Psychometric properties of the Spanish version of the Core Self-Evaluations Scale (CSES-SP)

More than money: Core self-evaluations, job characteristics and work-family conflict among women

Integrating work and family life is a relevant concern, especially for women in the banking industry. While the impact of job characteristics on work-family conflict is well-documented, the moderating role of core self-evaluations (CSE) remains underexplored. This study aimed to investigate the role of CSE in moderating the relationship between job characteristics and work-family conflict among married female bank employees in Nigeria. A cross-sectional survey was conducted with 245 married female bank employees in Enugu state. Participants were assessed using the Core Self-Evaluation, Job Characteristics, and Work-Family Conflict Scales. Pearson correlation analysis and path coefficient evaluation were utilised to test the study's hypotheses. Job characteristics, notably autonomy, feedback, skill variety, task identity, and task significance, influence work-family conflict across three dimensions: behaviour-based, strain-based, and time-based. Notably, CSE emerged as a significant moderator, with its influence varying depending on the job characteristics. The findings highlight the importance of considering both job characteristics and individual psychological attributes in addressing work-family conflicts. Organisations should adopt a multidimensional, individual-centred approach, recognising the intertwined roles of job factors and personal evaluations in shaping employees' work-life balance experiences.

How a Few Inconsistent Respondents Can Confound the Structure of Personality Survey Data

Abstract. In survey data, inconsistent responses due to careless/insufficient effort (C/IE) can lead to problems of replicability and validity. However, data cleaning prior to the main analyses is not yet a standard practice. We investigated the effect of C/IE responses on the structure of personality survey data. For this purpose, we analyzed the structure of the Core-Self Evaluations scale (CSE-S), including the detection of aberrant responses in the study design. While the original theoretical model of the CSE-S assumes that the construct is unidimensional ( Judge et al., 2003 ), recent studies have argued for a multidimensional solution (positive CSE and negative CSE). We hypothesized that this multidimensionality is not substantive but a result of the tendency of C/IE data to generate spurious dimensions. We estimated the confirmatory models before and after removing highly inconsistent response vectors in two independent samples (6% and 4.7%). The analysis of the raw samples clearly favored retaining the two-dimensional model. In contrast, the analysis of the clean datasets suggested the retention of a single factor. A mere 6% C/IE response rate showed enough power to confound the results of the factor analysis. This result suggests that the factor structure of positive and negative CSE factors is spurious, resulting from uncontrolled wording variance produced by a limited proportion of highly inconsistent response vectors. We encourage researchers to include screening for inconsistent responses in their research designs.

Relationships between core self-evaluation, leader empowering behavior, and job security among Jordan University Hospital nurses

Nurses are facing real stressors due to patients' needs and leaders' demands. The aim of this study is to explore the perceived level of core self-evaluation (CSE), leader empowering behavior (LEB), and job security among Jordan University Hospital nurses in Amman, the capital of Jordan. Furthermore, it investigates the relationship between the selected variables. Differences of gender, educational level, experience, and site of work are also examined with job security. Moreover, it evaluates the contribution of CSE, LEB, gender, educational level, experience, and site of work in predicting job security among Jordan University Hospital nurses. A descriptive cross-sectional design was adopted for this study. A convenience sample of 214 nurses from Jordan University Hospital was completed the CSE scale, LEB scale, and job security scale. Descriptive statistics, Pearson correlation coefficient, t-test, one-way analysis of variance, and stepwise regression were used to analyze the results. The results indicate that job security is found to be at high level, whereas LEB and CSE are found to be at moderate levels among nurses. Significant positive relationships are found between CSE, LEB, and job security. Male nurses and medical/surgical floors reported higher levels of job security than female nurses and intensive care units. Finally, the results show that LEB and gender are significant predictors of job security among nurses. We suggest that managers of nurses should apply leadership behaviors in order to increase their job security and career empowerment.

Shyness and depressive symptoms: a multiple mediation model involving core self-evaluations and sense of security

BACKGROUND

Depression is one of the most common mental health disorders among Chinese university students. Some depressed students are observed to be shy. Therefore, the current study aimed to verify the association of shyness and depression symptoms and explore how shyness is positively associated with depressive symptoms. According to Blatt's model of depression, the current study explores the mediating roles of core self-evaluation and sense of security, as an affective factor and a cognitive factor, in the relationship between shyness and depressive symptoms.

METHODS

The participants (543 Chinese college students) completed the Revised Henderson Undergraduate Shyness Scale, Core Self-Evaluations Scale, Self-Rating Depression Scale, and Security Questionnaire. The bivariate correlations between variables andthe multiple mediation model were tested by correlation analysis and structural equation model respectively.

