男性青少年犯大五人格特征分析

采用大五人格问卷（BFI）和自编调查问卷对217名狱中男性青少年犯和263名在校中学生进行问卷调查。研究男性青少年犯大五人格特征及其影响因素,为有效预防青少年犯罪提供理论依据。调查发现青少年犯与正常同龄男生在宜人性、责任心、神经质和开放性等四个维度上有显著差异;宜人性与开放性在区分青少年犯与正常同龄男生有一定的鉴别力：家庭关系、父母是否离异、农村或城市户口、有无恋爱经历、上网频率、小时候父母是否在家、入监前生活状态等因素影响青少年宜人性人格因子的形成;家庭关系、上网频率等因素影响青少年开放性人格因子形成。本研究表明宜人性与开放性对青少年犯罪有一定预测力;家庭诸多因素对青少年犯罪人格特征有影响作用。     

The role of cognitive ability and personality traits for men and women in gift exchange outcomes

We examine the role of cognitive ability and personality traits in a gift exchange experiment. Controlling for cognitive ability and personality characteristics, men offer higher wages than women, and men and women with greater cognitive ability and greater agreeableness on the Big Five personality scale offer higher wages as well. Men provide greater effort than women do, and respond to higher wage rates with greater increases in effort. For both genders, one standard deviation increases in agreeableness and in wages generate similar increases in effort. Serious biases arise from omitting cognitive ability and pooling men and women.     

Investigating Donating Behavior Using Hypothetical Dictator Game Experiments

We conduct dictator game experiments to investigate donating behavior by simultaneously examining the time delay when the donee receives the donation and the individual characteristics of the donor. We show that donations decrease as the time delay rises and that gender, education level, neuroticism, agreeableness, conscientiousness, and utilitarianism affect donations independent of the time delay.     

Personality and the gender wage gap

In this study, we investigate whether personality traits contribute towards a better understanding of the reasons for the gender wage gap. We explore whether two of the personality factors put forward by Bowles et al. (2001) as likely to be incentive enhancing in the employer–employee relationship can explain the difference in wages for women and men. These are (1) personal self efficacy (Locus of Control (LoC)) and (2) time preference. We also study the role of the so called Big Five personality traits (extraversion, emotional stability, agreeableness, openness intellect and conscientiousness), which have been associated with earnings in several recent studies. Using a sample of Dutch employees, we found that 11.5% of the observed gender wage gap could be ascribed to differences in the personality trait scores (mainly in agreeableness and intellect), while less than 0.5% could be ascribed to gender differences in the returns to the traits. The addition of personality traits to a traditional human capital model reduces the unexplained part of the gender wage gap from 75.2% to 62.7%. We therefore conclude that these traits represent a valuable addition to the model.     

Experimental evidence on personality traits and preferences

Using an experiment, we test the relation between personality traits and revealed risk and ambiguity preferences, and we consider the effects of personality traits prevalence in a group on the decision making of each group member. In the experiment, subjects reveal their risk and ambiguity preferences through lottery choices. They then participate in an unstructured group chat. Afterwards, they are given the chance to revise their initial lottery choices. Results show that personality traits affect ambiguity but not risk preferences before the chat. Specifically, agreeableness is negatively related to ambiguity aversion. We also show that the probability of changing decisions after the chat is affected by the individual's personality traits but not by the traits of the other group members. The latter only affects the direction and the degree of the change.     

‘Employability-miles’ and worker employability awareness

This article studies the use and impact of a (‘Employability-miles’) voucher scheme. These vouchers could be used for participation in a restricted number of training courses, which all aim to stimulate employees to develop a more active attitude towards their own employability. Using data from two surveys of one firm’s workforce, we find that voucher use is related to various personality traits and personal characteristics. In particular, a worker’s ambition, goal setting and education level are positively related to voucher use. In addition, workers with longer tenure spend their vouchers more often. Conversely, workers with a more positive self-image as well as those who are negatively reciprocal spend their vouchers less often. The negative relation between voucher use and negative reciprocity suggests that workers who are more negatively reciprocal perceive the voucher as an HR tool for outplacement. Further, we find that voucher use positively affects worker employability awareness and willingness to train. Remarkably, participation in non voucher training shows little relation to personality traits. From a human resources (HR) perspective, this finding suggests that by employing a voucher scheme, the firm makes training participation more dependent on employee personality and individual characteristics instead of the HR development strategy of the firm.     

Worker Personality: Another Skill Bias beyond Education in the Digital Age

We present empirical evidence suggesting that technological progress in the digital age will be biased not only with respect to skills acquired through education but additionally with respect to non‐cognitive skills (personality). We measure the direction of technological change by estimated future digitalization probabilities of occupations, and non‐cognitive skills by the Big Five personality traits from four German worker surveys. Even though we control for education and work experience, we find that workers who are more open to experience, emotionally more stable and less agreeable will tend to be less susceptible to digitalization. We also find that future technological progress may not continue to hollow out the middle class as much as it did in the recent past. These results suggest that education and labor market policies should put more emphasis on children's and workers’ personalities to strengthen their labor market resilience in the digital age.     

