Journal of Vocational Behavior 83 (2013) 171180

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Journal of Vocational Behavior

General mental ability as moderator of personality traits as predictors of early career success
Jose-Manuel de Haro , Juan-Luis Castejn, Raquel Gilar
Departamento de Psicologa Evolutiva y de la Educacin Universidad de Alicante, Carretera de San Vicente del Raspeig, s/n, 03080 Alicante, Spain

a r t i c l e

i n f o

a b s t r a c t
In this paper, we examine the effects of general mental ability (GMA) and the personality traits defined in the big five model on extrinsic and intrinsic indicators of career success, in a sample of 130 graduates who were in the early stages of their careers. Results from hierarchical regression analyses indicated that GMA does not predict any of the success indicators. In contrast, the combination of GMA and three of the Big Five Personality traits, conscientiousness, neuroticism, and openness, is significantly associated with greater early career success and has incremental predictive validity. 2013 Elsevier Inc. All rights reserved.

Article history: Received 12 December 2012 Available online 6 April 2013 Keywords: General mental ability Personality Career success Salary Job satisfaction

1. Introduction As research studies have shown, general mental ability (GMA) predicts job performance across occupations, contexts and careers (Bertua, Anderson, & Salgado, 2005; Dreher & Bretz, 1991; Judge, Cable, Boudreau, & Bretz, 1995; Kuncel, Hezlett, & Ones, 2004; Ng, Eby, Sorensen, & Feldman, 2005; Salgado et al., 2003; Schmidt & Hunter, 2004). However, although some authors believe that GMA is the most useful employee attribute for predicting job performance, explaining up to half the variance in occupational level in complex and higher level jobs (Schmidt & Hunter, 2004), it is not advisable to use it as the sole predictor. There are other factors that provide incremental validity in predicting labour outcomes (Bobko, Roth, & Potosky, 1999), indicating the desirability of including these as predictors, in addition to general intelligence. Of the alternative predictive factors studied, personality traits in particular have received considerable attention due to their proven importance in predicting effective performance in different occupations (Boudreau, Boswell, & Judge, 2001; Cherniss, 2001). Factors such as self-esteem, proactiveness, locus of control, self-efficacy, self-control, optimism, Machiavellianism, occupational status and occupational self-efficacy have been shown to have positive relationships with career success criteria (Abele & Spurk, 2009; Eby, Butts, & Lockwood, 2003; Ng et al., 2005). From among the personality variables, those based on the Five Factor Model have attracted the most research attention in both traditional and meta-analytic studies in the United States and the European Community (Boudreau et al., 2001; Ng et al., 2005; Salgado, 1998). The association known as the big-five salary link indicates that employees with a certain personality trait profile work harder and earn a higher salary (Barrick & Mount, 1991; Dilchert & Ones, 2008; Gelissen & De Graaf, 2006; Hlsheger, Specht, & Spinath, 2006; Judge, Higgins, Thoreson, & Barrick, 1999; Ng et al., 2005; Nyhus & Pons, 2005; Seibert & Kraimer, 2001; Tett, Jackson, & Rothstein, 1991). The main results of the meta-analysis conducted by Ng et al. (2005) on the predictors of objective and subjective career success show that these predictors can be classified into four broad categories: human capital, organisational sponsorship, sociodemographic status and stable individual differences. Objective and subjective career success criteria are positively related yet distinct; the predictors of objective career success, exemplified by variables such as salary, and of subjective career success, operationalised by
Corresponding author. E-mail addresses: [email protected] (J.-M. de Haro), [email protected] (J.-L. Castejn), [email protected] (R. Gilar). 0001-8791/$ see front matter 2013 Elsevier Inc. All rights reserved. http://dx.doi.org/10.1016/j.jvb.2013.04.001

