Journal of Occupational and Organizational Psychology

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Volume 92 Issue 1 (March 2019), Pages i-iv, 1-224

Implicit core self‐evaluations and work outcomes: Validating an indirect measure (pages 169-190)

Core self‐evaluations (CSE) represent the fundamental appraisals individuals make about their self‐worth and capabilities. Although scholars characterize CSE as evaluations that are both conscious and subconscious, the implicit aspect of CSE has not yet been examined. Drawing on models of dual information processing, we develop and validate an indirect measure (Implicit Association Test) assessing implicit CSE. Therefore, we investigate how explicit, implicit, and acquaintance‐rated CSE relate to task performance, organizational citizenship behaviours (OCB), and income. We argue that implicit CSE accounts for incremental variance in these three outcomes beyond explicit and acquaintance‐rated CSE. We found that implicit CSE accounted for incremental variance in OCB and income above and beyond explicit CSE. Our effects for implicit CSE held even when controlling for acquaintance ratings of CSE. Also, acquaintance ratings accounted for incremental variance in income and OCB beyond explicit CSE. We discuss implications for CSE measurement and research, and the practical implications of our findings. Practitioner points In evaluative situations, such as personnel selection, self‐reported core self‐evaluations (CSE) are susceptible to impression management and social desirability. We developed an indirect measure (i.e., an Implicit Association Test) to assess implicit CSE and demonstrated that it accounts for incremental variance in job performance and income beyond self‐reported and other‐rated CSE. Organizations and practitioners should measure self‐rated, implicit, and other‐rated CSE to predict job performance and income more accurately.

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