@article{BrandtBeckerTetzneretal.2018, author = {Brandt, Naemi D. and Becker, Michael and Tetzner, Julia and Brunner, Martin and Kuhl, Poldi and Maaz, Kai}, title = {Personality across the lifespan exploring measurement invariance of a short Big Five Inventory from ages 11 to 84}, series = {European journal of psychological assessment}, volume = {36}, journal = {European journal of psychological assessment}, number = {1}, publisher = {Hogrefe}, address = {G{\"o}ttingen}, issn = {1015-5759}, doi = {10.1027/1015-5759/a000490}, pages = {162 -- 173}, year = {2018}, abstract = {Personality is a relevant predictor for important life outcomes across the entire lifespan. Although previous studies have suggested the comparability of the measurement of the Big Five personality traits across adulthood, the generalizability to childhood is largely unknown. The present study investigated the structure of the Big Five personality traits assessed with the Big Five Inventory-SOEP Version (BFI-S; SOEP = Socio-Economic Panel) across a broad age range spanning 11-84 years. We used two samples of N = 1,090 children (52\% female, M-age = 11.87) and N = 18,789 adults (53\% female, M-age = 51.09), estimating a multigroup CFA analysis across four age groups (late childhood: 11-14 years; early adulthood: 17-30 years; middle adulthood: 31-60 years; late adulthood: 61-84 years). Our results indicated the comparability of the personality trait metric in terms of general factor structure, loading patterns, and the majority of intercepts across all age groups. Therefore, the findings suggest both a reliable assessment of the Big Five personality traits with the BFI-S even in late childhood and a vastly comparable metric across age groups.}, language = {en} } @phdthesis{Obst2022, author = {Obst, Cosima}, title = {Essays in labor economics}, doi = {10.25932/publishup-56379}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-563794}, school = {Universit{\"a}t Potsdam}, pages = {272}, year = {2022}, abstract = {This thesis offers insights into the process of workers decisions to invest into work-related training. Specifically, the role of personality traits and attitudes is analysed. The aim is to understand whether such traits contribute to an under-investment into training. Importantly, general and specific training are distinguished, where the worker's productivity increases in many firms in the former and only in the current firm in the latter case. Additionally, this thesis contributes to the evaluation of the German minimum wage introduction in 2015, identifying causal effects on wages and working hours. Chapters two to four focus on the work-related training decision. First, individuals with an internal locus of control see a direct link between their own actions and their labor market success, while external individuals connect their outcomes to fate, luck, and other people. Consequently, it can be expected that internal individuals expect higher returns to training and are, thus, more willing to participate. The results reflect this hypothesis with internal individuals being more likely to participate in general (but not specific) training. Second, training can be viewed either as a risky investment or as an insurance against negative labor income shocks. In both cases, risk attitudes are expected to play a role in the decision process. The data point towards risk seeking individuals being more likely to participate in general (but not specific) training, and thus, training being viewed on average as a risky investment. Third, job satisfaction influences behavioral decisions in the job context, where dissatisfied workers may react by neglecting their duties, improving the situation or quitting the job. In the first case, dissatisfied workers are expected to invest less in training, while the latter two reactions could lead to higher participation rates amongst dissatisfied workers. The results suggest that on average dissatisfied workers are less likely to invest into training than satisfied workers. However, closer inspections of quit intentions and different sources of dissatisfaction paint less clear pictures, pointing towards the complexity of the job satisfaction construct. Chapters five and six evaluate the introduction of the minimum wage in Germany in 2015. First, in 2015 an increase in the growth of hourly wages can be identified as a causal effect of the minimum wage introduction. However, at the same time, a reduction in the weekly working hours results in an overall unchanged growth in monthly earnings. When considering the effects in 2016, the decrease in weekly working hours disappears, resulting in a significant increase in the growth of monthly earnings due to the minimum wage. Importantly, the analysis suggests that the increase in hourly wages was not sufficient to ensure all workers receiving the minimum wage. This points to non-compliance being an issue in the first years after the minimum wage introduction.}, language = {en} } @article{Orland2016, author = {Orland, Andreas}, title = {Personality traits and the perception of macroeconomic indicators}, series = {Bulletin of Economic Research}, volume = {69}, journal = {Bulletin of Economic Research}, number = {4}, publisher = {Wiley}, address = {Hoboken}, issn = {0307-3378}, doi = {10.1111/boer.12110}, pages = {E150 -- E172}, year = {2016}, abstract = {I examine the determinants of both perceived inflation and unemployment in one single survey and include Big Five traits in the analysis. This is the first survey on this topic in Germany. My sample consists of 1771 students from different fields and levels. Using PhD students' estimates as a reference, I create categories for underestimation and overestimation of both variables. Multinomial logit regressions show that females overestimate both variables. Education and news consumption reduce misestimation. A higher level of Neuroticism is related with a higher probability to overestimate unemployment. Overstating (understating) one indicator is associated with overstating (understating) the other.}, language = {en} }