they encounter in life and are motivated to consistently increase their performance and thus, are more likely to capitalize on the educational and financial advantages they already possess in young adulthood. This will allow them to have greater economic success, as measured by their income, in mid-life. New directions/developments In the most recent literature, core self-evaluations have been linked to various outcomes. The CSE trait was found to positively influence older adults' participation in progressive resistance training, which is a type of strength training. Women raised with an authoritarian parenting style developed negative core self-evaluations, which caused them greater difficulty in making a career decision later in life. High CSE relates positively to vocational identity (i.e., commitment and exploration into one's identity as a worker), which is positively related to life satisfaction. High CSE is associated with lower levels of emotional exhaustion and cynicism, both of which are related to job satisfaction. Those with high CSE tend to perceive and seek out greater levels of support, allowing them to effectively manage multiple life roles (e.g., their role at home, their role at work, etc.). Even when perceived organizational support is low, individuals with high CSE reported feeling higher work-family enrichment (i.e., events in one role, whether they be work or family related, enhance quality of life in the other) than those with low CSE. Similarly, higher levels of CSE correlate negativity with work-school conflict and positively with work-school enrichment. High levels of subordinate and leader CSE increase the subordinate's role clarity (i.e., understanding of job responsibilities and organizational role), which in turn leads to more positive leader-member exchanges (i.e., interactions between leaders and members). High levels of CSE also enhances team social networks, which in turn increases team effectiveness. Along with conscientiousness, high CSE predicted a more positive judgment of team effectiveness and ability (i.e., high collective efficacy), which in turn leads to improved performance management team behavior (e.g., establishing team goals, coordinating tasks, monitoring progress toward goal). Practical implications Core self-evaluations have primarily been studied with two of the most important work outcomes: job satisfaction and job performance. Due to the consistent relationships between core self-evaluations and these outcomes found in the literature, it is important to examine the implication these findings have on the use of core self-evaluation measures in an applied business setting. Personnel selection Personnel selection is the process an organization uses to choose the appropriate