Introduction

Journal of International Migration and Integration -     

Cognitive-behavioral stress management intervention decreases the prevalence of depression and enhances benefit finding among women under treatment for early-stage breast cancer.

The authors tested effects of a 10-week group cognitive-behavioral stress management intervention among 100 women newly treated for Stage 0-II breast cancer. The intervention reduced prevalence of moderate depression (which remained relatively stable in the control condition) but did not affect other measures of emotional distress. The intervention also increased participants' reports that having breast cancer had made positive contributions to their lives, and it increased generalized optimism. Both remained significantly elevated at a 3-month follow-up of the intervention. Further analysis revealed that the intervention had its greatest impact on these 2 variables among women who were lowest in optimism at baseline. Discussion centers on the importance of examining positive responses to traumatic events--growth, appreciation of life, shift in priorities, and positive affect-as well as negative responses.     

Relationships between Personality and Organization Switching: Implications for utility estimates

This study examined individuals' tendencies to migrate from one organization to another (i.e., the propensity to switch employers). Previous researchers have suggested that switching organizations throughout the career span may be partially heritable and therefore related to individual differences in personality traits. If personality traits are indeed related to a tendency to turnover from organizations, this suggests that current procedures for calculating utility may be inaccurate. Using a database of 1081 individuals who have been in the workforce for several years, results indicated that personality traits measured by the Occupational Personality Questionnaire (non‐ipsative; OPQn) were modestly related to organization switching (i.e., repeated moves from organization to organization). We found that higher scores on extraversion, openness to experience, and conscientiousness‐related traits were modestly correlated with more frequent organization switching. However, we demonstrate that these modest relationships can produce large inaccuracies in utility estimates.     

Fairness Reactions to Selection Methods: An Italian study

This study examined the fairness reactions to 10 personnel selection methods in a sample of Italian students. University students (N=137) were asked to rate the favorability of these selection procedures and then to evaluate them on eight procedural justice dimensions. Work‐sample tests were the most favorably rated of the selection methods, followed by résumés, written ability tests, interviews and personal references. Graphology was perceived negatively. Opportunity to perform and the perceived face validity of selection procedures were the strongest procedural justice dimensions for predicting the process favorability ratings. The results of this study are compared with those from similar studies conducted in other countries. Similar results have been found in the various countries where such research has been conducted to date.