Relationships Between Core Self-evaluation, Perception of Group Potency, and Job Performance: The Critical Role of Individual Cultural Orientations
Date
2013-07-24
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Abstract
Core self-evaluation (CSE), and perception of group potency (PGP) have been repeatedly shown to be important individual difference variables for performance across a range of contexts. However, there is little attention given to the possibility that these relations may be moderated by individual cultural orientations. In the current study, I addressed this gap by adding two individual cultural orientations: (1) individualism and (2) collectivism, and examining their influences on relationships involving CSE, PGP, and job performance. Specifically, I developed the argument that CSE and PGP should be valid predictors of an employee’s job performance. Furthermore, CSE and PGP are most relevant to job performance when the employee is high on either individualism (former) or collectivism (latter). Using a field sample of 167 Chinese employees, I found empirical support for these propositions. Results indicated that CSE as an internal evaluation was positively related to an employee’s job performance, but this evaluation was more predictive of job performance when the employee was individualistic. PGP as an external evaluation was positively related to an employee's job performance, however, this evaluation was more predictive of job performance when the employee was collectivistic. Implications for maximizing the prediction of job performance with CSE and PGP were discussed.
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Industrial
Citation
Xiu, L. (2013). Relationships Between Core Self-evaluation, Perception of Group Potency, and Job Performance: The Critical Role of Individual Cultural Orientations (Master's thesis, University of Calgary, Calgary, Canada). Retrieved from https://prism.ucalgary.ca. doi:10.11575/PRISM/27606