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The Multicultural Personality Questionnaire (MPQ) is one of the most widely used instruments for measuring individuals' intercultural competences. The original version consists of 91 items, divided into five subscales, and has been shown to predict attitudes, behavior, and outcomes in a variety of intercultural contexts. Recently, a 40-item short form of the MPQ was developed (MPQ-SF), which may be particularly useful in settings in which time or survey space are limited, or where respondent drop-out is likely to occur. For example, the MPQ-SF would be a valuable tool for assessing longitudinal development of multicultural personality traits in training or educational settings. A prerequisite for such research is to establish measurement invariance of the MPQ-SF between different respondent groups, as well as across time points. Using a sample of students in an international university program (n = 519), the present study examines how the scales perform among male and female respondents, between students of Western and Non-Western background, and across two time points, five months apart. Based on our findings, we conclude that all five subscales of the MPQ-SF display sufficient measurement invariance to be reliably used in this and similar contexts, in comparative as well as longitudinal study designs.

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It has been argued that how a person's career unfolds is increasingly affected by his or her own values, personality characteristics, goals and preferences. The current study addresses the issue of how we can explain that personality traits are associated with the enactment of certain career roles. Two survey studies (e.g., a two wave worker sample and a cross-sectional worker sample) were conducted to investigate the relationships between personality traits, career role preferences and career role enactment. As expected, results indicate that peoples' personality traits predicted the preference for certain roles in the work context which, in turn, predicted the career roles they actually occupy. Specifically, our findings show that Extraversion, Conscientiousness and Openness to experience influence various career role preferences (i.e., Maker, Expert, Presenter, Guide, Director, and Inspirer role preferences) and, subsequently, the enactment of these career roles. Other traits, such as Neuroticism and Agreeableness, seem less important in predicting role preferences and subsequent role enactment. These results underline the importance of acknowledging not only individual trait differences but especially role preferences in explaining how careers develop over time. Further implications, limitations and research ideas are discussed.

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This article examines inductive processes of social identity formation, the bottom-up processes by which individual group members influence a social identity, integrating it with work on entitativity. Three studies tested the prediction that feelings of individual distinctiveness mediate the relation between inductive social identity formation and entitativity and that entitativity in turn predicts identification. The studies provided consistent support for this theoretical model over alternative models, using a range of different social groups and methods. Study 1 found support for the model in self-selected small groups. Study 2 supported it with a much broader set of groups that were not self-selected. Finally, Study 3 varied levels of inductive social identity formation systematically by varying group size and provided direct support for the hypothesized causal relations.

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This research examines the moderating effect of conflict avoidance on the relationship between conflict and psychological adjustment among 45 expatriate couples at two points in time. We propose a model based on the actor-partner interdependence model, which assumes both intrapersonal and interpersonal effects, to address simultaneously the effects of one's own and the other's avoidance behavior. We found substantial support for our model, especially for expatriate spouses. As expected, and only for expatriate spouses, avoidance moderated the conflict-adjustment relationship such that both one's own and one's counterpart's avoidance behavior diminished the negative effect of conflicts. Because these effects were observed only at T2 and psychological adjustment decreased from T1 to T2, our research suggests that the impact of expatriation-associated interaction particularly manifests itself in the long run.

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The present study examined the influence of family and parental work factors, personality, and attachment on the intercultural adjustment of expatriate children and adolescents (N=104). Children from families high in cohesion exhibited higher levels of adjustment than children from low cohesive families. Expatriate work satisfaction was significantly related to children's adjustment. Emotional Stability appeared as an independent predictor of adjustment. Attachment dominated as the strongest predictor of adjustment, whereby an ambivalent attachment style was negatively related to adjustment. Interestingly, personality and attachment moderated the influence of family- and work-related factors on adjustment, whereby the beneficial effects of a healthy family and work situation were particularly found among children high on the intercultural traits and high in secure attachment.

