Job Insecurity and Deviant Workplace Behavior: The Moderating Effect of Core Self-Evaluation

2016 ◽  
Vol 2016 (1) ◽  
pp. 17140
Author(s):  
Chet E Barney ◽  
Steven M. Elias
Keyword(s):  
Job Insecurity ◽  
Moderating Effect ◽  
Workplace Behavior ◽  
Self Evaluation ◽  
Deviant Workplace Behavior ◽  
Core Self

scholarly journals Effect of Core Self-Evaluation on Employee's Outcomes: The Role of Mentorship

2020 ◽  
Vol 18 (2) ◽  
pp. 189-208
Author(s):  
Dr. Syed Tahir Hussain Rizvi ◽  
◽  
Abdul Wajid
Keyword(s):  
Intention To Leave ◽  
Moderating Effect ◽  
Capital City ◽  
Twin Cities ◽  
Average Standard Deviation ◽  
Self Evaluation ◽  
Relationship Of ◽  
Core Self ◽  
The Relationship

The study aims to examine the relationship between Core self-evaluation on employee’s outcomes (Work engagement, Work Success and Intention to leave) with moderation role of mentorship. The study investigates the relationship in Pakistani environment, particularly the employees in public sector universities of twin cities (Rawalpindi & Islamabad) of Pakistan. Data was collected through the questionnaire distributed among the 440 employees of different universities in capital city (Rawalpindi and Islamabad) of Pakistan. The responses obtained, their assessment done, passed through the statistical programs by using SPSS (23 version) to obtain the findings. Descriptive statistical methods (e.g. frequency, average, standard deviation) have been utilized during the appraisal of the data. The consequences explored that CSA is intensely linked to employee’s outcomes, the current research also empirically investigated that mentorship has moderating effect in the relationship between CSA and employee’s outcomes. This research is amongst those rare studies conducted in Pakistani environment that have inspected effect of CSA on employee’s outcome and also inspected the moderating effect of mentorship between the relationship of core self-evaluation and employee’s outcomes.

Work–family conflict affects job insecurity: The mediating role of core self-evaluation

2020 ◽  
Vol 48 (5) ◽  
pp. 1-10 ◽  
Author(s):  
Xuanru Dong ◽  
Chaoyue Zhao ◽  
Hang Yin ◽  
Guopeng Chen
Keyword(s):  
Family Conflict ◽  
Job Insecurity ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Work Family Conflict ◽  
Self Evaluation ◽  
Mediating Role ◽  
Work Family ◽  
Core Self

We investigated the impact of work–family conflict on job insecurity according to conservation of resources theory, and examined the mediating role of core self-evaluation in this relationship. In addition, we investigated if men and women show differences in their levels of work–family conflict. Participants were 378 employees of a stateowned enterprise in China, and we analyzed the data using correlation analysis and the bootstrapping method. Results show that work–family conflict was positively correlated with job insecurity and negatively correlated with core self-evaluation, with men experiencing greater work–family conflict than women did. Further, core self-evaluation was negatively correlated with job insecurity, and also mediated the relationship between work–family conflict and job insecurity. We have used conservation of resources theory to broaden understanding of job insecurity. Suggestions are provided for ways managers can alleviate employees' job insecurity.

Does popularity at work matter? Examining the effects on career satisfaction through self-evaluation and abilities

2016 ◽  
Vol 44 (10) ◽  
pp. 1601-1612 ◽  
Author(s):  
Yan Li
Keyword(s):  
Regression Analysis ◽  
Children And Adolescents ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Career Satisfaction ◽  
Moderating Effect ◽  
Self Evaluation ◽  
Core Self ◽  
The Relationship

Much research has been conducted on the effect of popularity among children and adolescents, but the popularity of adults at work has received little attention. I investigated the effects of employees' popularity on their career satisfaction, and, in regard to this relationship, the roles of employees' knowledge, skill, and abilities (KSA) as moderators, and of their core selfevaluations as a mediator. Participants were 219 supervisor–subordinate dyads employed by 32 enterprises in China. Multiple regression analysis of the data showed that the employees' popularity was positively related to their career satisfaction. Their KSA level moderated this relationship, so that, among employees with less KSA, popularity had a stronger effect on their career satisfaction than among those with more KSA. Employees' core self-evaluations fully mediated the moderating effect of KSA on the relationship between popularity and career satisfaction. The findings suggest that if employees can increase their popularity, this is an effective way to improve their career satisfaction, especially for those who are low in KSA. Improvement of employees' core self-evaluations may also directly enhance their career satisfaction.

Indispensable, Expendable, or Irrelevant? Effects of Job Insecurity on the Employee Reactions to Perceived Outsourcing in the Hotel Industry

2016 ◽  
Vol 58 (1) ◽  
pp. 69-80 ◽  
Author(s):  
Pablo Zoghbi-Manrique-de-Lara ◽  
Jyh-Ming Ting-Ding ◽  
Rita Guerra-Báez
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Job Insecurity ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Workplace Behavior ◽  
Relevant Role ◽  
Deviant Workplace Behavior ◽  
Behavior Organization

This study examines the role of job insecurity as a moderator that may trigger destructive responses by employees to perceived outsourcing of labor services. Although some studies have suggested that outsourcing might not be viewed favorably by the hotel staff, the article first argues that because outsourcing of labor can be a useful strategy for the effective functioning of a hotel, mere perceptions of outsourcing by internal employees should lead them to react favorably to the hotel in the form of citizenship (organizational citizenship behavior–organization [OCB-O]) and decreased deviance (deviant workplace behavior–organization [DWB-O]). We invoke unitarism theory, which emphasizes the shared interests of all the members of an organization. The article then argues that these reactions to outsourcing may become negative when internal employees note the presence of job insecurity, triggering decreased OCB-O and DWB-O. Data were collected from 215 in-house employees working concurrently with outsourced employees at 14 hotels in Gran Canaria (Spain). Structural equation modeling (SEM) results suggest that, contrary to expectations, perceived outsourcing leads employees to significantly increase their DWB-O, but not vary their OCB-O. Unlike OCB-O, these DWB-O reactions to perceived outsourcing became stronger among employees who were high rather than low in job insecurity. The findings suggest that job insecurity plays an expendable, but relevant, role in reactions to outsourcing that harm their success.

The Moderating Effect of Core Self- Evaluations

2011 ◽  
Author(s):  
Qiang Wang ◽  
Hai Yan Li ◽  
Nathan A. Bowling
Keyword(s):  
Moderating Effect ◽  
Core Self
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