會議議程。
六、其他
附上論文接受函與研討會報告論文之摘要（為節省篇幅，本處只列摘要，不 放全文）。
吳宗祐
寄件者: "ICAP Presenters" <[email protected]>
收件者: <[email protected]>
傳送日期: 2010年3月12日 下午 04:00 主旨: ICAP 2010 Author Notification
b頁 1 - 2(B)
Acceptance Letter – Invitation to Present
Prof Tsung-Yu Wu
National Taiwan University of Science and Technology Taiwan, R.O.C
Dear Prof Tsung-Yu Wu,
On behalf of the Scientific Program Committee, I would like to thank you for submitting an abstract for the International Congress of Applied Psychology 2010 (ICAP 2010), 11 – 16 July 2010, being held at the Melbourne Convention and Exhibition Centre in Melbourne, Australia.
We are pleased to inform you that your abstract listed below has been accepted as an Individual Oral Presentation. Please note this may be different to the presentation type that you originally requested.
Document ID#: 1775
Division/Theme: 001. IAAP Division 1 Work & Organizational Psychology / APS College of Organisational Psychologists
Title: Core Self-Evaluations and Core Other-Evaluations: Their Roles in Organizational Behaviors
Please note your assigned Division allocation is still subject to change and will be finalised once the draft program is complete. Once the program is advertised, if you have any questions, please contact arinex, the ICAP2010 Congress Managers, on the details below.
Individual Oral Presentations will consist of 15 minute presentation plus 3 minutes for questions and answers. The Scientific Program Committee will integrate sets of individual oral presentations into thematic sessions of 60-90 minute duration.
Please read the following information relating to your presentation:
This is a letter of acceptance of your participation within the ICAP 2010 Program. This Invitation Letter to Present does not entitle you to a discounted or complimentary registration. Please use this letter to apply for grants or when applying for an Australian Visa for travel. It is highly recommended that you apply for your Australian Travel VISA as soon as possible. Visit the Congress website for further information - http://www.icap2010.com/visa.php
You must accept this offer and register for the Congress to be included in the program. All presenters within this session must register to attend the Congress. Acceptance is provisional until registration and payment from all presenters are received. This is a condition of inclusion within the Congress Program.
All presenters are required to register and pay by the Early Bird deadline of 12 April 2010 to be included in the program.
By accepting this offer you grant The Australian Psychological Society Limited a licence to use the copyright in your abstract in the terms set out in the Licence Agreement -
http://www.icap2010.com/The%20Australian%20Psychological%20Society%20Licence.pdf
The Individual Oral Presentation Briefing Notes will be available from Monday 22 March. You
Abstract
Core Self-Evaluations and Core Other-Evaluations: Their Roles in Organizational Behaviors
Core self-evaluations (CSEs) is the fundamental assessment of an individual’s value, effectiveness, and capacity as a person (Judge, Erez, Bono, Thoresen, 2003, p304). This super trait is included in Judge, Lock, and Durham’s (1997) core-evaluations system and has attracted a lot of research attention in the field of organization psychology for the last decade.
In spite of this, another super trait in the core-evaluations system, core other-evaluations (COEs), is neglected by researchers. COEs can be defined as one’s basic evaluation about the human nature of others (e.g., trust, cynicism). Given that social interaction is an important part of organizational life, COEs also deserved academic concern in addition to CSEs.
The study is aimed at untangling the roles that CSEs and COEs play in organizational behaviors by exploring their differential relationship with other personality traits and work satisfaction. Drawing on a sample of 340 respondents from different occupations using questionnaire survey, the study showed that the positive relationship between conscientiousness and CSEs is stronger than the positive relationship between conscientiousness and COEs. Neuroticism is negatively correlated with CSEs and COEs, but the two negative correlations are not significantly different. Extraversion is positively correlated with CSEs but not COEs. In addition, narcissistic personality is positively correlated with CSEs but negatively correlated with COEs. Regarding work satisfaction, the predictive effect of CSEs on job satisfaction is greater than that of COEs, whereas the predictive effect of COEs on supervisor satisfaction is greater than that of CSEs on satisfaction. This study contributes to the evidence regarding the nomological networking of CSEs and COEs.
國科會補助專題研究計畫項下
Motivations and characteristics in the workplace 場次的主持人二、與會心得
NSC 98－2410－H－031－005－MY2 計畫名
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