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| title | chunk | source | category | tags | date_saved | instance |
|---|---|---|---|---|---|---|
| Core self-evaluations | 5/6 | https://en.wikipedia.org/wiki/Core_self-evaluations | reference | science, encyclopedia | 2026-05-05T13:44:07.989881+00:00 | kb-cron |
=== Economic success === Judge and Hurst (2007) conducted a longitudinal study that assessed core self-evaluations in relation to income level in individuals as young adults and later as they entered mid-life. The authors found that core self-evaluations have a positive relationship with income level. In other words, individuals with high core self-evaluations will be more likely to obtain higher levels of income. This could be because those high in the CSE trait seek out better jobs, which offer opportunities for upward mobility and thus, higher income. The effect could also occur as a function of the relationship between core self-evaluations, motivation, and performance. High core self-evaluations are indicative of a person who will be highly motivated to perform competently, which will lead to better performance, and later, perhaps, a higher salary. Furthermore, the authors assessed the role core self-evaluations may play in moderating the established relationship between family socioeconomic status and an individual's academic achievement as predictors of economic success later in life. Previous literature has confirmed that if you grow up in an affluent family and have a higher degree of education, then you will be more economically successful. Judge and Hurst (2007) found that core self-evaluations could strengthen this relationship. In other words, an individual high in core self-evaluations will be more likely to capitalize on the advantages given to them via their family's economic success or through their own academic achievements and will consequently be more likely to be financially successful later on in life. The authors explain that individuals high in core self-evaluations cope better with events and situations they encounter in life and are motivated to consistently increase their performance and thus, are more likely to capitalize on the educational and financial advantages they already possess in young adulthood. This will allow them to have greater economic success, as measured by their income, in midlife.
== New directions/developments == In the most recent literature, core self-evaluations have been linked to various outcomes. The CSE trait was found to positively influence older adults' participation in progressive resistance training, which is a type of strength training. Women raised with an authoritarian parenting style developed negative core self-evaluations, which caused them greater difficulty in making a career decision later in life. High CSE relates positively to vocational identity (i.e., commitment and exploration into one's identity as a worker), which is positively related to life satisfaction. High CSE is associated with lower levels of emotional exhaustion and cynicism, both of which are related to job satisfaction. Those with high CSE tend to perceive and seek out greater levels of support, allowing them to effectively manage multiple life roles (e.g., their role at home, their role at work, etc.). Even when perceived organizational support is low, individuals with high CSE reported feeling higher work-family enrichment (i.e., events in one role, whether they be work or family related, enhance quality of life in the other) than those with low CSE. Similarly, higher levels of CSE correlate negatively with work-school conflict and positively with work-school enrichment. High levels of subordinate and leader CSE increase the subordinate's role clarity (i.e., understanding of job responsibilities and organizational role), which in turn leads to more positive leader-member exchanges (i.e., interactions between leaders and members). High levels of CSE also enhance team social networks, which in turn increase team effectiveness. Along with conscientiousness, high CSE predicted a more positive judgment of team effectiveness and ability (i.e., high collective efficacy), which in turn leads to improved performance management team behavior (e.g., establishing team goals, coordinating tasks, monitoring progress toward goals).
== Practical implications == Core self-evaluations have primarily been studied with two of the most important work outcomes: job satisfaction and job performance. Due to the consistent relationships between core self-evaluations and these outcomes found in the literature, it is important to examine the implications these findings have on the use of core self-evaluation measures in an applied business setting.
=== Personnel selection === Personnel selection is the process an organization uses to choose the appropriate individual to hire for a job position. Due to its direct relationship to job satisfaction and job performance, it seems logical that core self-evaluations should be included in personnel selection methods. In fact, researchers do support this idea to an extent. Below are the advantages and disadvantages of using core self-evaluations in selection as suggested by Judge, Erez, & Bono (1998).
==== Advantages ==== Provided that all facets of core self-evaluations (i.e., locus of control, emotional stability, generalized self-efficacy, and self-esteem) are included, the measure will remain a valid predictor of job satisfaction and performance. Measures of each core self-evaluation facet are primarily accessible to the public, as opposed to proprietary like the Big Five personality measures. Research reveals no adverse impact of core self-evaluations on minorities or older employees. Adverse impact describes a practice that disproportionally affects members of a minority group. These research findings suggest that core self-evaluation levels do not differ disproportionally in older employees or minority groups, and, thus, will not prevent members of these groups from being selected for a job.
==== Disadvantages ==== Core self-evaluations demonstrate a slight to moderate adverse impact on women. The majority of research suggests that applicants do not believe personality measures are relevant for selection. Thus, applicants may not perceive a fair selection system if a personality measure is included. Similar to other personality measures, social desirability, where participants attempt to "fake" or respond with answers which will be viewed favorably by others as opposed to answering honestly, is a disadvantage of using core self-evaluations in selection. Due to the advantages for employers in employing individuals with high core self-evaluations, more research is necessary to determine the practicality of the core self-evaluation measure as part of a selection method.