motivation), emotion-related behaviour (Decision-Making, Counterproductivity in work behaviour), and emotion-related personality traits (e.g. Competitiveness, Perfectionist, Socialised Leadership Traits). With regard to the definition of trait El, Petrides and Furnham (2001) have proposed that individuals differ in the extent to which they attend to, process and utilise effect laden information. Its investigation should therefore be primarily conducted within a personality framework, measured using self-report questionnaires. The data used in this thesis were gathered from questionnaires and 3600 feedback assessments distributed in various sectors in the UK and Ireland, and analysed using correlation and regression techniques. Chapter 3 (Study I and 2) and 5 (Study 5) confirmed that trait El's investigation should be primarily conducted within a personality framework, since strong relationships were found between trait El and emotion-related personality traits. The findings of Chapter 4 (Study 3) and Chapter 5 (Study 5) revealed that trait El is positively related to employees' job-related feelings (e.g. Job Satisfaction, Organisational Commitment and Emotional Motivation). From the perspective of emotion-related behaviour, Chapter 4 (Study 4) showed that a person with low trait El is more likely to exhibit deviant behaviour, such as absence and aggressiveness. Chapter 6 (Study 6) showed that positive emotionality such as well-being and emotional awareness clearly influences decision making. Overall comparisons between high and low trait El scorers were also investigated and the results were in 1ine with the theoretical framework of emotions, in terms of negative vs. positive emotionality. In the present thesis, trait El seems to be broadly consistent with the neuropsychological theories where emotions, dispositions and feelings are presented as biological brain functions, linked to behaviour, personality and decisions.

Does popularity at work matter? Examining the effects on career satisfaction through self-evaluation and abilities

Abstract: Much research has been conducted on the effect of popularity among children and adolescents, but the popularity of adults at work has received little attention. I investigated the effects of employees’ popularity on their career satisfaction, and, in regard to this relationship, the roles of employees’ knowledge, skill, and abilities (KSA) as moderators, and of their core self-evaluations as a mediator. Participants were 219 supervisor–subordinate dyads employed by 32 enterprises in China. Multiple regression analysis of the data showed that the employees’ popularity was positively related to their career satisfaction. Their KSA level moderated this relationship, so that, among employees with less KSA, popularity had a stronger effect on their career satisfaction than among those with more KSA. Employees’ core self-evaluations fully mediated the moderating effect of KSA on the relationship between popularity and career satisfaction. The findings suggest that if employees can increase their popularity, this is an effective way to improve their career satisfaction, especially for those who are low in KSA. Improvement of employees’ core self-evaluations may also directly enhance their career satisfaction.

Relationship between Core Self-Evaluation and Academic Procrastination among Female Students in Saudi Arabia

Abstract: Four personality traits of core self-evaluation are used to describe human character and their behavior. Personality comes from within the person and remains consistent throughout his or her life. Therefore, many research papers and academic studies were carried out to understand personality and its connection to academic related behavior. This study is examined the relationship between personality dimensions and academic procrastination. This is a survey research primarily rely on data collected from undergraduate students. For this research, female undergraduates from Universities in Saudi Arabia were selected. To select the sample, three private universities are selected from the eastern province randomly and then 160 students randomly chosen for the test. The data collection is conducted by using online survey website that is only given to the selected students. The dependent variable in the analysis is the measure of academic procrastination of female Saudi students in private universities and independent variables are four personality traits defined under the core self-evaluation; self-esteem, locus of control, generalized self-efficacy and emotional stability. Collected data is analysed through; mean, standard deviation, correlation, and regression analysis. The results of the study obtained proved that there is a significance negative relationship between self-esteem, generalized self-efficacy and emotional stability and students’ academic procrastination behavior. Also, there was a slightly positive relationship between a locus of control and students’ procrastination behavior. However, according to the regression analysis all four personality traits are significant but show negative impact on students’ procrastination behavior.