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variables such as career satisfaction, are slightly different, with stable dispositional traits being more strongly related to subjective career success than to objective career success. Lastly, more research is required to identify other moderators of certain relationships. This study focused on the relationships between stable individual differences and objective and subjective indicators of career success, paying particular attention to the interaction between personality and GMA. This paper is intended to clarify the interrelationships and contributions of GMA and personality traits to early career success. As regards the criteria used, career success was defined by two measures of success: extrinsic, based on objective indicators such as salary, and intrinsic, based on subjective indicators such as career satisfaction (Judge et al., 1995). The first question that arises is twofold. On the one hand, we wanted to determine whether the predictive superiority of GMA over all other factors was maintained in the case of professionals at the start of their careers, and on the other hand we wished to ascertain whether the predictive power of GMA differed according to whether we used extrinsic or intrinsic success criteria. As regards the first aspect, although it would be logical to assume that intelligence would be the most important factor at the start of a career, since this is when employees must learn procedures, the few studies which have been conducted (O'Reilly & Chatman, 1994; Rode, Arthaud-Day, Mooney, Near, & Baldwin, 2008) have found no direct relationship between abilities and career success in the early career stage. As for the relationship between GMA and extrinsic success factors such as salary or career advancement, the associations with mental ability have ranged from slightly positive to moderate (Dreher & Bretz, 1991; Judge et al., 1999; Ng et al., 2005). Meanwhile, the correlations obtained between mental ability and intrinsic success criteria such as job satisfaction were negative or non significant (Ganzach, 1998; Rode et al., 2008). In our study, we hypothesised that high levels of GMA would lead to greater career success, since it is in the early career stage when most information must be assimilated (see Rode et al., 2008) and intelligence is a critical variable in this learning process. Thus, in the first hypothesis we did not differentiate between the results on the basis of extrinsic or intrinsic success criteria. Hypothesis 1. General mental ability is positively related to initial career success for extrinsic and intrinsic career success criteria. A second issue is whether intelligence is more important than personality factors in career success, or whether personality has incremental validity over intelligence. Although it would appear that personality traits contribute significantly to earnings and status attainment (Gelissen & De Graaf, 2006), some authors believe that the incremental validity of personality is nevertheless limited (McHenry, Hough, Toquam, Hanson, & Ashworth, 1990; O'Boyle, Humphrey, Pollack, Hawver, & Story, 2011). However, other authors have found that, controlling for general mental ability, personality is related to career success (Judge et al., 1999). In our study, we hypothesised that personality would add significantly to the variance contributed by GMA. Hypothesis 2. Personality traits have incremental validity over GMA in predicting initial career success. Thirdly, we wished to determine the relationship between personality factors and success criteria in the early career stage, i.e., to identify the factors which best predicted both types of success criteria. To this end, we analysed the main results reported in the literature. Most results indicate a positive relationship between conscientiousness, salary and job satisfaction (Barrick & Mount, 1991; Judge, Heller, & Mount, 2002; Judge & Kammeyer-Mueller, 2011; Judge et al., 1999; Sutin, Costa, Miech, & Eaton, 2009) whereas studies on neuroticism have found that this factor correlates negatively with both intrinsic and extrinsic success criteria (Boudreau et al., 2001; Gelissen & De Graaf, 2006; Judge & Kammeyer-Mueller, 2011; Judge et al., 1999; Judge et al., 2002; Ng et al., 2005; Nyhus & Pons, 2005; Rode et al., 2008; Salgado, 1998; Seibert & Kraimer, 2001; Smithikrai, 2007; Sutin et al., 2009). The negative relationship between career success and factors such as hostility, depression, social anxiety, impulsiveness and vulnerability, and the association between these and neuroticism, determined the direction of the hypothesis proposed in relation to this factor. Meanwhile, positive relationships have been found between extraversion and success criteria as regards both salary (Gelissen & De Graaf, 2006; Judge & Kammeyer-Mueller, 2011; Judge et al., 1999; Rode et al., 2008; Seibert & Kraimer, 2001; Sutin et al., 2009) and satisfaction (Boudreau et al., 2001; Judge et al., 2002; Seibert & Kraimer, 2001). Although agreeableness can be an advantage in positions requiring interaction with other people, most studies have found a negative relationship between this factor and career success measured as salary (Boudreau et al., 2001; Judge et al., 1999; Ng et al., 2005; Nyhus & Pons, 2005; Rode et al., 2008; Seibert & Kraimer, 2001). As regards satisfaction, a positive relationship has generally been obtained between this and agreeableness (Bozionelos, 2004; Judge et al., 2002), although negative relationships have also been found (Seibert & Kraimer, 2001). For occupational level, negative relationships (Garca-Izquierdo, Garca-Izquierdo, & Ramos-Villagrasa, 2007) and non significant relationships have been obtained (Gelissen & De Graaf, 2006) between both. For other criteria, such as job performance (Hurtz & Donovan, 2000; Sutin et al., 2009) or success in job seeking, the associations obtained have been positive (Boudreau et al., 2001). Nevertheless, in view of the results obtained in most studies, a negative relationship was predicted in the corresponding hypothesis. Lastly, the results obtained in studies on openness have been inconsistent. There appears to be a positive relationship with career success (Ng et al., 2005; Tett et al., 1991; Van der Linden, Te Nijenhuis, & Bakker, 2010), although negative associations have also been found (Furnham, Taylor, & Chamorro-Premuzic, 2008). In contrast, the majority of studies have found a negative relationship between openness and salary (Bozionelos, 2004; Gelissen & De Graaf, 2006; Seibert & Kraimer, 2001) or no association at all (Barrick & Mount, 1991; Boudreau et al., 2001), compared to those which found positive relationships (Palifka, 2009). Results for job satisfaction have also been varied, ranging from studies which found no relationship (Judge et al., 2002) or a slightly positive

