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Article

Sarika Jain and Shreekumar K. Nair

Extant literature reveals that the personality variable, core self-evaluation (CSE) which represents an employee’s self-assessment of himself has rarely been researched…

Abstract

Purpose

Extant literature reveals that the personality variable, core self-evaluation (CSE) which represents an employee’s self-assessment of himself has rarely been researched with respect to sales employees. The purpose of this paper is to identify the role of personality variable, core self-evaluation (CSE), in the relationship between demands and work – family enrichment. In this study, CSE has been treated as a moderating variable in the relationship between demands and work-family enrichment. This paper also aims to validate the CSE scale developed by Jugde et al. (2003) in Indian context.

Design/methodology/approach

Data were collected through structured questionnaires from 330 sales employees belonging to firms from some of the major sectors of Indian industry namely, Manufacturing, IT, FMCG, Pharmaceuticals and Financial Services. The study first validated the CSE scale in the Indian context using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Further, moderated regression analysis (MRA) was used to test the model.

Findings

The present research supported the 12-item CSE scale in the Indian context. Also, results of MRA suggested that, irrespective of higher work demands, sales employees having higher CSE experience higher levels of work to family enrichment (WFE). In addition, higher CSE employees tend to experience higher levels of FWE at the family front.

Research limitations/implications

In an emerging economy such as India wherein sales professionals are facing a lot of work demands, organizations should invest in their frontline employees to be able to deliver value for money to the customers and thereby gain competitive advantage. With this realization, managers should acquire and retain frontline employees with positive core self-evaluation. Therefore, organizations should select and try to retain candidates with positive core self-evaluations.

Practical implications

Corporates should focus on nurturing sales employees’ positive CSE to make sure that their employees can contentedly adjust to various challenging work situations. In addition practices like job transitions, empowerment, enrichment and rewarding employees for their desired performance might be some of the interventions which positively impact core self-evaluations.

Originality/value

This study contributes to work – family literature by addressing the role of CSE in achieving WFE and FWE among sales employees in Indian context.

Details

Journal of Indian Business Research, vol. 12 no. 2
Type: Research Article
ISSN: 1755-4195

Keywords

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Book part

Huat Bin (Andy) Ang and Arch G. Woodside

This study applies asymmetric rather than conventional symmetric analysis to advance theory in occupational psychology. The study applies systematic case-based analyses to…

Abstract

This study applies asymmetric rather than conventional symmetric analysis to advance theory in occupational psychology. The study applies systematic case-based analyses to model complex relations among conditions (i.e., configurations of high and low scores for variables) in terms of set memberships of managers. The study uses Boolean algebra to identify configurations (i.e., recipes) reflecting complex conditions sufficient for the occurrence of outcomes of interest (e.g., high versus low financial job stress, job strain, and job satisfaction). The study applies complexity theory tenets to offer a nuanced perspective concerning the occurrence of contrarian cases – for example, in identifying different cases (e.g., managers) with high membership scores in a variable (e.g., core self-evaluation) who have low job satisfaction scores and when different cases with low membership scores in the same variable have high job satisfaction. In a large-scale empirical study of managers (n = 928) in four (contextual) segments of the farm industry in New Zealand, this study tests the fit and predictive validities of set membership configurations for simple and complex antecedent conditions that indicate high/low core self-evaluations, job stress, and high/low job satisfaction. The findings support the conclusion that complexity theory in combination with configural analysis offers useful insights for explaining nuances in the causes and outcomes to high stress as well as low stress among farm managers. Some findings support and some are contrary to symmetric relationship findings (i.e., highly significant correlations that support main effect hypotheses).

Details

Improving the Marriage of Modeling and Theory for Accurate Forecasts of Outcomes
Type: Book
ISBN: 978-1-78635-122-7

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Article

Jeffrey J. Haynie, Stanley G Harris and Christopher Brian Flynn

The purpose of this paper is to examine the impact of core self-evaluations (CSE) and change uncertainty on job satisfaction and turnover intentions within the context of…

Abstract

Purpose

The purpose of this paper is to examine the impact of core self-evaluations (CSE) and change uncertainty on job satisfaction and turnover intentions within the context of an organizational change. Because individuals high in CSE are expected to be able to cope better with uncertainty, the authors also tested the mitigating effect of CSE on the change uncertainty-attitude relationships.

Design/methodology/approach

Surveys were completed and returned by 398 employees in the midst of a merger containing measures of CSE, change uncertainty, job satisfaction, and turnover intentions. The survey was voluntary and administered cross-sectionally.

Findings

Change uncertainty was found to negatively influence job satisfaction and positively influence turnover intentions. Additionally, CSE positively impacted job satisfaction and negatively impacted turnover intentions. High CSE was also found to minimize the negative impact of examined change uncertainty-job attitude relationships.

Research limitations/implications

The research has implications for the role of CSE in attitude formation within a change context and adds to existing literature supporting the detrimental effects of change uncertainty on job attitudes. Also, the study provided evidence of how CSE interacts with change uncertainty reducing the detrimental impact on job attitudes. Future research should continue to examine the role of CSE in the way employees react to other change-related stressors.

