Significance Cancer evolution cannot be observed directly in patients, and new methodologies are needed for obtaining a quantitative understanding of this obscure process. We develop and analyze a stochastic model of malignant transformation in the colon that precisely quantifies the process of colorectal carcinogenesis in patients through loss of tumor suppressors APC and TP53 and gain of the KRAS oncogene. Our study employs experimentally measured mutation rates in the colon and growth advantages provided by driver mutations. We calculate the probability of a colorectal malignancy, the sizes of premalignant lesions, and the order of acquisition of driver mutations during colorectal tumor evolution. Our model can be used as a starting point in evaluating early detection and treatment efforts.
No abstract is provided for this article.
This chapter introduces a recently emerged psychological concept – work engagement – and seeks to apply this notion to the management of human resources in organizations. Our point of departure is that in order to prosper and survive in today's continuously changing environment, rather than merely "healthy" employees, organizations need engaged employees. What we exactly mean by work engagement and how this term is used throughout the literature is explained next. Because we strongly feel that recommendations for using HRM strategies to increase levels of employee engagement should be based on sound empirical research, we present an overview thereof. More specifically, we focus on the relationship of work engagement with related concepts and on the antecedents and consequences of work engagement. The assessment of work engagement is addressed in a separate section. In addition, we discuss how employees' work engagement may be optimized by using HRM strategies. The chapter closes with some conclusions about work engagement research and about the usefulness of work engagement in the context of HRM. Our aim is to demonstrate the viability of the concept of work engagement for human resources practices in organizations.
Additional file 8.
Empirical research on Karasek's job demand–control (JD‐C) model has often failed to demonstrate the predicted interaction effect of high job demands and low job control on measures of strain. It has been suggested that the conceptualization of the control dimension as well as the neglect of workers' individual characteristics in the JD‐C model may be responsible for its relative lack of empirical support. In the current study among 367 Dutch nurses from 18 intensive care units, a more focused measure of control was used. In addition, two individual characteristics (i.e. active coping and need for control) were included as potential moderators in the JD‐C model. The demand‐control interaction effect as predicted by the JD‐C model could not be demonstrated. However, active coping turned out to moderate the interaction between job demands and job control. A misfit between level of control and individual coping style intensified the stress‐enhancing effect of job demands. Further research on the extension of the JD‐C model with personal characteristics is recommended.
Dit rapport, dat een overzicht wil bieden van de huidige stand van zaken met betrekking tot psychische vermoeidheid en werk, is geschreven in het kader van het door de Nederlandse Organisatie voor Wetenschappelijk Onderzoek (NWO) gesubsidieerde onderzoeksprogramma 'Psychische Vermoeidheid in de Arbeidssituatie' (PVA), waarin Nederlandse universiteiten en onderzoeksinstellingen samenwerken. Werkgerelateerde psychische problematiek staat momenteel in het middelpunt van de belangstelling. Eind 1999 waren werkgerelateerde psychische klachten goed voor ruim 31% van de WAO-intreders. Dat aandeel is al jaren nagenoeg stabiel, terwijl het totale aantal WAO-ers sinds enkele jaren gestaag stijgt. Ongeveer de helft van de uitval in de WAO is werkgebonden, terwijl dat bij uitval om psychische redenen nog wat vaker het geval is. Opvallend is dat risico's in het werk die worden geassocieerd met het ontstaan van psychische klachten, zoals een hoge werkdruk en grote intensiteit van het werk, eveneens gestaag toenemen. Bij het type psychische klachten waarmee mensen uitvallen, speelt vermoeidheid een centrale rol.