to perform well because they are confident they have the ability to do so. Another theory suggests that the link between core self-evaluations and performance can be attributed to supervisors enjoying the positivity of high CSE individuals and, thus, rating them highly on performance measures. Lastly, literature has argued that high CSE could be an ability factor. This last theory stems from intuitions made about core self-evaluations from previous connections found in literature. 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. Furthermore, individual core self-evaluation traits like emotional stability have been linked to job performance in team settings (Mount, Barrick, & Stewart, 1995 as cited in). Finally, it is suggested that those with a positive self-concept will be likely to perform well in customer service settings due to their positive emotional displays. These findings support the possibility that high core self-evaluations could indicate a person who has the ability to cope well with organizational change, to work well in groups, and to display positive emotions, all of which contribute to better performance. Role of motivation Despite the variety of theories, motivation is generally the most accepted mediator of the core self-evaluations and job performance relationship. Previous literature suggests that those with negative self-appraisals (low CSE) will see a difficult task and determine that it is beyond their capabilities or out of their control, thus unmanageable. This will lead to low motivation and, consequently, poor performance. High CSE individuals, on the other hand, will be highly motivated to complete challenging tasks because they believe they have the ability and control to complete the tasks successfully. Consequently, high CSE individuals with high motivation will be more likely to perform better in their jobs than low CSE individuals. Life satisfaction A majority of the literature that examines core self-evaluations and job satisfaction also examines how both of these constructs relate to a person's overall life satisfaction. Consistently, it has been found that people with high core self-evaluations are more likely to be satisfied with their jobs and with their lives in general than those who have low core-self evaluations. Job stress Individuals who appraise themselves positively (i.e., have high core self-evaluations) are more likely to cope actively with job stress situations. They are more likely to try to alter the situation than to let the stress