Originality/value

The relationships among change uncertainty, CSE, and job attitudes were explored through a theoretical lens and tested empirically using employees in the midst of an organizational change.

Details

Leadership & Organization Development Journal, vol. 37 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

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Book part

Ashley O’Donoghue, Edel Conway and Janine Bosak

This chapter investigates the relationship between abusive supervision and employee well-being (i.e., job satisfaction, engagement) and ill-being (i.e., burnout…

Abstract

Purpose

This chapter investigates the relationship between abusive supervision and employee well-being (i.e., job satisfaction, engagement) and ill-being (i.e., burnout, workaholism) and examines whether follower core self-evaluations (CSE) moderate this relationship.

Methodology/approach

The study uses cross-sectional survey data collected from 111 professional employees across a range of industry sectors.

Findings

Results show that abusive supervision is negatively related to employee well-being (i.e., engagement and job satisfaction) and positively related to employee ill-being, namely burnout. In addition, employees low in CSE are less engaged and less satisfied than employees high in CSE.

Research limitations/implications

The study’s cross-sectional design limits the strength of its conclusions.

Practical implications

This chapter notes the ethical and legal obligations of organizations to provide a safe working environment and identifies the policies and procedures that will signal a commitment to employee well-being.

Originality/value

The study contributes to the leadership and well-being literatures by exploring the influence of abusive leaders on follower well-being and engagement. It also goes beyond merely identifying correlations between leadership style and follower well-being outcomes to investigate how leader and follower attributes can combine to influence these outcomes.

Details

Emotions and Organizational Governance
Type: Book
ISBN: 978-1-78560-998-5

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Article

Hui-Hsien Hsieh, Yung-Chuan Wang and Jie-Tsuen Huang

The purpose of this paper is to propose a moderated mediation model involving core self-evaluations (CSE), perceived organizational support (POS) and work-related…

Abstract

Purpose

The purpose of this paper is to propose a moderated mediation model involving core self-evaluations (CSE), perceived organizational support (POS) and work-related well-being in terms of job burnout and job satisfaction. Drawing on conservation of resources theory, the authors examine the mediating effect of job burnout on the relationship between CSE and job satisfaction, while also investigating the moderating role of POS on the above effect.

Design/methodology/approach

Survey data were collected from a sample of 396 full-time employees from four restaurant and food service companies in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses.

Findings

The results show that job burnout partially mediates the relationship between CSE and job satisfaction. Moreover, the results indicate that POS moderates the negative relationship between CSE and job burnout, as well as the mediated relationship between CSE and job satisfaction via job burnout. Specifically, both the CSE-job burnout relationship and the CSE-job burnout-job satisfaction relationship become stronger for employees with high POS than for those with low POS.

Practical implications

The results highlight the importance of raising employees’ POS by creating a supportive work environment in organizations, because it can serve as an important job resource that complements the impact of employees’ CSE on their work-related well-being.

Originality/value

This study contributes to the literature by suggesting that work-related well-being should be viewed as the results of interplay between personal characteristics and perceptions of the work environment, highlighting the importance of the person-environment interaction in explaining employees’ work-related well-being.

Details

Personnel Review, vol. 48 no. 3
Type: Research Article
ISSN: 0048-3486

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Article

Ike E. Onyishi, Ibeawuchi K. Enwereuzor, Afam N. Ituma and J. Tochukwu Omenma

The purpose of this paper is to examine the mediating role of perceived employability in the relationship between core self-evaluations (CSEs) and job search behaviour…

Abstract

Purpose

The purpose of this paper is to examine the mediating role of perceived employability in the relationship between core self-evaluations (CSEs) and job search behaviour (preparatory and active job search).

Design/methodology/approach

A cross-sectional survey data were obtained among a sample of 254 employed and unemployed graduate students from a university in Southeast Nigeria.

Findings

Results of the hierarchical multiple regression show that CSEs was significantly and positively associated with only preparatory job search behaviour but not active job search behaviour. CSEs was positively associated with perceived employability. Perceived employability was positively associated with the preparatory job search but not active job search. Perceived employability also mediated the relationship between CSEs and preparatory job search but failed to mediate the relationship between CSEs and active job search.

Research limitations/implications

The study makes important contribution to the literature on job search by augmenting our understanding on the mechanism that govern core self-evaluation and job search behaviour relationship.

Practical implications

Human resources practitioners can use the insights of the present study in understanding aspects of jobseekers’ personality and perception that may be relevant in job search behaviour. The study has also implications for career development practice especially in the areas of counselling of job seekers in environments where there is high level of unemployment.

Originality/value

There has been rarely any previous attempt at investigating the possibility that the relationship between CSEs and job search behaviour is mediated by perceived employability.

