Core self-evaluations and salary attainment: the moderating role of the developmental network |
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| Authors: | Yu Ha Cheung Neil C Herndon Thomas W Dougherty |
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| Institution: | 1. Department of Management, School of Business, Hong Kong Baptist University, Kowloon Tong, Hong Kong;2. School of Business Administration, South China University of Technology, Guangzhou, People's Republic of China;3. Department of Management, Trulaske College of Business, University of Missouri, Columbia, MO, USA |
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| Abstract: | Core self-evaluation (CSE) has been shown to be robust as a predictor of employees' salary attainment. Although the developmental network is suggested to have a positive impact on salary, do all high-CSE individuals benefit from their developmental networks similarly? We incorporate both personality research and developmental network research to explore this question in two studies. In Study 1, we investigated whether developmental network size moderates the positive CSE–salary relationship. In Study 2, we explored whether the organizational status and the strength of ties of one's developers moderate the positive CSE–salary relationship. Results indicated that high-CSE individuals with developmental networks characterized by fewer developers and by strong ties reported higher salaries than others. Overall, our findings demonstrate that the positive CSE–salary link may vary depending on the structural characteristics of the developmental network. |
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| Keywords: | core self-evaluations developmental network network structure salary structural characteristics |
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