No abstract is provided for this article.
This study used a person-centered approach to examine the across-time relationships between job demands and job resources on the one hand and employee well-being (burnout and work engagement) on the other. On the basis of the job demands-resources model and conservation of resources (COR) theory, increases in demands and decreases in resources across time were expected to result in unfavorable changes in well-being across time. The results of a 2-wave study among 172 nurses and 273 police officers showed several common patterns across both samples: (a) participants who experienced an increase of demands showed a significant increase in burnout, whereas participants who reported having low resources at both measurement times also showed a significant increase in burnout; (b) participants who experienced decreasing resources reported a significant increase in burnout and a significant decrease in engagement; (c) participants who were exposed to chronic low job resources in a highly demanding environment showed a significant increase in burnout; and (d) participants who were exposed to decreased job resources in a highly demanding environment showed a significant increase in burnout.
Work engagement is a popular concept, both in business contexts as well as in academia. The term first appeared in the 1990s and meanwhile over 200 scientific publications have appeared on the subject. So it seems that it is time to take stock. The current paper has two main objectives, first to present a brief overview about our current knowledge on engagement (What do we know?) and second to draft a future research agenda (Where do we go?). More specifically, the research literature is summarized on five key issues: (1) the meaning and measurement of work engagement; (2) the antecedents of engagement; (3) the consequences of engagement; (4) state work engagement; and (5) building work engagement. As far as the future research agenda on work engagement is concerned, seven main issues are proposed: (1) conceptualization and measurement (e.g., the use of qualitative methods and peer-ratings); (2) theoretical understanding (e.g., developing unique explanatory frameworks); (3) antecedents and consequences (e.g., focusing on the paths that lead from work engagement to performance); (4) epidemiology (e.g., using national representative samples); (5) cross-cultural validity (e.g., comparing engagement-levels across cultures); (6) the waxing and waning of engagement across time (e.g., studying engagement in changing organizations); and (7) the collective nature of work engagement (e.g., team-level engagement). It is concluded that work engagement is a viable concept for both science and practice and that it needs further focused attention.
No abstract is provided for this article.
The capacity of the 3D-organoid cultures to resemble a near-physiological tissue organization and to mimic - to a certain degree - organ functionality, make organoids an excellent model for applications spanning from basic developmental/stem cell research to personalized medicine. Here, we review key findings achieved through organoid technology, and we discuss applications such as disease - and tumour modelling, correction of genetic mutations and understanding gene - and cell functions. Finally, we discuss future developments in the field.
<title>Abstract</title> Ewing sarcoma (ES) and Ewing-like sarcomas (ELS) are highly aggressive tumors in soft tissues and bone of mostly children and young adults. Despite being different in many aspects, including genetics, possible cell-of-origin, and pathology, patients with any of these entities all receive the same therapeutic regimen. Currently, there is a lack of preclinical cell models that can predict drug response of these entities in vitro. Here, we describe a pediatric ES and ELS tumor organoid (tumoroid) biobank containing tumoroids with different translocations, including EWSR1::FLI1, EWSR1::ERG, CIC::DUX4, and BCOR-rearrangements. Using histology, whole genome sequencing and RNA sequencing, we demonstrate that these tumoroids retain key properties of their matching patient tumors. In addition, we traced tumor subclones in the tumoroids across patient-matched longitudinal samples, which showed that cellular heterogeneity was maintained. We subsequently performed drug screening on the tumoroid models, which unveiled entity-specific drug sensitivity to various cytotoxic compounds and targeted compounds, including MCL-1 inhibitors for CIC::DUX4 sarcomas. Taken together, this newly established ES and ELS patient-derived tumoroid biobank represents a promising source of material for future basic cancer research and drug-screening.
Organoids are three-dimensional (3D) structures derived from adult or embryonic stem cells that maintain many structural and functional features of their respective organ. Recently, genome editing based on the bacterial defense mechanism CRISPR/Cas9 has emerged as an easily applicable and reliable laboratory tool. Combining organoids and CRISPR/Cas9 creates exciting new opportunities to study organ development and human disease in vitro. The potential applications of CRISPR in organoids are only beginning to be explored.
Main Abstract Content: Purpose Test two independent engaging leadership (EL) construct’s prediction of work motivation. Design Quantitative methods sampled Australian healthcare employees, twice (T1-T2=6 months, Nt1=131, response rate 53.2%, 62.4% male; Nt2 =113, response rate 34.0%, 57.5% male). Measures: Engaging Transformational Leadership Questionnaire© with intercorrellated (r=.56-.76) multidimensional subscales, showing genuine concern, enabling, being honest and consistent, networking and achieving, and being decisive, that highly interrelate (ETLQ, Alban-Metcalfe & Alimo-Metcalfe, 2000). Engaged Leadership Scale© with intercorrelated items (r=.64-.85), and potentially multidimensional subscales, strengthening, connecting, empowering and inspiring (ELS, Schaufeli, personal correspondence, 2016). Multidimensional Work Motivation Scale has six reliable subscales, α=.71-.90 (Gagne, et al., 2015). Analyses: SPSS24 sub-scale optimisation was highly-reliable, α=.74-.98. AMOS24 SEM confirmed a superior-fitting, replicable and representative model nested within longitudinal data (CFI=.994, TFI=.991, RMSEA=.017). Results Measurement residuals modelling found a consistent model in T1 and T2 data. EL, including both EL constructs, significantly negatively predicted Amotivation (β=-.31, p<.001), non-significantly predicted Social Extrinsic Regulation (β=.06, ns), Material Extrinsic Regulation (β=-.07, ns), and Introjected Regulation (β=.06, ns), and significantly positively predicted Identified Regulation (β=.30, p<.001), and Intrinsic Motivation (β=.49, p<.001), over time. Limitations State-trait aggregation, self-report, one source. Implications Self-determined leadership works in collaboration with work motivation. Leaders motivate using self-determined EL behaviours. Employees work using self-determined motivational patterns nurtured by the leader. Value ETLQ and ELS are complimentary, independently viable, and valid, internationally. Constructs predict patterns of highly-intrinsic motivation.
No abstract is provided for this article.
The aim was to investigate differences in the levels of work engagement across demographic and work- and organization-related factors, and their relative importance for work engagement.The study was on the basis of a sample of 17,498 male and 17,897 female employees from the sixth European Working Conditions Survey collected in 2015. Linear regression models and dominance analysis were used.Several significant differences were observed between the levels of work engagement in different demographic and work- and organization-related groups. Employees working in human service occupations reported higher levels of work engagement than employees in other industries. Relatively, occupational group (68%) and industry (17%) contributed most to work engagement.It is important to focus on enhancing work engagement, particularly among less educated employees, among those with nonpermanent contracts, and in certain occupations.
This study used a representative sample of 507 general practitioners (GPs) to test the hypothesis that burnout is contagious. Following a two-dimensional conceptualization of burnout, it is assumed that burnout is comprised of emotional exhaustion and negative attitudes (i.e., depersonalization and reduced personal accomplishment). We hypothesized that perceived burnout complaints among colleagues and susceptibility to emotional contagion would make an independent contribution to explaining variance in negative attitudes through their influence on emotional exhaustion. The findings of a series of LISREL-analyses support this burnout contagion model. In addition, susceptibility to the emotions expressed by others had a moderating effect on the relationship between perceived burnout complaints among colleagues and individual GPs' emotional exhaustion: Burnout contagion was most pronounced among those GPs who were, in general, highly susceptible to emotional stimuli. These findings, as well as possible routes to burnout contagion are discussed in terms of recent theoretical work on emotional contagion.
