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

The present research was aimed at exploring the effect of work role stressors and core self-evaluation (CSE) on important employee outcomes of job satisfaction, organizational citizenship behaviour (OCB) and turnover intentions. Another important objective of this study was to investigate whether CSE acts as a moderator in the above-mentioned relationship between work role stressors and employee outcomes. The sample of the study was 347 professionals from 5 sectors. The results of the hierarchical multiple regression revealed that work role stress was negatively related to both job satisfaction and OCB but positively related to turnover intentions. Further, CSE was found to be positively related to job satisfaction and OCB but negatively related to turnover intentions. The support was also found for the stress buffering effect of CSE in the prediction of job satisfaction and turnover intentions. The result of the present research finds support for the job demands-resources (JD-R) model and contributes to the existing literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be alleviated by personal resources which act as a buffer to weaken this effect. The results of the study highlight the importance of selecting the employees with high CSE, especially for the demanding jobs.

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Individual-focused transformational leadership and employee strengths use: the roles of positive affect and core self-evaluation

Personnel Review ◽

10.1108/pr-10-2019-0541 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

He Ding ◽

Xinqi Lin

Keyword(s):

Transformational Leadership ◽

Positive Affect ◽

Intellectual Stimulation ◽

Content Type ◽

Self Evaluation ◽

Strengths Use ◽

Core Self ◽

The Relationship ◽

Individualized Consideration

PurposeThrough the lens of affective events theory, this study sought to investigate the associations of individual-focused transformational leadership, namely individualized consideration and intellectual stimulation, with employee strengths use (ESU) and the mediating role of positive affect and the moderating role of core self-evaluation (CSE) in these associations.Design/methodology/approachThe authors collected data by a three-wave research design. Hypotheses were examined with a sample of 178 employees working in various organizations in China.FindingsThe results revealed that both individualized consideration and intellectual stimulation have positive relationships with ESU and positive affect partially mediates these two relationships. Contrary to our hypotheses, CSE negatively moderated the relationship of intellectual stimulation with positive affect and the mediational effect of positive affect on the relationship between intellectual stimulation and ESU. However, CSE did not moderate the relationships between individualized consideration, positive affect and ESU.Originality/valueThis study was the first to empirically examine the relationships of individualized consideration and intellectual stimulation with ESU and the mediating effect of positive affect and the moderating effect of CSE on these relationships.

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