Your self-worth is the number one concern of many employers when it comes to hiring, according to a study that has been hailed as a major step forward in the field of career psychology.
It found that while nearly half of employers have found that a high level of self-confidence was a plus in terms of a job applicant’s job performance, the figure is not as high as it used to be.
Self-esteem is the ability to feel that you are in control of your life, according the study, which was carried out by the University of Exeter and published on Tuesday in the Journal of Applied Psychology.
It is also linked to a higher level of satisfaction with life.
“Self-worth in the workplace is a critical dimension of job performance and satisfaction,” said Professor Stephen Witherspoon, from the university’s School of Psychology.
“We believe that self-concept and self-efficacy are key indicators of job success, and it is our view that a greater level of these attributes will help companies attract and retain the best and brightest people.”
A key question for employers is whether self-image is linked to their overall job performance.
“What we have found is that employers are interested in a job candidate’s self-reported levels of self esteem,” said Dr Witherscott.
It may seem counter-intuitive, but the researchers found that people with higher self-acceptance scores were more likely to be hired by employers.
It may be that those with a high self-perception score have the ability and desire to lead their employers in a positive way, they said.
For their study, the researchers used data from a survey of more than 8,000 people employed in public, private and public sector roles across the United Kingdom.
They asked about their self-regard scores, their attitudes to self-identity, and their level of support from colleagues and managers.
The survey was completed between February and May this year, and included a wide range of questions.
For example, people who had high self esteem scores were significantly more likely than those with low self-evaluation scores to report having confidence in their ability to handle stressful situations, and to believe that their colleagues will support them in their work.
They were also significantly more satisfied with their career, with an average of 5.2 per cent higher on a 10-point scale than those who scored less.
While this is an encouraging sign for those who believe that the skills that employers seek from their candidates will pay off in the long-term, the study did not find evidence of any negative effects from self-respect on job performance or satisfaction.
However, there is evidence that people who report high levels of confidence may be more inclined to work harder to achieve their goals.
For instance, those who rated themselves as highly self-disciplined reported higher levels of commitment and were more satisfied, the survey found.
A high level self- esteem score also correlated with a higher self esteem score among people in the middle of the range of self acceptance scores.
It also correlated positively with job satisfaction, according a second study that the researchers published in the journal Psychology of Women Quarterly.
Dr Withers said he was delighted that employers were taking the survey to help them understand how they can best engage with their candidates.
He said: “We know that having a high sense of self is associated with being able to manage stressful situations well, so having a very high selfesteem score is one of the key factors in people having a successful career.”
It is a very good predictor of people being able and willing to put in long hours and to work hard.
“However the authors of the second study cautioned that it was important to remember that these were just self-reports.
And while self-report measures are not a reliable indicator of the true levels of someone’s self esteem and are not an accurate measure of the extent to which an individual will take on stressful situations in their career or in their personal life, they do have the potential to be useful when it came to hiring managers and supervisors.
In the future, the authors suggest that employers might look at how their employees score on a scale of five-star, one-star and zero-star.
They also suggest that they consider how their managers may use self-completion and self esteem to judge whether an individual is competent to be a leader.
This could include asking for feedback on how their staff are using their self esteem as a measure of competence and the effectiveness of the strategies they are using to improve their own performance, as well as how their leadership style is influenced by the level of the self-rating they have.”
In the long term, we would like to see employers look at ways to use self esteem measures as part of the recruitment process,” said Prof Witherson. “It