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Author: Judge, Timothy A.

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1.	Judge, Timothy A. Cable, Daniel M.
1.	The Effect of Physical Height on Workplace Success and Income: Preliminary Test of a Theoretical Model Journal of Applied Psychology 89,3 (2004): 428-441. Also: http://psycnet.apa.org/journals/apl/89/3/428/ Cohort(s): NLSY79 Publisher: American Psychological Association (APA) Keyword(s): Berkeley Intergenerational Studies; Height; Quality of Employment Survey (QES) In this article, the authors propose a theoretical model of the relationship between physical height and career success. We then test several linkages in the model based on a meta-analysis of the literature, with results indicating that physical height is significantly related to measures of social esteem (ˆ .41), leader emergence (ˆ .24), and performance (ˆ .18). Height was somewhat more strongly related to success for men (ˆ .29) than for women (ˆ .21), although this difference was not significant. Finally, given that almost no research has examined the relationship between individuals' physical height and their incomes, we present four large-sample studies (total N 8,590) showing that height is positively related to income ( ˆ .26) after controlling for sex, age, and weight. Overall, this article presents the most comprehensive analysis of the relationship of height to workplace success to date, and the results suggest that tall individuals have advantages in several important aspects of their careers and organizational lives.
	Bibliography Citation Judge, Timothy A. and Daniel M. Cable. "The Effect of Physical Height on Workplace Success and Income: Preliminary Test of a Theoretical Model." Journal of Applied Psychology 89,3 (2004): 428-441.

2.	Judge, Timothy A. Cable, Daniel M.
2.	When It Comes to Pay, Do the Thin Win? The Effect of Weight on Pay for Men and Women Journal of Applied Psychology 96,1 (January 2011): 95-112. Also: http://psycnet.apa.org/journals/apl/96/1/95/ Cohort(s): NLSY79 Publisher: American Psychological Association (APA) Keyword(s): Earnings; Gender Differences; Income; Income Level; Weight Cultivation theory suggests that society holds very different body standards for men versus women, and research indicates that the consequences of defying these social norms may not be linear. To test these notions in the employment context, we examined the relationship between weight and income and the degree to which the relationship varies by gender. For women, we theorized a negative weight–income relationship that is steepest at the thin end of the distribution. For men, we predicted a positive weight–income relationship until obesity, where it becomes negative. To test these hypotheses, we utilized 2 longitudinal studies, 1 German and 1 American. In Study 1, weight was measured over 2 time periods, and earnings were averaged over the subsequent 5 years. Study 2 was a multilevel study in which weight and earnings were within-individual variables observed over time, and gender was a between-individual variable. Results from the 2 studies generally support the hypotheses, even when examining within-individual changes in weight over time. (PsycINFO Database Record (c) 2010 APA, all rights reserved)
	Bibliography Citation Judge, Timothy A. and Daniel M. Cable. "When It Comes to Pay, Do the Thin Win? The Effect of Weight on Pay for Men and Women." Journal of Applied Psychology 96,1 (January 2011): 95-112.

3.	Judge, Timothy A. Hurst, Charlice
3.	Capitalizing on One's Advantages: Role of Core Self-Evaluations Journal of Applied Psychology 92,5 (September 2007): 1212-1227. Also: http://psycnet.apa.org/journals/apl/92/5/1212/ Cohort(s): NLSY79 Publisher: American Psychological Association (APA) Keyword(s): Achievement; Educational Attainment; Income Level; Pearlin Mastery Scale; Self-Esteem; Self-Perception; Socioeconomic Factors The authors examined (a) whether core self-evaluations in adolescence and young adulthood predict income at midlife and (b) whether people with positive core self-evaluations are more likely to capitalize on advantages resulting from family socioeconomic status and academic achievement, resulting in even higher levels of income at midcareer. The sample consisted of participants from the National Longitudinal Survey of Youth, a national probability sample that first surveyed participants in 1979. The authors found that core self-evaluations and family socioeconomic status and academic achievement predict income and that, furthermore, high core self-evaluations enhance the benefits derived from these factors. Overall, it appears that individuals with positive core self-evaluations are particularly adept at translating early advantages into later economic success. ((c) 2007 APA.)
	Bibliography Citation Judge, Timothy A. and Charlice Hurst. "Capitalizing on One's Advantages: Role of Core Self-Evaluations." Journal of Applied Psychology 92,5 (September 2007): 1212-1227.

