TY - JOUR
T1 - Selecting for extroversion but rewarding for conscientiousness
AU - Wiersma, Uco J.
AU - Kappe, Rutger
PY - 2017/3/4
Y1 - 2017/3/4
N2 - The causal effects of extroversion and conscientiousness, two Big Five personality dimensions, were assessed on both selection and work success in a naturally occurring field study. College students (N = 96) completed Neuroticism-Extroversion Openness Five-Factor Inventory personality scales during their freshman year and subsequently provided starting salary and salary growth measures after graduating and joining the labour market. The results revealed that extroversion and conscientiousness had opposite effects: Extroversion was related to starting salary but not salary growth whereas conscientiousness was unrelated to starting salary growth but significantly so to salary growth. An explanation is that extroversion is easily observed during selection because it indicates warmth and high energy whereas it is less helpful on the job because social vitality does not affect work goals and dominance is counterproductive, especially in nonmanagerial, entry-level jobs. Conversely, conscientiousness is difficult to observe during selection, and grade point average (an excellent proxy for conscientiousness) is not requested. However, conscientious employees grow their salaries quicker because they are intrinsically motivated and well organized.
AB - The causal effects of extroversion and conscientiousness, two Big Five personality dimensions, were assessed on both selection and work success in a naturally occurring field study. College students (N = 96) completed Neuroticism-Extroversion Openness Five-Factor Inventory personality scales during their freshman year and subsequently provided starting salary and salary growth measures after graduating and joining the labour market. The results revealed that extroversion and conscientiousness had opposite effects: Extroversion was related to starting salary but not salary growth whereas conscientiousness was unrelated to starting salary growth but significantly so to salary growth. An explanation is that extroversion is easily observed during selection because it indicates warmth and high energy whereas it is less helpful on the job because social vitality does not affect work goals and dominance is counterproductive, especially in nonmanagerial, entry-level jobs. Conversely, conscientiousness is difficult to observe during selection, and grade point average (an excellent proxy for conscientiousness) is not requested. However, conscientious employees grow their salaries quicker because they are intrinsically motivated and well organized.
KW - Big five personality
KW - incentive-enhancing preferences
KW - job performance
KW - salary growth
KW - selection
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U2 - 10.1080/1359432X.2016.1266340
DO - 10.1080/1359432X.2016.1266340
M3 - Article
AN - SCOPUS:85006124260
SN - 1359-432X
VL - 26
SP - 314
EP - 323
JO - European Journal of Work and Organizational Psychology
JF - European Journal of Work and Organizational Psychology
IS - 2
ER -