β Scribed by Russell E. Johnson; Christopher C. Rosen; Paul E. Levy
No coin nor oath required. For personal study only.
The theory of core selfβevaluation (CSE) has provided organizational scholars with a framework for describing dispositionβbased effects on work attitudes and behaviors. Although the CSE construct has been useful for predicting various phenomena, there are potential weaknesses concerning how it is conceptualized and used. We review limitations regarding CSE theory, its measurement, and specific traits, and provide recommendations for addressing them. Key recommendations include strengthening the theory underlying CSE, specifying CSE as an aggregate construct with causal indicators, representing CSE as a multidimensional construct rather than a scale score, and incorporating a trait that reflects approach motivation. Theoretical and empirical evidence that relate to our recommendations are presented. Copyright Β© 2007 John Wiley & Sons, Ltd.
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## Summary This paper introduces a __Journal of Organizational Behavior__ point/counterpoint exchange (this issue) that focuses on the appropriate level of aggregation primarily in the assessment of personality in general and core selfβevaluations (CSE) in particular. Gilad Chen reviews arguments f
This study investigates the effects of core self-evaluations, job autonomy, and intrinsic motivation on employees' perceptions of their in-role job performance, based on a cross-sectional survey of 283 employees in a Fortune Global 100 company in Korea. The results suggest that employees perceived h