Income, personality, and subjective financial well-being: the role of gender in their genetic and environmental relationships.

Increasing levels of financial inequality prompt questions about the relationship between income and well-being. Using a twins sample from the Survey of Midlife Development in the U. S. and controlling for personality as core self-evaluations (CSE), we found that men, but not women, had higher subjective financial well-being (SFWB) when they had higher incomes. This relationship was due to 'unshared environmental' factors rather than genes, suggesting that the effect of income on SFWB is driven by unique experiences among men. Further, for women and men, we found that CSE influenced income and SFWB, and that both genetic and environmental factors explained this relationship. Given the relatively small and male-specific relationship between income and SFWB, and the determination of both income and SFWB by personality, we propose that policy makers focus on malleable factors beyond merely income in order to increase SFWB, including financial education and building self-regulatory capacity.

Meta-Analysis and the Development of Knowledge.

With the widespread application of meta-analysis, it is important to examine the role of meta-analysis in the development of knowledge. Researchers have proposed that meta-analysis provides us with an overview of where the research field has been, summarizes and integrates extant research findings, and suggests directions for future research efforts. Some researchers further argue that meta-analysis can contribute to the accumulation of knowledge and the progress of science. In this article, these claims are examined from an epistemological perspective. Using Kuhn's (1962, 1970b) framework, the authors discuss how meta-analysis contributes to the progress of both normal science and extraordinary science and thus plays an important role in knowledge development in a field.

Associations between dopamine and serotonin genes and job satisfaction: preliminary evidence from the Add Health Study.

Previous behavioral genetic studies have found that job satisfaction is partially heritable. We went a step further to examine particular genetic markers that may be associated with job satisfaction. Using an oversample from the National Adolescent Longitudinal Study (Add Health Study), we found 2 genetic markers, dopamine receptor gene DRD4 VNTR and serotonin transporter gene 5-HTTLPR, to be weakly but significantly associated with job satisfaction. Furthermore, we found study participants' level of pay to mediate the DRD4 and job satisfaction relationship. However, we found no evidence that self-esteem mediated the relationships between these 2 genes and job satisfaction. The study represents an initial effort to introduce a molecular genetics approach to the fields of organizational psychology and organizational behavior.

Delineating the construct network of the Personnel Reaction Blank: associations with externalizing tendencies and normal personality.

Integrity testing has long been utilized in personnel selection to screen for tendencies toward counterproductive workplace behaviors. The construct of externalizing from the psychopathology literature represents a coherent spectrum marked by disinhibitory traits and behaviors. The present study drew on a sample of male and female undergraduates to examine the construct network of the Personnel Reaction Blank (PRB; H. G. Gough, R. D. Arvey, & P. Bradley, 2004), a measure of integrity, in relation to externalizing as well as normal-range personality constructs assessed by the Multidimensional Personality Questionnaire (MPQ; A. Tellegen & N. G. Waller, 2008). Results revealed moderate to strong associations between several PRB scales and externalizing, which were largely accounted for by MPQ traits subsumed by Negative Emotionality and Constraint. After accounting for MPQ traits in the prediction of externalizing, a modest predictive increment was achieved when adding the PRB scales, particularly biographical indicators from the Prosocial Background subscale. The findings highlight externalizing as a focal criterion for scale development in the integrity testing literature and help delineate the construct network of the PRB within the domains of personality and psychopathology.

Integridade e externalização: estudo exploratório eu uma amostra de estudantes de psicologia / Integrity and externalizing and exploratory study in a sample of psychology students

Testes psicológicos que avaliam o construto integridade são amplamente utilizados nos Estados Unidos com o objetivo de tentar prever a ocorrência de comportamentos contraprodutivos no ambiente de trabalho, tais como atrasos, roubos e abuso de substâncias químicas. O presente estudo buscou investigar a relação entre integridade e externalização (fator de personalidade ligado à disposição em apresentar problemas ligados ao controle de impulsos), tendo em vista o fato dos dois construtos estarem relacionados conceitualmente. Participaram da pesquisa 209 estudantes de psicologia, provenientes de duas Universidades de Minas Gerais (pública e particular), que foram submetidos à aplicação de uma versão traduzida e adaptada do teste de integridade Personnel Reaction Blank (PRB) e do Inventário de Externalização-100. A investigação da relação entre integridade e externalização indicou uma associação moderada e negativa (r=-0,59) entre os escores globais dos dois instrumentos. Houve, portanto, uma associação entre maior manifestação de comportamento dignos e honestos e menor manifestação de comportamento antissociais implusivos. Sugestões de estudos futuros são apontadas(AU)

