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首页> 外文期刊>Human resource management journal >The power of personality at work: Core self-evaluations and earnings in the United Kingdom
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The power of personality at work: Core self-evaluations and earnings in the United Kingdom

机译：工作中人格的力量：英国的核心自我评估和收入

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摘要

Organisations are increasingly taking an interest in personality as certain traits purportedly predict desirable attitudes and behaviours. We examine the relationship between one increasingly popular constructcore self-evaluations (CSEs)and earnings. We argue that if high levels of CSEs really are valuable traits, then high CSE individuals should be observed to earn more than those with moderate or low levels of CSEs. Using the nationally representative British Household Panel Survey, we find little evidence that individuals with very high CSEs earn more than those with only moderate levels. However, we do find the existence of a pay penalty for individuals very low in CSEs. Similar patterns emerge for the Big Five model of traits. Although the exact mechanisms remain unclear, our findings imply that organisations should play a greater role in the career development of employees scoring lowly in desirable traitsespecially in a context of increasing career fluidity.
机译：由于某些特征据称可以预测理想的态度和行为，因此组织越来越对人格产生兴趣。我们研究了一种越来越流行的构造核心自我评估（CSE）与收益之间的关系。我们认为，如果高水平的CSE确实是有价值的特征，那么应观察到高CSE个人的收入要高于中度或低水平的CSE。使用具有全国代表性的英国家庭小组调查，我们发现很少有证据表明CSE很高的人比中等水平的人收入更高。但是，我们确实发现对于CSE极低的个人存在罚款。特质五巨头模型也出现了类似的模式。尽管确切的机制尚不清楚，但是我们的发现暗示组织应该在员工的职业发展中发挥更大的作用，尤其是在职业流动性增加的背景下，员工在期望的特征上得分较低。

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