This paper examines the role of core self-evaluations (CSEs) in the relationships among emotional demands, emotional dissonance, and depersonalization. Data were collected from a non-random sample of 423 teachers who worked in primary, secondary, and higher education institutions. Results from structural equation modeling analysis showed that CSEs displayed both direct and indirect effects on depersonalization through employees' perceptions and reactions to emotional labor. Specifically, those individuals with more positive CSEs tended to perceive the emotional aspects of their job as less demanding, thus being less likely to experience emotional dissonance and, in turn, depersonalization. This research demonstrated that CSEs play a vital role in explaining employees' reactions to emotional labor and, therefore, their effects should be properly accounted for in future studies. Implications for practice and future lines of research are discussed in this paper.

Grounding our research in social exchange theory and the conservation of resources perspective, we hypothesized a model that examines the effects of servant leadership (SL) on employees' workplace thriving via agentic work behaviors. To clarify the effects, employee core self-evaluations (CSEs) were investigated to determine boundary conditions on the relationship between SL and thriving. Data were collected at three points in time from 260 professionals across diverse functional backgrounds and industries. The analysis results confirmed an indirect effect from SL to workplace thriving via agentic work behaviors. Importantly, the moderation results demonstrated that the relationship between SL and workplace thriving is stronger when individuals have high CSEs. Implications for theory and practice are discussed.

Unemployment has negative but also positive effects on mental health and general well-being depending on which coping strategies the individual use. Our aim was to determine the contribution of core self-evaluations in explaining the coping strategies of job search and job devaluation, as well as to test the potential moderation effect of job search and mediation effect of job devaluation on the relationship between self core-evaluations and both positive and negative experience of unemployment. One hundred seventy-eight individuals who lost their jobs involuntarily for a longer period than one month completed a questionnaire while attending to employment office. Results show that there is a significant relation between core-self evaluations and job devaluation (.37**). Furthermore, core-self evaluations were positively related to positive experience of unemployment (r = .31; p < .01) and negatively related to negative experience of unemployment (r = .60; p < .01). Moreover, self-core evaluations predicted both coping with unemployment strategies (job devaluation; β = .26; p < .01 and job search β = .19; p < .05). However, job search did not moderate the relationship between core self-evaluations and experience of unemployment. But, individuals with a longer duration of the current period of unemployment and higher core self-evaluations had a more positive experience of unemployment, and job devaluation partially mediated this relation (SE = .002; p = .038). These results imply that programs interventions should include the improvement of core self-evaluations and the positive experience of unemployed people.

The main aim of this study is to demonstrate that private self-consciousness (SC) and core self-evaluations (CSEs) influence their formation, via the perceived feasibility and desirability of entrepreneurship or in interaction with it. Two hundred and sixteen students, from a university, an engineering college and a management school, participated in a survey questionnaire which measured these variables as well as controlled factors (e.g. entrepreneurship education, presence of entrepreneurs in their close social network). The results confirm that CSEs have a positive effect on feasibility and desirability (p < .001) which mediate their effect on intention (p < .007). They also show that private SC has a positive direct effect on intention (p < .001). Additionally, the positive interaction effects of desirability and feasibility and public SC and feasibility on intention are highlighted (p < .05). Unexpectedly, none of the hypothesized moderation effects of private SC were corroborated. The convergence of these results with prior research, the limitations of the study and practical implications are discussed.

The purpose of this study is to develop and test a model that investigates core self-evaluations as a mediator in the relationship between coworker support and work engagement. Data were collected from a sample of 100 full-time frontline employees of the five- and four-star hotels in Iran. The relationships were tested using hierarchical multiple regression analysis. The results demonstrate that core self-evaluations partially mediate the impact of coworker support on vigour, while it fully mediates the relationship between coworker support and dedication. In contrast, core self-evaluations do not function as a mediator in the relationship between coworker support and absorption. Implications of the findings are discussed and avenues for future research are offered.