Purpose of the Scale

The purpose of the scale is to measure employee performance by taking into account various factors that influence it.

Scale Analysis

The scale was developed by Bono and Judge in 2003. Based on this scale, the productivity of employees in their workplace was assessed. An employee’s productivity is not only influenced by the individual and their characteristics—such as demographic, psychological, and competency traits—but also by the effort they make and the support they receive. In the study, four factors were examined: self-esteem, neuroticism, generalized self-efficacy, and locus of control.

Scoring and Statistical Analysis

To produce results, a five-point Likert scale was used, with scores ranging from 1 to 5. A score of 1 indicates strong agreement, and a score of 5 indicates strong disagreement.

Scale Validity

Convergent and discriminant validity were found to be satisfactory.

Scale Reliability

Reliability was assessed using the Cronbach’s alpha index, which had an overall value of 0.88. Additionally, the self-esteem factor had a value of 0.89, neuroticism 0.88, generalized self-efficacy 0.87, and locus of control 0.86.

References

Gardner, D. G., & Pierce, J. L. (2010). The core self-evaluation scale: Further construct validation evidence. Educational and Psychological Measurement, 70(2), 291–304.
Lin, X., Luan, Y., Zhao, G., Zhao, T., & Ding, H. (2021). Core Self-evaluations Increases among Chinese Employees: A Cross-temporal Meta-analysis, 2010–2019. Frontiers in Psychology, 6430.
Sharma, P. K., & Misra, R. K. (2017). Core self-evaluations scale: An empirical attestation among software professionals. Procedia Computer Science, 122, 79–85.