HRM Network 2015: Core Self-Evaluations and Work Engagement
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Transcript of HRM Network 2015: Core Self-Evaluations and Work Engagement
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Examine why CSE is related to work outcomes › Introduction of three different but related
mediating paths
Extend work outcomes › Job satisfaction › Work engagement
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Relevance of self-management related to job and career
CSEs are suggested to be relatively stable personality characteristics
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Core self-evaluations (Judge et al., 1997)
› Self-esteem › Generalized self-efficacy › Emotional stability › Locus of control
Relationship to work outcomes: › Directly › Indirectly
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Perception › Job characteristics › Emotion generalization
Action › Job crafting
Development › Career competencies
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Job Demands-Resources model(Demerouti et al., 2001)
› Perceptions of job demands/resources are related to work outcomes such as job satisfaction/work engagement
› Proactively changing job demands/resources (job crafting) is related to job satisfaction/work engagement
› Developing personal resources (career competencies) is related to work engagement
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High CSE is positively related to how one
perceives the job. Those with higher CSE are likely to report more job resources
Job resources are positively related to job satisfaction/work engagement › H1: Job characteristics mediate the
relationship between CSE and job satisfaction/work engagement
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Behaviors (actions) shape job characteristics › Job crafting (Wrzesniewski & Dutton, 2001; Tims & Bakker, 2010)
› Individual actions to balance job demands and job resources and/or to align the job with preferences, skills, and abilities
High CSE makes one confident to be successful in making these changes – “chronic beliefs about basic self-regulatory capacities” (Johnson et al., 2008)
› H2: Job crafting mediates the relationship
between CSE and job satisfaction/work engagement
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Career competencies (Akkermans et al., 2012)
› Reflective, communicative, behavioral Also fit in JD-R model – personal resources High CSE individuals may be inclined to
think about and reflect on their careers Career competencies related to work
engagement › H3: Career competencies mediate the
relationship between CSE and job satisfaction/work engagement
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Job resources
Job crafting
Career competencies
Core self-evaluations
Job satisfaction
Work engagement
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Two samples: › German sample N = 303 36.6% female Age 24.2 (sd = 3.7) Working hours 34.7
› Dutch sample N = 404 40.4% female Age 26.1 (sd = 5.0) Working hours 33.6
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CSE: 12 items (Judge et al., 2002)
› “I am confident I get the success I deserve in life” Autonomy: 3 items (Bakker et al., 2003)
› “Can you decide on your own how your work is executed?” Support: 3 items (Bakker et al., 2003)
› “If necessary, my supervisor helps me with a certain task” Job crafting: 21 items (Tims et al., 2012)
› “I make sure that I use my capacities to the fullest” Career competencies: 21 items (Akkermans et al., 2013)
› “I can clearly see what my passions are in my work” Job satisfaction: 3 items (Cook et al., 1981)
› “I am satisfied with my current work” Work engagement: 9 items (Schaufeli et al., 2006)
› “I am enthusiastic about my job”
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CSE related positively to autonomy and support (both samples) ,however, only support related significantly to work engagement (sample 2)
Social support
Core self-evaluations
Work engagement
Job satisfaction Autonomy
.23**/.31**
.23**/.36** .11†/.02
.09†/.03
.28**/.28**
.09†/.22**
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CSE related positively to job crafting (both
samples), job crafting related significantly to work engagement (both samples)
Job crafting Core self-evaluations
Work engagement
Job satisfaction .40**/.45**
.11/.17*
.38**/.25**
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CSE related positively to career competencies (both samples), career competencies related to work engagement (both samples)
Career competencies
Core self-evaluations
Work engagement
Job satisfaction
.71**/.69**
.23†/-.08
.44**/.19*
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