Spurk, Daniel; Abele, Andrea E. (2011). Who earns more and why? A multiple mediation model from personality to salary. Journal of Business and Psychology, 26(1), pp. 87-103. Springer 10.1007/s10869-010-9184-3
|
Text
Spurk_Abele_2011.pdf - Published Version Available under License Publisher holds Copyright. Download (386kB) | Preview |
Purpose
The purpose of this study was to investigate multiple indirect Big Five personality influences on professionals’ annual salary while considering relevant mediators. These are the motivational variables of occupational self-efficacy and career-advancement goals, and the work status variable of contractual work hours. The motivational and work status variables were conceptualized as serial mediators (Big Five → occupational self-efficacy/career-advancement goals → contractual work hours → annual salary).
Design/Methodology/Approach
We realized a 4 year longitudinal survey study with 432 participants and three points of measurement. We assessed personality prior to the mediators and the mediators prior to annual salary.
Findings
Results showed that except for openness the other Big Five personality traits exerted indirect influences on annual salary. Career-advancement goals mediated influences of conscientiousness (+), extraversion (+), and agreeableness (−). Occupational self-efficacy mediated influences of neuroticism (–) and conscientiousness (+). Because the influence of occupational self-efficacy on annual salary was fully mediated by contractual work hours, indirect personality influences via occupational self-efficacy always included contractual work hours in a serial mediation.
Implications
These findings underline the importance of distal personality traits for career success. They give further insights into direct and indirect relationships between personality, goal content, self-efficacy beliefs, and an individual’s career progress.
Originality/Value
Previous research predominantly investigated direct Big Five influences on salary, and it analyzed cross-sectional data. This study is one of the first to investigate multiple indirect Big Five influences on salary in a longitudinal design. The findings support process-oriented theories of personality influences on career outcomes.
Item Type: |
Journal Article (Original Article) |
|---|---|
Division/Institute: |
07 Faculty of Human Sciences > Institute of Psychology > Work and Organisational Psychology 07 Faculty of Human Sciences > Institute of Psychology |
UniBE Contributor: |
Spurk, Daniel |
Subjects: |
100 Philosophy > 150 Psychology 300 Social sciences, sociology & anthropology 300 Social sciences, sociology & anthropology > 330 Economics 300 Social sciences, sociology & anthropology > 360 Social problems & social services |
ISSN: |
0889-3268 |
Publisher: |
Springer |
Language: |
English |
Submitter: |
Daniel Michael Spurk |
Date Deposited: |
27 Mar 2015 11:22 |
Last Modified: |
05 Dec 2022 14:44 |
Publisher DOI: |
10.1007/s10869-010-9184-3 |
BORIS DOI: |
10.7892/boris.65687 |
URI: |
https://boris.unibe.ch/id/eprint/65687 |
Actions (login required)
 |
Edit item |