Outcome and epidemiological research on personality disorders: implications for classification

The construct of personality disorder has an overall definition that describes chronicity. However, the findings of outcome research indicate that while many patients stop meeting criteria for specific categories of disorder over time, they often continue to suffer from dysfunctional traits. One can also interpret epidemiological findings on personality disorders as overestimating disorders due to a failure to distinguish them from traits. Taken together, these findings point to the need for a revision of the classification of personality disorders that would separate enduring traits from reversible symptoms.     

Neurobiological dimensional models of personality: a review of the models of Cloninger, Depue, and Siever

Neurobiological dimensional models of personality aim to account for the structure of personality traits and disorders through links to neurotransmitter systems. Three such models are reviewed: those of Cloninger, Depue, and Siever. While these proposals have heuristic value, none of them has obtained strong empirical support. Our current understanding of neurobiology is insufficient to develop a model of personality on this basis. At this point, dimensions of personality should be derived from factor analysis rather than from neurobiological theories.     

The success of Caucasian mothers in guiding adolescents

The purpose of this study was to determine how 391 Caucasian American mothers of 10- to 14-year-olds viewed their assets and limitations as parents and to find out how 352 adolescents perceived the parenting performance of their mothers. Both generations completed the Parent Success Indicator. It was found that the amount of time mothers spent talking to, and doing things with, their adolescent children had the greatest impact on how both generations rated mother success.     

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The American Journal of Psychoanalysis -     

Non‐standard work schedules and retention in the entry‐level hourly workforce

Non‐standard work schedules involve work outside the Monday–Friday daytime hours. Although research has heavily studied the health and family effects of such schedules, few studies have investigated their relationship to retention. We draw from Maertz and Campion's discussion of motivational forces that influence turnover to propose that employees on non‐standard schedules are more likely to quit their employer because of general job dissatisfaction and because of normative pressures from family and/or friends. Specifically, we hypothesized that employees on day shifts or weekday only schedules would remain with their employer longer than those who work on nonday shifts or on the weekends. We also hypothesized that perceived employment mobility would moderate the effects of non‐standard schedules on retention length. Hypotheses were tested among 3,178 retail employees who worked five different distinct shift arrangements and different weekday/weekend schedules. Cox regression analyses indicated that, as hypothesized, employees working nonday shifts or schedules including weekends remained with their employer for a shorter duration of time than employees not on such schedules. Perceived mobility moderated the schedule–turnover relationship, though not in the hypothesized manner. We discuss the theoretical and practical implications of these findings for work schedule assignment and retention strategies.