Attributes of Successful MBAs: A 20-Year Longitudinal Study

Harrell, Thomas W.; Alpert, Bernard

doi:10.1207/s15327043hup0204_4

Cited by 23 publications

(14 citation statements)

References 6 publications

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“…The findings on the relationship between extraversion and extrinsic career success also run contrary to hypotheses, as extraversion was negatively associated with eventual extrinsic career success and was not associated with organizationspecific extrinsic career success. The limited in number extant reports on the relationship between extraversion and extrinsic career success are rather equivocal, suggesting positive (Harrell & Alpert, 1989;Melamed, 1996b), negative (Eysenck, 1967;Lynn, 1969) or no relationship (Schippmann & Prien, 1989). Cultural values can be invoked to partly explain the present finding.…”

Section: Discussionmentioning

confidence: 65%

The relationship between disposition and career success: A British study

Bozionelos

2004

J Occupat & Organ Psyc

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The relationship of the Five‐Factor Model of personality and general mental ability with extrinsic and intrinsic career success was investigated in a British sample of 308 white‐collar workers. Extrinsic career success was associated with both experiential variables and dispositional variables, while intrinsic career success was almost exclusively associated with personality traits. General mental ability contributed to eventual, but not to organization‐specific extrinsic career success; and neuroticism reduced both extrinsic career prospects and intrinsic career evaluations, while agreeableness reduced extrinsic career prospects but enhanced intrinsic career evaluations. However, in sharp contrast to hypotheses, conscientiousness primarily and extraversion secondarily were negatively associated with extrinsic career success. The findings are discussed with respect to extant knowledge and the British national cultural context.

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Section: Discussionmentioning

confidence: 65%

The relationship between disposition and career success: A British study

Bozionelos

2004

J Occupat & Organ Psyc

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“…5 The interested reader is referred to Barrick and Mount (1991), Costa and McCrae (1992), Eysenck (1992), Judge, Higgins, Thoresen, and Barrick (1999), McAdams (1992), and McCrae and John (1992) for arguments in the debate over this classification. 6 An exception is Harrell and Alpert (1989), which finds social extraversion the only important factor. 7 Exceptions are Filer (1983), which looks at preferences for job characteristics, and Kalachek and Raines (1976), which considers ''self-confidence", the opposite of neuroticism.…”

Section: Traitsmentioning

confidence: 99%

Personality and income in Mexico: Supervisor assessments vs. self-assessments

Palifka

2009

Journal of Economic Psychology

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“…There is research and theory to suggest that the effects of personality on search may be mediated by situational factors. For example, research on career success and performance (e.g., Harrell, 1969;Harrell & Alpert, 1989) suggests that Extroversion is a desirable trait, that may increase alternative employment opportunities. However, Extroversion also shows a positive relationship with job satisfaction (e.g., Furnam & Zacherl, 1986;Headey & Wearing, 1989;McCrae & Costa, 1991), suggesting an indirect negative effect on search.…”

Section: Mediated Eflects Of Enduring Traits Through Situationai Factorsmentioning

confidence: 99%

Personality and Cognitive Ability as Predictors of Job Search Among Employed Managers

Boudreau

Boswell

Judge

et al. 2001

Personnel Psychology

157

124

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Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed.

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Attributes of Successful MBAs: A 20-Year Longitudinal Study

Cited by 23 publications

References 6 publications

The relationship between disposition and career success: A British study

The relationship between disposition and career success: A British study

Personality and income in Mexico: Supervisor assessments vs. self-assessments

Personality and Cognitive Ability as Predictors of Job Search Among Employed Managers

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