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2024 AOM Annual Meeting

Session: 1807: Talent Management and Careers: Navigating Human Capital Challenges

1807: A Continuous Time Meta-Analyses of Reciprocal Relationships Between Personality Traits and Income (13919)

Tuesday, August 13, 2024

08:00 – 09:30 CT (GMT-5/UTC-5)

Location: Swissotel: Zurich E

Session Number: 1807
Paper Session
Orientation: Research
Shareable link: https://cdmcd.co/zEyq8w

Author(s)

KY

Kaili Yu

The Chinese U. of Hong Kong
WL

Wendong Li

Chinese U. of Hong Kong
ZZ

Zhen Zhang

Southern Methodist U., United States
WY

Weiwen Yang

Department of Management, Business School, The Chinese U. of Hong Kong,HK, Hong Kong
XZ

Xin Zhang

College of Business,Shanghai U. of Finance and Economics, China
CD

Christian Dormann

Johannes Gutenberg-U. Mainz, Germany
HZ

Huanxi Zhang

The Chinese U. of Hong Kong, Hong Kong
YZ

Yanglei Zheng

The Chinese U. of Hong Kong, Hong Kong

Whereas personality psychologists come to recognize that personality traits are both relatively stable and also open to adapt to life experiences (i.e., the socialization effect), organizational personality research has still been dominated by the dispositional trait perspective with a major focus on the selection effect of personality traits. Moreover, previous research has yet to reveal reliable and solid sources of personality change attributed to work experiences. We conducted a continuous time meta-analysis of longitudinal studies with large representative samples (K=11, N = 134,515) to investigate how extrinsic career success (i.e., income) modifies employee Big Five personality development at the within-person level. Furthermore, we investigated the selection effect of personality traits on subsequent income changes. We found significant and positive socialization effects of income changes on subsequent changes of conscientiousness and emotional stability, and such an effect on change of extraversion and agreeableness were negative. The selection effect of conscientiousness and emotional stability on subsequent income were positive, and such an effect for extraversion was negative. Our research contributes to the organizational personality and personality development literature by highlighting the reciprocal relationships between personality traits and extrinsic career success and the critical role of time in such relationships.

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