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"Self evaluation"
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Developing evaluative judgement
Evaluative judgement is the capability to make decisions about the quality of work of oneself and others. In this paper, we propose that developing students' evaluative judgement should be a goal of higher education, to enable students to improve their work and to meet their future learning needs: a necessary capability of graduates. We explore evaluative judgement within a discourse of pedagogy rather than primarily within an assessment discourse, as a way of encompassing and integrating a range of pedagogical practices. We trace the origins and development of the term 'evaluative judgement' to form a concise definition then recommend refinements to existing higher education practices of self-assessment, peer assessment, feedback, rubrics, and use of exemplars to contribute to the development of evaluative judgement. Considering pedagogical practices in light of evaluative judgement may lead to fruitful methods of engendering the skills learners require both within and beyond higher education settings. (HRK / Abstract übernommen).
Journal Article
Inspired to perform
Emerging research evidence across multiple industries suggests that thriving at work is critically important for creating sustainable organizational performance. However, we possess little understanding of how factors across different organizational levels stimulate thriving at work. To address this gap, the current study proposes a multilevel model that simultaneously examines contextual and individual factors that facilitate thriving at work and how thriving relates to positive health and overall unit performance. Analysis of data collected from 275 employees, at multiple time periods, and their immediate supervisors, representing 94 work units, revealed that servant leadership and core self-evaluations are 2 important contextual and individual factors that significantly relate to thriving at work. The results further indicated that thriving positively relates to positive health at the individual level, with this relationship partially mediated by affective commitment. Our results also showed that collective thriving at work positively relates to collective affective commitment, which in turn, positively relates to overall unit performance. Taken together, these findings suggest that work context and individual characteristics play significant roles in facilitating thriving at work and that thriving is an important means by which managers and their organizations can improve employees' positive health and unit performance.
Journal Article
Exploring learning-oriented assessment processes
This paper proposes a model of learning-oriented assessment to inform assessment theory and practice. The model focuses on three interrelated processes: the assessment tasks which students undertake; students' development of self-evaluative capacities; and student engagement with feedback. These three strands are explored through the analysis of assessment practice in context. The research method involves in-depth classroom observations of five recipients of awards for teaching excellence across multiple disciplines; and semi-structured interviews with these teachers and a sample of their students. Findings highlight assessment tasks promoting thinking and practicing in the discipline; the use of critical reviews to develop student understandings of quality work; and 'same day feedback' to promote timely dialogues with students. The coherence of the model is discussed and some areas for further exploration are suggested. (HRK / Abstract übernommen).
Journal Article
Self-tracking : empirical and philosophical investigations
This book provides an empirical and philosophical investigation of self-tracking practices. In recent years, there has been an explosion of apps and devices that enable the data capturing and monitoring of everyday activities, behaviours and habits. Encouraged by movements such as the Quantified Self, a growing number of people are embracing this culture of quantification and tracking in the spirit of improving their health and wellbeing. 0From phenomenology to discourse analysis, from questions of identity, privacy and agency to issues of surveillance and tracking at the workplace, this edited collection takes on a wide, and yet focused, approach to the timely topic of self-tracking. It constitutes a useful companion for scholars, students and everyday users interested in the Quantified Self phenomenon.
Book
Examining the effects of feeling trusted by supervisors in the workplace: A self-evaluative perspective
Trusting and feeling trusted are related but unique components of a trusting relationship. However, we understand relatively little about the effects of felt trust on work performance and organizational citizenship behavior. From a self-evaluative perspective, this study argued that when employees perceive that their supervisors trust them, their organization-based self-esteem is enhanced, leading them to perform better in the workplace. We tested our hypotheses on a sample of 497 teachers using two trust measures, that is, reliance and disclosure, and found support for them on the basis of the reliance (but not the disclosure) measure. The effect of felt trust especially reliance on the employees’ work performances were mediated by their organization- based self-esteem.
Journal Article
The impact of CEO core self-evaluation on the firm's entrepreneurial orientation
Although much has been attributed to a CEO's personality, one particularly intriguing, and as yet unexplored, investigation is its impact on the firm's entrepreneurial orientation. Additionally, despite calls from the upper-echelon literature, CEO personality research has been hobbled by the absence of a unifying construct that captures core dimensions of personality, and by the difficulty in obtaining such intimate assessments from executives. Building on recent advances in personality research, in particular the identification and validation of the core self-evaluation construct that captures the core facets of an executive's sense of self-potency, we develop and test a model of the impact of CEO core self-evaluation on entrepreneurial orientation. Then, consistent with upper echelons and personality theory, we specify the contingent role of environmental dynamism. Using multisource data from a sample of CEOs and their top management teams from 129 firms, including a time-lagged assessment of the firm's entrepreneurial orientation, we find evidence to suggest that CEOs whose personalities reflect higher core self-evaluations have a stronger positive influence on their firms' entrepreneurial orientation. In addition, we find that this influence is particularly strong in firms facing dynamic environments, but negligible in stable environments.
Journal Article