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The NEO Personality Inventory and intrinsic and extrinsic career success measures were completed by 1,885 U.S. and 1,871 European executives. Neuroticism was associated with lower extrinsic success for U.S. executives, extroversion with higher extrinsic success for European executives. Extroversion was related positively and neuroticism negatively to intrinsic success for both. (Contains 87 references.) (SK)

In a survey of 128 manufacturing employees, the perception that performance appraisal had developmental uses was associated with satisfaction with appraisals and appraisers. Reaction to the evaluation did not depend on the outcome of the appraisal or its perceived fairness. (SK)

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1744-6570.2008.00128.x Byline: BENJAMIN B. DUNFORD (1), DEREK K. OLER (2), JOHN W. BOUDREAU (3) Abstract: In a study of top U.S. executives between 1996 and 2006, we examined the impact of underwater stock options on voluntary turnover. Financial and economic logic suggests that underwater options may carry a positive valuation based on Black-Scholes (BS) pricing, even when the current market price is below the exercise price. However, a variety of psychological and behavioral theories suggest that underwater option portfolios may motivate voluntary turnover to a greater extent than what can be captured by Black-Scholes valuation. Findings supported these perspectives, as underwater options were associated with voluntary executive turnover, after controlling for the BS value of the options and other factors. Moreover, we found evidence that voluntary turnover dynamics differed substantially between CEOs and non-CEOs. Author Affiliation: (1)Purdue University (2)Indiana University (3)University of Southern California Article note: Correspondence and requests for reprints should be addressed to Benjamin B. Dunford, Krannert School of Management, Purdue University, 403 West State Street, West Lafayette, IN 47907-2056; bdunford@purdue.edu.

Recent research suggests that the turnover process is not fully captured by the traditional sequential model relating job dissatisfaction to subsequent turnover. The present study contributes to this research by modeling within-individual job satisfaction as a function of job change patterns to determine if individual work attitudes change systematically with the temporal turnover process. Specifically, the authors hypothesized that low satisfaction would precede a voluntary job change, with an increase in job satisfaction immediately following a job change (the honeymoon effect), followed by a decline in job satisfaction (the hangover effect). Though this pattern is suggested in the literature, no prior research has integrated and tested this complete temporal model within individuals. Findings based on a sample of managers supported the proposed honeymoon-hangover effect.