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.

Personality Traits Associated with Occupational "Burnout" in ABA Therapists.

Abstract: Background Applied behaviour analysis (ABA) therapists typically work one-to-one with children with autism for extended periods of time, which often leads to high levels of job-related stress, lower levels of job satisfaction, increased frequency of occupational ‘burnout’ and higher than average job turnover (Journal of Autism Development, 39, 2009 and 42). This is particularly unfortunate, in that these vulnerable clients need stability and consistency in care, both of which are empirically related to clinical outcomes (Journal of Autism Development, 39, 2009 and 42). It is reasonable to assume that some individuals, by virtue of their personal characteristics, are better suited to this type of work than are others. Method The purpose of the this study was to investigate associations between personality traits, using the five-factor model of personality, and key job-related variables, including burnout and job satisfaction, in a sample of therapists (n = 113) who work one-to-one with individuals diagnosed with autism. Results Significant correlations were found between Neuroticism and all three subscales of burnout (Exhaustion, Cynicism and Professional Efficacy). Extraversion and Conscientiousness were significantly negatively correlated with Cynicism and positively correlated with Professional Efficacy. Agreeableness was positively associated with Professional Efficacy. Job satisfaction was correlated positively with Extraversion and negatively with Neuroticism. Level of perceived personal and professional support partially mediated the effect of personality traits on job satisfaction. Conclusions These results may help to identify job applicants who are dispositionally less suited to this type of work, as well as currently employed therapists who are in need of support or intervention.

An empirical test of a trait-oriented job analysis technique

Abstract: A trait-oriented job analysis technique based on a checklist of 33 a priori carefully defined traits that encompass elements of the physical, mental, learned, motivational and social domains of the work world is described. The analysis identifies the relevant traits, their levels and weights, in relation to overall job performance. Results of discriminability tests were supportive of the job analysis technique and indicated that incumbents of jobs requiring a particular trait scored higher on measures (predictors) of that trait than incumbents of jobs not requiring that trait. Implications of the results for personnel selection and placement are discussed.

When Selection Ratios Are High: Predicting the Expatriation Willingness of Prospective Domestic Entry-Level Job Applicants

Abstract: High expatriate selection ratios thwart the ability of multinational organizations to select expatriates. Reducing the selection ratio may be accomplished by selecting those applicants for entry level domestic positions who have expatriate aspirations. Regression analyses conducted on data from a sample of 299 Dutch students about to enter the job market indicated that 20 predictors subsumed under the Five Factor Model, core self-evaluations, expatriate specific predictors, and biodata account for 50% of the variance in expatriation willingness. The predictors were ordered relative to their increasing alignment with expatriation willingness in terms of the action, target, context, and time elements reflected in Ajzen's (1988, 1991) principle of correspondence. Dominance and relative weights analysis provided strong support for the hypothesis that greater alignment on these elements translates into greater predictive power, with biodata emerging as the most powerful predictor set, followed by expatriate specific predictors, the Five Factor Model, and finally core self-evaluations.

Role of burnout on job level, job satisfaction, and task performance

Abstract: The purpose of this paper is to examine the mediating role of burnout (ie exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance,The final sample included 342 Korean workers from selected companies The authors employed the Hayes (2013) PROCESS tool for analyzing the data,The results showed that all three subscales of burnout (ie exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction However, only two mediators (ie cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance,This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance The authors provide implications and limitations of the findings

How workplace support for the COVID-19 pandemic and personality traits affect changes in employees' affective commitment to the organization and job-related well-being.

Abstract: How do organizational responses to environmental disruptions affect employees' job-related well-being? As the COVID-19 pandemic has led to new ways of working, increased health concerns, and added responsibilities, employees are facing important challenges in doing their work that can affect their job-related well-being. This study aims to understand how different types of work support (i.e., perceived organizational support and supervisor accessibility) in response to environmental disruption interact with personality traits (i.e., core self-evaluations and future focus) to influence changes in employees' affective commitment to their organization and in their job-related well-being. We develop a moderated mediation model and test it on data collected from 295 individuals working in the United Kingdom. We find that work support for the COVID-19 pandemic, both perceived organizational support and supervisor accessibility, is associated with more positive changes in employees' job-related well-being and that this effect is mediated by changes in employees' affective commitment to their organization. Furthermore, we find that personality traits moderate the relationships between these two types of support and changes in affective commitment to the organization, with those relationships being more positive for employees with low core self-evaluations and for those with a high future focus.