Effects of Personality on Individual Earnings: Leadership Role Occupancy as a Mediator

Purpose  The purpose of this study was to investigate the direct and indirect effects of personality characteristics on individual earnings and to examine a person’s leadership role occupancy as the potential mediator in the personality–earnings relationship. Design/Methodology/Approach  Longitudinal survey data were collected from a sample of 209 individuals. Earnings were measured 6 years after the personality variables. Findings  Two personality traits, i.e., Social Potency and Achievement, predict individual earnings longitudinally. The effects of personality were partially mediated by the person’s occupancy of leadership roles in the workplace. For those occupying similar leadership positions, people higher in social potency still have greater earnings. Implications  These findings lend support for personality assessment in personnel selection and have important implications for leadership development and individual career success. Originality/Value  Previous research suggests that personality influences individual earnings beyond the effects of traditional human capital variables. This study is among the first to distinguish personality’s direct and indirect (through leadership role occupancy) effects on individual earnings. The findings provide direct support for the incentive-enhancing property of personality as well as indirect support for the trait activation theory on the personality–earnings relationship.

终末期肾病患者替代治疗方法的临床决策

血液透析、腹膜透析和肾移植是终末期肾病患者替代治疗的主要方法,三种治疗方法各有优缺点。临床上应根据患者原发病因、替代治疗并发症、卫生经济学、生存质量、所在地医疗条件、非医疗因素等作出科学临床决策,最大限度延长患者生命,提高生存质量。     

The longitudinal impact of self-efficacy and career goals on objective and subjective career success

The present research reports on the impact of occupational self-efficacy and of career-advancement goals on objective (salary, status) and subjective (career satisfaction) career attainments. Seven hundred and thirty four highly educated and full-time employed professionals answered questionnaires immediately after graduation, three years later, and seven years later. Controlling for discipline, GPA at master’s level, and gender, we found that occupational self-efficacy measured at career entry had a positive impact on salary and status three years later and a positive impact on salary change and career satisfaction seven years later. Career-advancement goals at career entry had a positive impact on salary and status after three years and a positive impact on status change after seven years, but a negative impact on career satisfaction after seven years. Women earned less than men, but did not differ from men in hierarchical status and in career satisfaction. Theoretical implications for socio-cognitive theorizing and for career-success research as well as applied implications for vocational behavior are discussed.     

Emotionally controlled decision-making and a gene variant related to serotonin synthesis in women with borderline personality disorder

The Iowa Gambling Task (IGT) was used to examine (i) social decision-making in women with borderline personality disorder (BPD), and (ii) the relationship between impaired decision-making and the tryptophan hydroxylase-1 (TPH-1) gene, involved in serotonin synthesis. Forty-two women with BPD and a history of suicide attempts were genotyped, and the frequency of a TPH-1 haplotype previously uniquely associated with BPD was calculated. The BPD group scored significantly lower than a control group in the IGT. Furthermore, the TPH-1 haplotype displayed a significantly higher frequency in BPD participants with impaired decision making, compared to BPD participants with normal scores. These findings suggest that impaired decision-making as determined by the IGT is a feature of BPD and may be (i) associated with serotonin dysfunction, and (ii) possibly relevant for suicidal behavior.     

What matters most? The relative role of mentoring and career capital in career success

This study used a career capital framework to compare the relative role of mentoring and three other forms of career capital (human, agentic, and developmental network capital) in predicting career success. Using a three-wave longitudinal design we found that mentoring added value, above and beyond the other forms of career capital, in predicting promotions and advancement expectations. However, although mentoring mattered for career success, it represented just a part of a constellation of career resources that are embedded within individuals and their relationships. Implications for future research are discussed.     

Career-specific parental behaviors in adolescents’ development

Parents are major partners in helping adolescents prepare for a career choice. Although several studies have examined links between general aspects of the parent-adolescent relationship and adolescents’ career development, little research has addressed the mechanisms involved. This study aimed to validate a three-dimensional instrument for the assessment of parental career-related behaviors and to examine their associations with career exploration and decision-making difficulties. After testing the dimensional structure of the instrument, we examined the relationship between parents’ behaviors and adolescents’ career development by using data from 359 German adolescents who reported the amount of perceived parental career-related behaviors and their career exploration and decision-making difficulties. The results of structural equation modeling confirmed the hypothesized dimensional structure (support, interference, lack of engagement). While parental support associated positively with career exploration, interference and lack of engagement associated with decision-making difficulties. Furthermore, interference and lack of engagement moderated the relationship between support and exploration. Support moderated the association between interference and decision-making difficulties.     

Self-perceived employability: Investigating the responses of post-graduate students

This paper reports the further testing of a research instrument to examine the expectations and self-perceptions of employability of business students at post-graduate level, building on previously reported research with undergraduates [Rothwell, A., Herbert, I., & Rothwell, F. (2008). Self perceived employability: Construction and initial validation of a scale for university students. Journal of Vocational Behavior, 73(1), 1-12]. On this occasion the scale was again found to have a good internal reliability coefficient (α = .84), and discriminant validity from university commitment. Forcing a four-factor solution found components relating to the university’s reputation, individual self-confidence and proactivity, external labor market factors, and finally the individuals’ engagement with study and academic performance. For this multi-cultural post-graduate sample, perceptions of employability were good, but within that they placed significant emphasis on the brand and reputation of the university. Results indicate the potential for further studies with refined scales, particularly the combined scale of employability and ambition.     

Nonstandard career paths and profiles of commitment to life roles: A complex relation

The career paths (ascending, interesting, uninteresting, descending) of 124 White Canadian francophones (62 men, 62 women) who had experienced nonstandard and precarious work for the last three years were examined in relation to the participants’ profiles of commitment to three life roles (work, family, and duality, that is, investment in both career and family). The paths were derived from the content analysis of the data collected through semi-structured individual interviews. Quantitative tools were used to assess the importance of life roles and to compare the career paths as well as the commitment profiles with respect to specific and general anxiety. Among other results, a significant relationship was found between unsatisfying career paths and the duality profile, on the one hand, and higher levels of specific and general anxiety, on the other. The results are discussed with respect to the scientific literature. Implications for career counseling are suggested.     

Self-constructing

In our societies, where jobs are unstable and employment uncertain, and where the traditional social bearings tend to lose their hold, individuals must deal with a major issue: designing their lives. To help them do this, counselors need to develop certain appropriate procedures. This development supposes that knowledge is available about the main factors and processes of self-construction. This article puts forth a general theoretical model that describes self-construction as a system of (past, present and anticipated) subjective identity forms the dynamic of which originates in the tension between two kinds of reflexivity. Furthermore a counseling interview that builds on this self-construction model is outlined. It aims to help clients develop some expectations regarding their future, to consider their system of subjective identity forms from a future perspective and to commit themselves to the advancement of this design and its redesigning.     

Collective Informed Consent and Decision Power

It has been suggested that, in addition to individual level decision-making, informed consent procedures could be used in collective decision-making too. One of the main criticisms directed at this suggestion concerns decision-making power. It is maintained that consent is a veto power concept and that, as such, it is not appropriate for collective decision-making. This paper examines this objection to collective informed consent. It argues that veto power informed consent can have some uses in the collective level and that when it is not appropriate the decision power a concerned party ought to have in connection with an arrangement should be made relative to the interest she has at stake in it. It concludes that the objection examined does not undermine collective informed consent.