4.	Judge, Timothy A. Hurst, Charlice
4.	How the Rich (and Happy) Get Richer (and Happier): Relationship of Core Self-Evaluations to Trajectories in Attaining Work Success Journal of Applied Psychology 93,4 (July 2008): 849-863. Also: http://psycnet.apa.org/journals/apl/93/4/849/ Cohort(s): NLSY79 Publisher: American Psychological Association (APA) Keyword(s): Job Satisfaction; Locus of Control (see Rotter Scale); Occupational Status; Pearlin Mastery Scale; Self-Esteem; Self-Reporting; Wealth In this study, the authors linked core self-evaluations to job and work success. Utilizing a dynamic design from participants in the National Longitudinal Surveys of Youth (NLSY79), core self-evaluations were hypothesized to predict individuals' intercepts (starting levels of success), and their growth trajectories (slope of individuals' success over time) with respect to job satisfaction, pay, and occupational status. Results indicated that higher core self-evaluations were associated with both higher initial levels of work success and steeper work success trajectories. Education and health problems that interfere with work mediated a portion of the hypothesized relationships, suggesting that individuals with high core self-evaluations have more ascendant jobs and careers, in part, because they are more apt to pursue further education and maintain better health. [ABSTRACT FROM AUTHOR]
	Bibliography Citation Judge, Timothy A. and Charlice Hurst. "How the Rich (and Happy) Get Richer (and Happier): Relationship of Core Self-Evaluations to Trajectories in Attaining Work Success." Journal of Applied Psychology 93,4 (July 2008): 849-863.

5.	Judge, Timothy A. Klinger, Ryan L. Simon, Lauren S.
5.	Time is on My Side: Time, General Mental Ability, Human Capital, and Extrinsic Career Success Journal of Applied Psychology 95,1 (January 2010): 92-107. Also: http://psycnet.apa.org/journals/apl/95/1/92/ Cohort(s): NLSY79 Publisher: American Psychological Association (APA) Keyword(s): Cognitive Ability; Human Capital; Income; Life Course; Occupational Prestige The present study linked general mental ability (GMA) to extrinsic career success using a multilevel framework that included time and 3 possible time-based mediators of the GMA–career success relationship. Results, based on a large national sample, revealed that over a 28-year period, GMA affected growth in 2 indicators of extrinsic career success (income and occupational prestige), such that the careers of high-GMA individuals ascended more steeply over time than those of low-GMA individuals. Part of the reason high-GMA individuals had steeper growth in extrinsic success over time was because they attained more education, completed more job training, and gravitated toward more complex jobs. GMA also moderated the degree to which within-individual variation in the mediating variables affected within-individual variation in extrinsic career success over time: Education, training, and job complexity were much more likely to translate into career success for more intelligent individuals. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
	Bibliography Citation Judge, Timothy A., Ryan L. Klinger and Lauren S. Simon. "Time is on My Side: Time, General Mental Ability, Human Capital, and Extrinsic Career Success." Journal of Applied Psychology 95,1 (January 2010): 92-107.

