Cardiovascular risk factors have expanded to include personality and other psychological characteristics. Negative affect (NA) has a longstanding history in cardiovascular health, but the path by which NA leads to cardiovascular disease (CVD) is yet to be defined. The following study examined the relationship of high NA and low extroversion (EX) with physiological cardiovascular markers in a sample of non-medical, professional adults. Our results indicated that individuals high in NA and low in EX displayed a significantly lower platelet count and a significantly higher mean platelet volume. Individuals high in NA displayed a significantly lower cholesterol risk ratio, while individuals high in EX displayed significantly higher platelet counts. Personality was not significantly related to blood pressure, high or low density lipoproteins. Understanding the relationships among psychological variables and physiological markers will help clinical researchers design interventions that reduce the likelihood of CVD.

Efficacy of multidisciplinary inpatient treatment of feeding disordered children was sought through retrospective chart review of 40 G-tube dependent children ages 22 months to 7 years. Premature births were 55% of the sample ranging from 23 to 36 weeks gestation. The majority of co-occurring medical conditions included congenital anomalies (50%), gastroesophageal reflux disease (25%) and chronic lung disease (25%). Treatment effect analyzed from pre and post treatment measures of oral and G-tube caloric intakes resulted in a significant difference from admission to discharge for both oral intake, t (39) = 5.76, p < 0.001, d = 1.02, and G-tube dependency, t(39) = 10.94, p < 0.001, d = 2.03 with both showing strong treatment effects. Results indicated a highly reliable and valid method of treating severe pediatric feeding disorders.

Job satisfaction is one of the most commonly studied variables in the organizational literature. It is related to a multitude of employee-relevant variables including but not limited to performance, organizational commitment, and intent to quit. This study examined two new instruments measuring the components of affect and cognition as they relate to job satisfaction. It further proposed including an evaluative (or true attitudinal) component to improve the prediction of job satisfaction. Results provide some evidence of both two and three factor structures of affect and cognition. This study found minimal support for the inclusion of evaluation in the measurement of job satisfaction. Affect was found to be the single best predictor of job satisfaction, regardless of the satisfaction measure used. Further development is needed to define the factor structures of affect and cognition as well as the role of these factors and evaluation in the prediction of job satisfaction.