Purpose of the Scale

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

Scale Analysis

The scale was developed by Bono and Judge in 2003. Based on this, the level of employee effectiveness in the workplace was measured. An employee’s effectiveness is not influenced solely by the individual and their characteristics—such as demographic, psychological, and competency traits—but also by the effort they put forth 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 obtain results, a five-point Likert-type scale was used, with scores ranging from 1 to 5. A score of 1 indicated strong agreement, while a score of 5 indicated strong disagreement.

Scale Validity

Convergent and discriminant validity were found to be satisfactory.

Scale Reliability

To estimate reliability, Cronbach’s alpha was used, with an overall value of 0.88. Specifically, the self-esteem factor yielded 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 increase 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.