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-97The role of personality traits in predicting job performance has increased in importance in organizational research over the past decades. For example, many studies have suggested that the Big Five factor model of personality is a consistent predictor of job performance (Barrick & Mount, 1991; Hough, Eaton et al., 1990; LePine & Van Dyne, 2001). However, researchers have discovered that core self-evaluations (CSE), a newly identified personality trait, also predict job performance (Erez & Judge, 2001; Judge, Erez, & Bono, 1998; Judge, Erez, Bono, & Thoresen, 2003). Simply speaking, CSE is a concept similar to self-confidence (Judge, Erez & Bono, 1998). Acturally, CSE are an aggregate construct composed of self-esteem, generalized self-efficacy, neuroticism, and locus of control and are defined as fundamental premises that individuals hold about themselves and their functioning in the world (Judge, Erez & Bono, 1998) or as fundamental assessments that individuals form about their worth and competence (Judge, Bono, Erez, & Locke, 2005). Several studies have also explored the relationships among CSE and job satisfaction Japanese Journal of Administrative Science Volume 27, No.2, 2014, 97-113 経営行動科学第 27 巻第 2号,2014,97-113 Article 原 著

Impact of core self-evaluations on in-role and extra-role performance: Voice and self-evaluation maintenance