Intestinal enteroendocrine cells \(EECs) are key players in mammalian physiology as largest endocrine organ, and regulate metabolic processes such as insulin secretion and induction of satiety.EECs are rare cell types \(less than 1% of the epithelium) and produce a large number of different hormones making these challenging to study.Model systems to assess the differentiation and function of these essential cell types have been lacking.In a novel approach, we describe the induction of human EECs in intestinal organoids.Moreover, in the manuscript linked to this protocol, we describe that manipulating the BMP signaling pathway allows to induce expression of speci c sets of hormones that correspond to the EEC state in the crypt-villus axis.This differentiation platform can be used to study the function of EECs and could contribute to the development of drugs for diabetes and obesity.
We sought to verify the reliability and validity of the Japanese version of the Utrecht Work Engagement Scale for Students (UWES‐S‐J). We examined 824 university students. We calculated the goodness of fit for a single‐factor model and the three‐factor model. The fit to the data was better for the three‐factor than for the single‐factor model, but all factors were highly positively correlated. Additionally, the UWES‐S‐J had good internal consistency and test–retest reliability. For the content validity, there were significant positive correlations between the UWES‐S‐J score and social support, a resilience scale, and subjective happiness. The UWES‐S‐J has good reliability and validity and may therefore be used to assess study engagement among Japanese students.
No abstract is provided for this article.
Everyday connotations of engagement refer to involvement, commitment, passion, enthusiasm, absorption, focused effort, zeal, dedication, and energy.In a similar vein, the Merriam-Webster dictionary describes the state of being engaged as "emotional involvement or commitment" and as "being in gear".This chapter focuses on engagement at work, a desirable condition for employees as well as for the organization they work for.Although typically "employee engagement" and "work engagement" are used interchangeably, this chapter prefers the latter because it is more specific.Work engagement refers to the relationship of the employee with his or her work, whereas employee engagement may also include the relationship with the organization.As we will see below, by including the relationship with the organization the distinction between engagement and traditional concepts such as organizational commitment and extra-role behavior becomes blurred.Although the meaning of engagement at work may seem clear at first glance, a closer look into the literature reveals the indistinctness of the concept.As with many other psychological terms, work engagement is easy to recognize in practice yet difficult to define.In large part, as Macey and Schneider (2008: 3) argued, the confusion about the meaning of engagement, "…can be attributed to the 'bottom-up' manner in which the engagement notion has quickly evolved within the practitioner community".However, this bottom-up method that flourishes in business is not only at odds with the top-down academic approach that requires a clear and unambiguous definition of the term, but it also hampers the understanding of work engagement for practical purposes.A Babylonian confusion of tongues precludes a proper assessment, as well interventions to
Much has been published on burnout in the human services. However, despite the extensive literature on job stress in policing, burnout in police officers has rarely been studied. The present study examined stressors in police work, focusing specifically on the lack of reciprocity that officers experience in relations with civilians, colleagues and the police service. It also investigated the relationship between burnout and the attitudes of officers towards violence, as well as to their own use of violence. Dutch police officers (N = 358) completed a self-report questionnaire. The results showed that: (1) organizational stressors were more prevalent than task-related stressors; (2) compared to other service jobs, police officers report a particular profile on the three scales of the Maslach Burnout Inventory (MBI)?a relatively low level of emotional exhaustion,an average level of depersonalization, and a high level of personal accomplishment; (3) burnout is associated with a lack of reciprocity between investments and outcomes in the relations that officers have with citizens, colleagues and their organization; and (4) burnout is positively related to attitudes towards use of violence and the use of violence during the officers' duty. Keywords: PoliceBurnoutJob StressReciprocityViolenceJob Characteristics
No abstract is provided for this article.
ABSTRACT Adult stem cells from a variety of organs can be expanded long-term in vitro as three-dimensional organotypic structures termed organoids. These adult stem cell-derived organoids retain their organ identity and remain genetically stable over long periods of time. The ability to grow organoids from patient-derived healthy and diseased tissue allows for the study of organ development, tissue homeostasis and disease. In this Review, we discuss the generation of adult stem cell-derived organoid cultures and their applications in in vitro disease modeling, personalized cancer therapy and regenerative medicine.
No abstract is provided for this article.
No abstract is provided for this article.
: Studies published on the validity of the Burnout Assessment Tool (BAT), a novel burnout instrument, have gained traction in the literature over recent years. The BAT has been successfully shown to be equivalent across representative samples when modeled as a second-order/higher-order model. However, this specification is not free of criticism and the bifactor approach has been presented as the alternative model specification. Therefore, a study investigating the construct-relevant multidimensionality of the BAT across many representative samples is warranted to reassess a global burnout factor ( n = 9,041). We implemented bifactor exploratory structural equation modeling to ascertain the relevance of a global burnout factor and specific component factors (bifactor-ESEM). According to the standardized loadings and McDonald’s ω coefficients, the results showed that the bifactor-ESEM model had a strong global burnout factor with relevant specific factors beyond the global factor. The model also showed measurement invariance across countries and genders. We also present a figure that compares the global burnout mean scores of the countries. All in all, the results of this study reaffirmed that BAT-assessed burnout can be modeled with an equivalent global burnout score across conditions.