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association (Boudreau et al., 2001), to those which have obtained positive relationships (Eby et al., 2003; Sutin et al., 2009). Based on the results obtained in the majority of previous studies, in this study we proposed a negative relationship between openness and success criteria, postulating that too much openness in the early career stage can contribute negatively to the achievement of greater career success. Given the above, we proposed the following hypotheses: Hypothesis 3. Conscientiousness is positively related to initial career success. Hypothesis 4. Neuroticism is negatively related to initial career success. Hypothesis 5. Extraversion is positively related to initial career success. Hypothesis 6. Agreeableness is negatively related to initial career success. Hypothesis 7. Openness is negatively related to initial career success. The last, but main question we wished to analyse was whether the relationship between personality factors and career success was moderated by GMA, and in particular, whether it might vary depending on the levels of GMA. Although both sets of predictors show independent validity, it is possible that their predictive value may increase when they are considered together (Hollenbeck & Whitener, 1988), since some authors have suggested that given the low validity of personality tests, a combination of personality with other predictors, such as ability, may increase its validity (Hunter & Hunter, 1984). We included these interactions on the basis of considerations such as those formulated in industrial and organisational psychology expectance models, which conceptualise performance as the interaction between ability and effort (motivation) or stable personality traits such as conscientiousness. The decision to include these three factors alone rather than all of the personality traits was based on an analysis of the findings on their intervention as part of a larger motivational construct, and on the argument about their role in career success which suggests that the more stable and responsible an individual is, and the less open, the more able that person will be to generate higher motivational concentration, leading to greater achievement. As in the study by Schmidt and Hunter (1998), we postulated that conscientiousness may come to be viewed as the most important motivational trait variable in the work domain. Interesting results have been obtained when conscientiousness is included together with the variables of ability; in their study of social status (income and professional status), Amelang and Steinmayr (2006) found that general intelligence and conscientiousness had approximately the same significant influence on the two performance criteria. The rationale behind the inclusion of neuroticism is its repeated negative weight as an individual difference variable and its association with other variables such as anxiety, self-control, emotional stability and social skills, which are linked to the dimensions of emotional intelligence and in some cases have been found to interact with IQ when predicting job performance (Cot & Miners, 2006) or with GMA for salary (Ferris, Witt, & Hochwarter, 2001). Openness has been included among the possible mediating variables due to the inconsistent results obtained for this factor as a predictor, and the fact that it forms part of the general personality factor known as plasticity (Van der Linden et al., 2010). Very little empirical research has been conducted on the interaction effects of cognitive and personality variables on career success in the early career stage, with inconclusive results. Some studies have found evidence of interaction (O'Reilly & Chatman, 1994) and others have not (Rode et al., 2008). In their study of a sample of recent MBA graduates, O'Reilly and Chatman (1994) found that neither GMA nor the motivational trait of conscientiousness alone was a good predictor of early management success. In contrast, their interaction was the strongest predictor of early career success for MBA graduates. Thus, the combination of high general cognitive ability and high motivation is significantly associated with greater early career success. On the other hand, in a sample of organisational behaviour students, Rode et al. (2008) did not find any evidence of interaction effects. Given these inconsistencies, in our last three hypotheses we wished to test the interaction of conscientiousness, neuroticism, and openness with GMA as predictors of early career success, postulating that GMA would act as a moderator of these relationships. As indicated earlier, in this study we focused on the incremental validity of using personality in conjunction with ability. Hypothesis 8. As an indicator of GMA, IQ moderates the relationships between conscientiousness and initial career success. Hypothesis 9. IQ moderates the relationships between neuroticism and initial career success. Hypothesis 10. IQ moderates the relationships between openness and initial career success. 2. Material and methods 2.1. Participants The study was conducted on a sample of 130 university graduates who were in employment at the time of the study. Of these, 36% were men and 64% were women, with a mean age of 26.4 years (standard deviation 4.38). The sample consisted of graduates who

