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*