Research On The Relationship Among The Core Self-evaluation, Coping Style And The Subjective Well-being

Core self-evaluation, proposed by Judge in1997, has been proposed by many researchers, andhas become a new orientation in personality research. Our scholars such as Gan Yiqun first introduced thecore self-evaluation to China in2005, discovered that the structure also exist stably. After that researchersstarted research on the core self-evaluation of the large, research field from working variables to study field,the field of mental health. But the results are not uniform, and even some scholars pointed out that, in theChinese context, the core self-evaluation form is not suitable, so this study is discussed in the context ofChinese the core self-evaluation structure. Not only that, with further research, relationship between coreself-evaluation and work variables has been studied by confirmed, most of the studies have shown the coreself-evaluation can well predict the operating variables. But the core self-evaluation in the field of learning,the mental health field needs more data to support, especially in the field of mental health. The relatedresearch is less, and the results appear contradictory, in order to give a better understanding of theself-evaluation and mental health, this study explores the two core factor of mental health for coping styleand subject-well-being and the core self-evaluation’s relationship. in order to have the reader canunderstand this relationship between the three better.In this study, involving two researches, the first research researches the core self-evaluationstructure on the background of Chinese. It assumption that employee’ self-evaluation consists ofneuroticism, self-esteem, self-efficacy and sense of responsibility. And the questionnaire of the coreself-evaluation consists of the4dimensions for neuroticism, self-esteem, self-efficacy and sense ofresponsibility. Survey and after recovery, exploring and confirmatory factor analysis factor of data, foundthat our idea is confirmed, thus we get the core self-evaluation by neuroticism, self-esteem, sense ofresponsibility and self-efficacy constitute the4dimensions of the conclusion, and the Core Self-EvaluationQuestionnaire has good reliability and validity, the effective measurement tools can be used as the coreself-evaluation.Study two explored the relationship between employees’ core self-evaluation and coping style,subjective well-being. It assumption that the core self-evaluation and coping style, subjective well-being were significantly correlated, but is one of the effective factors to predict coping style, subjectivewell-being, but also further assume that coping style is the mediating variable between core self-evaluationand subjective well-being. Selection of subjects were measured and the recovery of the data, the results ofdata analysis using SPSS and AMOS, the results found that the core self-evaluation and Positive coping,subjective well-being were significantly correlated, and can effectively predict Positive coping, subjectivewell-being. Positive coping plays part of the intermediary role between the self assessment and lifesatisfaction.In addition, in the second study we also found some objective variables, such as gender, age,income, education and position, effect on individual account of core self-evaluation. The results show theincome effects the core self evaluation of employee, but the relationship is not absolute, about4000-8000yuan this turning point, the core self-evaluation will reduce. Qualifications and age affect the emotionalstability of staff, along with age increasing, stable emotions will increase to some extent, the high degree ofemployee also tend to have a more stable mood. Age, education and income have different influence on thestaff’s sense of responsibility,25-45years old employees than the age of25employees tend to have astronger sense of responsibility in age, undergraduate education staff than for high school degree and thefollowing personnel responsible for higher income for the4000-8000yuan; employee responsibility alsosignificantly higher than that of the other groups of employees. Gender, age, education, job and incomeaffect employee self-efficacy. The ratio of male to female had higher self-efficacy; aged25-45employeeself-efficacy is higher than that of workers below the age of25in age,60years of age or older tend to havelower self-efficacy; management self-efficacy is higher than the grass-roots staff; self-efficacy also willincrease with the degree of improvement; with the increasing of income, self-efficacy will also improve,but after4000-8000yuan this turning point, self-efficacy may decline. Income affect the employee’sself-esteem level, income of4000-8000yuan employee self-esteem level is significantly higher than theincome of2000yuan,2000-4000yuan and8000yuan or more employees.