![]() ![]() Se discuten las implicaciones de estos resultados tanto para la comunidad científica, como para la profesional, especialmente en el área de selección, formación y desarrollo de personas. Los resultados obtenidos en los análisis de regresión jerárquica efectuados indican que, para las medidas de éxito profesional utilizadas, la inteligencia emocional percibida muestra una relación mayor con el éxito profesional y realiza una mayor contribución a la predicción del mismo que la inteligencia general y la personalidad. Para ello se analizan las relaciones entre la inteligencia emocional percibida, medida mediante el cuestionario Trait Meta-Mood Scale (TMMS-24), la inteligencia general, evaluada mediante la prueba de factor «g» de Cattell, escala 2, la personalidad, evaluada mediante la prueba NEO-FFI, e indicadores extrínsecos e intrínsecos de éxito profesional, en una muestra de 130 egresados que se encuentran en el inicio de su carrera profesional. The findings support process-oriented theories of personality influences on career outcomes.Įn el presente trabajo se muestra la importancia relativa de los predictores inteligencia general, factores de personalidad e inteligencia emocional en la determinación del éxito en el inicio de la carrera profesional. ![]() This study is one of the first to investigate multiple indirect Big Five influences on salary in a longitudinal design. Previous research predominantly investigated direct Big Five influences on salary, and it analyzed cross-sectional data. They give further insights into direct and indirect relationships between personality, goal content, self-efficacy beliefs, and an individual’s career progress. These findings underline the importance of distal personality traits for career success. Because the influence of occupational self-efficacy on annual salary was fully mediated by contractual work hours, indirect personality influences via occupational self-efficacy always included contractual work hours in a serial mediation. Occupational self-efficacy mediated influences of neuroticism (–) and conscientiousness (+). Career-advancement goals mediated influences of conscientiousness (+), extraversion (+), and agreeableness (−). Results showed that except for openness the other Big Five personality traits exerted indirect influences on annual salary. We assessed personality prior to the mediators and the mediators prior to annual salary. ![]() We realized a 4 year longitudinal survey study with 432 participants and three points of measurement. The motivational and work status variables were conceptualized as serial mediators (Big Five → occupational self-efficacy/career-advancement goals → contractual work hours → annual salary). These are the motivational variables of occupational self-efficacy and career-advancement goals, and the work status variable of contractual work hours. The purpose of this study was to investigate multiple indirect Big Five personality influences on professionals’ annual salary while considering relevant mediators. ![]()
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