农民工犯罪类别的决定因素——基于监狱调查数据的实证分析

基于监狱调查数据,本文分析了农村户籍服刑人员和普通农民工之间,以及服刑人员内部在个人基本信息、性格特质和家庭背景三个维度上的差异。研究发现农民工罪犯主要参与暴力犯罪和盗窃。与农民工相比,服刑人员总体上年纪小,教育不足,认知能力和性格特征存在缺陷,兄弟姐妹多,母亲教育程度低。区分不同犯罪类型,以上特征多表现在暴力犯和盗窃犯身上;而涉毒犯和经济犯的特征为进城时间长、认知能力强和无差异的年龄及母亲教育程度。     

Can Minimum Wages Close the Gender Wage Gap?

Using manufacturing plant‐level census data, this paper demonstrates that minimum wage increases in Indonesia reduced gender wage gaps among production workers, with heterogeneous impacts by level of education and position of the firm in the wage distribution. Paradoxically, educated women appear to have benefitted the most, particularly in the lower half of the firm average earnings distribution. By contrast, women who did not complete primary education did not benefit on average, and even lost ground in the upper end of the earnings distribution. Minimum wage increases were thus associated with exacerbated gender pay gaps among the least educated, and reduced gender gaps among the best educated production workers. Unconditional quantile regression analysis attests to wage compression and lighthouse effects. Changes in relative employment prospects were limited.     

Personality and cooperation in finitely repeated prisoner’s dilemma games

We investigate the role personality plays in Finitely Repeated Prisoner’s Dilemma (FRPD) games. Even after controlling for demographic factors such as race, course of study, and cognitive ability, we find that cooperative behavior is significantly related to the Big Five personality trait Agreeableness. A one standard deviation increase in agreeableness increases the predicted probability of cooperation by a subject with modal demographic characteristics from 67.9% to 80.6%.     

Personality and prediction

Though all human perceptions and actions are shaped by personality differences, little attention has been given by futurists or psychologists to the influence of personality on forecasting. This article examines relevant psychological studies and reports the results of a new study of the relation of a reasonably comprehensive set of personality differences to political and economic forecasting and to both short- and long-term social forecasting. Variables of personality investigated include optimism, pessimism, skepticism, risk-taking, extroversion, introversion, intuition, imagination, fantasizing, internal versus external locus of control, alienation, anomie, trust versus defensiveness, orderliness versus lack of compulsion, social conformity versus rebelliousness, activity versus lack of energy, emotional stability versus neuroticism, masculinity versus femininity (tough- versus tenderminded), empathy versus egocentrism, intelligence, and variables of morality and social sense, including violence accepting versus violence abhorring, cooperation versus competition, psychosocial attainment versus personal aggrandizement, rights of people versus rights of property, and beliefs in racial and sexual equality.     

Why do low-educated workers invest less in further training?

Several studies document that low-educated workers participate less often in further training than high-educated workers. This article investigates two possible explanations: low-educated workers invest less in training because of (1) the lower economic returns to these investments or (2) their lower willingness to participate in training. Controlling for unobserved heterogeneity, we find that the economic returns to training for low-educated workers are positive and not significantly different from those for high-educated workers. However, low-educated workers are significantly less willing to participate in training. We show that this lesser willingness to train is driven by economic preferences, and personality traits.     

Relative Pay of Domestic Eldercare Workers in Shanghai,China

Domestic services represent a growing sector of the economy in many high- and upper-middle income countries. Demand for domestic workers for eldercare is especially high as a result of the rapid aging of the population in these countries. However, domestic eldercare employment is characterized as a low-pay, low-status occupation worldwide. This article examines the relative pay of domestic eldercare workers in urban China and its underlying determinants. The estimates show that when holding observable individual characteristics constant, domestic eldercare workers earn 28 percent less than other types of workers in the service sector in Shanghai. The analysis attributes the low wages of eldercare workers to the fact that domestic paid work is culturally devalued, eldercare is performed by workers from the most marginalized segments of Shanghai's labor force, and the users of eldercare are relatively poor among the users of domestic services.     

Effects of Marriage, Education and Occupation on the Female / Male Wage Gap in China

In the present study the way in which the gender wage gap in urban China differs according to marital status, education and occupation, is examined. Married Chinese women experience much larger absolute gender wage gaps than their unmarried counterparts. The proportion of the gender wage gap unexplained by differences in the levels of productive characteristics is also higher for married women than single women. Gender wage gaps are smaller for more educated women. These findings suggest that occupational segregation is not as important a factor as industrial segregation in accounting for the gender wage gap in China's urban labour markets.     