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reported that they were working, in a survey conducted of 339 university graduates from the University of Alicante (Spain) three years after completion of their studies. These 339 students had participated three years earlier in a study that assessed their personal and socio-emotional competences, having been selected through a stratified random sampling system proportional to the number of students enrolled in each of the fields of science and technology (25.7%), social sciences (18.9%), education (24.5%), bio-health (15.9%) and humanities (6.5%). 2.2. Measures 2.2.1. Test of g, Scale 3, by R.B. Cattell and A.K.S. Cattell (adapted to Spanish by Tcnicos Especialistas Asociados, 1994) To measure general mental ability, we used the test of g, Scale 3 by R.B. Cattell and A.K.S. Cattell (adapted to Spanish by Tcnicos Especialistas Asociados, 1994). This collectively applied scale consists of four subtests: series, classification, matrices and conditions, which require cognitive operations such as identification, perceived similarities, seriation, classification, matrices and comparisons, enabling us to obtain the IQ of the sample. The g factor loadings are high, around .90. 2.2.2. Big Five Inventory (NEO-FFI, Costa & McCrae, 1992) This is a self-report measure of five personality dimensions: Extraversion, Agreeableness, Consciousness, Neuroticism and Openness. The short version consists of 60 elements. Participants indicate their level of agreement with each item on a 5-point Likert scale (1 = strongly disagree, 5 = strongly agree). The reliability of the Spanish version ranges between .82 for agreeableness and .90 for neuroticism, similar to the English version. 2.2.3. Career success criteria To assess extrinsic career success, we used the items corresponding to salary from a specific questionnaire based on the employment questionnaires developed as part of the CHEERS (Schomburg & Teichler, 2006), and REFLEX studies (Agencia Nacional de Evaluacin de la Calidad y Acreditacin, ANECA, 2007), which collect detailed information on aspects such as the degree course studied, transition from education to employment, first job following graduation, employment history, current post and the competences considered essential for entry to the labour market. The questionnaire consisted of 43 questions organised into seven sections covering various aspects related to training received, transition to employment, competences and satisfaction, among others. Salary level was measured as gross monthly income, divided into seven categories: less than 600 Euros (1), between 600 and 1000 Euros (2), between 1000 and 1200 Euros (3), between 1200 and 1500 Euros (4), between 1500 and 1800 Euros (5), between 1800 and 2000 Euros (6) and more than 2000 Euros (7). The intrinsic criterion of success (career satisfaction) was obtained from the sum of responses to items 30, 37 and 39, which assessed the degree of satisfaction with their careers on a 5-point scale where 1 = low and 5 = high. Cronbach's alpha of internal consistency was .79. 2.3. Procedure The participants were enrolled in a three year longitudinal study. In the first phase, conducted in the academic year 20082009 when students were enrolled in the final year of their degree course, the NEO-FFI questionnaire was administered together with the Test of factor g to an initial sample of 906 subjects. In the second phase, which took place in the academic year 20112012, the initial sample was reduced to 339 graduates, comprising those who had participated in the first phase of the study and continued to participate after graduation by completing a questionnaire designed to collect information about the employment status of the graduates studied previously and their entry into the workforce. The questionnaire, which required no more than 30 min to fill in, was administered online to be completed within a maximum period of three months from receipt. 2.4. Design and data analysis A predictive correlational design was used, and data were analysed using hierarchical multiple regression. The calculations were performed using SPSS version 19, licenced to the University of Alicante. The MODPROBE tool (Hayes & Matthes, 2009) was used to probe the interactions. 3. Results Correlations between all measures, mean and standard deviations are shown in Table 1. As can be seen from this table, IQ was significantly and negatively correlated with neuroticism ( .23) and positively with extraversion (.29), but not with either salary or career satisfaction. Only one of the personality factors, neuroticism, was associated, negatively, with salary ( .24). To examine the predictive and incremental validity of the Big Five personality trait dimension and the interactions proposed above, the effect of IQ on Salary and Career satisfaction, we performed hierarchical regression analyses (Table 2). For each regression model, a career success criterion (salary or career satisfaction) was the dependent variable, and IQ, personality traits, and interactions were considered as independent variables (step 1 = IQ; step 2 = personality traits; step 3 = Conscientiousness IQ; Neuroticism IQ, and Openness IQ). Following the guidelines described by Aiken and West (1991) and Friedrich (1982) to

