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The SEM model proposes that we make comparisons to maintain or enhance our self-evaluations, focusing on the antagonistic processes of comparison and reflection. Abraham Tesser has researched self-evaluation dynamics that have taken several forms. A self-evaluation maintenance (SEM) model of social behavior focuses on the consequences of ...
Self-verification is a social psychological theory that asserts people want to be known and understood by others according to their firmly held beliefs and feelings about themselves, [1] that is self-views (including self-concepts and self-esteem). It is one of the motives that drive self-evaluation, along with self-enhancement and self-assessment.
For example, literature has connected the construct of positive self-concept, an idea similar to core self-evaluations, to the ability to cope well with organizational change. [30] Furthermore, individual core self-evaluation traits like emotional stability have been linked to job performance in team settings (Mount, Barrick, & Stewart, 1995 as ...
The extent to which reflected appraisals affect the person being appraised depends upon characteristics of the appraiser and his or her appraisal. [5] Greater impact on the development of a person's self-concept is said to occur when: (1) the appraiser is perceived as a highly credible source (2) the appraiser takes a very personal interest in the person being appraised (3) the appraisal is ...
For example, a person who is able to correctly recognize emotions, motivation, or thoughts in others demonstrates interpersonal accuracy. IPA is an important skill in everyday life and is related to many positive social interaction outcomes.
The self-evaluation maintenance model assumes two things: that a person will try to maintain or increase their own self-evaluation, and self-evaluation is influenced by relationships with others. [1] A person's self-evaluation (which is similar to self-esteem) may be raised when a close other performs well. [1]
Sociometer theory is a theory of self-esteem from an evolutionary psychological perspective which proposes that self-esteem is a gauge (or sociometer) of interpersonal relationships. This theoretical perspective was first introduced by Mark Leary and colleagues in 1995 [1] [2] and later expanded on by Kirkpatrick and Ellis. [3]
From 1997, the core self-evaluations approach included self-esteem as one of four dimensions that comprise one's fundamental appraisal of oneself—along with locus of control, neuroticism, and self-efficacy. [19] The concept of core self-evaluations has since proven to have the ability to predict job satisfaction and job performance.
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