Core self-evaluations as a personal resource at work for motivation and health

Bipp, Tanja; Kleingeld, Ad; Ebert, Thea

doi:10.1016/j.paid.2019.109556

Cited by 27 publications

(38 citation statements)

References 67 publications

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“…Specifically, CSE refers to an individual trait based on the fundamental appraisals people make of their own self-worth, competence and capabilities (Judge et al, 2003). It is an important personal resource for employees to be more capable and motivated to craft their jobs (Bipp et al, 2019;Kim and Beehr, 2020). From complementary person-environment fit perspective, for employees with low CSE, organizational support is even more critical to compensate for lack of personal resources to craft job resources and demands in order to realize job thriving.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Organizational support and employee thriving at work: exploring the underlying mechanisms

Guan

Frenkel

2020

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PurposeThe purpose of this paper is to investigate whether perceived organizational support for strength use (POSSU) predicts employee thriving at work and the underlying mechanisms that explain this relationship.Design/methodology/approachThe analysis is based on data from an online, time-lagged survey of 209 employees. Latent moderated structural equations (LMS) method was used to test the mediating role of job crafting and meaningfulness and the moderating role of core self-evaluation (CSE) in the organizational support-employee thriving relationship.FindingsPOSSU has a direct, positive relationship with employee thriving at work. Moreover, this relationship is fully mediated by employees' job crafting (as an agentic work behavior) and meaningfulness (as a resource produced at work). In addition, contextual factor of POSSU synergistically interacts with individual characteristic of CSE to foster thriving at work.Research limitations/implicationsBased on a time-lagged survey, causal relationships cannot be drawn from this study. Results point to future research that can incorporate specific types of work climate and organizational practices in a multilevel design to investigate how context at team, unit and organizational levels impact employee thriving.Practical implicationsThe study results highlight the importance of fostering employee thriving at work by implementing organizational practices that create supportive, innovative and meaningful workplaces. Management needs to pay close attention to develop a supportive organizational climate geared to identifying, developing and utilizing employees' strengths.Originality/valueThis study provides theoretical explanations and empirical tests on the mechanisms linking organization support and employee thriving based on the socially embedded model of thriving.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Organizational support and employee thriving at work: exploring the underlying mechanisms

Guan

Frenkel

2020

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“…First, we extended the literature of employee workplace wellbeing by identifying future work self as a potential antecedent of employee workplace wellbeing. Prior study has explored many individual motivational resources in predicting employee workplace wellbeing (Nielsen et al, 2017 ; Boncquet et al, 2020 ), such as psychological capital (Luthans and Youssef, 2004 ), core self-evaluations (Bipp et al, 2019 ), and achievement goals (Heidemeier and Wiese, 2014 ). However, whether future work self, as a new concept that can be viewed as an eminent motivational resource (Strauss et al, 2012 ), benefits work-related outcomes, especially employee workplace wellbeing, still needs to be explored.…”

Section: Discussionmentioning

confidence: 99%

“…First, we extended the literature of employee workplace wellbeing by identifying future work self as a potential antecedent of employee workplace wellbeing. Prior study has explored many individual motivational resources in predicting employee workplace wellbeing (Nielsen et al, 2017;Boncquet et al, 2020), such as psychological capital (Luthans and Youssef, 2004), core self-evaluations (Bipp et al, 2019), and achievement goals b Education: 1 = high school or below; 2 = junior college degree; 3 = bachelor's degree and 4 = master's degree or higher.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Impact of Future Work Self on Employee Workplace Wellbeing: A Self-Determination Perspective

Yang

Zhang

et al. 2021

Front. Psychol.

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This study examines the association between future work self and employee workplace wellbeing by proposing a moderated mediation model. On the basis of the self-determination theory, self-management is identified as the mediator, and person–organization fit is recognized as the moderator in this study. We collected two waves of data from 239 Chinese employees. The results of the analysis revealed that the future work self is related to greater employee workplace wellbeing, and self-management mediates the links between them. We also found that the person–organization fit strengthens the positive relationship between future work self and self-management, and the indirect effect of future work self on employee workplace wellbeing through self-management. The results of this study extend the antecedents of employee workplace wellbeing and highlight the importance of future work self in current work-related output.

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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%

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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Core self-evaluations as a personal resource at work for motivation and health

Cited by 27 publications

References 67 publications

Organizational support and employee thriving at work: exploring the underlying mechanisms

Organizational support and employee thriving at work: exploring the underlying mechanisms

Impact of Future Work Self on Employee Workplace Wellbeing: A Self-Determination Perspective

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

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