Is Being Agreeable a Key to Success or Failure in the Labor Market?

Abstract

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The aim of this study was to elucidate how individual differences in noncognitive skills, as measured by the Big Five personality traits, explain variation in labor market outcomes. Japanese and U.S. survey data were analyzed to examine the associations between personality traits and later outcomes in the two countries. We focused on country-specific, noncognitive determinants of annual income, which were found in agreeableness among male workers. Agreeableness seemed to contribute to annual income in Japanese men, whereas it acted as a penalty in American men. In both countries, Terms of use: Documents inhigher agreeableness tended to translate into higher income for those working at large companies(1,000 employees or more) compared with those working at small companies. Although agreeableness was rewarded by income, it did not necessarily lead to career advancement. Furthermore, the agreeableness premium was still observed even after controlling for labor-related variables such as occupational choice and working hours. This suggests that agreeableness might act as part of a skill set that directly improves job performance and productivity at large companies, rather than acting indirectly through career advancement or occupational choice.

Personality and pay: do gender gaps in confidence explain gender gaps in wages?

“…The gender differential for LOC is narrower and less statistically significant, compared to the differentials observed for Achievement Motivation and (four of) the Big Five. The gender-based differentials in personality traits that we observe in our sample of the Australian population generally align with patterns reported in previous studies (Steinmayr and Spinath, 2008;Shekhar and Devi, 2012) and detected among other cultures and nationalities (Costa et al, 2001;Lee and Ohtake, 2016). …”

Personality traits and job exploration among Latino business students: An exploratory investigation

“…Also, the relationship between agreeableness and job exploration behaviors might be interfered with by different cultural values. Some studies show that agreeableness significantly contributes to higher annual income in Japan but acts as a penalty in the United States (S. Y. Lee & Ohtake, 2018). This study hypothesizes that agreeableness might have some benefits for job hunting for Latino business students. Neuroticism should be negatively related to career exploration behaviors.Neuroticism represents an individuals' tendency to exhibit unpleasant emotions, such as depression, anxiety, and anger (McCrae & Costa, 1991).…”

“…Also, the relationship between agreeableness and job exploration behaviors might be interfered with by different cultural values. Some studies show that agreeableness significantly contributes to higher annual income in Japan but acts as a penalty in the United States (S. Y. Lee & Ohtake, 2018). This study hypothesizes that agreeableness might have some benefits for job hunting for Latino business students.…”

Agency, conscientiousness, and leadership emergence in Asia: How managers in countries with and without British influence differ from each other.

“…Researchers should also focus on other variables that could have cultural differences that personality can help explain. For example, Lee and Ohtake (2016) found that agreeableness in Japan was associated with higher levels of annual income, whereas the opposite was true in the United States. It would be interesting to see if these findings hold true for other, less individualistic societies and if the same trend that we found for leader emergence holds true for other constructs, such as compensation.…”