An examination of personality in occupational outcomes: antagonistic managers,careless workers and extraverted salespeople

This article investigates the role of personality in the sorting of individuals between a number of occupations, allowing for an extensive array of conditioning variables. The focus is an examination of the relationship between occupational outcomes and personality using the ‘five-factor model’. We estimate a multinomial logit model using a panel data set from the Household Income and Labour Dynamics in Australia (HILDA) survey. Human capital variables are found to exhibit strong credentialism effects and there is evidence for some small dynasty hysteresis. Personality effects are found to be significant, relatively large and persistent across all occupations. The personality effects are strong enough to rival that of various education credentials. These personality effects include but are not limited to managers being less agreeable and more antagonistic; labourers being less conscientiousness; and salespeople being more extraverted.     

Millennials’ ethical ideology effects on responses to alcohol advertisements: The role of strength of ethnic identification and ethical appraisal of the ad

Abstract

In an extension of generational theory, the present research argues that ethical ideology (i.e. idealism vs. relativism) impacts attitude toward the ad (A_ad), attitude toward the brand (A_brand), and purchase intention (PI). Additionally, this research examines how this relationship is mediated by the ethical appraisal of the ad and moderated by the level of ethnic identification (i.e. high vs. low). The results of this experiment provide additional evidence in support of generational theory which states that each generational cohort holds distinct ethical ideologies. Furthermore, this study identifies differences in the participants’ responses to alcohol ads resulting from their personal values (i.e. in this study we focus on strength of ethnic identification).     

中小板上市公司高管团队特征与企业创新行为关系研究

基于高层梯队理论和薪酬激励理论,采用聚类分析法和FGLS,以2009－2014年我国中小板上市公司数据为研究对象,实证检验中小企业高管团体特征对企业创新行为的影响,并进一步分析高管货币薪酬对二者关系的调节作用。研究发现,中小板上市公司的高管团队特征影响企业创新行为,高管货币薪酬在高管团队特征对企业创新行为影响中具有正加强效应,即高管货币薪酬在企业创新行为中发挥重要的激励促进作用,能调节高管团队特征在企业创新行为中的影响。本研究不仅丰富了管理者异质性和高层梯队理论,为中小板上市公司高管的薪酬激励提供新的研究视角,同时也有助于政府部门全面掌握企业创新行为的影响因素,为研究中小板上市公司创新行为提供理论依据和经验证据。     

A hierarchical model approach for identifying the trait antecedents of general gambling propensity and of four gambling-related genres

In two studies, we employed a hierarchical model of personality to examine the trait antecedents of gambling. The results revealed that a set of more abstract traits were predictive of a general gambling propensity, including materialism, body resource needs (negative), competitiveness, impulsiveness, sports fanmanship, superstition, and financial conservatism (negative). In Study 2, we controlled for the general gambling propensity and investigated the trait predictors of four gambling-related genres: online, lottery, sports gambling, and marketing sweepstakes/contests. We found that general gambling propensity predicted each genre. In addition, divergent patterns of more basic traits were predictive of the different gambling forms.     

An Examination of the Effect of Consumer Personal Traits on Show Rooming Behavior: The Effect of Product Type

The rapid growth of online commerce and spread of mobile devices have created various trends in product-purchasing behaviors of consumers. Especially in online-to-offline commerce, “showrooming” has increased. This involves searching for products offline but purchasing them online. Among theories of consumer buying behavior based on traditional consumer characteristics, this study empirically analyzes whether there are group-specific differences in showrooming. The results show that innovative consumption tendencies are significantly related to push, pull, and mooring factors. The findings also elucidate the role of showrooming buying behavior in these relationships. In terms of push and mooring factors, these relationships are strengthened by showrooming purchase experience. This study divides products into electronic products and apparel and analyzes the effects on purchase experience using a moderator.     

Robust strategies: lessons from GKN 1759–2013

GKN is Britain's surviving top 50 company from 1905, a flourishing world top-player in automotive and aero components. This article traces 254 years of its development, domestically and internationally, drawing on corporate access and the author's worldwide field research since 1974, and three in-depth business histories including one by the co-author. Lessons confirm just some traits expected of successful ‘Built To Last’ (BTL) companies. However, GKN's ‘robust’ sustained strategy also reflects financial conservatism; constant adaptation to its historical and competitive context; highly proactive internationalisation and, from 1902 onwards, a determination to develop always at least ‘three major business legs’ to survive evolutionary processes as sectors mature and consolidate globally.     

标准市场机制效应与呈现特点研究

标准在中外贸易竞争中发挥着重要作用,根据标准的发布机构属性、区域和作用对象的不同,本文分析各种分类的标准共同组成一个开放、发展的庞大标准体系,研究了标准和标准体系对市场竞争、市场有序运行、国际贸易的促进作用,结合对标准固有属性的分析,认为实施标准的市场效用具有信息共享、促进创新、实现兼容、改进技术、建立消费信心、支撑国家法律、建立安全、环境规范等特点。     

The impact of a study abroad programme on learning abilities and personality traits: evidence from a randomization

Personality traits are increasingly considered as a powerful predictor of socio-economic success as academic achievement. In this article, we exploit the random assignment of applicants to a programme in order to retrieve unbiased estimates of the impact of studying abroad on both cognitive and noncognitive abilities. Our findings suggest that secondary school students, especially those considered ‘more able’, benefited from a 1-month experience abroad, as it enhanced both personality traits and language proficiency.     

‘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.