Does Having a Dysfunctional Personality Hurt Your Career? Axis II Personality Disorders and Labor Market Outcomes

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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


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.

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    • "In fact, Karpman posited that only primary psychopathy should be considered ''true'' psychopathy. Furthermore, due to their impulsivity-related problems it is unlikely that secondary psychopaths can be successful workers (if they enter the work force; Ettner et al. 2011). Thus, for the present study, we use primary psychopathy as a predictor. "
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    ABSTRACT: Careerism refers to an individual’s propensity to achieve their personal and career goals through nonperformance-based activities (Feldman, The Indus Org Psychol 39–44, 1985). We investigated the role of several dispositional predictors of careerism, including Five-factor model (FFM) personality traits, primary psychopathy, and exchange ideology. Based on data from 131 respondents, as expected, we observed that emotional stability was negatively correlated with careerism. Primary psychopathy and exchange ideology explained additional variance in careerism after accounting for FFM traits. Relative importance analyses indicated that psychopathy (relative weight percentage of explained variance = 42.1 %) and exchange ideology (relative weight percentage = 44.1 %) were equally important in predicting careerism. We highlight the need for future research efforts investigating the combined effects of contextual factors—particularly, human resource practices—and individual differences to understand careerism in the workplace.
    Journal of Business Ethics 12/2013; 118(3). DOI:10.1007/s10551-012-1599-5 · 1.33 Impact Factor
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    • "Finally, they can become irritated when others take their work less seriously than they do (Larsen & Buss, 2005). Ettner and colleagues (2011) found individuals with obsessivecompulsive PD to have a higher risk for encountering trouble with a boss or coworker. It is still not clear, however, how and to what extent these results generalize to more subclinical emergences of obsessive-compulsive characteristics. "
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    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). DOI:10.1111/peps.12016 · 2.93 Impact Factor
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    ABSTRACT: We study the relationship between early life health and adult earnings using a unique dataset that covers almost the entire population of Swedish males born between 1950 and 1970. The health information is obtained from medical examinations during the mandatory military enlistment tests at age 18, which we have further linked to register data on adult earnings. We find that most types of major diagnoses have long-run effects on future earnings with the largest effects resulting from mental conditions. Including sibling fixed effects or twin-pair fixed effects reduces the magnitudes of the estimates, although remaining substantial.
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