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.

Job stress and affective well-being: the mediating effects of core self-evaluations

Abstract: this study aimed to examine the mediating effects of core self-evaluations in the relationship between job stressors (interpersonal conflict at work, organizational constraints, quantitative workload) and job strains, as well as affective well being. Based on a correlation design, 228 (45 males, 183 females) Islamic Azad University employees completed the measures of the Job Stressors (Spector & Jex, 1998) consisted of the Interpersonal Conflict at Work Scale, the Organizational Constraints Scale, Quantitative Workload Inventory and Physical Symptoms Inventory, as well as the Job Related Affective Well-Being Scale (Van Katwyk et al, 2000), and the Core Self-Evaluations Scales consisted of the Rosenberg Self-Esteem Scale (1965), Generalized SelfEfficacy Scale (GSES; Judge et al.,1998), the Neuroticism Scale of Eysenck Personality Inventory (Eysenck & Eysenck, 1968) and the Internality, Powerful Others and Chance Scale (IPC; Levenson, 1981). The results of path analysis indicated that interpersonal conflict and organizational constraints influenced the job strains positively and organizational constraints influenced the affective well-being negatively. Furthermore, core self-evaluations mediated the relationship between job stressors and Job strains, as well as affective well-being significantly. It can be concluded that the appraisal of job stressors and its consequences are influenced by core self-evaluations.

Relationship of Social Self-Efficacy and Worker’s Job Satisfaction

Abstract: Social Self-efficacy is as a significant contribution to an organization’s long-term success which has emerged as significant antecedents of organization job satisfaction. Privatized organizations are obligated to social self-efficacy as the fundamental philosophy for their development and increase worker job satisfaction. Social Self-efficacy has to be coordinated with work satisfaction in order that accomplish the organization’s mission. The following paper explains the relationship between social self-efficacy and work satisfaction through investigating relevant theories and past studies. The outcomes must lead managers to take into consideration the significant of emphasizing that training social self-efficacy can lead to improve job satisfaction and therefore organization’s prosperity. The present study aims to deepen the role of social self-efficacy on worker’s job satisfaction. Training in social self-efficacy can lead to higher job satisfaction and open the way to further research and have implications for training and talent management. Keywords: Social self-efficacy, Workers’ job satisfaction, Privatized organizations

Core Self-Evaluation:A Confirmatory Factor Analysis

Abstract: In recent years, the foreign researchers proposed that self-esteem, general self-efficacy, locus of control and neuroticism construct a more global, more fundamental factor, named core self-evaluation. This factor was found to be related to job satisfaction and job performance. Using a sample of university undergraduate (n244), the present study examines if the core self-evaluation fitts in the Chinese culture. A second-order factor analysis is conducted, and the factor structure is found to be perfectly fitted. At last, suggestions are made for future research.