Ability and Personality Predictors of Salary, Perceived Job Success, and Perceived Career Success in the Initial Career Stage

By Joseph Rode, Marne L. Arthaud‐Day, Christine H. Mooney, Janet P. Near, Timothy Baldwin. 2008

116 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/d14d59291beaf75c7a0cbe93e61481cd795cf274

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Daniel Spurk
2. A. Abele
3. Gerhard Riener
4. A. Hirschi
5. Anne Herrmann

In Organizational Behavior and Human Resource Management

1. Daniel Spurk
2. A. Abele
3. A. Hirschi
4. Anne Herrmann
5. Anita C. Keller
6. P. A. Freund
7. V. K. Jaensch

In Social Psychology

1. Daniel Spurk
2. A. Abele
3. Gerhard Riener
4. Bogdan Wojciszke
5. Geoffrey P. Goodwin
6. A. Hirschi

Citations in the corpus

• Who Earns More and Why? A Multiple Mediation Model from Personality to Salary (2011, background): “In an extensive literature review, we identified nine additional studies addressing the Big Five-salary link, which were not mentioned in the meta-analysis by Ng and colleagues (Dilchert and Ones 2008; Ferris et al. 2001; Gelissen and de Graaf 2006 ;H u¨lsheger et al. 2006; Nyhus and Pons 2005; Pali”
• Sorting through Affirmative Action: Three Field Experiments in Colombia (2017, background): “Other impacts of affirmative action rules are related with decreased corruption (Swamy et al. (2001) and Branisa, Klasen and Ziegler (2013)), and with changes in attitudes towards female politicians (Beaman et al.”