Research support was provided by the Coleman Chair Fund and Subhedar Chair Fund. We would like to thank George Dreher and anonymous reviewers for their comments on earlier versions of this manuscript. Portions of these data were presented at the 2006 Academy of Management Meeting in Atlanta, GA.
Ability and Personality Predictors of Salary, Perceived Job Success, and Perceived Career Success in the Initial Career Stage
Article first published online: 19 AUG 2008
© 2008 The Authors. Journal compilation © 2008 Blackwell Publishing Ltd
International Journal of Selection and Assessment
Volume 16, Issue 3, pages 292–299, September 2008
How to Cite
Rode, J. C., Arthaud-Day, M. L., Mooney, C. H., Near, J. P. and Baldwin, T. T. (2008), Ability and Personality Predictors of Salary, Perceived Job Success, and Perceived Career Success in the Initial Career Stage. International Journal of Selection and Assessment, 16: 292–299. doi: 10.1111/j.1468-2389.2008.00435.x
- Issue published online: 19 AUG 2008
- Article first published online: 19 AUG 2008
Using longitudinal data from a sample of recent college graduates, we examined the effects of ability (general mental ability and emotional intelligence) and personality (Big Five and proactive personality) on extrinsic (i.e., salary) and intrinsic (i.e., perceived job and career success) indicators of career success. Results from regression analyses indicated that gender, extroversion, and agreeableness were the strongest predictors of salary. Emotional stability and proactive personality predicted perceived job success, while extroversion was significantly related to perceived career success. Neither of the ability measures significantly predicted our indicators of extrinsic or intrinsic career success. Implications for theory and practice are discussed.