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.

Perceived Stress, Performance Appraisal Discomfort and Core Self-evaluation in a Non-Western Context.

Abstract: The study is an exploratory investigation of the relationship among perceived stress, performance evaluation discomfort and beliefs, and employee’s self-evaluation – specifically core self-evaluation. Little has been done exploring perceived stress as a possible consequence of the discomfort experienced by appraisers and this study attempts to fill this gap. This cross-sectional survey obtained usable data from 167 public and private sector employees in Gaborone, Botswana, with about 81% from the public sector. Respondents were 51.5% males, 45% unmarried and 54% having over 10 years work experience. Respondents were well educated with 70% possessing basic university degree or higher and over 65% earned over $1500.00 monthly indicating a fairly well paid African sample. Data were collected using structured questionnaires with 47 standardised items from four scales (perceived stress – 10, performance appraisal discomfort – 20, performance appraisal beliefs – 5 and core self-evaluation – 12). Data was analysed using Pearson’s coefficient correlation multiple regression (stepwise). The result indicated direct but insignificant correlation between performance appraisal discomfort and performance appraisal belief; inverse relationship between performance appraisal discomfort and perceived stress; inverse relationship between performance appraisal discomfort and core self-evaluation. All these results though in the predicted direction were non-significant. A significant and direct relationship was however found between perceived stress and core self-evaluation. This is perhaps indicative of a strong link between how a person sees, views and values self as a possible reflection of the state of the individual’s perceived stress. Also core self-evaluation and performance appraisal discomfort emerged as predictor variables for perceived stress, with the former being the stronger predictor and together explaining about 7% of the variance. Limitations and future research direction include: the small number of predictor variables explored; a need for cross-cultural and multi-cultural investigation of the variables to enhance and enrich our understanding of the constructs; and a sampling limitation imposed by a somewhat self-selecting organisational sample used. Managerial implications include: albeit performance appraisals are infrequently done, the importance attached to it by managers and organisations makes discomforts with it critical as issues such as individual advancement, reward obtainable and disciplinary issues are all associated with it. Similarly core self-evaluation may be a key to high levels of individual performance. These issues may impact on perceived and actual stress experienced by individuals hence the need to direct more attention to the investigation of this linkage – a process that this study attempts to promote.

Know Thy Self: An Examination between Individual Core Self-Evaluations and Demographic Characteristics among Agricultural Leadership Development Program Participants.

Abstract: Engaging learners is one of the most important responsibilities of an educator. Finding opportunities to connect with individuals in a meaningful way is a powerful tool, particularly for leadership educators. The purpose of the study was to determine whether there were any statistically significant relationships between different demographic groups and core self-evaluations among a sample of adult agricultural leadership development program participants. The results of the study found that gender, educational attainment, and geographic region were not statistically significantly related to core self-evaluations. However, there was a statistically significant difference between groups in both the age and organizational level demographic clusters. A recommendation is for educators to use the findings as a starting point to inform learning interventions and to strive to accommodate the needs of individual learners accordingly.

Transformational leadership and citizenship behavior: the role of core self-evaluation

Abstract: The roles of both leaders’ and followers’ core self-evaluations (CSE) were investigated for their influence on the relationship between transformational leadership and follower organizational citiz...

Social Identity and Job Satisfaction of Bank Employees at Dhaka City

Abstract: INTRODUCTIONSocial identity refers to how others identifies the person of board social categorize of age, occupation, social adjustment. Allen (1968) considers that social identity would be that part of social process and represents of cognition. Social identity is ones sense of self as a member of a social group. Social Identity Theory was developed by Tajfel and Turner in 1979. The theory was originally developed to understand the psychological basis of intergroup discrimination. Tajfel et al. (1971) attempted to identify the minimal conditions that would lead members of one group to discriminate in favor of the in group to which they belonged and against another out group.Factors of Job SatisfactionHoppock (1935) defined job satisfaction as any combination of psychological, physiological and environmental perspective. Circumstances that cause a person truthfully to say I am satisfied with my job. Spector (2006) found that this approach although job satisfaction is under the influence of many external factors, it remains something internal that has to do with the way how the employee feels. That is job satisfaction presents a set of factors that cause a feeling of satisfaction. Vroom (1964) in his definition on job satisfaction focuses on the role of the employee in the workplace. Thus, he defines job satisfaction as affective orientations on the part of individuals toward work roles which they are presently occupying (Vroom, 1964). According to Bradley and Brian (2003) employee's job satisfaction is pleasure that an employee derives from his/her Job. It is an attitudinal variable that describe how people feel about their job (Agho, Mueller, and Price, 1993, Alexander and Lichtenstein (1997), Nelson (2006), Smith et. al. (1969). Factors of job satisfaction are discussed herein:-Personal Factor A personal factor means individual personal characteristics that have significant effect on his or her. Such as personal factor given below with findingPersonality Hoppock (1935) found that personality disorder is to be considered the main cause of the employee job dissatisfaction. Those are suffering from various neurosis disorders, anxiety, phobia, and obsessive compulsive reaction. Health Trier (1954) mentioned that there is negative correlation between physical health and job satisfaction. Marital status Khaleque and Rahman (1983) found that married workers job satisfaction is significantly higher than unmarried workers. Intelligence- Relatively more intelligence workers are dissatisfied in easy and resistive worker.Job Related Factor - Nature of Work Nature of the work is the main determinants of the job satisfaction (Walker and Guest, 1952). They show that those are not like the nature of work, their job satisfaction level is lower than liking group. Working Environment- Working environment is related to job satisfaction. Job Status- There is a positive correlation between job status and job satisfaction (Hoppock 1953, Morse 1953). Wage- Job satisfaction also related with wage controversial factor.Holland (1996) the present study examines and organizational cultural affecting factor jobs satisfaction result indicate that self identity and cultural affecting factor jobs satisfaction higher significant. Abram et al, (2013) the purpose of the present study was to examine the moderating effects of age and tenure on the relationship organizational identification and jobs satisfaction. The result of the study showed that positive relationship between organizational identification and jobs satisfaction. Johnsrud (2002) study was to explore the relationship among stuff member work life perspective and identification. The results indicated that stuff member were positive about their work relation. Besental (2013) the study shows that job satisfaction, specially job characteristics and core job evaluation with positive relationship between job satisfaction and task identity.Rationale of the studyA good number of researches have been conducted in area of self-identity as well as job satisfaction. …