Time-honored notions of fairness are cast aside for millions of workers. Working temp or part-time often means being treated as a second-class citizen by both employers and permanent workers.- Castro (1993: 44) 5 †We thank Cheryl Kaiser for her comments on earlier drafts.

The personality trait of conscientiousness has seen considerable attention from applied psychologists due to its efficacy for predicting job performance across performance dimensions and occupations. However, recent theoretical and empirical developments have questioned the assumption that more conscientiousness always results in better job performance, suggesting a curvilinear link between the 2. Despite these developments, the results of studies directly testing the idea have been mixed. Here, we propose this link has been obscured by another pervasive assumption known as the dominance model of measurement: that higher scores on traditional personality measures always indicate higher levels of conscientiousness. Recent research suggests dominance models show inferior fit to personality test scores as compared to ideal point models that allow for curvilinear relationships between traits and scores. Using data from 2 different samples of job incumbents, we show the rank-order changes that result from using an ideal point model expose a curvilinear link between conscientiousness and job performance 100% of the time, whereas results using dominance models show mixed results, similar to the current state of the literature. Finally, with an independent cross-validation sample, we show that selection based on predicted performance using ideal point scores results in more favorable objective hiring outcomes. Implications for practice and future research are discussed.

Summary Prior research supports a link between organizational culture and performance but generally falls short of establishing causality or determining the direction of a culture–performance (C‐P) relationship. Using data collected from 95 franchise automobile dealerships over 6 years, we studied longitudinal culture–performance relationships to determine whether culture or performance has causal priority, or alternatively, whether a reciprocal relationship exists. Results from cross‐lagged panel analyses indicate that culture “comes first,” consistently predicting subsequent ratings of customer satisfaction and vehicle sales. Furthermore, the positive effect of culture on vehicle sales is fully mediated by customer satisfaction ratings. Copyright © 2015 John Wiley & Sons, Ltd.

Federal law prohibits pre-employment physical examination of firefighter recruits, but these workers must perform intense exercise in arduous environments. Components of physical fitness of rookie firefighters (n = 115; 104 men, mean +/- SD: age = 28.3 +/- 4.3 years; height = 1.76 +/- 0.07 m; weight = 83.2 +/- 13.9 kg; percent body fat = 17 +/- 8%) were measured upon being hired and following a 16-week exercise training program (1 h.d(-1), 3 d.wk(-1)) designed to improve physical fitness. Maximum aerobic capacity (VO2max) was estimated from submaximal cycle ergometry, body composition from skinfold tests, flexibility from a sit and reach test, strength by hand grip dynamometry, and muscle endurance by a push-up test. The results are as follows (*, p

In our continued effort to identify selective MRP1 modulators, we have developed two novel templates, 3 and 4, through rational drug design by identifying the key pharmacophore interaction at the 7-position of the pyrrolopyrimidine template 1. Further synthesis and SAR work on these novel templates gave a number of potent MRP1 modulators with great selectivity against Pgp. Additional studies to reduce the CYP3A4 inhibition are also reported. Several compounds of these classes were subjected to in vivo xenograft studies and in vivo efficacies were demonstrated.