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… Show more
“…It is no surprise then that having an internal locus of control has been linked with higher earnings (e.g., Heineck and Anger 2010;Piatek and Pinger 2010;Semykina and Linz 2007;Osborne Groves 2005;Osborne 2000;Goldsmith et al 1997;Duncan and Dunifon 1998;Andrisani 1977Andrisani , 1981, faster earnings growth (Schnitzlein and Stephani 2013), and greater job satisfaction (Ng et al 2006). Job seekers with an internal locus of control also have a higher probability of reemployment and shorter unemployment durations following job loss (Gallo et al 2003;Uhlendorff 2004).…”
Section: On the Importance Of Being Internalmentioning
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.
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AbstractThis paper reviews the role of locus of control in the labor market. I begin with a discussion of the conceptual origins of locus of control, including its relationship to related concepts such as self-efficacy, motivation, and self-control. The relationship between locus of control and labor market success is then summarized. In doing so, I pay careful attention to what we know about three potential mechanisms -human capital investments, hiring decisions, and optimal incentive contracts -through which locus of control might operate. Finally, the broader implications of these relationships for public policy and future research are discussed.
“…It is no surprise then that having an internal locus of control has been linked with higher earnings (e.g., Heineck and Anger 2010;Piatek and Pinger 2010;Semykina and Linz 2007;Osborne Groves 2005;Osborne 2000;Goldsmith et al 1997;Duncan and Dunifon 1998;Andrisani 1977Andrisani , 1981, faster earnings growth (Schnitzlein and Stephani 2013), and greater job satisfaction (Ng et al 2006). Job seekers with an internal locus of control also have a higher probability of reemployment and shorter unemployment durations following job loss (Gallo et al 2003;Uhlendorff 2004).…”
Section: On the Importance Of Being Internalmentioning
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.
Terms of use:
Documents in EconStor may
AbstractThis paper reviews the role of locus of control in the labor market. I begin with a discussion of the conceptual origins of locus of control, including its relationship to related concepts such as self-efficacy, motivation, and self-control. The relationship between locus of control and labor market success is then summarized. In doing so, I pay careful attention to what we know about three potential mechanisms -human capital investments, hiring decisions, and optimal incentive contracts -through which locus of control might operate. Finally, the broader implications of these relationships for public policy and future research are discussed.
“…6 The link between a positive attitude and the likelihood of progression has been highlighted by D’Arcy and Hurrell (2014). Optimism is, moreover, considered to be related to individuals’ locus of control (Klein and Helweg-Larsen, 2002; Ng et al, 2006), which has been shown to have an impact on mobility from low to higher pay (Schnitzlein and Stephani, 2016).…”
Cities are characterised as places of increased human capital accumulation, dynamic labour markets and faster wage growth: in short, places where workers can get ahead. Studies suggest that urban workers can benefit from faster learning and from better job matching. This article assesses the extent to which cities act as escalators for workers in low-wage jobs using panel data from Great Britain covering the period 2009–2014. When defining low pay using a standard national wage threshold, workers in London, the largest city, are significantly more likely to make a transition from low- to higher-paid employment than workers in non-urban areas. However, the use of a national wage threshold to measure progression from low pay is sensitive to geographic variations in wage levels. When using an alternative, occupation-based definition of low pay there is little to no evidence of faster wage growth in London or other large British cities, suggesting that low-paid workers do not benefit significantly from faster learning or more efficient job matching in cities. The findings, once adjusted for differences in the wage distribution, fail to identify an urban escalator effect for those in low-paid employment, suggesting that there is a fairly consistent set of underlying factors shaping progression from low pay across geographies.
This paper considers the impact of personality traits on the change of the gender wage gap. Using data from the German Socioeconomic Panel (SOEP), we first explore how personality traits affect wage growth rates. Then, a decomposition analysis is performed to analyse the dynamic effects of personality traits on the change of the gender wage gap over time. Our empirical results indicate that gender differences in conscientiousness and emotional stability lead to a widening of the wage gap over time. By contrast, gender differences in extraversion lead to a narrowing of the wage gap over time.
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