Details

Career Development International, vol. 20 no. 6
Type: Research Article
ISSN: 1362-0436

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Article

He Ding and Xinqi Lin

Through the lens of affective events theory, this study sought to investigate the associations of individual-focused transformational leadership, namely individualized…

Abstract

Purpose

Through 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/approach

The authors collected data by a three-wave research design. Hypotheses were examined with a sample of 178 employees working in various organizations in China.

Findings

The 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/value

This 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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Article

Jeffrey Joseph Haynie, C. Brian Flynn and Shawn Mauldin

The authors examined the simultaneous indirect effects of proactive personality (PP) and core self-evaluations (CSEs) on the work outcomes of employee task performance and…

Abstract

Purpose

The authors examined the simultaneous indirect effects of proactive personality (PP) and core self-evaluations (CSEs) on the work outcomes of employee task performance and affective organizational commitment (AOC) via job engagement. Additionally, the authors tested the potential energizing capacity of high negative work affect in this process. The paper aims to discuss these issues.

Design/methodology/approach

Data were collected from a sample of teachers in the South-Eastern USA (n=193). The online survey assessed PP, CSE, work affect, job engagement and AOC. Employee task performance was obtained from archival sources.

Findings

The results indicated that job engagement mediated the relationships of PP and CSE with employee task performance and AOC. Additionally, negative work affect strengthened the PP-job engagement-work outcomes relationship when it was high.

Research limitations/implications

PP and CSE individuals appear to devote their job engagement energies for differing reasons. These distinctions are further supported by high negative work affect being found to bolster the PP-job engagement-work outcomes relationship only. Future research should continue to investigate the unique contributions made by PP and CSE to job engagement.

Originality/value

By examining PP, CSE, negative work affect and job engagement within a conservation of resources (COR) lens, the authors were able to further distinguish through interpretation of the findings the motivational aspects of PP and CSE as well as providing an instance where negative work affect can incite additional job engagement.

Details

Management Decision, vol. 55 no. 2
Type: Research Article
ISSN: 0025-1747

Keywords

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Article

Bilal Bin Saeed, Bilal Afsar, Sadia Cheema and Farheen Javed

The purpose of this paper is to examine how leader–member exchange relates to subordinate’s innovative work behavior through core self-evaluation (CSE), domain knowledge…

Abstract

Purpose

The purpose of this paper is to examine how leader–member exchange relates to subordinate’s innovative work behavior through core self-evaluation (CSE), domain knowledge and creative process engagement. On the basis of an interactional approach, this study hypothesized that there is an interaction between leader–member exchange, CSE and domain knowledge that affects innovative work behavior, such that leader–member exchange has the strongest positive relationship with innovative work behavior when subordinates have high levels of CSE and domain knowledge; and creative process engagement mediates the effect that this three-way interaction between leader–member exchange, CSE and domain knowledge has on innovative work behavior.

Design/methodology/approach

Data were collected from 323 employees and their immediate supervisors (121) from automotive industry. First, subordinates completed measures of their leader–member exchange, CSE and domain knowledge. Then, the supervisors of these employees assessed their subordinates’ innovative work behavior.

Findings

The results showed that leader–member exchange, CSE and domain knowledge interacted to affect employee innovative work behavior in such a way that when CSE and domain knowledge were both high, leader–member exchange had the strongest positive relationship with innovative work behavior and creative process engagement mediated this relationship.

Originality/value

This study is the first of its kind to empirically examine the interactional perspective of leader–member exchange on innovative work behavior through domain knowledge, CSE and creative process engagement. Theoretical and practical implications and future area of research are discussed at the end.

Details

European Journal of Innovation Management, vol. 22 no. 1
Type: Research Article
ISSN: 1460-1060

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Article

Dana Yagil, Gil Luria and Iddo Gal

The purpose of this study is to explore the role of core self‐evaluations (CSE) as a coping resource in customer service roles.

Abstract

Purpose

The purpose of this study is to explore the role of core self‐evaluations (CSE) as a coping resource in customer service roles.

Design/methodology/approach

Questionnaires were administered to 265 service providers, measuring CSE, burnout, social stressors involved in interaction with customers (perceived customer negative behaviors and emotional regulation performed by service providers) and coping resources (service orientation and social support).

Findings

The results show that CSE is negatively related to service provider burnout as reflected in depersonalization and emotional exhaustion, and positively related to a sense of accomplishment. CSE was also negatively related to perceived customer negative behaviors and to emotional regulation. The results show a partial mediation effect of emotional regulation on the relationship between CSE and burnout. Service orientation and social support were found to interact with CSE and enhance its effect on social stressors.

Research limitations/implications

The use of a non‐randomized sample might bias the results.

Practical implications

The results can inform managerial practices designed to enhance service providers' resources of coping with role stressors.

Originality/value

The study introduces a fundamental personality trait, CSE, to the area of service and shows its effect on burnout through its relationship with situational stressors and interaction with coping resources.

Details

International Journal of Service Industry Management, vol. 19 no. 5
Type: Research Article
ISSN: 0956-4233

Keywords

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