They say nice guys finish last. Now, scientists have confirmed there is truth in the old adage – at least when it comes to salaries.
他們說(shuō)好人總是排到最后?，F(xiàn)在，科學(xué)家已證實(shí)老話中存真理—--至少在談及薪資時(shí)是這樣的。

A study claims friendly staff receive lower wages than their less agreeable colleagues. Despite working just as hard, they are often reluctant to push for pay rises, too focused on team work and overly concerned about being liked.
有研究稱，友好待人的員工比那些不太討人喜歡的同事收入更低。雖然他們工作認(rèn)真，但從不主動(dòng)要求加薪，他們過(guò)分注重團(tuán)隊(duì)合作，一心只想討別人喜歡。

Researchers at the University of Sheffield made the discovery while looking at the impact of personality traits on workers' productivity and pay.
謝菲爾德大學(xué)的研究人員通過(guò)對(duì)個(gè)人品質(zhì)對(duì)生產(chǎn)能力和薪酬的影響分析后得出上述結(jié)論。

Their study found: 'More agreeable workers tend to earn less in the actual labor market, but their productivity is similar when measured in the laboratory setting.'
他們研究發(fā)現(xiàn)：‘更受歡迎的員工在目前的勞動(dòng)市場(chǎng)上賺的錢往往更少，盡管在實(shí)驗(yàn)環(huán)境下對(duì)所衡量的工作效率是幾近相同的。’

They defined agreeableness as being compliant, modest, trustworthy and sympathetic.
他們對(duì)受歡迎的員工的定義是，順從，謙虛，值得信賴且有同情心。

The study found women were most likely to show agreeable personality traits, perhaps one reason for the gender pay gap.
研究發(fā)現(xiàn)女人最有可能展現(xiàn)出受人歡迎的個(gè)人品質(zhì)，這可能是導(dǎo)致性別收入差距的一個(gè)原因。

Being agreeable made workers more successful in team work, but had three negative effects on their performance.
受人歡迎的員工在團(tuán)隊(duì)合作中更容易取得成功，但對(duì)于他們的個(gè)人表現(xiàn)卻有三個(gè)不利影響。

'First, helping others may reduce individual productivity,' the study found. 'Secondly, agreeable people may be less effective when bargaining their wage. Finally, agreeable individuals may enter less stable, lower paid occupations.'
研究發(fā)現(xiàn)，‘首先，幫助其他人可能會(huì)降低個(gè)人的工作效率，其次，受人歡迎的員工在要求提工資時(shí)可能無(wú)法取得實(shí)質(zhì)進(jìn)展。再來(lái)，受人歡迎的員工可能會(huì)進(jìn)入不太穩(wěn)定、工資較低的崗位。’

The study was presented at the Royal Economic Society's 2015 annual conference in Manchester yesterday by Ana Nuevo-Chiquero, of The University of Sheffield, who conducted the research alongside Australian and Spanish academics.
謝爾菲德大學(xué)的Ana Nuevo-Chiquero在曼切斯特舉行的2015英國(guó)皇家經(jīng)濟(jì)學(xué)會(huì)年會(huì)上宣讀了該研究成果，這是她與澳大利亞和西班牙的學(xué)者共同研究的成果。

They analyzed the personalities and productivity levels of students at the University of New South Wales in laboratory conditions, and analyzed a host of academic reports on personality and wages.
他們分析了新南威爾士州大學(xué)學(xué)生們?cè)趯?shí)驗(yàn)室條件下的個(gè)人品質(zhì)和工作水平，也分析了大量關(guān)于個(gè)人品質(zhì)和薪酬的學(xué)術(shù)報(bào)告。

It found that, while conscientious and emotionally stable workers earn more money, being too open could harm your career.
研究發(fā)現(xiàn)，盡管工作認(rèn)真、情緒穩(wěn)定的員工掙錢更多，但如果太直率可能會(huì)危及其職業(yè)。

While openness with colleagues indicated an artistic, curious and imaginative worker, it could make them less likely to obey the rules, which could cause problems at a formal workplace.
盡管對(duì)同事坦率可表明此人是一名心地美好的，有好奇心和想象力的員工，但這會(huì)使得他們不太可能去遵守規(guī)則，導(dǎo)致他們?cè)谡降墓ぷ鲌?chǎng)合上惹麻煩。

Neuroticism, which researchers linked to mood swings and unpredictability, also impacted performance as these workers often lacked self-confidence and were insecure.
研究人員把神經(jīng)質(zhì)與情緒波動(dòng)和不可預(yù)測(cè)性聯(lián)系在一起，神經(jīng)質(zhì)也會(huì)影響工作表現(xiàn)，因?yàn)檫@樣的員工通常缺乏自信和安全感。