legitimate interests of the organization or its members. In addition, research has demonstrated that agreeableness is negatively related to salary. Those high in agreeableness make less, on average, than those low in the same trait. Neuroticism is also negatively related to salary while conscientiousness and extraversion are positive predictors of salary. Occupational self-efficacy has also been shown to be positively correlated with conscientiousness and negatively correlated with neuroticism. Significant predictors of career-advancement goals are: extraversion, conscientiousness, and agreeableness. Some research has also suggested that the Conscientiousness of a supervisor is positively associated with an employee's perception of abusive supervision. While others have suggested that those with low agreeableness and high neuroticism are traits more related to abusive supervision. A 2019 study of Canadian adults found conscientiousness to be positively associated with wages, while agreeableness, extraversion, and neuroticism were negatively associated with wages. In the United States, by contrast, no negative correlation between extraversion and wages has been found. Also, the magnitudes found for agreeableness and conscientiousness in this study were higher for women than for men (i.e. there was a higher negative penalty for greater agreeableness in women, as well as a higher positive reward for greater conscientiousness). Research designed to investigate the individual effects of Big Five personality traits on work performance via worker completed surveys and supervisor ratings of work performance has implicated individual traits in several different work roles performances. A "work role" is defined as the responsibilities an individual has while they are working. Nine work roles have been identified, which can be classified in three broader categories: proficiency (the ability of a worker to effectively perform their work duties), adaptivity (a workers ability to change working strategies in response to changing work environments), and proactivity (extent to which a worker will spontaneously put forth effort to change the work environment). These three categories of behavior can then be directed towards three different levels: either the individual, team, or organizational level leading to the nine different work role performance possibilities. Openness is positively related to proactivity at the individual and the organizational levels and is negatively related to team and organizational proficiency. These effects were found to be completely independent of one another. This is also counter-conscientious and has a negative correlation to Conscientiousness. Agreeableness is negatively related to individual task proactivity. Typically this is associated with lower career success and being less able to cope