J.-M. de Haro et al. / Journal of Vocational Behavior 83 (2013) 171180 Table 1 Correlation matrix of all measures and descriptive statistics. M 1. 2. 3. 4. 5. 6. 7. 8. IQ Neuroticism Extraversion Openness Agreeableness Conscientiousness Salary Career satisfaction 102.4 31.9 45.6 43.22 41.45 46.2 1372 9.49 SD 15.5 8.3 6.7 7.0 6.9 6.3 536 2.6 1 1 .23 .29 .01 .08 .01 .01 .00 2 1 31 .05 .18 .26 .24 .12 3 4 5 6 7

175

1 .22 .21 .23 .06 .11

1 .35 .23 .17 .15

1 .30 .00 .07

1 .12 .14

.57

p b .05. p b .01.

estimate interaction effects using multiple regression, all variables were transformed into z standardised scores, and significance was assessed using unstandardised coefficients. As can be seen in Table 2, in step 2, significant effects were only found for neuroticism on salary (B = .23, p b .05) and openness on salary (B = .21, p b .05) and satisfaction (B = .24, p b .05), but the change in F did not achieve statistical significance (p = .06). In contrast, the introduction of interactions in step 3 produced an increase in explained variances of 11% for salary and 9% for career satisfaction. Conscientiousness, extraversion, and agreeableness were not significantly related to any of the criteria; neuroticism was significantly and negatively related to salary (B = .29, p b .01) but not to career satisfaction, and openness was significantly and negatively related to salary (B = .25, p b .05) and career satisfaction (B = .27, p b .05). All interactions were negative. The significant negative coefficients associated with the interaction terms indicate that the relationships between predictive personality variables and career success tended to be more negative for individuals with higher IQ. Interactions between Conscientiousness IQ were negatively related to salary (B = .29, p b .05) and career satisfaction (B = .30, p b .05). Interactions between Neuroticism IQ, and Openness IQ were only related to salary (B = .23 p b .05 and B = .22, p b .05, respectively). Probing the interactions using the MODPROBE tool (Hayes & Matthes, 2009) provided additional information for the interpretation of these conditional effects. To assess the effect of predictor variables on salary and career satisfaction at specific conditional values of the moderator, we computed simple slopes at the mean and at 1SD above and 1SD below the mean. In addition, the regions of significance were established using the JohnsonNeyman technique (Johnson & Neyman, 1936). Taking salary as the criterion, the simple slope of salary regressed on conscientiousness was positive and significant only at low IQ (B = .36, p = .03), specifically at IQ = 94, whilst at high IQ the slope was negative (B = .14, p = .38) and not
Table 2 Results of hierarchical multiple regression analyses of initial career success. Salary B Step 1: mental ability IQ Step 2: personality traits IQ Neuroticism Extraversion Openness Agreeableness Conscientiousness Step 3: interactions IQ Neuroticism Extraversion Openness Agreeableness Conscientiousness Conscientiousness IQ Neuroticism IQ Openness IQ Total adjusted R2 .01 .11 (p = .06) .05 .23 .04 .21 .01 .11 .03 .29 .03 .25 .00 .09 .29 .23 .22 .22 .11 (p = .00) 03 .06 .11 .24 .08 .13 .04 .11 .11 .27 .08 .12 .30 .20 .15 .17 R
2

