Strategic Management: Core Self Evaluation Essay

Qustion:

Discuss about the Strategic Management for Core Self Evaluation.

Answer:

Introduction:

Over the past few years, a broad psychology trait named as Core Self-Evaluation (CSE) has been analyzed in an extensive way. The concept CSE include several bottom line assessments that people make about their competence, worthiness and capabilities (Ferris et al., 2013). Furthermore, CSE has been identified to be related with several work related outcomes like job performance and job satisfaction. Particularly, Core Self-Evaluations represents a cluster of four conceptually related traits like self-efficacy, self-esteem, neuroticism and locus of control. For that reason, many studies have argued that CSE creates direct impact on the behavioral pattern of the employees at the workplace. The concept of CSE highlights an empirical and conceptual relationship between these traits. In this essay, the focus will be on all the factors related to Core Self-Evaluation so that it can able to analyze the relationship between CSE and behavior of the employees at the workplace effectively.

Main Body:

As per the article by Lim & Tai (2014) majority of the traits highlighted in the concept of CSE has been studied in an extensive way in psychology. The article also mentioned that psychology traits such as locus of control, self-esteem and neuroticism has been examined in a vast way to evaluate the kind of impact it could have on the performance level of the employees. Now, self-efficacy and self-esteem shared a close inter-personal relationship. Self-efficacy highlights the belief that individuals possess over their capability. Self-efficacy can be measured in several ways. For instance, if an individual likes to take on challenge of a new task and also wants to improve in an effective way, it can be said that individual possesses strong self-efficacy (Lan, Hui & Weiji, 2014). On the other hand, self-esteem represents the degree to which individuals see them as successful, capable, significant and worthy. Self-esteem also includes factors like self-respect, self-acceptance regarding the performance level at the workplace. Thus, high self-esteem highlights that an individual is highly satisfied with oneself. Therefore, it can be assessed that self-esteem is positively related with self-efficacy. According to DuPaul et al. (2015) locus of control and self-efficacy also share a lot of similarities. Locus of control highlights the individual’s belief in the ability to control a particular environment. Therefore, it highlights the fact that individuals who judge themselves as capable of performing effectively in several context should belief that they can able to control a particular environment. It also determines the extent to which individuals agree that they can able to handle particular events that can affect them. Thus, it will help individuals to enhance their confidence level at the workplace. On the other hand, self-esteem and neuroticism are also linked very closely (Zenger et al., 2015). In fact, many studies have highlighted that self-esteem is the inactive of low neuroticism. For that reason, the concept of Core Self-Evaluation is extremely important regarding the effective analysis of individual’s behavior at the workplace.

Although the prime objective of the Core Self-Evaluation was to relate these four traits with the job satisfaction level of the employees (Mathew et al., 2014). However, several studies have tried to expand the reach of the CSE concept over the past few years. For instance, job satisfaction is among one of the prime factors that has the potential to influence the behavioral pattern of the employees. As a result, studies have tried to relate the concept of CSE with the workplace behavior so that it can able to highlight the significance of psychological traits. As per the article by Segrest, Andrews & Hurley-Hanson (2015) application of CSE theory focuses on the area of job performance and motivation. The article linked all the four traits with the job performance to identify the effectiveness of each trait. It has been assessed that the weakest link related to job satisfaction is the emotional stability and the strongest link is with the self-esteem. Fang & Chang (2015) argue that individuals with high level of Core Self-Evaluation are often found highly motivated to fulfill their organizational responsibilities. Furthermore, motivation is regarded as one of the major determinants related to job performance. Therefore, it can be mentioned that it will help employees to enhance their present level of confidence. This will also create a direct positive impact on the performance level of the individuals. Now, motivation and confidence is one of the major traits that can have a major influence on the behavioral pattern of the individuals. Therefore, it can be expected that if individuals can able to develop confidence regarding a particular task, they will approach the task in a completely different way. Thus, it will create direct impact on the behavioral pattern of the individuals. As mentioned in the article by Ferris et al. (2013) self-esteem describes an individual’s overall sense of personal value and self-worth. It is also highlighted as one of the major personality traits. Thus, self-esteem can definitely influence the behavioral pattern of the employees. For that reason, it has been highlighted that CSE has the advantage of predictive validity and brevity. It also can help to analyze the behavioral pattern of the employees at the workplace. Furthermore, the concept of CSE also highlights the inter-relationship among the traits. As a result, it can definitely analyze the impact on the motivational level of the employees in an effective way.

One of the most significant and consistent relationships that has been examined is the relationship between job satisfaction and Core Self-Evaluation. In fact, CSE has made an effort to highlight a valid dispositional predictor regarding job satisfaction (Jiang & Jiang, 2015). It highlighted the fact that people who positively appraise themselves are more likely to be satisfied with their jobs. It has also been assessed that the traits of CSE can also predict the level of job satisfaction over a specific time period. Thus, it highlights the fact that individuals with positive Core Self-Evaluations are more likely to be satisfied with the jobs. Now, job satisfaction has a direct relationship with the behavioral pattern of the people at the workplace. For instance, if any individual is satisfied with the provided responsibilities by the organization, it will definitely influence them to maintain a positive attitude towards their work. Furthermore, many studies have highlighted the fact that job satisfaction is among one of the major factors that can have serious impact on the team development perspectives of the organizations. As satisfied employees always tried to give their best, it reduces the possibility of organizations facing any difficulties at the time of developing teams.