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In a series of studies the Self Salience Model of other-to-self effects is tested. This model posits that self-construal salience is an important determinant of whether other-to-self effects follow the principles of self-enhancement, imitation, or complementarity. Participants imagined interactions (Studies 1 and 2) or were confronted (Studies 3 to 5) with dominant, submissive, agreeable, or quarrelsome person targets. Findings support the prediction that subsequent self-evaluations (Studies 1 to 3) and behaviors (Studies 4 and 5) follow the principles of self-enhancement when the personal self is activated (contrast away from undesirable targets, assimilation toward desirable targets); the principles of complementarity when the relational self is activated (contrast on the dominant-submissive dimension, assimilation on the agreeable-quarrelsome dimension); and the principles of imitation when the collective self is activated (assimilation regardless of desirability or dimension).

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In the present study of 80 volunteer counselors who cared for terminally ill patients, the authors examined the relationship between burnout as measured by the Maslach Burnout Inventory (C. Maslach, S. E. Jackson, & M. P. Leiter, 1996) and the 5 basic (Big Five) personality factors (A. A. J. Hendriks, 1997): extraversion, agreeableness, conscientiousness, emotional stability, and intellect/autonomy. The results of 3 separate stepwise multiple regression analyses showed that (a) emotional exhaustion is uniquely predicted by emotional stability; (b) depersonalization is predicted by emotional stability, extraversion, and intellect/autonomy; and (c) personal accomplishment is predicted by extraversion and emotional stability. In addition, some of the basic personality factors moderated the relationship between relative number of negative experiences and burnout, suggesting that personality may help to protect against known risks of developing burnout in volunteer human service work.

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OBJECTIVES: Taylor's theory of cognitive adaptation proposes that adjustment depends on the ability to sustain and modify illusions (i.e. unrealistic optimism, exaggerated perceptions of control, and self-aggrandizement) that buffer against threats but also against possible future setbacks. Because the question of whether cancer patients show these illusions has received little attention, the present study compared patients' perceptions of optimism, control, and self-esteem at different stages of the cancer process with that of healthy references. The effects of these perceptions on psychological distress were also assessed. DESIGN: The present study has a longitudinal design. Including a group of healthy references enabled us to draw more firm conclusions about the effect of cancer upon cognitive perceptions. METHODS: The participants were 67 cancer patients and 50 healthy references. Patients filled out questionnaires prior to their first radiotherapy (T1), at 2 weeks (T2), and at 3 months (T3) after completing radiotherapy. Healthy references were assessed at similar intervals. RESULTS: T tests revealed that patients experienced significantly higher levels of optimism and self-esteem than the healthy reference group. Concerning control, no group differences were found. Importantly, regression analyses showed that lower levels of optimism and control at T1 were predictive of feelings of anxiety at T3. Lower perceived control also predicted depressive symptoms. CONCLUSION: Results support the theory of cognitive adaptation in that patients are indeed able to respond to cancer with high levels of optimism and self-esteem and that lower levels of optimism and control are predictive of psychological distress.

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The present study focuses on social comparison processes among cancer patients. The sample consisted of 60 (ex-) cancer patients who participated in a course "coping with cancer". This study examined several aspects of social comparison: the need for comparison, the preferred direction of comparison and the influence of mode (information or contact seeking) and dimension (illness severity or coping) of social comparison as well as indicators of low well-being. The results show that the need for comparison is particularly enhanced among those who evaluate their own health negatively. In addition, the results show that patients prefer to receive information about others who are better off, but also want contact with others who are better off. In addition, they are specifically interested in receiving information about others who are coping better. Practical implications are discussed.

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By adopting the theory of planned behavior, this study tried to predict human resources managers' (N = 79) intentions toward unstructured and structured interview techniques. Managers evaluated case descriptions of both techniques and were interviewed about their own practices. The data revealed stronger intentions toward unstructured interviewing than toward structured interviewing, which was consistent with their own practices in selecting staff, which appeared to be rather unstructured. l. Ajzen's (1991) theory appeared to be a useful framework for predicting managers' intentions. In particular, attitudes and subjective norms were predictive of intentions to engage in either method. Only intentions toward the unstructured case were related to managers' actual behavior.

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