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Source: Personnel Psychology
Resulting in 3 citations.
1. Feng, Jie
Allen, David G.
Seibert, Scott E.
Once an Entrepreneur, Always an Entrepreneur? Entrepreneurial Identity, Job Characteristics, and Voluntary Turnover of Former Entrepreneurs in Paid Employment
Personnel Psychology published online (29 April 2021): DOI: 10.1111/peps.12455.
Also: https://onlinelibrary.wiley.com/doi/10.1111/peps.12455
Cohort(s): NLSY79
Publisher: Personnel Psychology
Keyword(s): Entrepreneurship; Job Characteristics; Job Turnover; Occupational Information Network (O*NET)

Permission to reprint the abstract has not been received from the publisher.

We focus on former entrepreneurs' employment in established firms. Understanding the retention of former entrepreneurs--those who were previously founders of business ventures--is important to firms hoping to reap the benefits of their entrepreneurial experience. We compare the duration of their retention to other employees without entrepreneurial experience and propose a theoretical model in which entrepreneurial identity and job characteristics play a central role. The time‐dependent risk of voluntary turnover was estimated using survival analysis. Results from a primary survey collected from multiple firms in 2015-2018 (Study 1) reveal that former entrepreneurs quit sooner than others, and this effect was mediated by entrepreneurial identity. A second study using the NLSY79 and Net longitudinal dataset (Study 2) again supports this mediated relationship and further shows that the indirect effect through entrepreneurial identity was moderated such that employees with entrepreneurial identity stayed longer in jobs with favorable characteristics (i.e., high levels of work autonomy and more entrepreneurial opportunities) than other jobs. In Study 2, we were able to observe individuals' careers over decades to capture the patterns of individual mobility--the back‐and‐forth exploration between businesses owned by self and others. The supplementary analysis provides additional evidence regarding turnover destinations. The findings offer implications for firms endeavoring to retain entrepreneurial talent and individuals pursuing a career that may involve both paid employment and entrepreneurship.
Bibliography Citation
Feng, Jie, David G. Allen and Scott E. Seibert. "Once an Entrepreneur, Always an Entrepreneur? Entrepreneurial Identity, Job Characteristics, and Voluntary Turnover of Former Entrepreneurs in Paid Employment." Personnel Psychology published online (29 April 2021): DOI: 10.1111/peps.12455.
2. Park, Hee Man
Judge, Timothy A.
Lee, Hun Whee
Chung, Seunghoo
Zhan, Yuhan
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 (O*NET); 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 (O*NET), 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.
3. Wilk, Steffanie Louise
Sackett, Paul R.
Longitudinal Analysis of Ability-Job Complexity Fit and Job Change
Personnel Psychology 49,4 (Winter 1996): 937-967
Cohort(s): NLSY79
Publisher: Personnel Psychology
Keyword(s): Career Patterns; High School; Job Patterns; Job Skills; Job Turnover; Mobility, Job; Mobility, Occupational; Skills; Vocational Guidance

Permission to reprint the abstract has not been received from the publisher.

Examined job mobility as a function of congruence between individuals' abilities and their job's complexity, using various analytical techniques. Data were collected from 15,859 12th graders from the National Longitudinal Study of the Class of 1972 and 10,756 participants (aged 15-22 yrs) from the National Longitudinal Survey of Labor Market Experience-Youth Cohort. As expected, educational attainment was positively related to a change in job complexity. Also, individuals who worked in full-time jobs were more likely to have a positive change in job complexity over time. There was support for the central proposition that direction of mismatch between ability and job complexity impacts the direction of change in job complexity. The implication of these results for employers, vocational counselors, and applicants is to attempt to gather as much information as possible to make the best possible match early on the in the job search process. (PsycINFO Database Copyright 1997 American Psychological Assn, all rights reserved)
Bibliography Citation
Wilk, Steffanie Louise and Paul R. Sackett. "Longitudinal Analysis of Ability-Job Complexity Fit and Job Change." Personnel Psychology 49,4 (Winter 1996): 937-967.