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| title | chunk | source | category | tags | date_saved | instance |
|---|---|---|---|---|---|---|
| Core self-evaluations | 2/6 | https://en.wikipedia.org/wiki/Core_self-evaluations | reference | science, encyclopedia | 2026-05-05T13:44:07.989881+00:00 | kb-cron |
=== Relationship between the traits === Locus of control, neuroticism, generalized self-efficacy, and self-esteem have many conceptual similarities, but beyond stating that the similarities exist, these traits were rarely studied together until their integration into the common underlying trait of core self-evaluations. Many researchers of personality psychology argue that specific traits have been proposed and studied without considering that these traits have a broad, common core. Many such traits correlate so highly that they should be considered measures of the same construct, which is the case with the four traits of core self-evaluations. These traits are very closely related, and each one only predicts a small portion of job satisfaction by itself. However, when combined into one core trait (i.e., core-self evaluations), their predictive power increases.
=== Comparisons with the Five-Factor Model and positive/negative affectivity === The core self-evaluations trait has proven to be a valuable dispositional predictor of job satisfaction, demonstrating stronger predictive power than the Big Five personality traits or Positive/Negative Affectivity.
==== Five-Factor Model ("Big Five personality traits") ==== There is skepticism that core self-evaluations contribute any predictive value above what the Big Five personality traits – (agreeableness, conscientiousness, extraversion, neuroticism, openness) – can predict. Some argue that trait indicators of core self-evaluations are the same as various conceptualizations of the neuroticism component of the Big Five. Although it is true that some definitions of neuroticism include all four CSE traits, the Big Five does not refer explicitly to self-esteem in the description of neuroticism, nor is self-esteem one of the facets of neuroticism in their model. Therefore, the conceptualization of neuroticism in the Big Five is narrower than in core self-evaluations. Additionally, no existing neuroticism scales measure self-esteem. Furthermore, measures of neuroticism include only descriptive questions and lack an evaluative component.
==== Positive/negative affectivity (PA/NA) ==== Affective disposition, the tendency to primarily experience either positive or negative emotional states, has frequently been studied as a correlate of job satisfaction. Although affective disposition does influence job satisfaction, a measure of positive or negative affectivity does not explain unique variance in job satisfaction beyond that explained by the individual core self-evaluations of self-esteem and neuroticism. In fact, measures of core self-evaluations explain significant variance in job and life satisfaction not explained by the PA/NA scales.
== Measurement == Previously, attempts to measure the CSE trait were indirect, requiring the trait to be extracted from the four scales that measured each trait. However, a direct core self-evaluation scale, the CSES, has recently been developed and proven both reliable and valid. Although some researchers still favor using the individual trait scales to measure core self-evaluations, the use of the direct measure is growing more popular in recent literature. There are several reasons the previous indirect measurement of the CSE trait was considered a limitation of CSE research:
Length: Direct scales are able to measure the underlying trait in fewer items. Validity: Direct scales are likely to be more valid because they are designed to measure the underlying trait itself rather than indicators of the trait. Consistency: Most traits in contemporary personality research are measured with relatively short, direct scales.
=== The core self-evaluations scale (CSES) === The CSES consists of 12 items, and uses a five-point Likert scale (i.e., strongly disagree, disagree, neutral, agree, strongly agree) to score responses. Sample items are below:
"I am confident I get the success I deserve in life." "Sometimes I feel depressed." "Sometimes when I fail I feel worthless." "I am filled with doubts about my competence. "I determine what will happen in my life."
== Outcomes ==
=== Job satisfaction === One of the more consistent and significant relationships that has been examined in the literature is the relationship between core self-evaluations and job satisfaction. In fact, when Judge et al. (1997) developed the construct of core self-evaluations, they did so in an effort to identify a valid dispositional predictor of job satisfaction. Since the creation of this construct in the Judge et al. (1997) study, research has continued to support the relationship between core self-evaluations and job satisfaction, which suggests that people who appraise themselves positively (i.e., rate themselves highly on core self-evaluations) are more likely to be satisfied with their jobs. Additional research has also confirmed that CSE traits can predict job satisfaction over time. People who have positive core-self evaluations are likely to be satisfied with their jobs throughout the duration of their lives spent in the work environment. Job satisfaction is an outcome of core self-evaluations that has become well-established throughout psychological literature. However, Judge et al. (1997) suggest that researchers investigate other variables that may influence this relationship. In response, subsequent literature began to examine the influence of a variety of other constructs on the relationship between core self-evaluations and job satisfaction.