Extant literature reveals that the personality variable, core self-evaluation (CSE) which represents an employee’s self-assessment of himself has rarely been researched with respect to sales employees. The purpose of this paper is to identify the role of personality variable, core self-evaluation (CSE), in the relationship between demands and work – family enrichment. In this study, CSE has been treated as a moderating variable in the relationship between demands and work-family enrichment. This paper also aims to validate the CSE scale developed by Jugde et al. (2003) in Indian context.,Data were collected through structured questionnaires from 330 sales employees belonging to firms from some of the major sectors of Indian industry namely, Manufacturing, IT, FMCG, Pharmaceuticals and Financial Services. The study first validated the CSE scale in the Indian context using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Further, moderated regression analysis (MRA) was used to test the model.,The present research supported the 12-item CSE scale in the Indian context. Also, results of MRA suggested that, irrespective of higher work demands, sales employees having higher CSE experience higher levels of work to family enrichment (WFE). In addition, higher CSE employees tend to experience higher levels of FWE at the family front.,In an emerging economy such as India wherein sales professionals are facing a lot of work demands, organizations should invest in their frontline employees to be able to deliver value for money to the customers and thereby gain competitive advantage. With this realization, managers should acquire and retain frontline employees with positive core self-evaluation. Therefore, organizations should select and try to retain candidates with positive core self-evaluations.,Corporates should focus on nurturing sales employees’ positive CSE to make sure that their employees can contentedly adjust to various challenging work situations. In addition practices like job transitions, empowerment, enrichment and rewarding employees for their desired performance might be some of the interventions which positively impact core self-evaluations.,This study contributes to work – family literature by addressing the role of CSE in achieving WFE and FWE among sales employees in Indian context.

中文翻译：

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探索核心自我评估在需求与工作家庭充实之间关系中的调节作用

现有文献表明，关于销售人员，很少研究代表员工自我评估的人格变量核心自我评估（CSE）。本文的目的是确定性格变量，核心自我评估（CSE）在需求与工作（家庭财富）之间的关系中的作用。在这项研究中，CSE被视为需求与工作家庭充实之间关系的调节变量。本文还旨在验证Jugde等人开发的CSE量表。（2003年）。在印度的背景下，通过结构化问卷调查从330个销售雇员中收集了数据，这些雇员来自印度一些主要行业的公司，分别是制造业，IT，快速消费品，制药和金融服务。该研究首先使用探索性因素分析（EFA）和确认性因素分析（CFA）在印度背景下验证了CSE量表。进一步，采用了适度回归分析（MRA）对模型进行了检验。本研究支持印度语境下的12项CSE量表。此外，MRA的结果表明，无论工作要求更高，具有较高CSE的销售员工都会经历更高水平的家庭致富工作（WFE）。此外，高级CSE员工往往会在家庭方面经历较高的FWE。在印度这样的新兴经济体中，销售专业人员面临着大量工作需求，组织应投资其一线员工以实现价值为客户赚钱，从而获得竞争优势。有了这个认识，管理人员应获得并保留具有积极的核心自我评价的一线员工。因此，组织应选择并尝试保留具有积极的核心自我评价的候选人。公司应专注于培养销售员工的积极CSE，以确保其员工能够适应各种挑战性的工作环境。此外，诸如工作调动，赋权，充实和奖励雇员的期望表现等实践可能是对核心自我评价产生积极影响的一些干预措施。该研究通过探讨CSE在实现WFE和在印度背景下的销售员工中的FWE。组织应选择并尝试保留具有良好核心自我评价的候选人。公司应专注于培养销售员工的积极CSE，以确保其员工能够适应各种挑战性的工作环境。此外，诸如工作调动，赋权，充实和奖励雇员的期望表现等实践可能是对核心自我评价产生积极影响的一些干预措施。该研究通过探讨CSE在实现WFE和在印度背景下的销售员工中的FWE。组织应选择并尝试保留具有良好核心自我评价的候选人。公司应专注于培养销售员工的积极CSE，以确保其员工能够适应各种挑战性的工作环境。此外，诸如工作调动，赋权，充实和奖励雇员的期望表现等实践可能是对核心自我评价产生积极影响的一些干预措施。该研究通过探讨CSE在实现WFE和在印度背景下的销售员工中的FWE。