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The dietary specialist fruit fly Drosophila sechellia has evolved to specialize on the toxic fruit of its host plant Morinda citrifolia. Toxicity of Morinda fruit is primarily due to high levels of octanoic acid (OA). Using RNA interference (RNAi), prior work found that knockdown of Osiris family genes Osiris 6 (Osi6), Osi7, and Osi8 led to increased susceptibility to OA in adult D. melanogaster flies, likely representing genes underlying a Quantitative Trait Locus (QTL) for OA resistance in D. sechellia. While genes in this major effect locus are beginning to be revealed, prior work has shown at least five regions of the genome contribute to OA resistance. Here, we identify new candidate OA resistance genes by performing differential gene expression analysis using RNA-sequencing (RNA-seq) on control and OA-exposed D. sechellia flies. We found 104 significantly differentially expressed genes with annotated orthologs in D. melanogaster, including six Osiris gene family members, consistent with previous functional studies and gene expression analyses. Gene ontology (GO) term enrichment showed significant enrichment for cuticle development in upregulated genes and significant enrichment of immune and defense responses in downregulated genes, suggesting important aspects of the physiology of D. sechellia that may play a role in OA resistance. In addition, we identified five candidate OA resistance genes that potentially underlie QTL peaks outside of the major effect region, representing promising new candidate genes for future functional studies.

Two studies examined the relation between job level and job satisfaction. Study 1 was a metaanalysis of the relation between job level and job satisfaction using data drawn from 35 independent samples (N= 18,534). It was found that as job level increased, so did job satisfaction. Several possible moderators of this relation were identified. Study 2 was a primary study of the relation between job level and job satisfaction using 4 measures of job level and 5 facets of job satisfaction (N = 530 in 4 hospitals). There was a high degree of convergence among the measures of job level and a consistently positive relation between the job level and job facet satisfaction measures. These studies suggest that the relation between job level and job satisfaction is positive across most operationalizations of the 2 constructs and that other moderators should be investigated to account for the large residual variance in effect sizes identified.

The present study investigated the moderating effects of performance monitoring on the relations between two measures of conscientiousness (general and business-oriented) and performance on a data entry task. A significant interaction was evidenced between conscientiousness and performance monitoring in predicting task performance for the general measure of conscientiousness; however, it was opposite than expected. No significant interaction was evidenced between conscientiousness and performance monitoring in predicting task performance for the business-oriented measure of conscientiousness. Possible explanations for these findings are suggested. Implications and limitations of the present research are identified and various suggestions for future research in this area are recommended.

Personality has emerged as a key factor when trying to understand why people think, feel, and behave the way they do at work. Recent research has  linked personality to important aspects of work such as job performance, employee attitudes, leadership, teamwork, stress, and turnover. This handbook brings together into a single volume the diverse areas of work psychology where personality constructs have been applied and investigated, providing expert review and analysis based on the latest advances in the field.

Two studies examined the relation between job level and job satisfaction. Study 1 was a metaanalysis of the relation between job level and job satisfaction using data drawn from 35 independent samples (N= 18,534). It was found that as job level increased, so did job satisfaction. Several possible moderators of this relation were identified. Study 2 was a primary study of the relation between job level and job satisfaction using 4 measures of job level and 5 facets of job satisfaction (N=530 in 4 hospitals). There was a high degree of convergence among the measures of job level and a consistently positive relation between the job level and job facet satisfaction measures. These studies suggest that the relation between job level and job satisfaction is positive across most operationalizations of the 2 constructs and that other moderators should be investigated to account for the large residual variance in effect sizes identified.