Zihan Liu

Objective Investigate short‐term personality development during the post‐graduation transition. Background Prior research indicates that long‐term personality development matters for employment outcomes. However, this evidence is primarily limited to multi‐year longitudinal studies. This research switches the focus to personality changes during a shorter, impactful life transition. Method We examined how short‐term personality development during the 14‐month post‐graduation transition relates to early career outcomes among two diverse samples of graduates from universities ( N = 816) and community colleges ( N = 567). We used latent growth curve models to examine associations between career outcomes measured 14 months after graduation with initial personality levels and personality changes. Results Results revealed that mean‐level changes in personality were small and mostly negative. Moreover, individual differences in personality changes were not associated with career outcomes. However, initial levels of conscientiousness, emotional stability, and extraversion positively related to both subjective and objective career success. Initial levels of agreeableness were also positively related to subjective (but not objective) success. Conclusions Findings indicate that individual differences in personality trait levels at graduation are stronger predictors of early career success compared to short‐term personality changes during the post‐graduation transition. Taken together, these results help define the time sequence through which personality changes relate to career outcomes.

Mindfulness has recently gained popularity in applied settings to enhance workplace safety, especially in safety‐critical occupations such as healthcare and construction. In this review, we synthesize existing research across disciplines to establish a theoretical model of mindfulness and safety. Based on 32 empirical studies, we first summarize and critically analyze how mindfulness and safety are conceptualized and operationalized in the literature. We then consolidate empirical findings and conceptual arguments and draw upon the job demands–resources model to propose a theoretical model linking the basic benefits of mindfulness to safety‐related job demands. Specifically, we propose that mindfulness (a) improves detection of and responses to workplace risks and hazards, (b) enhances concentration and self‐monitoring of safety behaviors in cognitively demanding situations, and (c) facilitates more adaptive responses to emotional burdens. We further propose that the mindfulness–safety link can vary across boundary conditions, including personal and contextual characteristics. Our theoretical model serves as a foundation to integrate existing knowledge and guide future research. We conclude by highlighting specific opportunities for researchers and practitioners to advance research and applications of mindfulness and workplace safety.