Core self-evaluations

Core self-evaluations (CSE) represent a stable personality trait which encompasses an individual's subconscious, fundamental evaluations about themselves, their own abilities and their own control. People who have high core self-evaluations will think positively of themselves and be confident in their own abilities. Conversely, people with low core self-evaluations will have a negative appraisal of themselves and will lack confidence. The concept of core self-evaluations was first examined by Judge, Locke, and Durham (1997) and involves four personality dimensions: locus of control, neuroticism, generalized self-efficacy, and self-esteem. The trait developed as a dispositional predictor of job satisfaction, but has expanded to predict a variety of other outcomes. Core self-evaluations are particularly important because they represent a personality trait which will remain consistent over time. Furthermore, the way in which people appraise themselves using core self-evaluations has the ability to predict positive work outcomes, specifically, job satisfaction and job performance. These relationships have inspired increasing amounts of research on core self-evaluations and suggest valuable implications about the importance this trait may have for organizations. Core self-evaluations (CSE) represent a stable personality trait which encompasses an individual's subconscious, fundamental evaluations about themselves, their own abilities and their own control. People who have high core self-evaluations will think positively of themselves and be confident in their own abilities. Conversely, people with low core self-evaluations will have a negative appraisal of themselves and will lack confidence. The concept of core self-evaluations was first examined by Judge, Locke, and Durham (1997) and involves four personality dimensions: locus of control, neuroticism, generalized self-efficacy, and self-esteem. The trait developed as a dispositional predictor of job satisfaction, but has expanded to predict a variety of other outcomes. Core self-evaluations are particularly important because they represent a personality trait which will remain consistent over time. Furthermore, the way in which people appraise themselves using core self-evaluations has the ability to predict positive work outcomes, specifically, job satisfaction and job performance. These relationships have inspired increasing amounts of research on core self-evaluations and suggest valuable implications about the importance this trait may have for organizations. The locus of control construct indicates a tendency for individuals to attribute life's events to their own doing or to outside forces beyond their control. There are two basic classifications of locus of control: internals and externals. Internals believe they control their own environment whereas externals believe outside forces control their lives. Those with an internal locus of control are more likely to be satisfied with their job and life because they believe in their own control over the situation. Neuroticism, also a Big Five personality trait, is defined as an enduring tendency to experience unpleasant emotions (e.g., anger, anxiety, depression) easily. Those high in neuroticism react more negatively to stress, are prone to anxiety, and susceptible to feelings of helplessness. Neuroticism, when examined as part of core self-evaluations, is conceptualized as its opposite, emotional stability (i.e., non-neuroticism). In fact, because neuroticism and emotional stability are simply labels for two sides of the same trait, they are often used interchangeably in literature. Generalized self-efficacy, adapted from Albert Bandura's original definition of self-efficacy, is defined as an individual's estimate of his or her own ability to perform well and handle a variety of situations. Although an individual can differ in levels of self-efficacy across different domains, generalized self-efficacy is the global estimate of ability across a wide range of situations, and can be considered a stable trait. Individuals high in generalized self-efficacy are more likely to take on new tasks that allow for growth in their ability and are more persistent than those low in generalized self-efficacy. Self-esteem reflects a person's overall appraisal of his or her own worth. Self-esteem may, in fact, be one of the most essential core self-evaluation domains because it is the overall value one places on oneself as a person. The core self-evaluations trait was developed through the study of job satisfaction. Historically, three models have been used to study job satisfaction. The situational and interactionist approaches had received a majority of the support in previous literature. Acknowledging this disparity, core self-evaluations were developed in an effort to increase exploration of the dispositional approach to job satisfaction. While investigating the dispositional model, Judge et al. (1997) reasoned that the traits most likely to predict job satisfaction would maintain three important characteristics: evaluation-focused, fundamental, and large in scope. Using the above characteristics, four well studied personality traits; locus of control, neuroticism, generalized self-efficacy, and self-esteem, were chosen as possible dispositional predictors of job satisfaction. Each trait had previously presented as a relatively powerful predictor of various job outcomes; however, until this time, these traits' predictive powers had only been studied in isolation. When studied together, Judge et al. (1997) discovered that these four traits would form a broader personality trait called core self-evaluations, which could predict job satisfaction better than each individual trait could when examined alone. In other words, relative levels of each of these four traits in an individual can be explained by one broad underlying trait; core self-evaluations. Furthermore, combining these traits allowed for better prediction of job satisfaction, and later, a variety of other outcomes.