Can core self-evaluations promote employee strengths use
Bibliographic Data
| ID | 15345781 |
|---|---|
| Authors | He Ding (0000-0002-0993-4235, North China Electric Power University), Xinqi Lin (0009-0008-9918-7704, Renmin University of China, corresponding author) |
| Year | 2019 |
| Volume | 29 |
| Issue | 6 |
| Pages | 576-581 |
| Publication date | 2019-11-02 |
| Open Access | No |
| Type | ARTICLE |
| Venue | Journal of Psychology in Africa (JOURNAL) |
| Journal identifiers | ISSN: 1433-0237 • E-ISSN: 1815-5626 |
| Publisher | Taylor & Francis (PUBLISHER • GB) |
| DOI | 10.1080/14330237.2019.1691792 |
| OpenAlex | W2995229127 |
| Language | EN |
| Citations received | 4 |
| References cited | 39 |
This study attempted to explore the impact of core self-evaluations (CSE) on employee strengths use, as well as the moderating effect of perceived organisational support for strengths use (POS for strengths use) on the relationship. We hypothesised and tested a moderated conceptual model drawing on a three-wave employee-level survey involving 189 employees of Chinese firms (females = 44.4%; managers = 43.9%; aged between 23 and 30 years old = 53.4%; organisational tenure between 2 and 8 years = 52.9%). The results showed that CSE had a positive influence on employee strengths use and POS for strengths use augmented the impact of CSE on employee strengths use. Specifically, when POS for strengths use was high, CSE were more positively related to strengths use behaviour. However, when POS for strengths use was low, CSE could not significantly affect strengths use behaviour. Employer organisations should seek to support employees high in CSE with strengths-based human resource practices to maximise deployment of their strengths
Core (optical fiber · Strengths and weaknesses · Applied Psychology · Cultural Differences and Values · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Health and Well-being
Core self-evaluation, perceived organizational support for strengths use and job performance
Linking perceived supervisor support for strengths use to employee strengths use
How and when does perceived supervisor support for strengths use influence employee strengths use? The roles of positive affect and self-efficacy
Strengths use in the workplace
The Core Self‐evaluations Scale
A personality trait-based interactionist model of job performance.
Relationship of core self-evaluations to goal setting, motivation, and performance.
Core Self-Evaluations
Using personal and psychological strengths leads to increases in well-being over time
Lack of method variance in self-reported affect and perceptions at work
Generalized expectancies for internal versus external control of reinforcement.
Perceived organizational support.
Common method biases in behavioral research
Validation of a New General Self-Efficacy Scale
Measuring Global Self-Esteem
Genetic and Environmental Contributions to Individual Differences
Organisational and individual strengths use as predictors of engagement and productivity
Incremental Validity of Core Self-Evaluations in the Presence of Other Self-Concept Traits
Linking the Big Five‐Factors of personality to charismatic and transactional leadership; perceived dynamic work environment as a moderator
Core Self-evaluations, Emotional Intelligence and Job Satisfaction in Chinese Soldiers
How can core self-evaluations influence job burnout? The key roles of organizational commitment and job satisfaction
Back-Translation for Cross-Cultural Research
The Impact of Core Self-evaluations on Job Satisfaction
Core Self-Evaluations Mediators of the Influence of Social Support on Job Involvement in Hospital Nurses
| Citations per year | 0.67 |
|---|---|
| Citation span | 2020 - 2024 (5) |
| Highly cited | No |