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Examine why CSE is related to work outcomes › Introduction of three different but related
mediating paths
Extend work outcomes › Job satisfaction › Work engagement
Relevance of self-management related to job and career
CSEs are suggested to be relatively stable personality characteristics
Core self-evaluations (Judge et al., 1997)
› Self-esteem › Generalized self-efficacy › Emotional stability › Locus of control
Relationship to work outcomes: › Directly › Indirectly
Perception › Job characteristics › Emotion generalization
Action › Job crafting
Development › Career competencies
Job Demands-Resources model(Demerouti et al., 2001)
› Perceptions of job demands/resources are related to work outcomes such as job satisfaction/work engagement
› Proactively changing job demands/resources (job crafting) is related to job satisfaction/work engagement
› Developing personal resources (career competencies) is related to work engagement
High CSE is positively related to how one
perceives the job. Those with higher CSE are likely to report more job resources
Job resources are positively related to job satisfaction/work engagement › H1: Job characteristics mediate the
relationship between CSE and job satisfaction/work engagement
Behaviors (actions) shape job characteristics › Job crafting (Wrzesniewski & Dutton, 2001; Tims & Bakker, 2010)
› Individual actions to balance job demands and job resources and/or to align the job with preferences, skills, and abilities
High CSE makes one confident to be successful in making these changes – “chronic beliefs about basic self-regulatory capacities” (Johnson et al., 2008)
› H2: Job crafting mediates the relationship
between CSE and job satisfaction/work engagement
Career competencies (Akkermans et al., 2012)
› Reflective, communicative, behavioral Also fit in JD-R model – personal resources High CSE individuals may be inclined to
think about and reflect on their careers Career competencies related to work
engagement › H3: Career competencies mediate the
relationship between CSE and job satisfaction/work engagement
Job resources
Job crafting
Career competencies
Core self-evaluations
Job satisfaction
Work engagement
Two samples: › German sample N = 303 36.6% female Age 24.2 (sd = 3.7) Working hours 34.7
› Dutch sample N = 404 40.4% female Age 26.1 (sd = 5.0) Working hours 33.6
CSE: 12 items (Judge et al., 2002)
› “I am confident I get the success I deserve in life” Autonomy: 3 items (Bakker et al., 2003)
› “Can you decide on your own how your work is executed?” Support: 3 items (Bakker et al., 2003)
› “If necessary, my supervisor helps me with a certain task” Job crafting: 21 items (Tims et al., 2012)
› “I make sure that I use my capacities to the fullest” Career competencies: 21 items (Akkermans et al., 2013)
› “I can clearly see what my passions are in my work” Job satisfaction: 3 items (Cook et al., 1981)
› “I am satisfied with my current work” Work engagement: 9 items (Schaufeli et al., 2006)
› “I am enthusiastic about my job”
CSE related positively to autonomy and support (both samples) ,however, only support related significantly to work engagement (sample 2)
Social support
Core self-evaluations
Work engagement
Job satisfaction Autonomy
.23**/.31**
.23**/.36** .11†/.02
.09†/.03
.28**/.28**
.09†/.22**
CSE related positively to job crafting (both
samples), job crafting related significantly to work engagement (both samples)
Job crafting Core self-evaluations
Work engagement
Job satisfaction .40**/.45**
.11/.17*
.38**/.25**
CSE related positively to career competencies (both samples), career competencies related to work engagement (both samples)
Career competencies
Core self-evaluations
Work engagement
Job satisfaction
.71**/.69**
.23†/-.08
.44**/.19*
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