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.

A Study on the Relationships between Job Stress and Job Satisfaction of Disabled Workers

Abstract: This paper examined the relationship between job stressor and job satisfaction according to the general property of disabled workers. Role ambiguity, role conflict, and role overload were cast as the factors of job satisfaction to explore their relationship with the general property and type of disabled workers. The results revealed that role ambiguity had the strongest meaningful relationships with job satisfaction and role conflict, role overload had not shown the meaningful relationships with their Job satisfaction. The reason of this results seemed to be from the fact that the work type available or not available to disabled worker was determined beforehand according to their disability type. Finally, these findings provide a guidelines of efficiency human resource management and strategic development program for the disabled workers.

The changing nature of jobs: A meta-analytic investigation

Abstract: Despite frequent references to “the changing nature of work,” little empirical research has investigated proposed changes in work context perceptions. To address this gap, this study uses a cross-temporal meta-analysis to examine changes in five core job characteristics (e.g., task identity, task significance, skill variety, autonomy, and feedback from the job) as well as changes in the relationship between job characteristics and job satisfaction. An additional analysis of primary data is used to examine changes in two items related to interdependence. On average, workers perceived greater levels of skill variety and autonomy since 1975 and interdependence since 1985. In contrast, the results of a supplemental meta analysis did not support significant changes in the association between the five core job characteristics and satisfaction over time. Thus, although there is some evidence for change in job characteristics, the findings do not support a change in the value placed on enriched work. Implications for researchers and organizations navigating the modern world of work are highlighted.

Influence of proactive personality and career calling on employees’ job performance: A moderated mediation model based on job crafting

Abstract: Purpose: Based on self-determination theory, this study sought to clarify the internal mechanism of the impact of proactive personality and career calling on job performance from both personality traits and intrinsic motivation perspectives, highlight the important role of job crafting as an individual’s proactive behaviour, and demonstrate the supporting role of organisational embeddedness as an external environmental factor.Design/methodology/approach: Hierarchical regression analysis and bootstrap-based path analysis were used to test the above hypotheses on 292 employees in China.Findings/results: The results show that proactive personality and career calling had significant positive effects on employees’ job performance, and job crafting was a full mediator in both paths, with significantly different mediation effects. Organisational embeddedness moderated this mediating effect.Practical implications: This study provides references for employees and organisations to continuously improve their job performance. Organisations need to address job crafting behaviours and create related supporting atmospheres.Originality/value: This study explored the mechanisms that affect career outcomes from both personality traits and intrinsic motivation aspects. The theoretical model verifies the value of individual intrinsic motivation and autonomous behaviour, and confirms the theory of self-determination. The study also extends the existing career theory by breaking through the one-sidedness of the previous theory that emphasises only the role of the organisation, but highlights the crucial importance of employees’ subjective initiatives.

Career Commitment: Interplay of Core-Self-Evaluation and Reward System among Local Governments Employee in Oyo State, Nigeria

Abstract: This study investigated the joint influence of core self-evaluation (self efficacy, self-esteem, work locus of control and neuroticism) and reward system on carrer commitment of local government employees in Oyo State, Nigeria. The study adopted descriptive survey research design. A total of 2,040 respondents were selected from 13, 838 employes across the 33 local government areas of Oyo State using stratified random sampling technique. The six instruments used were: General Self-efficacy Scale ( r= 0.80), Self – esteem Scale ( r = 0.76), Work Locus of Control Scale ( r = 0.75), Neutrocism Rating Scale ( r = 0.74), Reward System Rating Scale ( r = 0.69) and Career Commitment Rating Scale ( r= 0.67). Three research questions were answered at 0.05 level of significance using Multiple Regression and Pearson’s Product Moment Correlation Analysis to test joint effects and relative contributions of the independent variables on the dependent variable. Results findings showed that, self-efficacy, self-esteem, work locus of control, neuroticism and reward system had a significant joint positive correlation with career commitment (r = 0.78). The five variables had significant effects on career commitment (F5/2034 = 627.15). The contributions of the five independent variables to career commitment in order of importance are as follows: reward system (β = 0.674, t=43.87, p<0.05); self-efficacy (β = 0.224, t = 12.3, p< 0.05); locus of control esteem (β = 0.147, t=7.43, p < 0.05); neuroticism (β =0.666, t = 3.96, p <0.05) and self –significantly with career commitment as follows: self-efficacy ( r = 0.41, p< 0.05), self-esteem (r = 0.28, p < 0.05), locus of control ( r= 0.42, p <0.05), neuroticism ( r= 0.32, p <0.05) and reward system ( r = 0.73, p < 0.05). Based on the result findings, part of the recommendations is that, counselling and personnel psychologists should be involved in local government administration so that they can help employees understand and clarify their core self evaluations and reward orientation. Key words: Career commitment, Core self-evaluation, Reward system, and Local government employees.

The Relationships among Measures of Work Orientation, Job Attribute Preferences, Personality Measures, and Abilities.

Abstract: : Analysis indicated that different measures of intrinsic and extrinsic orientation were neither operationally nor conceptually equivalent. In addition, generally low relationships were found to exist among different measures of preference for job structural attributes. Contrary to previous assumptions in the literature, individual preferences for such job attributes as variety, learning new skills, responsibility etc. were found to be significantly and differentially related to individual job related abilities, interests and value orientations. (Author)