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.

What makes employees resilient to job demands? : The role of core self-evaluations in the relationship between job demands and strain reactions

Abstract: Contemporary theory claims that job demands will not lead to negative strain reactions when job related resources are in place as a buffer. In the present article this idea is extended by focusing on person-related resources that are not inherently related to the job, namely core self-evaluations (CSE). This general trait represents an individual’s evaluation of self-worth and functioning, and is composed of four accepted personality traits, namely self-esteem, locus of control, general self-efficacy, and emotional stability. The present article tested the idea that CSE functions as a person-related resource and acts as a buffer between job demands and strain reactions. In two studies with samples from separate organizations it was shown that CSE moderated the relationship of job demands (emotional job demands, work load, and shift work) with psychological distress. Results indicate that CSE functions as a personal resource and acts as a buffer between job demands and strain reactions. It is discussed how...

Does trait affect promote job attitude stability

Abstract: Trait affect has been studied as a factor which may help explain why job attitudes tend to be rather enduring over time. In this study, test-retest correlations of various job attitudes measured 7 years apart were relatively unaffected by controlling for five measures of affective disposition.

Predictors of work‐family enrichment: moderating effect of core self‐evaluations

Abstract: Purpose – The purpose of this paper is to examine core self‐evaluations (CSEs), family support, co‐worker support, supervisor support, job characteristics, work‐life balance policies (WLBPs) and work‐family culture as the predictors of work‐to‐family enrichment (WFE) and family‐to‐work enrichment (FWE) and explore the moderating effect of CSEs.Design/methodology/approach – Data were collected through a questionnaire survey from 485 employees from six organizations in India representing manufacturing, telecommunications and information technology sectors and were analyzed using hierarchical multiple regressions.Findings – Supervisor support, job characteristics, WLBPs and work‐family culture predicted WFE. CSEs, family support and job characteristics predicted FWE. Little moderating influence of CSEs was found. It moderated the relationship between supervisor support and WFE.Research limitations/implications – The cross‐sectional design of the study constrains inferring conclusions regarding causality.Prac...

Mentoring as an HRD Approach: Effects on Employee Attitudes and Contributions Independent of Core Self-Evaluation.

Abstract: Mentoring as a form of strategic human resource management is an interesting addition to the HRD literature because it provides a mechanism of change for individual employees. Numerous studies have demonstrated the benefits of mentoring to both the employee and the firm; yet, a recent review of mentoring research argues that mentoring has less effect on important job-related outcomes than some characteristics of the individual being mentored. While individual characteristics such as personality and core self-evaluation are good predictors of job-related attitudes and performance, they can’t be acted on in an HRD capacity. The firm can, however, improve the quality of its human resources by taking actions that foster an environment for mentoring to flourish. The current research developed a model to examine whether efforts to reduce barriers and encourage mentoring can, in fact, lead to individual and organizational benefits like greater job, career, and coworker satisfaction; more organizational commitment; and higher performance and competency, and if these effects are independent of core self-evaluations. Data from 121 supervisors and 632 employees in a Fortune 500 insurance firm were subjected to linear structural relations (LISREL) analysis. Results demonstrated that while both mentoring and core self-evaluation had positive and independent relationships with job and organizational attitudes, only mentoring had a statistically reliable relationship with supervisors’ reports of employee contributions. The findings suggest that the individual and organizational benefits of mentoring are important outcomes of a strong strategic HRD system.

A further examination of antecedents of correctional staff life satisfaction

Abstract: Working in corrections is not only a demanding job, but a socially important one. While a growing number of studies have examined how the work environment impacts the job stress, job satisfaction, and organizational commitment of staff, very few studies have examined how working in corrections impacts the life satisfaction of workers. The current study utilized OLS regression to examine the antecedents of life satisfaction among staff at a Midwestern private prison. Job satisfaction had a positive relationship with life satisfaction, while age, work on family conflict, family on work conflict, and job involvement all had statistically significant negative effects. Finally, perceptions of the level of financial rewards, job stress, organizational commitment, gender, race, educational level, tenure, supervisory status, position, marital status, and having children, all had non-significant associations with overall satisfaction with life.