Emotional Stability, Core Self-Evaluations, and Job Outcomes: A Review of the Evidence and an Agenda for Future Research

Judge, Timothy A.; Vianen, A.E.M. van; Pater, Irene E. De

doi:10.1207/s15327043hup1703_4

Cited by 318 publications

(234 citation statements)

References 51 publications

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“…Individuals with high core-self evaluation consider themselves as the individuals who are talented, proficient and controls their own life. This evaluation creates the basis resources reducing the harmful results of stres and facilitates subjectively being good (Kammeyer-Mueller, 2009;Judge 2004).…”

Section: Discussionmentioning

confidence: 99%

“…lndividuals with positive self evaluation are the individuals believing they are capable of doing the jobs defining themselve consistently as "positive" and the individuals believing that they control their lives (Judge, Van, & De Pater, 2004). The individuals with a negative self-evaluation are found to have a low life satisfaction and they are individuals believing that their inability leads to failure and believe that they cannot fulfill the expectations (Judge & Bono, 2001).…”

Section: Introductionmentioning

confidence: 99%

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Emotional Intelligence, Core-Self Evaluation, and Life Satisfaction

Özer¹,

Hamarta²,

Deniz³

2016

PSYCH

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In this study it is aimed to investigate the relationship between emotional intelligence, core self evaluation and life satisfaction of college students and to determine whether emotional intelligence and core self evaluation predict life satisfaction or not. Study was carried out in accordance with relational survey model. The study group contains the students with age ranges vary from 17 to 21. The study group includes the university students of Duzce University's (Turkey) different classes of Faculty of Education, Health Faculty, Faculty of Engineering and Faculty of Management whose ages range from 17 to 21, 101 of whom are males (31.7%), 218 of whom are females (68.3%), 319 in total, selected with cluster sampling method randomly, and participate in the study voluntarily. In the study, The Life Satisfaction Scale, Trait Emotional Intelligence Questionnaire-SF and The Core-Self Evaluation Scale was used. In the consequence of the analysis, it was observed that, there were significant relations between emotional intelligence, core-self evaluation and life satisfaction. Emotional intelligence and core-self evaluation clarify 34% of variance in life satisfaction.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Emotional Intelligence, Core-Self Evaluation, and Life Satisfaction

Özer¹,

Hamarta²,

Deniz³

2016

PSYCH

View full text Add to dashboard Cite

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“…Positive self-evaluations predict goal setting, motivation, performance, and other desirable outcomes (Judge et al 2004). The reason for this is that the higher an individual's personal resources, the more positive the person's self-respect, and the higher the likelihood that the person's goals are consistent with developing interests and values (Judge et al 2005).…”

Section: Personal Resourcesmentioning

confidence: 99%

Flow at Work: a Self-Determination Perspective

2017

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Flow at work refers to a short-term peak experience that is characterized by absorption, work enjoyment, and intrinsic work motivation, and is positively related to various indicators of job performance. In an organizational context, research has predominantly focused on situational predictors of flow -including challenge job demands and resources. In this article, we propose that workers may also proactively create their own optimal experiences. We use self-determination theory to argue that all human beings have basic needs for autonomy, competence, and relatedness, as well as an inherent tendency towards proactivity and growth. We propose that workers may use four self-determination strategies to satisfy their basic needs, facilitate flow experiences, and, in turn, increase their job performance: self-leadership, job crafting, designing work to be playful, and strengths use. Furthermore, we argue that factors within the organizational context -such as human resource practices and leadership, as well as personal resources -such as self-efficacy and optimism, moderate the effectiveness of these strategies. Implications for theory, research, and practice are discussed.

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“…Although no specific research has explored these connections and engagement (Maslach & Leiter, 2008), research has demonstrated a link between personality characteristics like those mentioned above and job satisfaction, commitment, and job involvement (Judge, Van Vianen, & De Pater, 2004).…”

Section: Personality Variables and Employee Engagementmentioning

confidence: 99%