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No abstract is provided for this article.
Abstract Recently, it has become evident that stimulated phosphoinositide (PI) hydrolysis plays a crucial role in early T lymphocyte activation. We have investigated the effects of the nonmitogenic lectin wheat germ agglutinin (WGA) on several parameters associated with PI hydrolysis in human T cells. It was found that WGA was as effective as anti-T3 antibody and PHA in producing a rise in cytosolic free Ca++ ((Ca++)i) in blood T cells and in cells of the T cell line CCRF-CEM. It was inferred that identical cells within the blood T cell preparation responded to each of the three agents, refuting the contention that WGA only stimulated a subfraction of circulating mature T lymphocytes. WGA-induced, but not PHA-induced rises in (Ca++)i could be blocked completely by N-acetyl-D-glucosamine, demonstrating that the sugar-binding characteristics of the lectin dictate its action on T lymphocytes. Anti-T3 antibody, PHA, and WGA all initiated inositol phosphate formation in blood T cells, indicating that each of the agents stimulated PI hydrolysis. The combination of WGA with nonmitogenic amounts of phorbol-12-myristate-13-acetate resulted in strong mitogenicity. It is concluded that WGA, like anti-T3 antibody and PHA, is a pan-T activator of PI hydrolysis.
Burnout is recognized as a potential problem within a broad range of occupations, and within many different countries. Much has been written about burnout and there is a continuing drive to identify effective solutions. This article reviews the history of the burnout concept, and the debates about how best to define it and thus measure it. The primary burnout measure, which continues to be the most widely used and is considered to be the “gold standard” for work on burnout, is the Maslach Burnout Inventory, and this article describes that measure in some detail. This article also reviews the more recent history about the concept of engagement, the positive opposite of burnout, and the parallel debates about both its definition and assessment.
Samenvatting Werknemers hebben verschillende drijfveren om hard te werken. Zowel in de wetenschap als in de praktijk groeit de laatste jaren de aandacht voor de intrinsieke motivatie van mensen om hard te werken. Een dergelijke bevlogenheid lijkt echter moeilijk te onderscheiden van werkverslaving. In dit onderzoek willen we enerzijds bestaande inzichten over werkverslaving en bevlogenheid bevestigen en anderzijds nieuwe vragen formuleren voor toekomstig onderzoek. Meer specifiek trachten we in dit onderzoek te achterhalen hoe werkverslaving en bevlogenheid in het werk zich tot elkaar verhouden. Zijn het te onderscheiden of elkaar uitsluitende categorieën? En – indien het te onderscheiden categorieën zijn – op basis waarvan zijn ze dan te onderscheiden? Door middel van interviews met 23 werkverslaafde en bevlogen werknemers is vastgesteld dat er, ondanks de overeenkomst van hard en veel werken, ook enkele belangrijke verschillen tussen beide groepen bestaan. Deze hebben met name betrekking op werkmotivatie en de identificatie met het werk en het vermogen om het werk los te laten. Een andere conclusie is dat bevlogenheid en werkverslaving in elkaar over kunnen gaan en zelfs tegelijkertijd kunnen voorkomen. Met andere woorden, hoewel werkverslaving en bevlogenheid inhoudelijk gezien van elkaar verschillen, hoeven ze elkaar niet per definitie uit te sluiten.
No abstract is provided for this article.
Direct effects of oncogenic proteins or inhibitor treatments on signaling pathways are difficult to assess in transgenic mice. In this issue, Riemer et al. (2017. J. Cell Biol. https://doi.org/10.1083/jcb.201610058) demonstrate that oncogene-inducible organoids offer the experimental versatility of two-dimensional cell lines, while closely representing the in vivo situation.
This chapter presents an overview of the current knowledge about burnout, a state of work-related mental exhaustion. It starts with the history and societal background of the phenomenon and discusses the concept and various definitions. Next, the assessment of burnout using questionnaires and clinical interviews is reviewed and an overview of its prevalence is presented. Potential antecedents (i.e., job demand and lack of job resources), consequences (i.e., physical and mental health, and organizational outcomes) and correlates (i.e., gender, personality factors) are discussed as well. Various descriptive models, such as the Job-Demands Resources model and the Six Areas of Working Life approach, are treated, as well as explanatory models that refer to lack of reciprocity and emotional contagion. Next, the effectiveness of individual and organizational interventions to prevent and reduce burnout is evaluated. The chapter closes with an outlook that includes future research challenges and emphasizes the importance of distinguishing mild burnout symptoms that refer to unwell-being from severe symptoms that are indicative for a burnout disorder.