6.	Judge, Timothy A. Livingston, Beth A.
6.	Is the Gap More Than Gender? A Longitudinal Analysis of Gender, Gender Role Orientation, and Earnings Journal of Applied Psychology 93,5 (September 2008): 994–1012. Also: http://psycnet.apa.org/journals/apl/93/5/994/ Cohort(s): NLSY79 Publisher: American Psychological Association (APA) Keyword(s): Earnings; Economics of Gender; Gender Differences; Men's Studies; Occupational Segregation; Wage Gap; Women's Roles; Women's Studies This study investigated the relationships among gender, gender role orientation (i.e., attitudes toward the gendered separation of roles at work and at home), and earnings. A multilevel model was conceptualized in which gender role orientation and earnings were within-individual variables that fluctuate over time (although predictors of between-individual differences in gender role orientation were also considered). Results indicated that whereas traditional gender role orientation was positively related to earnings, gender significantly predicted the slope of this relationship: Traditional gender role orientation was strongly positively associated with earnings for men; it was slightly negatively associated with earnings for women. Occupational segregation partly explained these gender differences. Overall, the results suggest that although gender role attitudes are becoming less traditional for men and for women, traditional gender role orientation continues to exacerbate the gender wage gap.
	Bibliography Citation Judge, Timothy A. and Beth A. Livingston. "Is the Gap More Than Gender? A Longitudinal Analysis of Gender, Gender Role Orientation, and Earnings." Journal of Applied Psychology 93,5 (September 2008): 994–1012. A.

7.	Judge, Timothy A. Watanabe, Shinichiro
7.	A Test of Ghiselli's "Hobo Syndrome" Working Paper 92-38, Center for Advanced Human Resource Studies, School of Industrial and Labor Relations, Cornell University, 1992. Also: http://econpapers.repec.org/paper/fthcorirl/92-38.htm Cohort(s): NLSY79 Publisher: Center for Advanced Human Resource Studies, Cornell University Keyword(s): Census of Population; Event History; Job Tenure; Job Turnover; Modeling, Hazard/Event History/Survival/Duration; Work History Ghiselli (1974) observed that some workers possess internal impulses to migrate from one job to another irrespective of better alternatives or other apparently rational motives. Ghiselli labeled this tendency the "hobo syndrome." The present study tested the validity of the hobo syndrome using a national longitudinal sample of young workers. Results of event history analyses indicated support for the hypothesis that turnover depends on the number of times an individual has left his or her job in the past. Implications of the results are discussed.
	Bibliography Citation Judge, Timothy A. and Shinichiro Watanabe. "A Test of Ghiselli's "Hobo Syndrome"." Working Paper 92-38, Center for Advanced Human Resource Studies, School of Industrial and Labor Relations, Cornell University, 1992.

8.	Judge, Timothy A. Watanabe, Shinichiro
8.	Is the Past Prologue?: A Test of Ghiselli's Hobo Syndrome Journal of Management 21,2 (April1995): 211-229. Also: http://jom.sagepub.com/cgi/content/abstract/21/2/211 Cohort(s): NLSY79 Publisher: Sage Publications Keyword(s): Census of Population; Event History; Job Turnover; Modeling, Hazard/Event History/Survival/Duration; Work History Permission to reprint the abstract has not been received from the publisher. Ghiselli (1974 observed that some workers possess internal impulses to migrate from one job to another, irrespective of better alternatives or other apparently rational motives. Ghiselli labeled this tendency the "hobo syndrome." The present study tested the validity of the hobo syndrome using a national longitudinal sample of young workers. Results of event history analyses indicated support for the hypothesis that turnover depends on the number of times an individual has left his or her job in the past. The meaning and implications of the results in light of recent dispositional research are discussed.
	Bibliography Citation Judge, Timothy A. and Shinichiro Watanabe. "Is the Past Prologue?: A Test of Ghiselli's Hobo Syndrome." Journal of Management 21,2 (April1995): 211-229.