RESULTS

Shyness was significantly and positively correlated with depressive symptoms; shyness and depressive symptoms were significantly and negatively correlated with sense of security and core self-evaluations; and sense of security was significantly and positively correlated with core self-evaluations. Core self-evaluations and sense of security played complete mediating effects in the relationship between shyness and depressive symptoms parallelly and sequentially.

LIMITATIONS

The cross-sectional design we used limited causal interpretations. Besides, the sample was restricted to college students, and the generalizability of the results is thus limited.

CONCLUSIONS

Shyness increases the risk ofdepression by reducing the sense of security and core self-evaluation, as well as by the sequential mediating effects of sense of security and core self-evaluations.

How Do Cyber Victimization and Low Core Self-Evaluations Interrelate in Predicting Adolescent Problematic Technology Use?

Research has demonstrated that cyber victimization is consistently associated with higher problem behaviors such as problematic technology use. However, little research has examined specific individual dispositions that can serve as a buffer in the link between cyber victimization and higher problematic uses of technology (i.e., problematic Internet, smartphone, and social media), such as core self-evaluations (CSE). A convenience sample of 1211 high school students, 657 females, 554 males, aged 12 to 18 (mean age = 13.74) completed measures of cyber victimization, CSE, and different problematic technology-related behaviors. Results of correlational analysis revealed significant associations between cyber victimization and all problematic uses of technology. Our findings also suggested that high CSE weakened the relationship between cyber victimization and two of the three problematic uses of technology. Consistent with social compensation theory, cyber victimization was concurrently linked to different problematic uses of technology. Low CSE also strengthened the link between cyber victimization and problems use of smartphones and social media and also showed a marginally significant interaction with cyber victimization in predicting problematic Internet use. Implications of these preliminary findings are discussed and avenues for further research are offered.

Individual differences and emotional labor: the effects of core self-evaluations on depersonalization

This paper examines the role of core self-evaluations (CSEs) in the relationships among emotional demands, emotional dissonance, and depersonalization. Data were collected from a non-random sample of 423 teachers who worked in primary, secondary, and higher education institutions. Results from structural equation modeling analysis showed that CSEs displayed both direct and indirect effects on depersonalization through employees' perceptions and reactions to emotional labor. Specifically, those individuals with more positive CSEs tended to perceive the emotional aspects of their job as less demanding, thus being less likely to experience emotional dissonance and, in turn, depersonalization. This research demonstrated that CSEs play a vital role in explaining employees' reactions to emotional labor and, therefore, their effects should be properly accounted for in future studies. Implications for practice and future lines of research are discussed in this paper.

Core Self-Evaluations Affecting Retirement-Related Outcomes

This study addressed a gap in the literature by examining the role of core self-evaluations as a predictor of retirement preparation (i.e., attitudes, expectations, and goals), compared to other important aspects such as demographic, financial, health, and work-related variables. Based on the resource-based dynamic model for retirement adjustment and the core self-evaluations theory, the present study showed that core self-evaluations significantly and positively affected the social component of retirement adjustment (H1), the retirement expectations of new beginning (H2), the retirement expectations of continuity (H3), and retirement goals (H4). Additionally, core-self evaluations negatively affected the retirement expectations of imposed disruption (H5). All the analyses were controlled for age, gender, perceived health, financial situation, job centrality, and expected retirement age. In conclusion, core self-evaluations are valuable and supportive to workers across the work lifespan, and for dealing with the retirement preparation.

Early Retirement: A Meta-Analysis of Its Antecedent and Subsequent Correlates

Early or voluntary retirement (ER) can be defined as the full exit from an organizational job or career path of long duration, decided by individuals of a certain age at the mid or late career before mandatory retirement age, with the aim of reducing their attachment to work and closing a process of gradual psychological disengagement from working life. Given the swinging movements that characterize employment policies, the potential effects of ER-both for individuals and society-are still controversial. This meta-analysis examined the relationships between ER and its antecedent and subsequent correlates. Our review of the literature was generated with 151 empirical studies, containing a total number of 706,937 participants, with a wide range of sample sizes (from N = 27 to N = 127,384 participants) and 380 independent effect sizes (ESs), which included 171 independent samples. A negligible ES value for antecedent correlates of early retirement (family pull, job stress, job satisfaction, and income) was obtained (which ranged from r = -0.13 to 0.19), while a fair ES was obtained for workplace timing for retirement, organizational pressures, financial security, and poor physical and mental health, (ranging from r = 0.28 to 0.25). Regarding ER subsequent correlates, poor ESs were obtained, ranging from r = 0.08 to 0.18 for the relationships with subsequent correlates, and fair ESs only for social engagement (r = -0.25). Examination of the potential moderator variables has been conducted. Only a reduced percentage of variability of primary studies has been explained by moderators. Although potential moderator factors were examined, there are several unknown or not measurable factors which contribute to ER and about which there are very little data available. The discussion is aimed to offer theoretical and empirical implications suggestion in order to improve employee's well-being.