<p> The current study was conducted to examine the relationship between personal, internal variables, and various measures of video game ratings. Individual differences equated in the present study included trait aggression, video game preferences, sex, and gender identity. These measures were experimentally manipulated to evaluate various game ratings including ratings of violence, enjoyment, and age recommendations. Comparisons of ratings were made across E10+, T, and M rated video game conditions. Participants completed a demographic profile, the Buss-Perry Aggression Questionnaire, the Bem Sex-Role Inventory, and a video game questionnaire, which was administered after viewing video game clips. Correlational analyses revealed that trait aggression was not significantly related to video game ratings. However, video game preference was correlated with higher enjoyment ratings in all game conditions and lower violence and age recommendation ratings in the M game condition. The results further revealed that sex was a significant factor for enjoyment and age recommendation ratings, but not ratings of violence in the offered video games. Regarding gender identity differences, masculinity was found to be correlated with higher violence ratings for the violent video game conditions; femininity was correlated with lower enjoyment ratings and higher age ratings in the most violent game condition. Implications for the ESRB video game ratings process and media portrayal of violent video game players are discussed in the context of the present study.</p>

<p> This study attempted to replicate and expand the Confluence Model of Sexual Aggression (Malamuth et al., 1991) in an online survey of national (<i></i>n = 512) and university (<i>n</i> = 100) men. Overall, 28.8% of men (national = 29.5%; university = 25%) reported perpetrating sexual aggression against a woman at least once. In the sexually aggressive group, 81.2% reported perpetrating sexual violence more than once, and 40.3% reported six or more acts. It was hypothesized the Confluence Model would be improved by adding everyday sadism, parental attachment, and the Personality Inventory for the <i>DSM-5</i> (PID-5). In a structural equation model, hostile masculinity (&beta; = .44), childhood sexual abuse (&beta; = .26), juvenile delinquency (&beta; = .28), and physical everyday sadism (&beta; = .20) had significant direct effects on sexual aggression. Physical everyday sadism (&beta; = .26), juvenile delinquency (&beta; = .14), PID-5 callousness (&beta; = .30), and anxious attachment (&beta; = .26) had significant indirect effects on sexual aggression, mediated by hostile masculinity. These predictors accounted for 79% of the variance in the sexual aggression latent variable, which represented considerable model improvement. Unrestricted sociosexuality, misperception of women&rsquo;s sexual intent, and heavy alcohol use were not significant predictors of sexual aggression in this model.</p>

<p>The current study examined the relationship between psychopathic personality traits and various forms of deception. Through the use of the Elemental Psychopathy Assessment to measure psychopathy, and several different assessment tools to measure deception, including the Multidimensional Deception Inventory (MDI), the relationship between psychopathic personality traits and deception was examined. Using an undergraduate sample of 261 participants at a large research university in the Southeastern United States, the relationship between the aforementioned constructs was explored. Results indicated that the overarching personality traits of Antagonism and Disinhibition were positively related to multiple dimensions of lying behavior. Frequency of lies told, Duping Delight (lies told for enjoyment), and lies told for personal gain/impression management and to avoid disclosing pertinent information were positively related to both Antagonism and Disinhibition. Results point to the need for future study in this area, as limited previous research has looked at the overlap between psychopathic personality traits and deception. </p>

<p> How a professional football player will adjust to retirement can be difficult to predict. Personality traits could play a role in retirement satisfaction and narcissistic personality traits, which can assist an individual during his playing career, may in fact hinder his ability to adjust to life after football. Using the Narcissistic Personality Inventory and the Retirement Satisfaction Inventory, this study aimed to identify features of narcissism that may correlate with satisfaction and dissatisfaction in retirement among former NFL players. </p><p> Results from this study found significant positive correlations between both authoritativeness and satisfaction with life in retirement, and self-sufficiency and satisfaction with life in retirement. Results also indicated a significant negative relationship between narcissism and total playing years accrued in the NFL, suggesting that those who sustained longer playing careers before retirement had lower levels of narcissism. Lastly, results from this study showed higher satisfaction with retirement the longer an individual had been away from the league, suggesting the retirement process, which has been chronicled as challenging during the first few years, may likely become more manageable as time goes on.</p>

A descriptive study was conducted to examine if interpersonal (self-reported satisfaction with family and friends) and intrapersonal (sexual-self concept and loneliness) differences existed among pregnant and non-pregnant adolescent girls. Thirty-four adolescent subjects, aged 13-19 years, participated in the study. The subjects completed the Demographic Questionnaire, Family APGAR, Friends APGAR, Sexual-Self Concept and Revised UCLA Loneliness Scale. Data analyses demonstrated no significant differences in interpersonal and intrapersonal factors in pregnant and non-pregnant subjects.

A pilot study was conducted to assess associations among nutritional status, addiction severity using the Alcohol Dependence Scale (ADS), and psychological profiles using the Minnesota Multiphasic Personality Inventory (MMPI). Twenty-two alcoholic individuals from Gateway Inc. of Tucson, Arizona, were assessed at day seven of detoxification and day 90 of rehabilitation. Subjects presented in good nutritional status with little anthropometric or biochemical indication of deficiency. The ADS indicated moderate to severe addiction. Initial MMPI scores were elevated in validity, psychopathic deviation, paranoia, and schizophrenia. At follow-up, subjects displayed significantly lower paranoia scale. Initial biochemical measurements indicated altered levels of liver enzymes. These improved significantly in returning subjects Initial diet recalls indicated deficient intakes of several vitamins and minerals. Follow-up showed improved diet intake in most nutrients. Few significant correlations were noted between diet intake and addiction severity. The data do provide, however, implications for nutrition intervention during the alcoholic rehabilitation process.

