Core Self-Evaluations

Abstract

Core self-evaluation (CSE) represents the fundamental appraisals individuals make about their self-worth and capabilities. CSE is conceptualized as a higher order construct composed of broad and evaluative traits (e.g., self-esteem and generalized self-efficacy). The authors review 15 years of CSE theory and research, focusing in particular on the outcomes, mediators, and moderators of CSE via qualitative and quantitative literature reviews. Meta-analytic results support the relation of CSE with various outcomes, including job and life satisfaction, in-role and extra-role job performance, and perceptions of the work environment (e.g., job characteristics and fairness). The authors conclude with a critical evaluation of CSE theory, measurement, and construct validity, highlighting areas of promise and concern for future CSE research. Key topics requiring further research include integrating CSE within an approach/

Gender diversity and motivation in collaborative learning groups: the mediating role of group discussion quality

“…Because the scale is multidimensional we have used the first dominant factor score as the indicator for CSE. In line with previous research Chang et al 2012;De Pater et al 2007;Erez and Judge 2001), the CSE trait factor accounted for the most variance in the scores (34.23%) and all nine items loaded significantly on this factor. Answers were recorded on a 5-point Likert scale (1 = totally disagree, 5 = totally agree and the Cronbach's alpha for the scale was .748.…”

“…CSE as a general appraisal of one's competence and self-worth (Judge et al 1998 or positive self-concept (Judge and Kammeyer-Mueller 2011) is associated with a wide range of workrelated outcomes (Chang et al 2012) as well as team dynamics and effectiveness (Haynie 2012;Tasa et al 2011;Zhang and Peterson 2011). Individuals with positive core self-evaluation are known to be more motivated to perform and in team settings, core self-evaluations are important drivers of task related behaviors.…”

“…Individuals with a positive self-concept perform better in the presence of others, therefore they are more sensitivity to social facilitation processes (Sanna 1992). Moreover, the meta-analysis of Chang et al (2012) shows that high levels of CSE are negatively related to counterproductive work behaviors. In other words, individuals with high levels of CSE are not only more likely to perform their task well but are also more likely to contribute to the psychosocial environment within their group.…”

The Role of Dispositional Employability in Determining Individual Differences in Career Success

“…As a brief composite measure of relevant traits -self-esteem, generalized self-efficacy, neuroticism and locus of control -the higher-order dimension of CSE is correlated to job satisfaction, work performance, career success, general well-being and successful coping with setbacks (e.g., Judge, Bono, Erez, & Locke, 2005;Judge & Hurst, 2008;Judge & Kammeyer-Mueller, 2011;Rode, Judge, & Sun, 2012). Furthermore, in the literature on unemployment, the CSES is used as a measure of individual coping resources that predicts successful coping with job loss (for review, see Chang, Ferris, Johnson, Rosen, & Tan, 2012;Judge & Kammeyer-Mueller, 2011). In a Croatian context, CSE predicted the active problem-focused strategy of job search after job loss, and correlated negatively with the maladaptive emotional coping strategy of distancing in the same situation (Maslić Seršić & Šavor, 2012).…”

Are personality characteristics of Clinical Nurse Leader graduate nursing students related to culturally competent nursing care?

“…Although core self-evaluations are a relatively stable personality trait, evidence suggests that carefully formulated interventions can positively change the way a person appraises their capabilities in the work environment. [35] For example, employees with high core self-evaluations may have the confidence to rely on their own merit in securing important organizational outcomes such as ensuring quality patient care. In comparison, employees with low core selfevaluations may have stronger tendencies to engage in social undermining.…”