Counterproductive work behaviors have predominantly been investigated at relatively narrow levels, with the focus limited to subsets of the behavioral domain as well as to specific explanatory approaches. This study took a broader perspective with respect to both dependent and independent variables. A sample of German employees from 2 organizations reported on their levels of general counterproductive behavior (GCB). In predicting GCB, M. R. Gottfredson and T. Hirschi's (1990) theory of self-control as a general explanation for deviant acts was tested and compared with several alternative approaches. Results from simple and moderated hierarchical multiple regression analyses involving 24 predictors of GCB strongly support hypotheses derived from self-control theory. Little support is found for any effects on individual differences in GCB beyond the direct and conditional impact of internal control.

Abstract. Interest in the prediction of academic success in higher education has grown considerably in recent years in German-speaking countries. While the validity of school grades and admission tests has been investigated by meta-analyses and large-scale studies at least in the United States, less is known about noncognitive predictors of academic success. The present meta-analysis investigates the impact of the Big Five personality factors on academic success at university. A total of 258 correlation coefficients from 58 studies published since 1980 were included. Grades, retention, and satisfaction served as success criteria. Correlations were corrected for attenuation caused by measurement error. Results show that the influence of personality traits on academic achievement depends on the success criterion. While Neuroticism is related to academic satisfaction (μ ρ = -.369, k = 8), Conscientiousness correlates with grades (μ ρ = .269, k = 41). Extraversion, Openness to Experience, and Agreeableness have no significant impact on academic success. Moderator analyses suggest effects of culture for the validity of Extraversion. Parallels to validity for job performance are identified and implications for admission and counseling of students are discussed.

Combining femtosecond pump-probe techniques with optical microscopy, we have studied laser-induced optical breakdown in optically transparent solids with high temporal and spatial resolution. The threshold of plasma formation has been determined from measurements of the changes of the optical reflectivity associated with the developing plasma. It is shown that plasma generation occurs at the surface. We have observed a remarkable resistance to optical breakdown and material damage in the interaction of femtosecond laser pulses with bulk optical materials.

Curiosity, a personality trait underlying behavioral tendencies related to knowledge acquisition, learning, and thinking, can be expected to be of high relevance in the world of work. There is, however, to date no work-related curiosity measure. The present article reports results regarding the development and validation of the new 10-item Work-Related Curiosity Scale. Based on two studies, the measure had a one-factor solution, acceptable internal consistency, and expected construct validity. In Study 2, incremental criterion-related validities were found over and above five general curiosity scales (ΔR2 between .12 and .15), which is in line with the frame-of-reference approach underlying the development of the scale. Interestingly, the lack of evidence for criterion-related validity in Study 1 indicates that these results do not generalize across positions.

Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as “disadvantaged,” (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environment.