THE BIG FIVE PERSONALITY TRAITS, GENERAL MENTAL ABILITY, AND CAREER SUCCESS ACROSS THE LIFE SPAN

The present study investigated the relationship of traits from the 5-factor model of personality (often termed the "Big Five") and general mental ability with career success. Career success was argued to be comprised of intrinsic success (job satisfaction) and extrinsic success (income and occupational status) dimensions. Data were obtained from the Intergenerational Studies, a set of 3 studies that followed participants from early childhood to retirement. The most general findings were that conscientiousness positively predicted intrinsic and extrinsic career success, neuroticism negatively predicted extrinsic success, and general mental ability positively predicted extrinsic career success. Personality was related to career success controlling for general mental ability and, though adulthood measures of the Big Five traits were more strongly related to career success than were childhood measures, both contributed unique variance in explaining career success.     

Personal Debt,Cognitive Delinquency and Techniques of Governmentality: Neoliberal Constructions of Financial Inadequacy in the UK

In the UK in recent years, there has been a considerable and sustained increase in both levels of personal debt and over‐indebtedness. This commentary argues that recent UK policy formulation on personal debt management has sidelined problematic macroscopic political and economic changes by locating personal debt as a problem of individual financial incompetence. Through specific institutions, tools, techniques and practices, certain configurations of people in debt have been rendered knowable and changeable. In doing so, public policies that have brought about a greater need for a greater number of people to rely on personal debt remain largely beyond public view and have instead been reconstituted as problems of access to financial capability training. Copyright © 2011 John Wiley & Sons, Ltd.     

Further clarifying proximal withdrawal states and the turnover criterion space: Comment on Hom, Mitchell, Lee, and Griffeth (2012)

In "Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion," Hom, Mitchell, Lee, and Griffeth (2012) brought together many of the most important content and process factors in the employee turnover literature. In this paper, I attempt to clarify the true contributions of this framework for the turnover area and at the same time explain why improved prediction is not among these contributions. I then enumerate 3 theoretically problematic aspects of the proposed framework, which limit its contribution. Finally, I suggest 3 directions that researchers should pursue in order to test and extend the framework. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Die Verleugnung der Realit?t

Denial is of great importance for the ego functions and for the constitution of the entire ego but little of this is reflected in case reports and theoretical treatises. The reason for this probably lies in the circumstance that two further problems play a role in the issue of denial: that of reality and that of truth. According to the theory of correspondence, truth is the equivalent of reality. According to this theory, subject and object are opposed. The repudiation of the theory of correspondence has led to blindness and deafness for many things. The modern concept of truth, according to which truth is constructed intersubjectively, destroys the opposition of subject and object. The destruction is an act of denial. Although the theory of correspondence may be outmoded, it could nevertheless retain its former appreciation. ??If we stopped reading canonical philosophy books??, wrote Richard Rorty, ??we would be less aware of the forces that make us think and talk as we do?? (citation from Habermas 2008, S.?34).     

Integrating turnover reasons and shocks with turnover decision processes

We interviewed and classified 186 quitters from many jobs and organizations via a theoretically-based protocol into five decision process types. We then tested exploratory hypotheses comparing users of these types on their propensity to report certain turnover reasons and turnover shocks. “Impulsive-type quitters,” with neither a job offer in hand nor turnover plan when they quit, reported poor management, work stress, and family demands as frequent turnover reasons, with manager conflicts and family events as frequent shocks. “Comparison quitters,” who had a job offer in hand and no plan, reported pay and advancement opportunities as top reasons with information about an alternative job being the most frequent shock. “Preplanned quitters,” who had a definite plan to quit well in advance, reported relocation and life/career changes as frequent reasons, with increasing family demand, relocation, and school starting as frequent shocks. “Satisficing quitters,” who made a plan conditional on getting an acceptable job offer, reported pay, poor management, work responsibilities, and work schedules as frequent reasons. Implications of these and other findings are discussed.