Core self-evaluations and salary attainment: the moderating role of the developmental network

Jamie Y H CHEUNG*, Neil C. Herndon, Thomas W. Dougherty

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

12 Citations (Scopus)

Abstract

Core self-evaluation (CSE) has been shown to be robust as a predictor of employees' salary attainment. Although the developmental network is suggested to have a positive impact on salary, do all high-CSE individuals benefit from their developmental networks similarly? We incorporate both personality research and developmental network research to explore this question in two studies. In Study 1, we investigated whether developmental network size moderates the positive CSE–salary relationship. In Study 2, we explored whether the organizational status and the strength of ties of one's developers moderate the positive CSE–salary relationship. Results indicated that high-CSE individuals with developmental networks characterized by fewer developers and by strong ties reported higher salaries than others. Overall, our findings demonstrate that the positive CSE–salary link may vary depending on the structural characteristics of the developmental network.

Original languageEnglish
Pages (from-to)67-87
Number of pages21
JournalInternational Journal of Human Resource Management
Volume27
Issue number1
DOIs
Publication statusPublished - 2 Jan 2016

Scopus Subject Areas

  • Strategy and Management
  • Organizational Behavior and Human Resource Management
  • Management of Technology and Innovation

User-Defined Keywords

  • core self-evaluations
  • developmental network
  • network structure
  • salary
  • structural characteristics

Fingerprint

Dive into the research topics of 'Core self-evaluations and salary attainment: the moderating role of the developmental network'. Together they form a unique fingerprint.

Cite this