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Source: Applied Psychology

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1.	Dooley, David Prause, JoAnn
1.	Effect of Students' Self-Esteem on Later Employment Status: Interactions of Self-Esteem with Gender and Race Applied Psychology: An International Review 46,2 (April 1997): 175-198. Also: http://onlinelibrary.wiley.com/doi/10.1111/j.1464-0597.1997.tb01223.x/abstract Cohort(s): NLSY79 Publisher: American Psychological Association (APA) Keyword(s): Employment; Ethnic Differences; High School; Racial Differences; Self-Esteem; Sexual Activity; Unemployment Used panel data from the National Longitudinal Survey of Youth to test whether prior psychological status would predict later workforce outcomes in non-college-bound young people. Self-esteem measured in 1980, while respondents were still in high school, was used to predict employment status in 1987 (N=3,055) and proportion of time spent unemployed in the years between leaving school and 1987 (N=1,905). Results show that high school students with lower self-esteem were more likely to be unemployed but that this relationship was stronger for males than females and for Whites than for Blacks. These findings were interpreted in terms of self-esteem as a psychological asset in securing and holding employment. The gender and race differences in the value of this asset were considered in terms of social repression (sexism and racism) and in terms of different sources and meanings of self-esteem across gender and racial groups. (PsycINFO Database Copyright 1997 American Psychological Assn, all rights reserved.)
	Bibliography Citation Dooley, David and JoAnn Prause. "Effect of Students' Self-Esteem on Later Employment Status: Interactions of Self-Esteem with Gender and Race." Applied Psychology: An International Review 46,2 (April 1997): 175-198.

2.	Ganzach, Yoav Pazy, Asya
2.	Cognitive versus Non-Cognitive Individual Differences and the Dynamics of Career Success Applied Psychology 64,4 (October 2015): 701-726. Also: http://onlinelibrary.wiley.com/doi/10.1111/apps.12038/abstract Cohort(s): NLSY79 Publisher: Wiley Online Keyword(s): Armed Forces Qualifications Test (AFQT); CESD (Depression Scale); Cognitive Ability; Intelligence; Noncognitive Skills; Occupational Status; Personality/Big Five Factor Model or Traits; Rosenberg Self-Esteem Scale (RSES) (see Self-Esteem); Rotter Scale (see Locus of Control); Wages Permission to reprint the abstract has not been received from the publisher. We examine the effects of cognitive and non-cognitive individual differences on the dynamics of career success (i.e. pay, occupational status) by comparing temporal changes in the validities of two measures of personality--Core Self Evaluations and the Big Five personality dimensions--to temporal changes in the validities of two standard intelligence tests. The main finding of two studies based on large representative samples is that the validity of intelligence clearly increases over time, whereas the validity of personality tends to be stable, indicating that intelligence, but not personality, drives career success. ©2014 International Association of Applied Psychology
	Bibliography Citation Ganzach, Yoav and Asya Pazy. "Cognitive versus Non-Cognitive Individual Differences and the Dynamics of Career Success." Applied Psychology 64,4 (October 2015): 701-726.

3.	Kammeyer-Mueller, John D. Judge, Timothy A. Piccolo, Ronald F.
3.	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.

4.	Prause, JoAnn Dooley, David
4.	Favourable Employment Status Change and Psychological Depression: A Two-Year Follow-Up Analysis of the National Longitudinal Survey of Youth Applied Psychology: An International Review 50,2 (April 2001): 282-304. Also: http://onlinelibrary.wiley.com/doi/10.1111/1464-0597.00059/abstract Cohort(s): NLSY79 Publisher: American Psychological Association (APA) Keyword(s): Depression (see also CESD); Employment; Gender; Gender Differences; Psychological Effects; Underemployment; Unemployment; Well-Being This study examines the relationship between favourable employment change and well-being. Using the National Longitudinal Survey of Youth, respondents who were inadequately employed (i.e. unemployed or underemployed, N = 1,160) in 1992 were followed up in 1994. Results suggest that among the unemployed in 1992 (time-1), higher depression at time-1 was significantly associated with decreased odds of both adequate employment and underemployment relative to unemployment at time-2 (1994). Among the underemployed at time-1, gender moderated the relationship between time-1 depression and employment at time-2. The odds of employment (both adequate and underemployment) were higher for males than females at lower levels of depression, but this gender advantage fell as depression increased. Additional analyses revealed that any employment at time-2 relative to unemployment was significantly associated with lower depression in 1994 when controlling for time-1 depression and other important background variables. Neither time-1 status (unemployment versus underemployment) nor type of time-2 employment (adequate versus underemployment) were significantly associated with later depression.
	Bibliography Citation Prause, JoAnn and David Dooley. "Favourable Employment Status Change and Psychological Depression: A Two-Year Follow-Up Analysis of the National Longitudinal Survey of Youth." Applied Psychology: An International Review 50,2 (April 2001): 282-304.

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