In the current dissertation I examined the relation between a new personality trait, core self-evaluations (CSE), and job performance, using the hierarchical model of approach and avoidance motivation as a theoretical framework. The hierarchical model of approach and avoidance motivation proposes that the effects of distal personality traits on performance outcomes are mediated through mid-range approach and avoidance motivational mechanisms. However, some controversy exists surrounding whether CSE is best conceptualized as an antecedent of approach or avoidance motivation. As such, prior to examining the CSE-performance relation, I examined whether CSE is best conceptualized as an indicator of approach or avoidance temperament. In Study 1, using confirmatory factor analysis, I demonstrated that mean CSE scores loaded more strongly on a latent avoidance temperament factor than on a latent approach temperament factor. Study 2 provided further evidence for the avoidance nature of CSE by examining the relation between CSE and a motivational construct: achievement goal orientations. In particular, using structural equation modeling, CSE was negatively related to performance-approach, performance-avoid, and mastery-avoid achievement goal orientations, and unrelated to a mastery-approach goal orientation. Such a pattern of results is consistent with the relation between achievement goal orientations and other indicators of avoidance temperament. Having demonstrated that CSE is best conceptualized as an indicator of avoidance temperament, in Study 3 I used the hierarchical model of approach and avoidance motivation as a framework for examining the relation between CSE and job performance. The results indicated that the effect of CSE on job performance was mediated through avoidance, but not approach, goals. The results of the three studies are discussed in terms of their implications for the conceptualization of CSE. As well, the application of the hierarchical model of approach and avoidance motivation framework to organizational behavior is discussed.

In the current dissertation I examined the relation between a new personality trait, core self-evaluations (CSE), and job performance, using the hierarchical model of approach and avoidance motivation as a theoretical framework. The hierarchical model of approach and avoidance motivation proposes that the effects of distal personality traits on performance outcomes are mediated through mid-range approach and avoidance motivational mechanisms. However, some controversy exists surrounding whether CSE is best conceptualized as an antecedent of approach or avoidance motivation. As such, prior to examining the CSE-performance relation, I examined whether CSE is best conceptualized as an indicator of approach or avoidance temperament. In Study 1, using confirmatory factor analysis, I demonstrated that mean CSE scores loaded more strongly on a latent avoidance temperament factor than on a latent approach temperament factor. Study 2 provided further evidence for the avoidance nature of CSE by examining the relation between CSE and a motivational construct: achievement goal orientations. In particular, using structural equation modeling, CSE was negatively related to performance-approach, performance-avoid, and mastery-avoid achievement goal orientations, and unrelated to a mastery-approach goal orientation. Such a pattern of results is consistent with the relation between achievement goal orientations and other indicators of avoidance temperament. Having demonstrated that CSE is best conceptualized as an indicator of avoidance temperament, in Study 3 I used the hierarchical model of approach and avoidance motivation as a framework for examining the relation between CSE and job performance. The results indicated that the effect of CSE on job performance was mediated through avoidance, but not approach, goals. The results of the three studies are discussed in terms of their implications for the conceptualization of CSE. As well, the application of the hierarchical model of approach and avoidance motivation framework to organizational behavior is discussed.

<p>Over the last few decades, increased flexibility and lack of stability in employment has made job insecurity a work stressor that keeps affecting more and more  employees. This study investigates to what extent core self-evaluations influence the appraisal of job insecurity in a Swedish sample of white-collar workers (N=425). By applying the Preacher & Hayes’ macro for multiple mediation the study also tests if there is a mediating effect of coping style on the relation between core self-evaluations and job insecurity. The results show that core self-evaluations have predictive validity in relation to job insecurity. Core self-evaluations are also associated with task-based coping style. However, no mediating effect of coping style was found on the relation between core self-evaluations and job insecurity.</p> / Stockholm Stress Center / Job insecurity from a gender perspective

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Over the last few decades, increased flexibility and lack of stability in employment has made job insecurity a work stressor that keeps affecting more and more  employees. This study investigates to what extent core self-evaluations influence the appraisal of job insecurity in a Swedish sample of white-collar workers (N=425). By applying the Preacher &amp; Hayes’ macro for multiple mediation the study also tests if there is a mediating effect of coping style on the relation between core self-evaluations and job insecurity. The results show that core self-evaluations have predictive validity in relation to job insecurity. Core self-evaluations are also associated with task-based coping style. However, no mediating effect of coping style was found on the relation between core self-evaluations and job insecurity. / Stockholm Stress Center / Job insecurity from a gender perspective

The primary objective of this research was to investigate the relationship between core self evaluations and job insecurity of employees (N = 298) at a government organisation. A cross-sectional survey design was used. Constructs were measured by means of the Core Self-evaluations Scale (CSES), the Job Insecurity Survey Inventory (JISI), and a biographical questionnaire. Results indicated that a practically significant negative relationship exists between self evaluations and job insecurity. It further found that a self evaluation holds some predictive value with regard to job insecurity. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

The primary objective of this research was to investigate the relationship between core self evaluations and job insecurity of employees (N = 298) at a government organisation. A cross-sectional survey design was used. Constructs were measured by means of the Core Self-evaluations Scale (CSES), the Job Insecurity Survey Inventory (JISI), and a biographical questionnaire. Results indicated that a practically significant negative relationship exists between self evaluations and job insecurity. It further found that a self evaluation holds some predictive value with regard to job insecurity. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

This study extends job embeddedness and job satisfaction theory in several notable directions. As hypothesized, structural equation modeling revealed that community embeddedness was a partial mediator of the relationship between core self-evaluations and job satisfaction. Contrary to job embeddedness theory, this study found that organizational embeddedness and job satisfaction were best represented by a single latent factor. Thus, organizational embeddedness did not act as a mediator of the relationship between core self-evaluations and job satisfaction nor did it act as a multiple mediator with community embeddedness. Explanations of these results and new avenues for research are discussed. / Ph. D.

The purpose of the current research was to integrate multiple theories of stress appraisals and to empirically test two separate transactional cognitive-appraisal models. It was predicted that the core self-evaluation personality characteristics and motivation orientation would moderate the relationship between challenge and hindrance stressors and coping style. Furthermore, it was predicted that coping would buffer the adverse effects of stress on domain performance and satisfaction. A series of multiple regression analyses were conducted to investigate the predicted moderators. Results suggest that core self-evaluations moderate the relationship between challenge stress and problem-focused coping as predicted in the challenge model but not for the hindrance stress model. Coping style did not significantly buffer the negative effects of stress on performance or satisfaction. Overall, the results provide partial support for the challenge-hindrance framework within the transactional appraisal model of stress.

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