Development of a Korean Version of a Core Self-Evaluations Scale

2008 ◽  
Vol 103 (2) ◽  
pp. 415-425 ◽  
Author(s):  
Daniel T. Holt ◽  
Hee-Hyong Jung
Keyword(s):  
Job Satisfaction ◽  
Self Esteem ◽  
Eastern Culture ◽  
Self Evaluation ◽  
Indirect Measures ◽  
Two Samples ◽  
Military Members ◽  
International Setting ◽  
Core Self ◽  
Item Scale

The present study tested a scale which measures core self-evaluation and was applied to two samples of Korean military members (Sample 1 N= 181; Sample 2 N = 280). Analysis indicated that seven items of the original 12-item scale developed by Judge, Erez, Bono, and Thoresen loaded on one factor and were internally consistent. Moreover, scores were correlated, as expected, with the four core traits which have been used as indirect measures of core self-evaluations ( viz., self-esteem, generalized self-efficacy, neuroticism, and locus of control), as well as affect and job satisfaction. In sum, results suggest that core self-evaluation can be measured validly in an Eastern culture, and the results should serve as a basis for extending this research in an international setting.

Accentuating Your Masculine Side

2013 ◽  
Vol 44 (2) ◽  
pp. 103-108 ◽  
Author(s):  
Chongzeng Bi ◽  
Oscar Ybarra ◽  
Yufang Zhao
Keyword(s):  
Social Norms ◽  
Gender Role ◽  
Cultural Context ◽  
Self Esteem ◽  
Western Countries ◽  
Self Evaluation ◽  
Two Samples ◽  
Agency And Communion

Recent research investigating self-judgment has shown that people are more likely to base their evaluations of self on agency-related traits than communion-related traits. In the present research, we tested the hypothesis that agency-related traits dominate self-evaluation by expanding the purview of the fundamental dimensions to consider characteristics typically studied in the gender-role literature, but that nevertheless should be related to agency and communion. Further, we carried out these tests on two samples from China, a cultural context that, relative to many Western countries, emphasizes the interpersonal or communion dimension. Despite the differences in traits used and cultural samples studied, the findings generally supported the agency dominates self-esteem perspective, albeit with some additional findings in Study 2. The findings are discussed with regard to the influence of social norms and the types of inferences people are able to draw about themselves given such norms.

The Role of Self-Esteem and Self-Efficacy in Moderating the Effect of Workplace Stress on Depression, Anxiety and Stress

2014 ◽  
Vol 7 ◽  
Author(s):  
Jason Thompson ◽  
Rapson Gomez
Keyword(s):  
Self Efficacy ◽  
Role Ambiguity ◽  
Self Esteem ◽  
Workplace Stress ◽  
Stress Process ◽  
Tension Stress ◽  
Self Evaluation ◽  
Workplace Stressors ◽  
Core Self ◽  
The Relationship

Seventy-eight employees (32 males, 46 females) took part in a study to test the hypothesis that the core self-evaluation components of self-esteem and self-efficacy moderate the relationship between workplace stressors (role conflict and role-ambiguity) and strain (depression, anxiety, and tension-stress). Results supported our hypotheses in that self-efficacy moderated the relationship between role ambiguity and depression and between performance role ambiguity and stress, while self-esteem moderated the relationship between role ambiguity and anxiety, between performance role ambiguity and anxiety, and between performance role ambiguity and stress. These findings reinforce the importance of considering role stress variables in relation to the context of an interactive person/environment fit model and provide further insight into the nature of the stress process itself. Furthermore, these results indicate that the function of self-esteem and self-efficacy in the stress process is not identical. Implications for the conceptualisation of the transactional model of stress are discussed.

scholarly journals Effect of Perceived Organizational Politics and Core Self Evaluation on Job Satisfaction

2014 ◽  
Vol 6 (3) ◽  
pp. 146-155
Author(s):  
Mehwish Javed ◽  
Inamul Haq . ◽  
Milha Shabir .
Keyword(s):  
Job Satisfaction ◽  
Health Sector ◽  
Negative Relationship ◽  
Organizational Politics ◽  
Self Evaluation ◽  
Significant Negative Relationship ◽  
Perception Of Organizational Politics ◽  
Relationship Of ◽  
Core Self ◽  
The Relationship

