Individuals are different in a relatively constant pattern of thoughts, feeling, and behaviors, which are called personality traits. Mental health is a condition of well-being in which people may reach their full potential and deal effectively with stress, work efficiently, and contribute to their communities. Indeed, the link between personality and mental health as indicated by the 12-item version of the general health questionnaires (GHQ-12) has been well-established according to evidence found by decades of research. However, the GHQ-12 comprises many questions asking about different dimensions of mental health. It is unclear how personality traits relate to these dimensions of mental health. In this paper, we try to address this question. We analyzed data from 12,007 participants from the British Household Panel Study (BHPS) using a confirmatory factor analysis (CFA) and generalized linear models. We replicated the factor structure of GHQ-12 labeled as GHQ-12A (social dysfunction & anhedonia; 6 items), GHQ-12B (depression & anxiety; 4 items), and GHQ-12C (loss of confidence; 2 items). Moreover, Neuroticism was positively related to all dimensions of mental health issues, Extraversion was negatively related to GHQ-12A (social dysfunction & anhedonia) and GHQ-12B (depression & anxiety), Agreeableness and Conscientiousness were negatively related to GHQ-12A (social dysfunction & anhedonia) and GHQ-12C (loss of confidence), and Openness was negatively related to GHQ-12B (depression & anxiety). These results contribute to theories including the predisposition/vulnerability model, complication/scar model, pathoplasty/exacerbation model, and the spectrum model, which propose that personality traits are linked to mental health and explained possible reasons. Psychologists may use results from this study to identify individuals who may be at high risk of developing various non-psychiatric mental health issues and intervene to avoid negative outcomes.

As one of the core executive functions, inhibition plays an important role in human life through development. Inhibitory control is defined as the ability to suppress actions when they are unlikely to accomplish valuable results. Contemporary neuroscience has investigated the underlying neural mechanisms of inhibitory control. The controversy started to arise, which resulted in two schools of thought: a modulatory and a network account of inhibitory control. In this systematic review, we survey developmental mechanisms in inhibitory control as well as neurodevelopmental diseases related to inhibitory dysfunctions. This evidence stands against the modulatory perspective of inhibitory control: the development of inhibitory control does not depend on a dedicated region such as the right inferior frontal gyrus (rIFG) but relies on a more broadly distributed network.

As one of the core executive functions, inhibitory control plays an important role in human life. Inhibitory control refers to the ability to suppress task irrelevant information both internally and externally. Modern cognitive neuroscience has extensively investigated the neural basis of inhibitory control, less is known about the inhibitory control mechanisms in aging. Growing interests in cognitive declines of aging have given raise to the compensation-related utilization of neural circuits hypothesis (CRUNCH). In this review, we survey both behavioral, functional, and structural changes relevant to inhibitory control in aging. In line with CRUNCH, we found that older adults engage additional brain regions than younger adults when performing the same cognitive task, to compensate for declining brain structures and functions. Moreover, we propose CRUNCH could well take functional inhibitory deficits in older adults into account. Finally, we provide three sensible future research directions.

A substantial amount of research has been conducted using a variety of methodological approaches to determine what influences life satisfaction. The bottom-up theory considers overall life satisfaction as a function of various areas of life satisfaction, whereas the top-down theory considers the areas of life satisfaction as a function of dispositional factors such as personality. We examined these models in a large-scale United Kingdom survey. Consistent with other studies, we found that both the bottom-up and top-down models of life satisfaction are supported in the United Kingdom by demonstrating that demographics, areas of life satsifaction, and personality traits can explain a significant portion of variances in overall areas of life satisfaction. We propose that future studies in life satisfaction research should consider the integrated account of life satisfaction rather than a unitary bottom-up or top-down perspective.

Personality relates to employment status. Previous studies have mainly compared the difference between entrepreneurs and managers. It remains unknown how personalities differ in entrepreneurs, managers, supervisors, and employees. In this research, we answer the questions by analyzing data from Understanding Society: the UK Household Longitudinal Study (UKHLS) that consisted of 2,415 entrepreneurs, 3,822 managers, 2,446 supervisors, and 10,897 employees. By using a multivariate analysis of variance (MANOVA) and ANOVA, we found that employment status has a significant multivariate effect on personality traits (F(5, 17,159) = 172.51, p < 0.001) after taking account into demographics. Moreover, there were also significant univariate effects for Neuroticism (F(3,19502) = 16.61, P < 0.001), Openness (F(3,19502) = 3.53, P < 0.05), Agreeableness (F(3,19502) = 66.57, P < 0.001), Conscientiousness (F(3,19502) = 16.39, P < 0.001), and Extraversion (F(3,19502) = 31.61, P < 0.001) after controlling for demographics. Multiple comparisons revealed that entrepreneurs are characterized by low Neuroticism, high Openness, high Conscientiousness, and high Extraversion while managers had low Neuroticism, low Agreeableness, high Openness, high Conscientiousness, and high Extraversion. Finally, supervisors are associated with high Conscientiousness. Implications and limitations are discussed.

Although studies have widely explored the connections between personality traits and job satisfaction, less is known about how personality relates to aspects of job satisfaction. The objective of this study was to explore the relationships between personality traits and various areas of job satisfaction, including pay, work, security, and hours worked. This study used ordinal regressions to analyze data from 6962 working individuals from the British Household Panel Survey (BHPS). The results showed that Neuroticism consistently has a negative association with all aspects of job satisfaction, whereas Agreeableness and Conscientiousness have positive associations with job satisfaction. Extraversion had a weak negative association with satisfaction with total pay. These findings imply that personality may play a crucial role in shaping areas of job satisfaction.