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.

Core self‐evaluations and salespeople

Abstract: A schemata drawn from the literature addressing core self-evaluations was tested with the use of a sample of commissioned salespeople. Research propositions were tested for the internal locus of control, high self-efficacy beliefs group and for the external locus of control, low self-efficacy group of salespeople. Support was derived for several of the propositions. However, the relationship between performance and cell membership indicated that both internal, high self-efficacy beliefs salespeople and external, high self-efficacy beliefs salespeople perform at a higher level than those in the other cells. © 2006 Wiley Periodicals, Inc.

The Interplay between Follower Core Self-Evaluation and Transformational Leadership：Effects on Employee Outcomes

Abstract: Purpose: To examine the linkage between employee core self-evaluation (CSE) and employee outcomes and the moderating effects of transformational leadership on the latter relationships. Design/Methodology/Approach: A survey with 546 matched supervisor-subordinate dyads representing six South Korean organizations. Hierarchical linear modeling was used to test the research hypotheses including the moderating effects. Findings: Employee CSE was positively associated with job satisfaction, affective organizational commitment, and job performance. In addition, the latter relationships were facilitated by transformational leadership. Specifically, the relationship between CSE and job satisfaction and affective organizational commitment became strongest as transformational leadership was higher rather than lower. Implications: These findings contribute to a developing research literature that integrates individual characteristics and behaviors of both leaders and followers in leadership research. These results are also important in developing and in refining leadership theories on how leadership behaviors interact with followers’ personality traits in influencing employee outcomes. Our findings also provide practical implications for organizations. For example, organizations wishing to enhance leadership effectiveness must consider individual characteristics and behaviors of both leaders and followers. Originality/Value: One of few studies has examined the cross-level moderating effects of leadership behaviors on the relationships between followers’ CSE and employee outcomes.

Antecedents of Job Stress and its impact on employee’s Job Satisfaction and Turnover Intentions

Abstract: When the level of stress increases from the resources and coping abilities possessing by someone then results can be unfavorable both for employees and organization because stress is a crucial factor influencing both performance and work in organizations. In this new era of proficiency, the job stress is a very important considerable matter at work place. That’s why this research will extensively focus on the impact of work overload, role conflict and role ambiguity on job stress and further the effect of job stress on job satisfaction and also on turnover intention. This research will try to identify the causes and effect of job stress on employee’s behaviors, attitudes and their willingness towards achieving goals and efficiency. A questionnaire (in which scales were consisting of twenty six items) is prepared to find out the association between role conflicts, role ambiguity, work overload and job stress and furthermore between job stress, turnover intention and job satisfaction on the basis of regression analysis. The results shows that between the variables there are very significant relationships are present. Role ambiguity, role conflict, work overload, and turnover intention have positive correlation with job stress but between job stress and job satisfaction there is negative correlation and there is also a negative correlation among job satisfaction and turnover intention. The scales and instruments are taken from the standard sources. The research results are valuable for a large number of companies, institutes and different departments to improve their productivity, to know the employees behaviors and for the welfare of both employees and organizations. For training oriented organizations research results have practical implications.

Predicting General Well‐Being From Emotional Intelligence and Three Broad Personality Traits

Abstract: This paper examined the joint predictive effects of trait emotional intelligence (trait-EI), Extraversion, Conscientiousness, and Neuroticism on 2 facets of general well-being and job satisfaction. An employed community sample of 123 individuals from the Indian subcontinent participated in the study, and completed measures of the five-factor model of personality, trait-EI, job satisfaction, and general well-being facets worn-out and up-tight. Trait-EI was related but distinct from the 3 personality variables. Trait-EI demonstrated the strongest correlation with job satisfaction, but predicted general well-being no better than Neuroticism. In regression analyses, trait-EI predicted between 6% and 9% additional variance in the well-being criteria, beyond the 3 personality traits. It was concluded that trait-EI may be useful in examining dispositional influences on psychological well-being.