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.

Transformational Leadership and Work Engagement: The Moderating Role of Core Self-Evaluations

Abstract: After the variables of population statistics is controlled,the transformational leadership and core self-evaluations on work engagement are positive and significant(β=0296,P001;β=0381,P001)The regression coefficient of the interaction between transformational leadership and core self-evaluations on work engagement is negative and significant(β=-0102,P005)As core self-evaluations increase,the effect of transformational leadership on work engagement decreases accordinglyBoth transformational leadership and core self-evaluations affect work engagement positively and significantlyCore self-evaluations moderate the relationships between transformational leadership and work engagement

Organization and Job Attractiveness to Applicants in Egypt and Its Relationship with Core Self-Evaluation

Abstract: IntroductionEgypt's population of young people -between the ages of 15 to 30- comprise more than 50 percent of the total population (Holmes, 2008). Radwan (2002) states that almost 40 percent of the graduates will not find job vacancies; this is due to the surplus of demand for employment by the Egyptian graduates over the supply of jobs. Egypt's unemployment rate is 9.4% which is higher than previous years (CIA World Factbook, 2009).In spite of the fact that there is a surplus of Egyptian graduates, qualified applicants are scarce in the market. This is due to an ineffective education system (Holmes, 2008). As a consequence, it is grueling for organizations to find qualified applicants within the vast supply of graduates through efficient recruitment process (Collins and Stevens, 2002). Backhaus and Tikoo (2004) state that employer branding helps the organizations to have a competitive advantage in the labor market. In line with this, Harold and Ployhart (2008, pp. 191) believe that "A key to identifying and attracting employees is an understanding of what factors are most/least attractive to one's applicant population". Therefore, organizations should understand potential applicants' important attributes in their assessment as it is limited in the literature review (Terjesen et al., 2007).Several researchers and managers have noticed the importance of the person-organization fit in the job seekers' attractiveness to organizations (Lievens et al., 2001; Kristof, 1996). Subsequently, this has led to an increase in the level of importance of organizations' understanding of the desired job seekers' personalities in order to be able to attract the required talents. A newly developed concept termed "Core Self-Evaluation" Judge et al., (2003) which is one of the measures of the applicants' personality. Core self-evaluation (CSE) is defined as "a basic, fundamental appraisal of one's worthiness, effectiveness, and capability as a person" (Judge et al., 2003, pp. 303; Johnson et al., 2008, pp. 391).Research Gap and Research QuestionsThis study provides exploratory empirical evidence which contributes to a broader understanding of the impact of the applicants' preferences which supplements the literature. There has been no published research that identified the main applicants' job/organizational attribute preferences to organizational attractiveness in Egypt. Furthermore, no previous research has investigated the differences of the applicants' attribute preferences due to differences in the applicants' Core Self-Evaluation. Therefore, it will be a virgin area in research to be explored adding value to the literature. The present study aims to answer two main research questions.RQ1: Which job/organizational attributes are attractive to the Egyptian applicants?RQ2: To what extent do applicants' Core Self Evaluation influence their job/organizational attribute preferences?Research ContributionThis study adds value to the society as it facilitate for organizations to reach qualified applicants more effectively and efficiently. While on the other hand, it helps job seekers to find more attractive organizations to apply for. This achieved match between the applicants' needs and the organizations' offerings will lead to higher performance of the organizations through having qualified calibers. Thus, this will lead to having a more flourished economy.Paper StructureThe paper begins by exploring the literature through identifying the employer image definitions aroused by different researchers. Then it is followed by an overview of the historical research conducted in the area of organizational attractiveness to applicants. Then the paper addresses the personality differences among the job seekers. It highlights the importance of the person-organization fit in the organization attractiveness to organizations. The third section introduces a newly developed concept of Core Self-Evaluation (CSE); its definition and the importance of its relationship with the applicants' attribute preferences. …

A study on adjustment, job satisfaction, job involvement and job stress of private school secondary teachers

Abstract: The present study is related to study of adjustment, job satisfaction, job involvement and job stress of secondary school teachers. Job stress, job involvement and job satisfaction play a vital role in adjustment of teachers in schools. Stress in job or confrontation with reality which is totally different from one’s expectations and dreams, gives a teacher the strength for transforming herself or himself into a powerful person. 267 teachers were responded for the questionnaire. In the present study, it was found that all the four variables i.e. adjustment, job satisfaction; job involvement and job stress have a significant relationship. Adjustment of male and female secondary school teachers is also positively correlated with their job-stress. Increase in job-involvement, the adjustment of secondary school teachers increases.

Inter-ethnic coexistence in Israeli plants: the job experiences and attitudes of Arab and Jewish workers

Abstract: Through personal interviews, we examine the job experiences and attitudes of Arab and Jewish workers sharing the same work site in five manufacturing facilities. We find that Arabs and Jews differ in terms of demographic, job status, and job treatment factors, as well as in levels of job satisfaction. Using hierarchical multiple regression analyses, we determine that average Arab-Jewish differences in job satisfaction are not related to generic racial/ethnic differences. Rather, group disparities in job satisfaction primarily derive from differences in worker perceptions of their environment as well as in the nature of inter-ethnic work relations. Our results suggest employer efforts to establish a more supportive work environment and the promotion of positive cross-ethnic relationships at work may reduce the Arab-Jewish job satisfaction gap.