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 Core Self-Evaluation Scale: Further Construct Validation Evidence

Abstract: The authors empirically examined two operationalizations of the core self-evaluation construct: (a) the Judge, Erez, Bono, and Thoresen 12-item scale and (b) a composite measure of self-esteem, self-efficacy, locus of control, and neuroticism.The study found that the composite scale relates more strongly than the shorter scale to performance, perceived job complexity, positive affectivity, personal trust, and belief in a just world. However, the short scale performed well and may be more practical in organizational research. The authors conclude that the 12-item measure is better used in research when participant time is limited and that a composite index is better when time is not a constraining factor in the data-collection process.

(Endogenous) Occupational Choices and Job Satisfaction Among Recent PhD Recipients: Evidence from Catalonia

Abstract: Drawing on data from two successive cohorts of PhD graduates, this paper analyses differences in overall job satisfaction and specific job domain satisfaction among PhDs employed in different sectors four years after completing their doctorate degrees. Covariate-adjusted job satisfaction differentials suggest that, compared to faculty members, PhD holders employed outside traditional academic and research jobs are more satisfied with the pecuniary facets of their work (principally, because of higher earnings), but significantly less satisfied with the content of their job and with how well the job matches their skills (and, in the case of public sector workers, with their prospects of promotion). The evidence regarding the overall job satisfaction of the PhD holders indicates that working in the public or private sectors is associated with less work well-being, which cannot be fully compensated by the better pecuniary facets of the job. It also appears that being employed in academia or in research centers provides almost the same perceived degree of satisfaction with the job and with its four specific domains. We also take into account the endogenous sorting of PhD holders into different occupations based on latent personal traits that might be related to job satisfaction. The selectivity-corrected job satisfaction differentials reveal the importance of self-selection based on unobservable traits, and confirm the existence of a certain penalization for working in occupations other than academia or research, which is especially marked in the case of satisfaction with job content and job-skills match. The paper presents additional interesting evidence about the determinants of occupational choice among PhD holders, highlighting the relevance of certain academic attributes (especially PhD funding and pre-and-post-doc research mobility) in affecting the likelihood of being employed in academia, in a research center or in other public or private sector job four years after completing their doctorate programme.

Do Job Control, Support, and Optimism Help Job Insecure Employees? A Three-Wave Study of Buffering Effects on Job Satisfaction, Vigor and Work-Family Enrichment

Abstract: Job insecurity (threat of job loss) is widespread and becomes a permanent phenomenon for a lot of employees. Based on the response of 926 Finnish employees, this study investigated the direct lagged relationship between job insecurity, coping resources (job control, social support, and optimism), and employees’ work- (vigor at work and job satisfaction) and family-related outcomes (work-family enrichment). Particular interest was in the moderating role of job control, support, and optimism in the job insecurity–employee outcome relationship. Our analyses of three-wave longitudinal data, collected in 2008, 2009, and 2010, showed that job control was the strongest lagged buffer against job insecurity in relation to vigor at work. In addition, social support longitudinally buffered against the negative effects of job insecurity on job satisfaction and vigor at work. However, optimism did not function as a buffering factor in any of the tested models.

Broad and narrow personality traits for predicting managerial success

Abstract: Research concerning the relationship between personality and job performance has been largely conducted within the framework of the broad Big Five personality traits (Costa & McCrae, 1992). In contrast, the validity of narrow traits has not been adequately addressed. We examined the extent to which narrow personality traits contribute to the prediction of managerial success beyond the Big Five. To this end, 130 managers provided personality data on the Big Five and five narrow-band personality traits. Managerial success was measured by income and promotion rate, supervisor ratings on contextual and task performance, as well as self-rating of job satisfaction. The results suggest that narrow traits add incremental validity over and beyond the Big Five for income and supervisor ratings, yet the degree to which they contribute depends on the criteria used. However, no increase in validity was registered for job satisfaction and promotion rate. The implications of these findings are discussed in the light of ...