Significance Chronic kidney disease is a worldwide public health problem on the rise for which no curative treatments are available. Progressive kidney disease can be viewed as an imbalance between renal cell damage and repair. A better understanding of progenitor cells involved in kidney development and replacement of damaged cells in adult homeostasis may identify new therapeutic targets. Here, we describe Troy as a marker gene for epithelial progenitor cells. Lineage tracing shows that Troy + cells contribute to kidney development. Troy + cells have a high organoid-forming capacity, which is a stem cell characteristic. Tracing of Troy + cells in adult kidney shows that the cells contribute to kidney homeostasis, predominantly of the collecting duct, and regeneration.
Previous research has distinguished between two types of working hard: workaholism, a “bad” type of working hard, and work engagement, a “good” type of working hard. However, the motivations underlying workaholism and work engagement have not been examined extensively. Building on Deci and Ryan's Self‐Determination Theory, the present study examined the motivational correlates of workaholism, work engagement, and burnout (a possible consequence of working hard), using data from Chinese health care professionals (544 nurses and 216 physicians), and controlling for job demands and resources. As expected, structural equation modeling revealed that high levels of workaholism were associated with high levels of introjected regulation and identified regulation; that high levels of work engagement were mainly associated with high levels of intrinsic regulation; and that high levels of burnout were mainly associated with low levels of intrinsic regulation. Thus, different types of motivational regulation are associated with different types of job‐related well‐being.
Warr's (1987) Vitamin Model was investigated in a representative sample of 1437 Dutch health care workers (i.e. nurses and nurses' aides). According to this model, it was hypothesized that three job characteristics (i.e. job demands, job autonomy, and workplace social support) are curvilinearly related with three key indicators of employee well-being (i.e. job satisfaction, job-related anxiety, and emotional exhaustion). Structural equation modelling (LISREL 8) was employed to test the comprehensive Vitamin Model. The results showed that the fit of the non-linear model is superior to that of the linear model. Except for the relationship between job autonomy and emotional exhaustion, the curvilinear relationships followed the predicted U-shaped or inverted U-shaped curvilinear pattern. Moreover, it appeared that the three job characteristics are differentially related with various indicators of employee well-being. In conclusion, this study partially supports the assertion of the Vitamin Model that non-linear relationships exist between job characteristics and employee well-being. © 1998 John Wiley & Sons, Ltd.
The aim of the present study is to demonstrate the empirical distinctiveness of workaholism and work engagement by examining their relationships with well-being in a sample of 776 Japanese employees. We expected that workaholism is associated with unwell-being (i.e., high psychological distress and physical complaints, low job and family satisfaction, and low job performance), whereas work engagement is associated with well-being. Well-validated questionnaires were used to measure workaholism (DUWAS), work engagement (UWES), and well-being (BJSQ, HPQ). Structural Equation Modeling showed that, as expected, workaholism was positively associated with ill-health (i.e., psychological distress and physical complaints) and negatively associated with life satisfaction (i.e., job and family satisfaction) and job performance. In contrast, work engagement was negatively associated with ill-health and positively associated with life satisfaction and job performance. These findings suggest that workaholism and work engagement are two different kinds of concepts, which are negatively and positively related to various indicators of well-being, respectively.
espanolEste estudio pone a prueba la estructura factorial del MBI-GS (Maslach Burnout Inventory-General Survey) y de un inventario sobre ‘engagement’, esto es, el constructo hipotetico ‘opuesto’ al ‘burnout’. Los analisis factoriales confirmatorios realizados con una muestra de 514 trabajadores que utilizan tecnologias de la informacion en sus puestos, corroboran lostres factores esperados del ‘burnout’ (agotamiento, cinismo y reducida eficacia profesional)asi como los tres factores esperados del ‘engagement’ (vigor, dedicacion y absorcion). Losanalisis de regresion multiple jerarquicos adicionales ponen de manifiesto que las escalas de‘engagement’ anaden valor para la prediccion de indicadores de bienestar psicologico subjetivo (compromiso organizacional, satisfaccion laboral y entusiasmo laboral) cuando se controla el ‘burnout’. Finalmente, en este trabajo se analizan las limitaciones del estudio y algunas propuestas de investigacion futuras sobre esta nueva perspectiva. EnglishThis study examines the factorial structures of the Maslach Burnout Inventory-General Sur-vey (MBI-GS) and of an inventory that assesses engagement, the hypothesized ‘opposite’ of burnout. Confirmatory factor-analyses in a sample of 514 Spanish workers using informationtechnologies in the workplace, corroborated the expected three-factor structure of the MBI(i.e., exhaustion, cynicism, and reduced efficacy) as well as the hypothesized three-factorstructure of engagement (i.e. vigor, dedication, and absorption). Additional hierarchical multiple regression analysis show the added value of the engagement scales to predict indicators of subjective well-being (i.e. organizational commitment, job satisfaction, and job enthusiasm) when one controls for burnout. Finally, study limitations and perspectives for future research on burnout and engagement are discussed.
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The proposed model assumes (a) that each person has a stable and characteristic symptom level, (b) that external events act to deflect symptom levels from this stable level, and (c) that adaptive mechanisms tend to normalize these deviations. The model is used to examine (a) the dynamics of psychological distress (PD), (b) the role of personality traits (i.e., self-esteem and locus of control), and (c) the contamination of these traits by the current level of PD. The analyses show that the structural model adequately fits data of 2 longitudinal community studies. Two thirds of the variance in distress could be attributed to differences in stable symptom levels, leaving 1/3 for environmental change agents. Both personality traits were substantially contaminated by PD levels. Finally, high symptom levels were strongly related to low self-esteem and external control. The applications of the model and the origins of stability and change in PD are discussed.
