The Five-Factor Model of Personality and Career Success

By S. Seibert, Maria L. Kraimer. 2001

839 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/e58514c7a549c6c14805344faac9d6b54faba12c

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The relationship between big five personality traits, negative affectivity, type A behavior, and work–family conflict ☆ (2003, neutral): “likely to pursue ones own interests (Judge, Higgins, Thoresen, & Barrick, 1999; Siebert & Kraimer, 2001 ).”
Individual difference predictors of change in career adaptability over time (2014, methodology): “Numerous studies have used the Big Five (also called the Five-Factor Model) as a theoretical framework to examine relationships between personality traits and career development and outcomes (Ng, Eby, Sorensen, & Feldman, 2005; Seibert & Kraimer, 2001; Zacher, Biemann, Gielnik, & Frese, 2012).”
Self- and Other-Referent Criteria of Career Success (2003, methodology): “…income, and occupational status (Judge et al., 1999; Seibert & Kraimer, 2001), whereas emotional instability has been related to lower income, occupational status (Judge et al., 1999; Seibert & Kraimer, 2001), as well as job and career satisfaction (Boudreau et al., 2001; Seibert & Kraimer, 2001).”
Conceptualizing and Evaluating Career Success (2005, methodology): “As Hall (2002) observed, a non-linear, protean career contract ‘is with the self and one’s work’ (p.”
Who Earns More and Why? A Multiple Mediation Model from Personality to Salary (2011, background): “One line of research revealed that personality has an influence on salary (e.g., Judge et al. 1999; Seibert and Kraimer 2001; see also Ng et al. 2005).”
Career commitment and career success: moderating role of self‐efficacy (2009, background): “Career success is defined as the accumulated positive work and psychological outcomes arising from one's work experiences ( Seibert and Kraimer, 2001”
Personality traits and theory of planned behavior comparison of entrepreneurial intentions between an emerging economy and a developing country (2019, background): “PP defines proactive people; they are more independent in their career (Seibert et al., 1999; Seibert and Kraimer, 2001) and more inclined toward becoming self-employed and identifying new opportunities (Bateman and Crant, 1993; Prabhu et al., 2012).”
Psychological success: When the career is a calling (2005, background): “Arthur et al. explain that these studies were focused primarily on ‘psychologically-grounded studies, where the authors hypothesize relationships between personality (e.g., Seibert & Kraimer, 2001; Boudreau, Boswell, Judge, & Bretz, 2001), behaviors (e.g.”
Research Note - How Does Personality Matter? Relating the Five-Factor Model to Technology Acceptance and Use (2008, background): “…behavior, including job performance (Barrick and Mount 2000), job satisfaction (Smith et al. 1983), perceived career success (Judge et al. 1999, Seibert and Kraimer 2001), and voice behavior (the tendency to offer constructive change-oriented communication intended to improve a situation;…”
Predictors of success in the era of the boundaryless career (2003, result): “Specifically, the subjects in the present study tended to be younger (and more homogeneous in age) than those included in previous research (e.g., Judge, Higgins, Thoresen, & Barrick, 1999; Seibert et al., 2001).”
The big five personality dimensions and entrepreneurial status: a meta-analytical review. (2006, background): “Seibert and Kraimer (2001) also found Agreeableness negatively related to salary level and career satisfaction in a managerial sample.”
An Investigation of Personality Traits in Relation to Career Satisfaction (2003, background): “Consistent with the above results, Seibert and Kramer (2001) found that extraversion was positively”
Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success (2018, background): “Career success in general can be understood as “the positive psychological and work-related outcomes accumulated as a result of one’s work experiences” (Seibert & Kraimer 2001, p. 2).”