Exploring the relationship between core self-evaluation and strengths use: The perspective of emotion

Ding, He; Lin, Xin

doi:10.1016/j.paid.2019.109804

Cited by 33 publications

(35 citation statements)

References 44 publications

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“…A latent unmeasured common factor method was used to examine CMB (Podsakoff et al , 2003). In keeping with previous research (Ding and Lin, 2020), we created a common method factor and all items were loaded on the method factor and their corresponding theoretical constructs. Results of CFA showed that five-factor measurement comprising the common method factor and the four focal research variables (ϰ 2 = 446.624, df = 221, ϰ 2 / df = 2.02, CFI = 0.91, RMSEA = 0.07, SRMR = 0.07) exhibits a better fit to the data than the four-factor measurement concerning the four focal research variables.…”

Section: Resultsmentioning

confidence: 99%

“…Although CMB testing indicated that this study did not exist a serious CMB, future research should gather data from different sources to improve the robustness of our results. Second, a sample of employees from a variety of firms in China was used to examine our hypotheses, which limits the cross-cultural applicability of our findings because employees from China and Western countries may have different perceptions of strengths use, deficit correction, positive affect and innovative behavior (Ding and Lin, 2020). Therefore, future research should be conducted in the Western context to extend the cross-cultural applicability of our results.…”

Section: Discussionmentioning

confidence: 99%

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Employee strengths use and innovative behavior: a moderated mediation model

Ding

Lin

2020

CMS

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Purpose This study aims to investigate the mediating role of positive affect and the moderating role of deficit correction in the relationship between employee strengths use and innovative behavior. Design/methodology/approach This study adopted a three-wave research design to gather data. A convenience sample of 189 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicated that employee strengths use was positively related to innovative behavior, and positive affect mediated the relationship between employee strengths use and innovative behavior. In addition, deficit correction enhanced the direct relationship of employee strengths use with positive affect and the indirect relationship of employee strengths use with innovative behavior through positive affect. Originality/value The current study contributes to the existing literature on employee strengths use-innovative behavior relationships by revealing positive affect as a mediator and deficit correction as a moderator between employee strengths use and innovative behavior.

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Section: Resultsmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Employee strengths use and innovative behavior: a moderated mediation model

Ding

Lin

2020

CMS

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“…In contrast, employees low in positive personality are more likely to focus their attention on negative affective events, which makes them experience lower levels of positive affect (Weiss and Cropanzano, 1996). CSE can be treated as a type of positive personality traits, primarily because CSE can contribute to a wide variety of positive outcomes such as improved job satisfaction and job performance (Bono and Judge, 2003), especially stronger positive affect (Ding and Lin, 2020). Therefore, CSE may act as a moderator between affective events and positive affect.…”

Section: The Mediating Role Of Positive Affectmentioning

confidence: 99%

Individual-focused transformational leadership and employee strengths use: the roles of positive affect and core self-evaluation

Ding

Lin

2020

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PurposeThrough 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/approachThe authors collected data by a three-wave research design. Hypotheses were examined with a sample of 178 employees working in various organizations in China.FindingsThe 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/valueThis 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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“…One of the main purposes of CSE theory was to describe individual differences in job satisfaction in a comprehensive and dispositional-based explanation. Subsequently, research by Judge and others has found that higher levels of CSE are associated not only with higher job satisfaction but also with higher level of work-related motivation (Erez and Judge, 2001), improved job performance (Judge and Bono, 2001), lower levels of experienced stress and improved coping (Judge et al, 1999;Kammeyer-Mueller et al, 2009), better career success and income levels (Judge and Hurst, 2008;Judge et al, 2009), better health (Virga and Rusu, 2018), work engagement (Bipp et al, 2019), strength use (Ding and Lin, 2020), and fewer psychological problems such as anxiety, stress and depression (Rey et al, 2016). Given that much of this research has shown positive outcomes of CSE above and beyond other individual difference predictors (e.g.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…Based on this, various researchers have identified key competencies of project managers, which undoubtedly determine the type of view and attitude of project managers toward themselves and their capabilities in the possibility of developing key competencies, especially their human and social ones (Chen et al, 2019;Liikamaa, 2015;Dziekonsk, 2017). The attitude of individuals toward themselves can be well defined and measured in the concept of core self-evaluation (CSE) (Ding and Lin, 2020).…”

Section: Introductionmentioning

confidence: 99%

Core self-evaluations and project managers' competencies: the moderating role of cultural intelligence

Yazdanshenas

2021

JMD

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PurposeThe study investigates the effects of core self-evaluations on project managers' competencies. The study further examines the moderating effect of cultural intelligence between core self-evaluations and competencies.Design/methodology/approachIn this study, with a descriptive-survey approach, necessary data were collected from a sample of project managers of Iran's Ministry of Communication and Information Technology through questionnaires. The conceptual framework of the study was tested according to structural equation modeling by PLS software.FindingsFindings show that core self-evaluations have positive and significant effects on project managers' competencies among which psychological stability has the greatest effect. Furthermore, the moderating role of cultural intelligence in the relationship between core self-evaluations and project managers' competencies was confirmed. According to the calculated coefficient, motivational cultural intelligence had the greatest role.Research limitations/implicationsThe data were collected using a questionnaire at a single point in time, and thus, not allowing cause–effect inferences. Also, the demographic variables were not controlled.Practical implicationsThe results of this study provide some implications for HRM professionals and project managers interested in promoting a system of HR practices that contributes to enhancing project managers' competencies and effectiveness.Originality/valueThis study advances our understanding of the factors that have an effect on project managers' competencies, specifically on a list of main competencies necessary for project managers' performance. Moreover, it suggests that project managers' competencies will benefit from cultural intelligence, which will display a greater effect when embedded in highly diverse cultural contexts.

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Exploring the relationship between core self-evaluation and strengths use: The perspective of emotion

Cited by 33 publications

References 44 publications

Employee strengths use and innovative behavior: a moderated mediation model

Employee strengths use and innovative behavior: a moderated mediation model

Individual-focused transformational leadership and employee strengths use: the roles of positive affect and core self-evaluation

Core self-evaluations and project managers' competencies: the moderating role of cultural intelligence

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