Many studies explore the effect of perception of organizational politics on job satisfaction but a very few investigate for the factors that are salient to this relationship. Perceptions of politics have been considered to be a source of stress at workplace which has detrimental consequences on the desired outcomes. Current study aims to explore the effects of perception of organizational politics (POP) and core self-evaluation (CSE) on employee job satisfaction. The present research also examines core self-evaluation as a moderator in the relationship between perception of organizational politics and job satisfaction. With a sample size of 100 respondents drawn from the health sector of 3rd largest city of Pakistan, named Faisalabad, the current study tested the main effects of POP and CSE on job satisfaction by using a self-administered survey having a total of 30 items. For analyzing the data, SPSS was used. As hypothesized, results show that perceived organizational politics had a significant negative relationship with job satisfaction but the results for CSE were not significant. Furthermore, CSE moderated the relationship of POP and job satisfaction, such that the negative relationship between perception of organizational politics and job satisfaction was weaker when core self-evaluation was high.

Understanding and mitigating cynicism in the workplace

2016 ◽  
Vol 31 (2) ◽  
pp. 552-569 ◽  
Author(s):  
Kristyn A. Scott ◽  
David Zweig
Keyword(s):  
Structural Equation ◽  
Negative Impact ◽  
Equation Modeling ◽  
Supervisory Support ◽  
Content Type ◽  
Self Evaluation ◽  
Organizational Cynicism ◽  
Two Samples ◽  
Core Self ◽  
Workplace Outcomes

Purpose – Organizational cynicism is on the increase. The purpose of this paper is to explore how dispositions promote cynical attitudes and how to mitigate the negative impact of organizational cynicism for employees. Design/methodology/approach – The data consisted of two samples (n=312 and n=529) of employed adults. All participants completed online surveys containing the variables of interest. The hypothesized model was tested using structural equation modeling. Findings – Low levels of core self-evaluation (CSE) predict organizational cynicism which, in turn, mediates the relations between CSE and job attitudes. Importantly, the authors find that supervisory support moderates both the relations between CSE and organizational cynicism and organizational cynicism and job satisfaction. Originality/value – Little research has directly assessed the role of dispositions in the development of organizational cynicism. The authors suggest that CSE contributes to the development of cynical attitudes. Further, the authors demonstrate that a supportive supervisor can serve as a buffer to mitigate the expression and effects of organizational cynicism on workplace outcomes.

When is success not satisfying? Integrating regulatory focus and approach/avoidance motivation theories to explain the relation between core self-evaluation and job satisfaction.

2013 ◽  
Vol 98 (2) ◽  
pp. 342-353 ◽  
Author(s):  
D. Lance Ferris ◽  
Russell E. Johnson ◽  
Christopher C. Rosen ◽  
Emilija Djurdjevic ◽  
Chu-Hsiang (Daisy) Chang ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Regulatory Focus ◽  
Is Success ◽  
Avoidance Motivation ◽  
Self Evaluation ◽  
Approach Avoidance ◽  
Core Self

scholarly journals Service Quality Perception of Customers – a Study of Toyota Motors in India

2018 ◽  
Vol 9 (2) ◽  
pp. 311-323 ◽  
Author(s):  
Hasnan Baber
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Attrition Rate ◽  
Retail Sector ◽  
Policy Makers ◽  
Self Evaluation ◽  
Retail Organizations ◽  
Core Self ◽  
The Relationship ◽  
Moderating Role

Attrition is the major problem in the Indian Retail Industry which experienced the attrition rate of 19.4% in FY 2016 according to KPMG Annual Compensation Trends Survey 2017-18. The focus of these organizations is to reduce turnover by focusing on the underlying factors leading to turnover intentions and actual turnover. The present study was conducted to explore the effect of job satisfaction and core self-evaluation on turnover intentions. The purpose of the study was also to see if core self-evaluation (CSE) moderates the relationship between job satisfaction and turnover intentions. The study was conducted using structured questionnaires for measuring the above-mentioned variables. The sample of the study was 347 salespersons from various retail organizations working in Delhi and NCR. Hierarchical multiple regression showed that both job satisfaction and CSE were negatively related to turnover intentions. Also, CSE was found to moderate the relationship between job satisfaction and turnover intentions such that the relationship was stronger for the employees with low core self-evaluation. The present study has important implications for policy makers in the retail sector. Managers should use strategies to increase job satisfaction in order to curb high attrition in this sector. They must be aware of the moderating role played by personality attributes in the relationship between job satisfaction and turnover intentions.

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