The Achievement Motive and Differential Occupational Mobility in the United States

Crockett,; Harry, Joseph

doi:10.2307/2089675

Cited by 86 publications

(18 citation statements)

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“…Given that conscientiousness is consistently related to job performance (Barrick & Mount, 1991), people who are high on conscientiousness should have more internal and external upward mobility (Tharenou, 1997). This is supported by Crockett's (1962) finding that those who reported a stronger achievement motive (a key characteristic of conscientiousness) had greater upward mobility in their careers. However, because conscientiousness is also associated with dutifulness, responsibility and dependability, individuals scoring high on conscientiousness may be more likely to have internal rather than external mobility.…”

Section: An Individual Difference Perspective On Job Mobilitymentioning

confidence: 76%

“…Personality traits have long been investigated as important influences on job mobility (Crockett, 1962). We centre our discussion on the Big Five traits of neuroticism, extraversion, conscientiousness, agreeableness and openness to experience because it is the most accepted personality taxonomy (Digman & Takemoto‐Chock, 1981; Goldberg, 1990).…”

Section: An Individual Difference Perspective On Job Mobilitymentioning

confidence: 99%

“…Those high on agreeableness may be more socially successful, and therefore may have more mobility opportunities of all kinds. For instance, those with a stronger affiliation motive often report greater upward and lateral mobility (Crockett, 1962; Higgins, 2001). Finally, openness to experience should be related to more lateral mobility, both internally and externally, because lateral transitions allow one to seek more new experiences.…”

Section: An Individual Difference Perspective On Job Mobilitymentioning

confidence: 99%

See 2 more Smart Citations

Determinants of job mobility: A theoretical integration and extension

Ng¹,

Sorensen²,

Eby³

et al. 2007

J Occupat & Organ Psyc

189

187

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The goals of this paper are to conceptually integrate and extend the diverse literature on job mobility. We introduce a multi-level theoretical framework that describes how individuals' job mobility unfolds. Three theoretical perspectives inform this framework. The structural perspective suggests that macro-level factors (e.g. economic conditions and industry differences) determine the opportunity structure of job mobility in the labour market. The individual difference perspective suggests that dispositional attributes affect a person's preferences for and subsequent behaviours associated with job mobility. The decisional perspective, grounded in the theory of planned behaviour (Ajzen, 1991), suggests that decisions to engage in job mobility are based on the evaluation of three factors: subjective norms, the desirability of the mobility option and individuals' readiness for change. The article concludes with a discussion of the multilevel nature of determinants of job mobility and directions for future research.

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Section: An Individual Difference Perspective On Job Mobilitymentioning

confidence: 76%

Section: An Individual Difference Perspective On Job Mobilitymentioning

confidence: 99%

Section: An Individual Difference Perspective On Job Mobilitymentioning

confidence: 99%

See 1 more Smart Citation

Determinants of job mobility: A theoretical integration and extension

Ng¹,

Sorensen²,

Eby³

et al. 2007

J Occupat & Organ Psyc

189

187

View full text Add to dashboard Cite

show abstract

“…On the one hand, Conscientiousness comprises features as Competence (C1) and Achievement Striving (C4), which could lead to increased desire and opportunities for (upward) mobility. Crockett (1962) for example found that people who reported a stronger achievement motive had greater upward mobility in their career. On the 12 other hand, Conscientiousness also holds characteristics as Dutifulness (C3) and Deliberation (C6), which could be inhibiting factors for job changes.…”

Section: Hypothesis 6: Higher Levels Of Extraversion and Openness To mentioning

confidence: 99%

Vocational interests and Big Five traits as predictors of job instability

Wille

Fruyt

Feys

2010

Journal of Vocational Behavior

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Although empirical research on this topic is scarce, personality traits and vocational interests have repeatedly been named as potential individual level predictors of job change. Using a long-term cohort study (N = 291), we examined RIASEC interest profiles and Big Five personality scores at the beginning of the professional career as predictors of subsequent job changes, both internal as well as external, over the next 15 years. Overall, results provide additional evidence for an individual difference perspective on job instability, although our findings vary across instability variables. Consistent with previous research, external job changes in particular related to individual differences. Specifically, scores on Investigative, Artistic, Enterprising and Conventional scales showed to be the most important interest related predictors. With regard to Big Five personality traits, strongest associations were found with Agreeableness and Openness. In addition, facet level analyses proved to be useful to further clarify linkages between personality and job instability.

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“…The phenomenon of the student who never tries at all for fear of failure is familiar. Research suggests that the fear of failure is a significant detriment to occupational success among men (Crockett, 1973). It seems likely that the psychological cost of failure could vary systematically with membership in particular cultural groups, in addition to being something that varies from individual to individual.…”

Section: Determinants Of Valuementioning

confidence: 99%