Psychological tests that assess the construct integrity are widely used in the United States with the aim of preventing the occurrence of counter-productive behaviors in the workplace, such as delays, thefts and chemical substances abuse. The present study aimed to investigate the relation between integrity and externalizing (personality factor that reflects proneness to an array of impulse-control problems) considering that both constructs are conceptually related. A total of 209 Phychology students from two universities in Minas Gerais participated in the present study. They were submitted to a translated and adapted version of the test of integrity Personnel Reaction Blank (PRB) and to the Externalization Inventory-100. The investigation of the relation between integrity and externalizing indicated a negative moderate correlation (r=-0,59). There was, however, an association between bigger honesty trends and smaller antisocial/impulsive tendencies. Suggestions for future studies are pointed in this study(AU)

Integridade e externalização: estudo exploratório eu uma amostra de estudantes de psicologia / Integrity and externalizing and exploratory study in a sample of psychology students

Testes psicológicos que avaliam o construto integridade são amplamente utilizados nos Estados Unidos com o objetivo de tentar prever a ocorrência de comportamentos contraprodutivos no ambiente de trabalho, tais como atrasos, roubos e abuso de substâncias químicas. O presente estudo buscou investigar a relação entre integridade e externalização (fator de personalidade ligado à disposição em apresentar problemas ligados ao controle de impulsos), tendo em vista o fato dos dois construtos estarem relacionados conceitualmente. Participaram da pesquisa 209 estudantes de psicologia, provenientes de duas Universidades de Minas Gerais (pública e particular), que foram submetidos à aplicação de uma versão traduzida e adaptada do teste de integridade Personnel Reaction Blank (PRB) e do Inventário de Externalização-100. A investigação da relação entre integridade e externalização indicou uma associação moderada e negativa (r=-0,59) entre os escores globais dos dois instrumentos. Houve, portanto, uma associação entre maior manifestação de comportamento dignos e honestos e menor manifestação de comportamento antissociais implusivos. Sugestões de estudos futuros são apontadas.

Psychological tests that assess the construct integrity are widely used in the United States with the aim of preventing the occurrence of counter-productive behaviors in the workplace, such as delays, thefts and chemical substances abuse. The present study aimed to investigate the relation between integrity and externalizing (personality factor that reflects proneness to an array of impulse-control problems) considering that both constructs are conceptually related. A total of 209 Phychology students from two universities in Minas Gerais participated in the present study. They were submitted to a translated and adapted version of the test of integrity Personnel Reaction Blank (PRB) and to the Externalization Inventory-100. The investigation of the relation between integrity and externalizing indicated a negative moderate correlation (r=-0,59). There was, however, an association between bigger honesty trends and smaller antisocial/impulsive tendencies. Suggestions for future studies are pointed in this study.

Job performance over time is a function of latent trajectories and previous performance.

Previous literature addressing job performance over time notes that past performance can affect future performance and that individuals often have distinct latent performance trajectories. However, no research to date has modeled these 2 aspects of job performance in tandem. Drawing on previous literature, the authors note that current performance may act as performance feedback, influencing future performance directly (i.e., autoregression), and that individuals differ in their performance trajectories due to individual-difference factors (i.e., latent trajectories). The authors demonstrate an autoregressive latent trajectory (ALT) model to show how both autoregressive and latent trajectory parameters may be incorporated in modeling job performance over time. Also discussed are the implications of the ALT model for future studies examining job performance longitudinally.

Developmental and genetic determinants of leadership role occupancy among women.

The genetic and developmental influences on leadership role occupancy were investigated using a sample of 178 fraternal and 214 identical female twins. Two general developmental factors were identified, one involving formal work experiences and the other a family experiences factor hypothesized to influence whether women move into positions of leadership in organizations. Results indicated that 32% of the variance in leadership role occupancy was associated with heritability. The 2 developmental factors also showed significant correlations with leadership role occupancy. However, after genetic factors were partialed out, only the work experience factor was significantly related to leadership role occupancy. Results are discussed in terms of prior life events and experiences that may trigger leadership development and the limitations of this study.

Work centrality and post-award work behavior of lottery winners.

Individuals who had won the lottery responded to a survey concerning whether they had continued to work after winning. They were also asked to indicate how important work was in their life using items and scales commonly used to measure work centrality. The authors predicted that whether lottery winners would continue to work would be related to their level of work centrality as well as to the amount of their winnings. Individuals who won large amounts in the lottery would be less likely to quit work if they had relatively greater degrees of work centrality. After controlling for a number of variables (i.e., age, gender, education, occupation, and job satisfaction), results indicated that work centrality and the amount won were significantly related to whether individuals continued to work and, as predicted, the interaction between the two was also significantly related to work continuance.