Extremism and radicalisation pose significant threats to national security and socio-political stability, particularly in Western countries. Despite the extensive scientific literature addressing these phenomena from various perspectives, existing empirical research lacks cohesion due to differing theoretical models. This systematic review aims to unify recent empirical research on psychological factors associated with extremism and radicalisation, focusing on empirical studies across diverse cultural and socio-political contexts. Key findings indicate that certain personality traits—specifically, low openness to experience and high conscientiousness—may increase susceptibility to extremist beliefs. Additionally, quest for significance seems to stand out as a powerful motivator for radicalisation.

In 2007, Papeles del Psicólogo published a monograph on psychology and addictions that presented the psychological foundations of addictive behaviors that supported preventive interventions and psychological therapeutic approaches supported by empirical evidence. Eighteen years later, the health, economic, and social importance of problems arising from drug use and other addictive behaviors remains very high. Since then, other types of phenomena (new technologies, social media, etc.) have emerged and gained prominence, adding to traditional addictive behaviors and making analyses of these types of behaviors and their possible solutions even more difficult.

The evaluation of non-cognitive variables, such as personality factors, is key in personnel selection processes in public administration, although its application presents certain challenges. This article addresses the need to ensure the validity of these processes by integrating the principles of transparency and publicity with best practices in the use of tests. Based on the report from the Test Commission of the General Council of the Spanish Psychological Association on the use of psychometric tests in selection processes in public administration, 16 recommendations are provided, organized into seven areas: objectives, test application, scoring, selection criteria, reports, functional diversity, and qualifications. It is of vital importance to document and justify each stage to guarantee fair and wellfounded decisions. These guidelines solve some issues that arise in the application of non-cognitive tests, and ensure alignment with the principles of publicity, transparency, and fairness in public sector selection.