Personal Philosophy and Personnel Achievement: Belief in Free Will Predicts Better Job Performance

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Believing versus Disbelieving in Free Will: Correlates and Consequences (2012, background): “Converging evidence, using a very different population, emerged from a field study by Stillman et al. (2010), who measured variations in free will beliefs among mostly poor, low educated, non-white day laborers.”
Determined to conform: Disbelief in free will increases conformity (2013, background): “Subsequent research has demonstrated that a disbelief in free will is associated with more aggression, less helping, failing to change behavior after transgressions, and relatively poor work quality, even as assessed by a supervisor (Baumeister, Masicampo, & DeWall, 2009; Stillman & Baumeister, 2010”
Making sense of agency: Belief in free will as a unique and important construct (2017, background): “Stillman et al. (2010) demonstrated that the belief in free will predicted job performance above and beyond locus of control, intelligence, the big five personality traits, protestant work ethic, and life satisfaction.”
Subjective correlates and consequences of belief in free will (2016, background): “Stillman et al. (2010) showed that even among relatively uneducated persons (such as a community sample of day laborers), disbelief in free will predicted job performance.”