On the other hand, negative Core Self-Evaluation highlights that individuals are not satisfied with the responsibilities provided by the organization. Therefore, it is more likely that employees will depict negative attitude towards their responsibilities. For that reason, it can be mentioned that Core Self-Evaluation is positively related to the behavioral pattern of the individuals (Chng et al., 2012). Goal congruence is another critical factor that can play a significant role in influencing the relation between motivation and Core Self-Evaluation that individuals have on their provided responsibilities by the organization. Goal congruence theory argues that individuals who select self-concordant goals or objectives will be happier to pursue their goals. Thus, it will create direct positive impact on the motivational level of the individuals at the workplace. Now, several studies have highlighted that level of motivation of the employees is one of the major factor to improve the operational process of the organizations. As motivated employees are more likely to take on the difficult challenges, which will definitely create positive impact on sustaining its position in the market. Thus, it can be highlighted that high level of Core Self-Evaluation will reflect high level of motivation of the employees. Thus, it will induce employee to display positive behavior at the workplace. As per the article by Ferris et al. (2012) complexity of job is another significant factor that can have major impact on the relationship between Core Self-Evaluation and behavioral pattern of the employees at the workplace. As mentioned earlier, high CSE reflects high satisfaction and motivation level of the employees. Therefore, it is expected that when Core Self-evaluation is at the higher level, employees will be keener to take on the complex task. Thus, it highlights that employee’s will more likely to depict positive behavior at the workplace (Di Fabio & Palazzeschi, 2012). Conversely, low Core Self-Evaluation will reflect that individuals will more likely to possess negative behavioral attitude over the provided organizational responsibilities.

Conclusion:

The above discussion highlighted the fact that Core Self-Evaluation can play a critical role at the time of determining individual’s behavior at the workplace. The above analysis highlighted that several factors can have impact on the behavioral pattern of the individuals. Therefore, it is very difficult to assess the exact strength of the relationship between the behavioral pattern of the individuals and Core Self-Evaluation. However, several studies have highlighted that these two factors are more likely to share positive relationship among them. Therefore, if organizations can able to utilize the concept core Self-Evaluation effectively, it will definitely able to influence the behavioral pattern of the individuals at the workplace.

References:

Chng, D. H. M., Rodgers, M. S., Shih, E., & Song, X. B. (2012). When does incentive compensation motivate managerial behaviors? An experimental investigation of the fit between incentive compensation, executive core self?€ђevaluation, and firm performance. Strategic Management Journal, 33(12), 1343-1362.

Di Fabio, A., & Palazzeschi, L. (2012). Incremental variance of the core self-evaluation construct compared to fluid intelligence and personality traits in aspects of decision-making. Personality and Individual Differences, 53(3), 196-201.

DuPaul, G. J., Pinho, T. D., Pollack, B. L., Gormley, M. J., & Laracy, S. D. (2015). First-Year College Students With ADHD and/or LD Differences in Engagement, Positive Core Self-Evaluation, School Preparation, and College Expectations. Journal of learning disabilities, 0022219415617164.

Fang, J. D., & Chang, B. R. (2015). The Effect of Core Self-Evaluation on Chinese Adolescents’ Academic Achievement: The Mediating Role of Perceived Social Support. In Proceedings of Cross-Cultural Occupational Health Psychology Forum (p. 114).

Ferris, D. L., Johnson, R. E., Rosen, C. C., & Tan, J. A. (2012). Core self-evaluations a review and evaluation of the literature. Journal of management,38(1), 81-128.

Ferris, D. L., Johnson, R. E., Rosen, C. C., Djurdjevic, E., Chang, C. H. D., & Tan, J. A. (2013). When is success not satisfying? Integrating regulatory focus and approach/avoidance motivation theories to explain the relation between core self-evaluation and job satisfaction. Journal of Applied Psychology, 98(2), 342.

Ferris, D. L., Johnson, R. E., Rosen, C. C., Djurdjevic, E., Chang, C. H., & Tan, J. A. (2013). When is success not satisfying? A moderated mediation model of the relation between core self-evaluation and job satisfaction. The Journal of Applied Psychology, 98, 342-353.

Jiang, Z., & Jiang, X. (2015). Core self-evaluation and life satisfaction: The person-environment fit perspective. Personality and Individual Differences,75, 68-73.
Mathew, A., Srinivas, E. S., Nandkeolyar, A., & Kumar, G. A. (2014, February). Conscientiousness, core self-evaluation, and work performance: The moderating role of mindfulness. In 15th Annual Meeting of the Society for Personality and Social Psychology, Austin, Texas, February 13-15, 2014.

Lan, S., Hui, M., & Weiji, Z. (2014). Employees' Core Self-evaluation and Life Satisfaction: The Mediating Role of Perceived Social Support.

Lim, S., & Tai, K. (2014). Family incivility and job performance: A moderated mediation model of psychological distress and core self-evaluation. Journal of Applied Psychology, 99(2), 351.

Segrest, S. L., Andrews, M. C., & Hurley-Hanson, A. E. (2015). Voluntary turnover typology utilizing the dispositional variables of core self-evaluation and negative affectivity. Journal of Behavioral Studies in Business, 8, 1.

Zenger, M., K?rner, A., Maier, G. W., Hinz, A., St?bel-Richter, Y., Br?hler, E., & Hilbert, A. (2015). The core self-evaluation scale: psychometric properties of the German version in a representative sample. Journal of personality assessment, 97(3), 310-318.

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