Core Self-Evaluations: Measurement And Its Effect On Employee Work Attitude And Job Performance In China

Judge et al. (1997) proposed a higher order construct they termed core self-evaluations and defined core self-evaluations as basic conclusions or bottom-line evaluations that individuals hold about them. According to Judge et al. (1997), this construct is a broad dispositional trait that is indicated by four more specific traits—self esteem, generalized self-efficacy, locus of control and emotional stability. The past research has showed that core self-evaluations play an important role in attitudes and behavior at work and life. But in China, little have been done on this topic.The first research revised Chinese Core Self-Evaluations Scale. On the basis of review of related document, we have developed a measurement which rooted in Chinese culture and named Chinese Core Self-Evaluation Scale. The one-factor model of Core Self-Evaluations Scale was best supported by confirmed factor analysis. Results suggest that this scale is a valid measure that should prove useful in applied psychology research.The second research explored the relationships between core self-evaluations and its outcome variables (job satisfaction, job burnout and job performance). The main research results are listed as follows:First, Chinese Core Self-Evaluations Scale includes ten items. This scale has good reliability and validity.Second, core self-evaluations have significant difference on the employee's gender. There are no significant marital status difference and education status difference in core self-evaluations.Third, there is significantly positive correlation between core self-evaluations and job satisfaction, job burnout and job performance. Core self-evaluations are power predicts of job satisfaction, job burnout and job performance beyond demographics variables.Fourth, structural equation modeling results suggested that core self-evaluations have direct and significant effects on job satisfaction and job burnout. Job satisfaction has direct and significant effects on job performance.