Emotional intelligence stands at the nexus between intelligence and emotion disciplines, and we outline how EI research might be better integrated within both theoretical frameworks. From the former discipline, empirical research focused upon whether EI is an intelligence and what type of intelligence it constitutes. It is clear that ability-based tests of EI form a group factor of cognitive abilities that may be integrated into the Cattell–Horn–Carroll framework; less clear is the lower order factor structure of EI. From the latter (...) discipline, research linking EI with theoretical frameworks from emotion research remain relatively sparse. Emotion regulation and appraisal theory may be key to explain how EI may reflect different processes. We propose a research agenda to advance the EI study. (shrink)

In this volume, a diverse group of world experts in personality assessment showcase a range of different viewpoints on response distortion. Contributors consider what it means to "fake" a personality assessment, why and how people try to obtain particular scores on personality tests, and what types of tests people can successfully manipulate. The authors present and discuss the usefulness of a range of traditional and cutting-edge methods for detecting and controlling the practice of faking. These methods include social desirability scales, (...) warnings, affective neutralization, unidimensional and multidimensional pairwise preferences, decision trees, linguistic analysis, situational measures, and methods based on item response theory. The wide range of viewpoints presented in this book are then summarized, synthesized, and evaluated. The authors make practical recommendations and suggest areas for future research. Anyone who wonders whether people exaggerate or lie outright on personality tests -- or questions what psychologists can and should do about it -- will find in this book stimulating questions and useful answers. (shrink)

In this response to the critiques of Fontaine and Hughes and Evans, we touch on main points of consensus and contention, and offer some suggestions for future programs of research.

This comment responds to Maul’s (2012) article evaluating the validity evidence and argument for the Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT) as a measure of emotional intelligence (EI). We suggest that Maul’s standards for establishing validity evidence are unrealistically high, and may not be met by other established psychometric tests. As an example, we show that evidence for the validity of Raven’s Progressive Matrices (RPM) is of a similar standard to the MSCEIT.

Prostate cancer has become a major health concern of male Americans. It is now the most common nondermatologic cancer and the second leading cause of cancer death among men. The incidence of detected prostate cancer rose rapidly in recent years, partly because of prostate-specific antigen testing; it is only now tapering off. Screening for prostate cancer with PSA is widespread in the United States, yet controversial: the American Urological Association recommends PSA screening and the American Cancer Society recommends offering screening; (...) however, the United States Preventive Services Task Force and the American College of Physicians recommend against routine screening; and the American Academy of Family Physicians believes that the decision to screen should be left to the patient. (shrink)

Prostate cancer has become a major health concern of male Americans. It is now the most common nondermatologic cancer and the second leading cause of cancer death among men. The incidence of detected prostate cancer rose rapidly in recent years, partly because of prostate-specific antigen testing; it is only now tapering off. Screening for prostate cancer with PSA is widespread in the United States, yet controversial: the American Urological Association recommends PSA screening and the American Cancer Society recommends offering screening; (...) however, the United States Preventive Services Task Force and the American College of Physicians recommend against routine screening; and the American Academy of Family Physicians believes that the decision to screen should be left to the patient. (shrink)

This ground-breaking book addresses transformations in the understanding of time and the generation and degeneration of value at the cutting edge of modernity and postmodernity. The book is a multi-disciplinary contribution to current work in the social sciences, in cultural theory and in more pragmatic areas such as advertising and global communication. It brings together the work of distinguished international scholars and new young thinkers. Time and Value contains an exploration of such themes as the timescapes of nature and the (...) impact of disease, ecological catastrophe, and many other issues. In theoretical terms, the collection draws in particular upon writers such as Jacques Derrida, Michel Serres, Paul Virilio and Martin Heidegger, whose work is particularly relevant in considering how technology has had a powerful impact upon the construal of time and the explanation of how time constructs human lives in late modernity. The compression of time and its fragmentation correspond with a collapse in and reconstruction of value systems. This deconstruction of time is juxtaposed with a range of possibilities that emerge when the specific times of the media, literature, art, virtuality, nature, performance, fashion, semiotic codings, spirituality, the self and the body are understood as creative opportunity. (shrink)

Managerialism is not mere ideology, a concatenation of ideas subsisting in an epiphenomenal superstructure (Überbau) that mirrors economic relations (Base) and masks interests, but a set of practices that, as an extreme manifestation of human resources management (HRM), seeks to constitute the life-world (Lebenswelt) of participants in many sectors of society. Increasingly, it is those at the extremes of elite wealth and marginal poverty who may fall outside its remit and become free to think beyond its parameters. As inheritor of (...) personnel management, HRM as practice and ideology fills a societal vacuum and comes to exercise the power of totalizing social construction. In an integral performance culture the Performative Absolute emerges in the imaginary; it is an immanent sublime that instantiates and regulates the social being of the individual. This apotheosis of the 'manager's right to manage' overrides boundaries between public and private spheres and dissolves the separation of powers. As 'human resource', the employee is subject to living sacrifice; this is an oblation that demands ethical and theological critique. (shrink)

British higher education has undergone an unprecedented transformation over the past twenty years from an elite and individualised personal option embodied in historic universities (and their qualified institutional imitation in post-war expansion) to an industrialised, mass higher education system designed to produce a standard, reliable, predictable human ‘product’ suited to the putative needs of British industry and commerce. This ‘reform’ or ‘modernisation’ incorporates key features of ‘managerial modernity’ and it has been imposed without effective critique or resistance. In this paper (...) we outline and analyse aspects of the quasi-totalitarian ‘normalisation’ of the education system as a whole, and pose some basic questions about the adequacy of the result as means of intellectual maturation and fundamental socialisation. It is concluded that the limits of ‘accountability’ have been narrowly and prescriptively drawn, and that both the tacit assumptions and targeted outcomes of this facility for social reproduction may be held in part responsible for a reduced and diminished ‘post-humanity’. Some marginal figures offer material for creative resistance, but what resources, if any, do conventional Christian theology, ethics or pedagogic practice offer in the face of this forced homogenisation of the human? (shrink)

. Time, virtuality and the Goddess. Cultural Values: Vol. 2, No. 2-3, pp. 270-287.