Career satisfaction B .01 .08 (p = .17) R2 .00 (p = .93)

.00 (p = .89)

.09 (p = .03)

Note: N = 103. Change in R2 is based on adjusted R2. p b .05. p b .01.

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significant. The simple slope on neuroticism was negative and significant at average (B = .25, p = .02) and high IQ (B = .38, p = .01), specifically from IQ = 98, and the simple slope of salary regressed on openness was negative and significant at average (B = .22, p = .04) and high IQ (B = .45, p = .00), specifically from IQ = 102. Taking career satisfaction as the criterion, the simple slope on career satisfaction regressed on conscientiousness was positive and significant only at low IQ (B = .39, p = .02), specifically at IQ = 97. By way of example, Figs. 1 and 2 show the interaction Conscientiousness IQ for each criterion, salary and career satisfaction, with raw scores for the measured variables.

4. Discussion The overall results of this study show that in the early career stage, career success, measured as salary and career satisfaction, was predicted by interactions between personality variables and general mental ability (GMA). Neither GMA nor personality traits alone predicted early career success as well as interactions did. Specifically, salary was predicted negatively by neuroticism and openness, and by interactions between Conscientiousness IQ, Neuroticism IQ, and Openness IQ, whereas career satisfaction was predicted negatively by Openness and by the interaction between Conscientiousness IQ. These interactions explained 11% of the variance over GMA and personality traits for salary and 9% for career satisfaction. Slightly different results were observed for each of the criteria considered, where the weight of the variables studied was greater for salary than for career satisfaction, indicating that although they shared similarities and served as indicators of career success, they reflected different components of success, as reported by Ng et al. (2005). In addition to this general finding, a more detailed review and analysis of the results of this study indicate the following. First, mental ability did not predict either salary or career satisfaction in the early career stage. On the basis of these results, which differ from those found by Judge et al. (1999) and Ng et al. (2005) but are consistent with those reported by Rode et al. (2008), Hypothesis 1 can be rejected. Contrary to what might be expected, greater mental ability is not required for learning processes and procedures specific to a given position in the early career stage. This would seem to imply that at this stage of a career, there are other factors which are more influential than intellectual ability. However, the importance of mental ability cannot be discounted since its impact may increase over the years, as indicated by McDaniel, Schmidt, and Hunter (1988). Another possible explanation for the results is that mental ability does not exert a direct effect but rather, it mediates personality traits. As will be discussed below, this second view seems to be supported by the data obtained in our study.

Fig. 1. Interaction between Conscientiousness and IQ in predicting salary.

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Fig. 2. Interaction between Conscientiousness and IQ in predicting career satisfaction.

