Linking Extroversion and Proactive Personality to Career Success

Turban, Daniel B.; Moake, Timothy R.; Wu, Sharon Y.; Cheung, Yu Ha

doi:10.1177/0894845316633788

Cited by 79 publications

(77 citation statements)

References 64 publications

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“…During the last two decades, more attention has been given to the impact of behavioral styles and dispositional variables (de Haro, Castejón, & Gilar, 2013;Seibert & Kraimer, 2001;Sutin, Costa, Miech, & Eaton, 2009) on the way employees shape their careers. Employees' personality, for instance, might steer desirable career selfmanagement behaviors (Lent & Brown, 2013), for which these individuals in turn can be rewarded (Turban, Moake, Wu, & Cheung, 2016).…”

mentioning

confidence: 99%

Who earns more? Explicit traits, implicit motives and income growth trajectories

Apers

Lang

Derous

2019

Journal of Vocational Behavior

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Building on career self-management perspectives, this study extends the literature on the link between personality and income as an indicator of objective career success by tracking income over time and by studying not only explicit but also implicit personality constructs, separately and integrated. Hypotheses on effects of explicit (Big Five traits) and implicit (Big Three motives of affiliation, power, and achievement) personality on income and income growth trajectories were tested using a growth model that tracked income over a 4-year time span (N = 311 participants; k = 1,244 observations). Results revealed that income had a positive linear growth trajectory over time and employees with higher scores on emotional stability and intellect had higher levels of income at the starting point of the study. Emotional stability and conscientiousness additionally predicted the slope of the trajectory over the 4-year period. Lower implicit affiliation was associated with more income growth over time and implicit personality predicted income growth beyond a model only consisting of explicit personality. Results of this study broaden our understanding of predictors of income growth and present a comprehensive overview of (explicit/implicit) personality-income relations over time. Both theoretical and practical implications are discussed.

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mentioning

confidence: 99%

Who earns more? Explicit traits, implicit motives and income growth trajectories

Apers

Lang

Derous

2019

Journal of Vocational Behavior

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“…Thanks to monitoring, it is possible to measure social changes, to develop work regulation strategies, to reduce scratches of unemployment of graduates, to resist the growth of shadow employment that in set will favorably affect social stability. In fact, the tracing is used as the instrument of diagnostics and the mechanism of the reverse communication under adoption of management decisions [14][15][16][17][18].…”

Section: Resultsmentioning

confidence: 99%

“…The poll of entrants shows that no more than 60% are independently capable to choose the educational organization. 16.4% resort to the help and the recommendations of their parents. 14.8% can ask for advice of acquaintances and friends.…”

Section: Resultsmentioning

confidence: 99%

Labour Market and Forms of Professional and Personal Socialization Support

Istomina¹,

Гайдай²

2019

Proceedings of the Internation Conference on "Humanities and Social Sciences: Novations, Problems, Prospects" (HSSNPP 2019)

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The authors of this article by the example of the Irkutsk region analyze the problems of the modern labor market. The situation in regional labor market in many respects reflects the all-Russian trends and is characterized by polar processes: on the one hand, rather a high unemployment rate in different age groups, on the other hand, "staff shortage" in spheres of budgetary financing work is noted. The destructive processes in the social and labor relations are caused by a number of factors among which: negative balance of migration; growth of shady employment; dissonance of personnel potential and available vacancies; earlier experts burnout at the introduction stage in the labor relations. They also include the stage of professional training in the period of studentship; discrepancy between expectations of young experts and real working conditions and a constantly growing number of labor functions. There is scantiness of income in a number of work sectors the considerable number of professional migration and, as a result, aging of skilled workers in low-profit, but strategically important spheres of work. In the Irkutsk region staff shortage in education, health care, service of social protection, forestry, etc. is most notable. Such situation in regional labor market defines the need of radical measures for correction of work force reserves, engaging of young skilled workers and just as important, to their preservation and adaptation in collective. In the system of maintenance means, the mentoring institute proved rather high effectiveness for professional and personal socialization of the young specialist.

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“…These individuals are likely to scan the environment for available opportunities, show initiative, take action, and persist until the change they effect the change they envision (Bateman & Crant, 1993). Similar to extraversion, Turban et al (2016) found that a proactive personality was positively related to mentoring received. In their study of a formal mentoring program, Wanberg et al (2006) found that proactive mentors were more likely to provide career-related mentoring to protégés.…”

Section: Proactive Personalitymentioning

confidence: 87%

“…A proactive personality refers to individuals' dispositional tendencies to actively influence their environment (Bateman & Crant, 1993;Crant, 1995;Turban et al, 2016). These individuals are likely to scan the environment for available opportunities, show initiative, take action, and persist until the change they effect the change they envision (Bateman & Crant, 1993).…”

Section: Proactive Personalitymentioning

confidence: 99%

E-mentoring: A Model and Review of the Literature

Neely¹,

Cotton²,

Neely³

2017

THCI

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Abstract:With the growth of technology and greater use of virtual teams, organizations have increasingly begun to use ementoring for socializing, training, and developing individual employees via technology. Despite the growing importance of e-mentoring, relatively little research has examined its process or effectiveness. Therefore, we: 1) provide a framework for understanding the e-mentoring process, 2) review the e-mentoring literature, and 3) present hypotheses to generate additional research on e-mentoring. As technology develops, the use of e-mentoring and, thus, the need to better understand it will grow.

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Linking Extroversion and Proactive Personality to Career Success

Cited by 79 publications

References 64 publications

Who earns more? Explicit traits, implicit motives and income growth trajectories

Who earns more? Explicit traits, implicit motives and income growth trajectories

Labour Market and Forms of Professional and Personal Socialization Support

E-mentoring: A Model and Review of the Literature

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