<p> By the year 2020, Generation Ys (Gen Ys), born 1981&ndash;1999, will far outnumber any other generation in the workplace, making it imperative for employers to understand their needs. Thus, an organization's future vitality is dependent on its ability to work effectively with Gen Ys. Although Gen Y characteristics and needs are documented in existing literature, leadership styles and approaches that best support such needs are not clear. Therefore, this study sought to answer two questions: What are Gen Y's needs in the workplace? What type of leadership best supports these needs? Data were collected from 135 Gen Y employees working in the United States across a variety of industries, from technology to nonprofit sectors. One hundred twenty-five online surveys were completed, and 10 face-to-face interviews were conducted. Flexibility and challenging work were found to be the highest priority needs of Gen Y employees, followed by a second tier of needs: access to up-to-date technology, open communication, collaboration and teamwork, an adequate compensation package, growth and development, and a hospitable culture. It was found that Gen Ys prefer to work for someone who incorporates a participative leadership style. It was concluded that Gen Y employees have high expectations for their employers, posing a challenge for organizations to accommodate all needs. They insist on a workplace that allows for their participation. Retention will be increased by ensuring growth and development opportunities.</p>

<p> The dark triad created by Paulhus and Williams (2002) is relatively new to research and requires a more thorough investigation. One area of expansion is considering the addition of everyday sadism to the dark triad thus making the dark tetrad. Investigating the relationship between the dark tetrad and the Personality Inventory for the DSM-5 (PID-5) could greatly add to the existing understanding as well. Lastly, there is a need for further clarification of the relationship between the dark tetrad and sexual tactics. The current study investigated each of these areas. From this examination, it was found that sadism could be validly added to the dark triad. Furthermore, the PID-5 antagonism domain and facets correlated moderately to strongly with the dark tetrad traits. Lastly, most of the dark tetrad traits were found to have a statistically significant relationship with sexual coercion and psychopathy alone had a significant relationship with sexual coaxing. Overall, the current study adds promising information to existing research by defining the dark tetrad using maladaptive traits and examining their relations with sexually deviant behaviors.</p>

<p> Psychology graduate trainees are exposed to a variety of stressors during their education, such as costly tuition, long hours of study, and demanding clinical work. There is a need for graduate institutions to help trainees build self-care skills; however, there is little agreement about the best approach for boosting these skills. The present study proposes that self-care training may benefit from helping students to build self-compassion (an attitude of warmth directed inward). To explore the possibility that self-compassion promotes student wellbeing, a sample of 122 mental health trainees was recruited from a large Midwestern training institution. Most participants were female (82.8%) and the mean age was 30.2 years. The sample was ethnically diverse. Over half identified as Caucasian (56.6%), with the reminder identifying as African American, Latino/a, Asian, Filipino, or American Indian or Alaska Native. All participants completed measures of three variables: self-compassion, self-care behavior, and perceived stress. The results showed that students with greater levels of self-compassion experience significantly lower levels of perceived stress (r = -.57, p &lt; .001) and engaged in significantly more self-care behavior (r = .64, p &lt; .001). Furthermore, self-care behavior partially mediated the effect of self-compassion on perceived stress, and this partial mediation effect was statistically significant (z = -3.42, p &lt; .001). These findings indicate that greater self-compassion is associated with more self-care behavior, which, in turn, is associated with reduced stress levels. Therefore, graduate institutions that wish to promote student wellbeing can benefit from teaching students ways to build self-compassion.</p>

This study investigated the differences in perceptions held by Directors and Medical Technologists of a specific personality type regarding the importance of 5 job satisfaction factors. The research problem specifically required that an investigation be conducted to determine if a profile which combines personality type and occupational status could be used to determine what factor(s) provide the most job satisfaction. Six hypotheses were examined: (1) There is no difference in perceptions held by the four dominant personality types for Directors and Medical Technologists respectively regarding the importance of work on present job as a factor in job satisfaction. (2) There is no difference in perceptions held by the four dominant personality types for Directors and Medical Technologists respectively regarding the importance of present pay as a factor in job satisfaction. (3) There is no difference in perceptions held by the four dominant personality types for Directors and Medical Technologists respectively regarding the importance of opportunities for promotion as a factor in job satisfaction. (4) There is no difference in perceptions held by the four dominant personality types for Directors and Medical Technologists respectively regarding the importance of supervision as a factor in job satisfaction. (5) There is no difference in perceptions held by the four dominant personality types for Directors and Medical Technologists respectively regarding the importance of co-workers as a factor in job satisfaction. (6) There is no difference in perceptions held by the Laboratory Directors & Medical technologists regarding the five job satisfaction factors (work, pay, promotional opportunities, supervision & co-workers). / Data were obtained from 111 randomly selected Directors and Medical Technologists employed in various laboratory settings Hospitals, clinics, private laboratories, blood banks, reference laboratories) throughout the state of Florida. / Four dominant personality types were determined by taking counts and frequency percentage distribution for the responding Directors and Medical Technologists in this study. The four dominant personality types for the Directors were: ISTJ, ESTJ, INTJ and ENTJ. The four dominant personality types for the Medical Technologists were: it ISTJ, ESTJ, ISFJ and ENFJ. / Overall, there were no differences in perceptions of the Laboratory Directors and Medical Technologists who participated in this study regarding the five factors of job satisfaction. Both groups were moderately satisfied with the factors work, pay and promotional opportunities. In addition, both groups had low levels of satisfaction for the factors supervision and co-workers. / Source: Dissertation Abstracts International, Volume: 55-05, Section: B, page: 1789. / Major Professor: Hollie Thomas. / Thesis (Ph.D.)--The Florida State University, 1994.