Article

DOES HAVING A DYSFUNCTIONAL PERSONALITY HURT YOUR CAREER? AXIS II PERSONALITY DISORDERS AND LABOR MARKET OUTCOMES.

Professor, Departments of Medicine and Health Services, University of California Los Angeles. 911 Broxton Plaza, Room 106, Box 951736, Los Angeles, California, 90095-1736 USA. .
Industrial Relations A Journal of Economy and Society (Impact Factor: 1.48). 01/2011; 50(1):149-173. DOI: 10.1111/j.1468-232X.2010.00629.x
Source: PubMed

ABSTRACT Despite recent interest in how psychiatric disorders affect work outcomes, little is known about the role of personality disorders (PDs), which are poorly understood yet prevalent (15%) and impairing. We used nationally representative data for 12,457 men and 16,061 women to examine associations of PDs with any employment, full-time employment, chronic unemployment, being fired or laid off, and having trouble with a boss or co-worker. Antisocial, paranoid, and obsessive-compulsive PDs demonstrated the broadest patterns of associations with adverse outcomes. Findings suggest that PDs may have implications for the productivity of co-workers as well as that of the disordered employees themselves.

0 Bookmarks
 · 
111 Views
  • [Show abstract] [Hide abstract]
    ABSTRACT: Whereas a large literature has shown the importance of early life health for adult socioeconomic outcomes, there is little evidence on the importance of adolescent health. We contribute to the literature by studying the impact of adolescent health status on adult labor market outcomes using a unique and large-scale dataset covering almost the entire population of Swedish males. We show that most types of major conditions have long-run effects on future outcomes, and that the strongest effects result from mental conditions. Including sibling fixed effects or twin pair fixed effects reduces the magnitudes of the estimates, but they remain substantial.
    Journal of Health Economics 05/2014; 37C:25-40. · 2.25 Impact Factor
  • [Show abstract] [Hide abstract]
    ABSTRACT: Personality disorders (PDs) are psychiatric conditions that manifest early in life from a mixture of genetics and environment, are highly persistent, and lead to substantial dysfunction for the affected individual and those with whom s/he interacts. In this study we offer new information on the associations between PDs and alcohol use/misuse. Specifically, we consider all 10 PDs recognized by the American Psychiatric Association; carefully address important sources of bias in our regression models; and study heterogeneity across PDs, drinking pattern, and gender. To investigate the relationships between PDs and alcohol consumption we analyze data from the 2004/2005 National Epidemiological Survey of Alcohol and Related Conditions (N = 34,653). We construct measures of any drinking, drinking quantity, and patterns of misuse that could lead to significant social costs including drinking to intoxication, driving after drinking, drinking during the day, and alcohol abuse/dependence. Results show that persons with PDs are significantly more likely to use and misuse alcohol, although associations vary across gender. Moreover, antisocial, borderline, histrionic, and narcissistic PDs display the strongest links with alcohol use and misuse, and the relationships are strongest among the heaviest drinkers. These findings have important public health implications and underscore the potential social costs associated with mental health conditions.
    Social Science [?] Medicine 09/2014; 120C:286-300. · 2.56 Impact Factor
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: This study proposes and tests an alternative methodology to conceptualize and assess aberrant personality tendencies at work beyond the dark triad. A sample of college alumni (N= 247) were administered the NEO PI‐R prior to entering the labor market and 15 years later when their professional careers had unfolded. Drawing on the dimensional perspective on personality functioning, 6 five‐factor model (FFM) aberrant compounds were computed as indicators of aberrant personality tendencies. As expected, FFM aberrant personality tendencies were highly stable across time, with test–retest correlations ranging from .61 (Narcissistic) to .73 (avoidant). With regard to predictive validity, borderline, schizotypal, and avoidant tendencies were negatively associated with extrinsic and intrinsic career outcomes. The obsessive‐compulsive tendency was largely unrelated to career outcomes, whereas individuals with antisocial and narcissistic characteristics tended toward higher hierarchical and financial attainment. In addition, relative importance analyses indicated that (a) FFM aberrant personality tendencies showed incremental validity in the prediction of career outcomes beyond FFM general traits, and that (b) both FFM general and FFM aberrant personality tendencies are important predictors when considered jointly. It is concluded that FFM aberrant personality tendencies suggest interesting avenues for personnel psychologists to form new linear combinations of FFM facets, complementing FFM general domains.
    Personnel Psychology 03/2013; 66(1). · 2.93 Impact Factor

Preview

Download
2 Downloads
Available from