A comparison of general and work-specific measures of core self-evaluations

被引：42

作者：

Bowling, Nathan A. ^{[1
]}

Wang, Qiang ^{[1
]}

Tang, Han Ying ^{[2
]}

Kennedy, Kellie D. ^{[3
]}

机构：

[1] Wright State Univ, Dept Psychol, Dayton, OH 45435 USA

[2] Huazhong Normal Univ, Sch Psychol, Wuhan 430079, Hubei, Peoples R China

[3] Old Dominion Univ, Dept Psychol, Norfolk, VA 23529 USA

来源：

JOURNAL OF VOCATIONAL BEHAVIOR | 2010年 / 76卷 / 03期

关键词：

Core self-evaluations; Job attitudes; Employee well-being; Extra-role behaviors; PERSONALITY SCALE SCORES; JOB-SATISFACTION; ORGANIZATIONAL COMMITMENT; INCREMENTAL VALIDITY; WORKPLACE DEVIANCE; METHOD VARIANCE; PERFORMANCE; MODEL; METAANALYSIS; TURNOVER;

D O I：

10.1016/j.jvb.2010.01.008

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

During the past decade, considerable research attention has been given to core self-evaluations (CSEs). Although this research has found that CSE is related to several important work-related outcomes (e.g., job satisfaction, job performance), we believe that researchers' reliance on general rather than work-specific CSE has resulted in underestimates of the importance of CSE. Based on the literature on frame-of-reference effects in personality assessment, we predict that work-related CSE will yield stronger relationships with work-related criteria than general CSE will and that work-specific CSE will be related to work-specific criteria after general CSE has been controlled. Using two independent samples, we found that when compared with general CSE, work-specific CSE generally failed to yield significantly stronger zero-order relationships with work-related criteria. However, we found several instances in which work-specific CSE predicted incremental variance in work-related criteria after the effects of general CSE were controlled. (C) 2010 Elsevier Inc. All rights reserved.

引用

页码：559 / 566

页数：8

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