This collection of papers provides an assessment of the field of personality in work and organizational psychology, and its future opportunities. The book opens with a discussion of traditional and new themes for research in the area, focusing on the need for a "strong" interactionism which recognizes the relative immutability and power of deep personality structures and how they relate to situational demands and self-identity. There follows an authoritative overview of specific relationships between personality constructs and identifiable work behaviours, considering the different ways these linkages have beenn modelled theoretically, and how insights have been constrained by the research designs scholars have adopted to study them.; Papers follow by two innovators in personality measurement and scale development. Paul Costa describes the theoretical origins of his NEO-PI-R "Big Five" instrument and its factorial structure, evidence for its self- reliability and validity, and reviews a variety of empirical applications for work and organizational behaviour. Peter Saville's OPQ measure has been pre-eminent in many European business settings, and he describes new evidence for how it links with competencies - as independently assessed managerial performance criteria.; There follows a discussion of the dynamics of adaption - how personality and workplace interactions, under conditions of change and via the mechanism of socialization, lead to different outcomes, such as satisfaction, stress, self-esteem, turnover and new job behaviours.; A conluding overview of the collection argues the need for personality research to keep role behaviours, criterion issues and identity constructs firmly in view.