FALLING LABOR INCOME INEQUALITY IN KOREA'S ECONOMIC GROWTH: PATTERNS AND UNDERLYING CAUSES

Over the last twenty-five years, the economy of the Republic of Korea achieved a remarkable growth rate of 7 percent per year in real per capita income, causing it to be labeled, justifiably, as a "miracle economy." This exceptional economic growth has beenpp accompanied by an even more exceptional fall m labor income inequality. Using a newly-developed methodology, we use data from Korea's Occupational Wage Surveys to quantify the importance of various factors that have contributed to the fall in labor income inequality in Korea. We find the most important factors explaining the level of income inequality are job tenure, gender, years of education, and occupation, while those that are most important in explaining the change in income inequality are years of education, industry, occupation, and potential experience.     

High school experiences,the gender wage gap,and the selection of occupation

Using within-high-school variation and controlling for a measure of cognitive ability, this article finds that high-school leadership experiences explain a significant portion of the residual gender wage gap and selection into management occupations. Our results imply that high-school leadership could build non-cognitive, productive skills that are rewarded years later in the labour market and that explain a portion of the systematic difference in pay between men and women. Alternatively, high-school leadership could be a proxy variable for personality characteristics that differ between men and women and that drive higher pay and becoming a manager. Because high-school leadership experiences are exogenous to direct labour market experiences, our results leave less room for direct labour market discrimination as a driver of the gender wage gap and occupation selection.     

农民工社区就业的实证研究——兼与其他社区就业群体比较

本文以陕西省24个城市社区233名社区就业者的调研数据为例，从社区就业农民工人力资本、农民工社区就业特点和社区就业者类型与收入的相关关系进行了比较实证研究。得到如下结论：一是农民工社区就业者教育人力资本普遍偏低；经验人力资本偏低；迁移人力资本较高。二是农民工找工作主要靠熟人和亲戚等社会资本．但是非公共职业介绍机构和培训机构的作用也不容忽视；多数农民工有长期社区就业的打算；三是社区就业者类型与收入水平显著相关。     

Investors' Personality Influences Investment Decisions: Experimental Evidence on Extraversion and Neuroticism

The authors analyze the impact of individuals' degree of extraversion and neuroticism on their decision making in an experimental asset market. To establish this link between research on experimental asset markets and social psychology the authors use a unique approach that combines a questionnaire designed to assess individuals' degree of extraversion and neuroticism and an experimental asset market to assess individual financial decision making. The dataset combines 364 undergraduate business students' questionnaire responses and their trading behavior in the asset market. The authors find that extraversion and neuroticism significantly influence individuals' behavior in the experimental asset market. Specifically, more extraverted individuals pay higher prices for financial assets and they buy more financial assets when assets are overpriced than less extraverted individuals do. More neurotic individuals hold less risky assets in their financial portfolios than less neurotic individuals do. Although a large part of the explanatory power appears to be driven by gender differences, the authors still find significant impact of extraversion and neuroticism after controlling for gender effects. The study findings suggest that further research on financial markets could benefit from including personality of market participants as a crucial explanatory factor.     

Heterogeneous returns to personality: the role of occupational choice

We analyze the role of personality in occupational choice and wages using data from Germany for the years 1992 to 2009. Characterizing personality by use of seven complementary measures (Big Five personality traits, locus of control, and a measure of reciprocity), the empirical findings show that personal characteristics are important determinants of occupational choice. Associated with that, identical personality traits are differently rewarded across occupations. Hence, breaking down the analysis on the level of occupational groups provides more detailed results of returns to personality. By evaluating different personality profiles, we additionally estimate the influence of personality as a whole. The estimates establish occupation-specific patterns of significant returns to particular personality profiles. These findings underline the importance to consider the occupational distribution when analyzing returns to personality due to its heterogeneous valuation.     

Gender wage differentials by education in Italy

In this article we evaluate wage differentials in Italy combining gender and education perspectives. The main goal of this article is to verify whether the extent of the gender pay gap varies between highly- and low-educated workers, and whether or not the role played by gender differences in characteristics and in market rewards is similar in the two groups. We apply quantile regression analysis and an adaptation of the procedure suggested by Machado and Mata (2005) to evaluate the predicted wage gap at different points of the female wage distribution scale. The analysis is carried out on the Italian sample of the last available year of the European Community Household Panel (ECHP). We show that the extent and the trend of the gap predicted across the female distribution is sharply different between groups with diverse educational levels. In the case of low-educated workers, although the predicted gap is largely explained by differences in rewards, lower levels of education or experience are responsible for the gap, especially on the right-hand side of the distribution. On the contrary, highly-educated females have better characteristics than highly-educated men that partially compensate the rather high difference in returns, in particular at the extremes of the distribution.