9.	Kammeyer-Mueller, John D. Judge, Timothy A. Piccolo, Ronald F.
9.	Self-Esteem and Extrinsic Career Success: Test of a Dynamic Model Applied Psychology: An International Review 57,2 (April 2008): 204–224. Also: http://onlinelibrary.wiley.com/doi/10.1111/j.1464-0597.2007.00300.x/abstract Cohort(s): NLSY79 Publisher: American Psychological Association (APA) Keyword(s): Career Patterns; Occupational Prestige; Rosenberg Self-Esteem Scale (RSES) (see Self-Esteem); Self-Esteem; Self-Perception It has been proposed that one's self-esteem is both a cause and a consequence of one's extrinsic career success, but empirical research examining the direction of these effects is lacking. We tested a model which examines the relationships among self-esteem, education, occupational prestige, and income over a span of seven years during early careers. We use social identity theory to propose that self-esteem will be affected by extrinsic career success, and self-consistency theory to propose that extrinsic career success will be affected by self-esteem. Our results, based on a cross-lagged regression design, suggest that self-esteem increases occupational prestige (β=.22), and income (β=.22), but career outcomes did not alter self-esteem. Implications of these results for the study of self-esteem and careers are explored. Que l'estime de soi d'une personne soit à la fois une cause et une conséquence de son succès externe en termes de carrière est établi, mais les recherches empiriques examinant la direction de ces effets manquent. Nous testons un modèle examinant les relations entre l'estime de soi, l'éducation, le prestige professionnel et le revenu sur une durée de 7 ans à partir du début de carrière. Nous nous référons à la théorie de l'identité sociale pour montrer que l'estime de soi est affectée par un succès externe intervenant dans la carrière, et la théorie de consistance de soi pour montrer que ce succès externe est affecté par l'estime de soi. Nos résultats, basés sur une analyse de régression croisée, montrent que l'estime de soi accroît le prestige professionnel (b = .22) et les revenus (b = .22), mais les résultats relatifs à la carrière n'affectent pas l'estime de soi. Les implications de ces résultats pour l'étude de l'estime de soi et de la carrière sont explorées.
	Bibliography Citation Kammeyer-Mueller, John D., Timothy A. Judge and Ronald F. Piccolo. "Self-Esteem and Extrinsic Career Success: Test of a Dynamic Model." Applied Psychology: An International Review 57,2 (April 2008): 204–224. A.

10.	Park, Hee Man Judge, Timothy A. Lee, Hun Whee Chung, Seunghoo Zhan, Yuhan
10.	When Conscientiousness Differentially Pays Off: The Role of Incongruence Between Conscientiousness and Black Stereotypes in Pay Inequality Park, H. M., Judge, T. A., Lee, H. W., Chung, S., & Zhan, Y. (2023). When conscientiousness differentially pays off: The role of incongruence between conscientiousness and black stereotypes in pay inequality. Personnel Psychology, 00, 1– 28. Advance online publication. Also: https://doi.org/10.1111/peps.12604 Cohort(s): NLSY97 Publisher: Personnel Psychology Keyword(s): Occupational Information Network (ONET); Occupations; Personality/Big Five Factor Model or Traits; Racial Equality/Inequality; Wage Gap Permission to reprint the abstract has not been received from the publisher. In this research, we argue that conscientiousness can be a key factor in accounting for the racial pay gap among Black and White workers. Drawing from shifting standard and status characteristics theories and the literature on occupations, we propose that conscientiousness yields differential rewards for Blacks and Whites because of the incongruence between stereotypes about Black workers and conscientiousness. We further suggest the occupational value of status as an occupational-level boundary condition that affects the relationships between conscientiousness, race, and pay. We first tested our model with a large national panel dataset, the National Longitudinal Survey of Youth 97 (NLSY97), and occupational characteristics scores in the Occupational Information Network (ONET), finding that the positive effects of conscientiousness on pay were greater for Whites compared to Blacks and that such pay inequality is more pronounced in occupations with high-status values than in those with low-status values. A follow-up experimental study that recruited 202 managers working in the U.S. produced similar results, suggesting that our findings were not attributable to the levels of job performance. Thus, our research demonstrates the role of conscientiousness in generating pay differentials based on race and sheds light on the importance of considering a discrete occupational context that contributes to organizational inequality.
	Bibliography Citation Park, Hee Man, Timothy A. Judge, Hun Whee Lee, Seunghoo Chung and Yuhan Zhan. "When Conscientiousness Differentially Pays Off: The Role of Incongruence Between Conscientiousness and Black Stereotypes in Pay Inequality." Park, H. M., Judge, T. A., Lee, H. W., Chung, S., & Zhan, Y. (2023). When conscientiousness differentially pays off: The role of incongruence between conscientiousness and black stereotypes in pay inequality. Personnel Psychology, 00, 1– 28. Advance online publication. A.

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