They say nice guys finish last. Now, scientists have confirmed there is truth in the old adage¹ – at least when it comes to salaries.

他们说好人总是排到最后。现在，科学家已证实老话中存真理—--至少在谈及薪资时是这样的。

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.

有研究称，友好待人的员工比那些不太讨人喜欢的同事收入更低。虽然他们工作认真，但从不主动要求加薪，他们过分注重团队合作，一心只想讨别人喜欢。

Researchers at the University of Sheffield made the discovery while looking at the impact of personality traits on workers' productivity and pay.

谢菲尔德大学的研究人员通过对个人品质对生产能力和薪酬的影响分析后得出上述结论。

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.'

他们研究发现：‘更受欢迎的员工在目前的劳动市场上赚的钱往往更少，尽管在实验环境下对所衡量的工作效率是几近相同的。’

They defined agreeableness as being compliant², modest, trustworthy and sympathetic.

他们对受欢迎的员工的定义是，顺从，谦虚，值得信赖且有同情心。

The study found women were most likely to show agreeable personality traits, perhaps one reason for the gender³ pay gap.

研究发现女人最有可能展现出受人欢迎的个人品质，这可能是导致性别收入差距的一个原因。

Being agreeable made workers more successful in team work, but had three negative effects on their performance.

受人欢迎的员工在团队合作中更容易取得成功，但对于他们的个人表现却有三个不利影响。

'First, helping⁴ 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.'

研究发现，‘首先，帮助其他人可能会降低个人的工作效率，其次，受人欢迎的员工在要求提工资时可能无法取得实质进展。再来，受人欢迎的员工可能会进入不太稳定、工资较低的岗位。’

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.

谢尔菲德大学的Ana Nuevo-Chiquero在曼切斯特举行的2015英国皇家经济学会年会上宣读了该研究成果，这是她与澳大利亚和西班牙的学者共同研究的成果。

They analyzed⁵ the personalities⁶ 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.

他们分析了新南威尔士州大学学生们在实验室条件下的个人品质和工作水平，也分析了大量关于个人品质和薪酬的学术报告。

It found that, while conscientious⁷ and emotionally stable workers earn more money, being too open could harm your career.

研究发现，尽管工作认真、情绪稳定的员工挣钱更多，但如果太直率可能会危及其职业。

While openness with colleagues indicated an artistic⁸, curious and imaginative worker, it could make them less likely to obey the rules, which could cause problems at a formal workplace.

尽管对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员工，但这会使得他们不太可能去遵守规则，导致他们在正式的工作场合上惹麻烦。

Neuroticism⁹, which researchers linked to mood swings and unpredictability, also impacted performance as these workers often lacked self-confidence and were insecure.

研究人员把神经质与情绪波动和不可预测性联系在一起，神经质也会影响工作表现，因为这样的员工通常缺乏自信和安全感。