Introduction: The purpose of this study is to determine whether certain personality traits are as prominent in pharmacy practice residents who obtain positions through the post-Match process, previously referred to as the Scramble, as compared to residents who match directly with programs. Methods: Pharmacy residency program directors (RPDs) across the United States were asked to complete an electronic survey that gauged RPD perceptions of 13 personality traits commonly seen in pharmacy residents. RPDs were requested to separately evaluate residents who Scrambled and Matched to their respective programs. Exploratory factor analysis (EFA) was used to determine factor structure for the personality traits and to assess whether factors associate differentially between Matched and Scrambled residents. Results: A total of 1876 RPDs of post-graduate year one (PGY1), post-graduate year two (PGY2), and combined PGY1 and PGY2 pharmacy residency programs were contacted for study participation with a response rate of 21 percent. Demographic variables related to program type and number of residents per class were similar between Scrambled and Matched groups. The EFA identified two factors across 13 traits: we termed them as traditional traits and grit-like traits, and they significantly differed between the Scramble and Match groups. RPD perception of traditional traits (nine traits) were significantly higher in the Match group (p < 0.05), whereas perceived grit-like traits (four traits) were significantly higher in the Scramble group (p < 0.0001). Conclusion: Residency candidates who Match versus candidates who Scramble are perceived to have unique and significantly different personality traits.

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The current study examined the effects of personality traits, psychopathy, and narcissism in the context of voluntary false confessions. The administration of various self-report measures in a sample of university students (N= 485) to assess personality traits, psychopathy, narcissism, and self-reported likelihood of voluntary falsely confessing enabled quantitative analysis of the interaction among these essential parameters. Narcissism and openness to experience accounted for 14% of the total variance in the likelihood of the voluntary false confessions in the male sample. Whilst narcissism and psychopathy accounted for 11% of the total variance in the female sample. These findings indicate that narcissism, psychopathy, and openness to experience are psychological factors that may have an impact on the likelihood of an individual confessing to a crime they did not commit, outside of the forensic settings.

This study examines if, and how recruiters identify and assess trustworthiness in potential leaders. This could benefit less experienced managers in the tools and methods they could use as well as the traits that should be focused on in order to find trustworthy leaders. By recruiting trustworthy leaders, team performance and organizational result could both increase. Five managers were interviewed in the Swedish industrial sector regarding theirleader preferences during recruitment. The analysis of interview transcripts was conducted using a thematic analysis approach. The study draws on the theoretical perspectives on trustworthiness in leadership presented by Willink &amp; Babin (2017) to provide a conceptual framework for interpreting the empirical evidence.  The theoretical perspectives emphasize the importance of trustworthiness as a key leadership trait and outline the characteristics that leaders should embody to foster a culture of trust. The analysis of interview transcripts focuses on how recruiters recognize and evaluate leaders who demonstrate transparency, authenticity, reliability, and the four aspects of successful leadership identified by Willink &amp; Babin (2017): ownership, belief, ego management, and recognition that there are no bad teams, only bad leaders. The empirical evidence collected from the interview transcripts provides valuable insights into the recruiters' perspectives on leadership qualities, particularly in terms of trustworthiness, and the methods they use to assess potential leaders. The thematic analysis identified four main themes: (1) Key leadership traits, (2) Personal Experiences Shaping Leadership Preferences, (3) Techniques for Assessing traits during interview and (4) Assistance, tools, and work methods for assessing candidate’s traits.  By examining the empirical evidence through the lens of the theoretical concepts covered in the theoretical framework and the identified themes, it becomes apparent that traits related to trustworthiness are sought after by the studied senior managers. The managers' emphasis on trustworthiness related traits, such as communication skills, empathy, and integrity, aligns with the principles of authenticity, self-awareness, and reliability discussed in the literature. The study highlights the significance of identifying trustworthy leaders and the challenges that recruiters face when selecting candidates who possess these traits. The findings have implications for organizations seeking to enhance their selection processes and improve their ability to choose future leaders who will foster trust within their teams and contribute to the growth and success of their organizations.

Indiana University-Purdue University Indianapolis (IUPUI) / This study examined effects of ostracism on psychological well-being and self-control and the roles of the personality traits hope, optimism, and forgiveness as moderators of these effects. Undergraduate students (N=104) were randomly assigned to be included or excluded in a computerized ball-toss game, Cyberball. Facets of psychological well-being examined included belonging and self-esteem. Participants also completed cognitive and physical self-control measures via tracing and handgrip tasks. Ostracized participants experienced less belonging, but there was no significant difference between groups on self-esteem. Ostracized participants persisted for less time on the tracing task. There were no significant differences between groups for performance on the handgrip task. None of the personality traits were found to moderate the effects of ostracism on psychological well-being or self-control. Results are discussed in terms of implications and recommendations for future researchers.

Post-Traumatic Stress Disorder (PTSD) is a disorder that is affecting many lives and families. Since it is believed that over 50% of Americans will experience a traumatic event and 25% will experience multiple traumatic events, PTSD is an issue that cannot be overlooked. Although PTSD is most commonly associated with war victims, the official definition of PTSD was stated in the DSM-IV as "an extreme traumatic stressor involving direct personal experience or that involves actual or threatened death or serious injury or other threat to one's physical integrity; or witness to an event that involves death, injury, or a threat to the integrity of another person..." This definition shows that PTSD can be generalized to not only war victims but to anyone who has a traumatic experience.This study shows 82% of the participants are likely to experience PTSD if exposed to a traumatic event. This study provides a pre-screen of traits that likely lead to PTSD, in hopes to raise awareness and provide a potential cure and preventative measure in the future. Current forms of treatment include cognitive therapy; however, there is no solution. The usage of simulations such as Virtual Reality Exposure (VRE) could provide both a treatment but also a preventative measure.

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