As regards the negative association found between IQ and neuroticism, this could be explained by the mediating effect of anxiety, as has been suggested by Moutafi, Furnham, and Tsaousis (2006). The significant positive relationship found between IQ and extraversion is consistent with most of the results obtained in other studies, as indicated for example in the meta-analysis conducted by Wolf and Ackerman (2005). Second, the effects of personality traits on career success after controlling for the effects of GMA were not significant, contrary to the findings reported in studies such as those by Judge et al. (1999) and Gelissen and De Graaf (2006). Thus, Hypothesis 2 is not supported, leaving the door open to other variables, such as emotional intelligence, which may add significant variance over GMA (O'Boyle et al., 2011). Third, the only personality factors associated with career success in the early career stage were neuroticism (salary) and openness (salary and career satisfaction), both of which presented negative relationships with these criteria, thus confirming Hypothesis 7 and partially confirming Hypothesis 4. In the case of neuroticism, these findings are consistent with most of the studies mentioned in the introduction and confirm the potentially negative effect of interference from concerns about achieving the occupational goals that lead to career success (salary). This relationship did not occur in the case of career satisfaction, which suggests that greater stability is not necessarily associated with greater career satisfaction, perhaps because subjects were still at the start of their career. Different results might be obtained after a longer period of time. The results obtained in the present study for openness support studies that report a negative relationship between this factor and career success (Bozionelos, 2004; Gelissen & De Graaf, 2006; Seibert & Kraimer, 2001). Greater concentration in the early career stage seems crucial for success. Lack of focus or excessive attention to different interests would be counterproductive, except in the case of artistic or creative positions. In contrast to the studies cited in the Introduction, we found no evidence of a relationship between the other personality traits and medium or long-term career success criteria. In our study, conscientiousness, extraversion and agreeableness showed no relationship with success in the early career stage, and thus Hypotheses 3, 5 and 6 are not supported. Of these, the most unexpected result, given the evidence reported to date, was the non-intervention of conscientiousness as a predictor for any of the criteria. However, it should be borne in mind that these employees had not been working for very long, and for tenacity to influence outcomes it is possibly necessary to have accumulated more experience. As regards the lack of a relationship between the other two factors, extraversion and agreeableness, one possible explanation could be that social or interpersonal aspects are less important in the early career stage, since employees are not usually in charge of others at this stage in their career, and perform many tasks individually. Another explanation for these results may be that these factors exert their influence indirectly rather than directly, as indicated in the research by Spurk and Abele (2011).

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Lastly, the interactions between the personality traits considered in the study (conscientiousness, neuroticism and openness) and intelligence showed the strongest effect on career success; consequently, the effects of these personality variables on salary and career satisfaction are moderated by the level of intelligence. These results are consistent with those reported by O'Reilly and Chatman (1994) for a similar sample, and indicate the strength of the interactions, although in our case the associations between the interactions and the criteria were negative. In other words, the relationship between personality traits and professional success, salary and/or job satisfaction, was not the same for all levels of intelligence, but rather, was positive for employees with low intelligence and negative for employees with a higher level of intelligence. In addition, the effects on career satisfaction of Neuroticism IQ and Openness IQ were not significant, and thus Hypotheses 8, 9 and 10 are only partially supported. The form and significance of interactions show that in the case of Conscientiousness IQ, conscientiousness becomes a stronger predictor of career success as IQ decreases. Conscientiousness was positively related to salary and career satisfaction among those with low general mental ability. In other words, employees with low levels of cognitive intelligence obtained a better salary and were more satisfied with their careers when they were more tenacious, self-disciplined, organised and methodical. In contrast, for subjects with a medium or high intelligence, greater or lesser conscientiousness did not lead to greater success. The relationship was slightly positive in individuals with average intelligence; as conscientiousness increased, salary improved. However, the relationship became negative, although not significantly so, in employees with high intelligence. On average, individuals with low levels of intelligence and a high level of conscientiousness may even obtain higher salaries (around about 1800 Euros) than individuals with a high level of intelligence, who obtained a salary of around 1600 Euros. Interestingly, as the level of conscientiousness increased in individuals with higher intelligence, salary levels declined to about 1200 Euros, although this relationship did not reach statistical significance. Similar relationships were observed when career satisfaction was used as the criterion. The most satisfied individuals were those with the highest levels of conscientiousness in the group with low levels of intelligence, whereas those in the group with high levels of intelligence reported a similar level of satisfaction to those with low intelligence, whilst presenting lower levels of conscientiousness. One possible explanation could be that the most satisfied individuals obtained their satisfaction from having attained a higher salary through their own efforts, an interpretation which would be supported by the high correlation between salary and satisfaction. These results are similar to those found by Cot and Miners (2006) for the effect of emotional intelligence on job performance, who reported that as cognitive ability declined, the relationship between emotional intelligence and job performance became positive, implying that effort may compensate for low levels of mental ability. However, they are inconsistent with the results obtained by Rode et al. (2008) and by Chamorro-Premuzic and Arteche (2008), who stated that the effects of conscientiousness on employment outcomes are largely independent of intellectual ability. In the case of neuroticism, the interaction indicated a negative relationship between neuroticism and salary for those with high and average intelligence, which suggests that employees with average to high cognitive intelligence will obtain a higher salary if they are less neurotic; in other words, if they are more emotionally stable and less anxious, impatient and careless. In individuals with lower levels of intelligence, neuroticism was not associated with salary. The similarity between the simple slopes for neuroticism and openness is striking. Lastly, and with respect to openness, the results indicate a negative relationship between openness and salary for those with high and average IQ, which suggests that employees with average to high cognitive intelligence will obtain a higher salary if they are less dreamy, idealistic and imaginative, and when their range of interests is more limited. As with neuroticism, a high score for this factor would only produce a negative effect from a certain level of intelligence onwards, but would not produce an effect below that level. For this variable, having a low cognitive intelligence did not affect any of the criteria. The results that show significant moderating effects in middle/high IQ in relationship between neuroticism and openness over salary, could be explained by the major use that high IQ subjects make of working memory (Kahneman, 2011). This increased use of cognitive resources, could consume much of the limited resources of attention, which would make them more sensitive to the negative influence both of the tension produced by anxiety associated with neuroticism and of the negative influence of attentional dispersion associated with openness. Findings of Austin, Deary, and Gibson (1997), that found evidence for increased differentiation of neuroticism and openness at higher levels of ability and Razoumnikova (2003), that suggest that EEG spectral parameters might reflect the relationships between neuronal integration and personality/intelligence factors, could contribute to a sufficient basis for future verification research in this area. 4.1. Limitations When evaluating results, it is important to consider the study's strengths and limitations. One limitation of this study was model specification. Although it was not the goal of this study to test a comprehensive model of career success predictors, but rather to test a model which analysed the interaction between stable individual differences in the prediction of professional success when relevant variables are omitted, the model may present a specification error. A second study limitation concerns sample size. The present study may have lacked sufficient power to corroborate the statistical significance of the relationships that have been found using larger samples, especially with moderated multiple regression (Aguinis, 1995). A third limitation was that this study did not examine the effects of mediation, although the variables studied could play a mediating role, as has been found in other studies. Nonetheless, the lack of a relationship between the modulating variable of IQ and the dependent variables of salary and career satisfaction, together with the lack of a relationship between the predictor variables and the moderating variables (with the exception of neuroticism) may exclude a mediating effect of the cognitive intelligence variable,

