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Who Earns More and Why? A Multiple Mediation Model from Personality to Salary · Study

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ArticleWho Earns More and Why? A Multiple Mediation Model from Personality to Salary

Daniel Spurk2010

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Articlegreen2010

Who Earns More and Why? A Multiple Mediation Model from Personality to Salary

Daniel Spurk · Andrea E. Abele

141 citations·0/0 files stored·Journal of Business and Psychology

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Personality Traits and Psychology Job Satisfaction and Organizational Behavior Career Development and Diversity

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References

1999Self-Efficacy: The Exercise of Control 2012Principles and Practice of Structural Equation Modeling 1998Principles and Practice of Structural Equation Modeling 1997Self-efficacy: the exercise of control 1985Social Foundations of Thought and Action : A Social Cognitive Theory 1986Self-Reports in Organizational Research: Problems and Prospects 1977Handbook of Industrial and Organizational Psychology.2002Building a practically useful theory of goal setting and task motivation: A 35-year odyssey.

Cited by

2014A conservation of resources perspective on career hurdles and salary attainment 2019The Contribution of Emotional Intelligence to Career Success: Beyond Personality Traits 2013Trait Activation Theory: Applications, Developments, and Implications for Person–Workplace Fit 2018Authentic leadership, career self-efficacy and career success: a cross-sectional study 2015Examining the relationship between the psychological contract and organisational commitment

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Year2010

Typearticle

Published2010-06-15

VenueJournal of Business and Psychology

ISSN-L0889-3268

Languageen

Citations141

Files0 public / 0

ShelfPersonality Traits and Psychology

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doi10.1007/s10869-010-9184-3

openalex_workW2059809013

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2021

Why Does Psychological Capital Foster Subjective and Objective Career Success? The Mediating Role of Career-Specific Resources

2013Validierung einer deutschsprachigen Version des Career Futures Inventory (CFI)

2012Career Stagnation: Underlying Dilemmas and Solutions in Contemporary Work Environments