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according to the criteria of Baron and Kenny (1986). However, its mediating effect in the case of neuroticism and extraversion may also merit research. On the other hand, one of the study's strengths is that the present research was based on longitudinal data; thus conclusions regarding possible causal relationships can be made. 4.2. Implications In considering the theoretical implications of our findings, some things become apparent. First, these results can be used to argue that future research on the relationships between individual differences and career success should not only examine the direct or main effect of such differences but should also focus on interaction or moderation. This would have important consequences as regards understanding the influence of individual differences on career success. Our results suggest the need to include interactions between ability and personality variables as predictors of selection and promotion processes in the early career stage, since if only abilities or aspects of personality are considered, the capacity to identify candidates who may achieve career success in the middle to long term could be severely hampered, leading to false negative results. As indicated, these interactions may form part of a motivational construct which in this case would act as a proximal rather than distal variable in determining career success (Spurk & Abele, 2011). Therefore, rather than asking whether GMA exerts more influence than personality, it would be more appropriate to explore whether it does so directly or indirectly, for example through personality traits. The present study also offers practical implications; the results can be used in the screening and selection process, as well as for guidance and orientation. For example, if employees can compensate for low levels of intelligence with a high level of conscientiousness, programmes could be implemented with such employees to improve their career success and their level of satisfaction with their careers. Knowledge of the confidence bands and the exact scores after which the modulating effects occur in the case of one or another variable (Frass & Newman, 1997) could help improve knowledge of individuals and lead to more accurate decisions about who should participate, for example, in personal development programmes. Implications and recommendations for future research include incorporating ability stable dispositional trait models among predictors, as well as other personal and emotional intelligence variables and situational factors such as occupational characteristics. Furthermore, a comparison should be conducted of the results obtained in samples of professionals in the early stages of their careers with those obtained for samples of professionals with more experience, to more fully understand the complex issue of career success. References
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