Publications

Additional file 11. Table S10

To examine the relations between work characteristics as defined by the Job Demand-Control-Support model (JDCS) (that is, job demands, decision latitude, and social support), diabetes related burden (symptoms, seriousness of disease, self care activities, and disease duration), and fatigue in employees with diabetes mellitus.Employees (n = 292) aged 30-60 years, with insulin treated diabetes, filled in self administered questionnaires that assess the above mentioned components of the JDCS model and diabetes related burdens.Both work and diabetes related factors are related to fatigue in employees with diabetes. Regression analyses revealed that work characteristics explain 19.1% of the variance in fatigue; lack of support, and the interaction of job demands and job control contribute significantly. Diabetes related factors explain another 29.0% of the variance, with the focus on diabetes related symptoms and the burden of adjusting insulin dosage to circumstances. Fatigue is more severe in case of lack of social support at work, high job demands in combination with a lack of decision latitude, more burden of adjusting insulin dosage to circumstances, and more diabetic symptoms. Furthermore, regression analysis revealed that diabetic symptoms and the burden of adjusting the insulin dosage to circumstances are especially relevant in combination with high job demands.Both diabetes and work should be taken into consideration-by (occupational) physicians as well as supervisors-in the communication with people with diabetes.

This article reports a systematic review of findings on the long-term development of employee well-being, taking into account the effects of time lag, age, and job change. High-quality quantitative empirical studies focusing on employee affective well-being based on the circumplex model and utilizing measurements at more than two points in time were searched from eight databases. The systematic analysis of the 40 studies revealed that the level of employee well-being was generally high but not fixed – instead changes in mean levels over time were typical. In addition, the stability of well-being was found to be relatively low, as the explained variances were below 50%. Age and change of job were the major factors influencing stability: younger employees and job changers tended to display larger across time changes in well-being than older employees and job stayers, both at the mean level and in terms of their position relative to others. The findings of this review suggest that the indicators of employee affective well-being studied here (i.e. burnout, engagement, and job satisfaction) can meaningfully be applied in future research in measuring changes in employees' well-being. In conclusion, based on the designs, methodologies, and main findings of the reviewed studies, seven avenues for future longitudinal research on employee well-being are proposed.

Objectives The current study examined the extent to which symptom improvement and full return to work occurs among clinically burnt-out employees and what the influence of concurring sleep problems is with respect to health recovery. Methods Fifty-nine burnt-out employees on extended sick leave assessed their symptoms for 2 weeks using an electronic diary. After 6 months, the measurements were repeated. Symptom levels were compared with those of a healthy reference group that was assessed only once. Results After 6 months, all burnout symptoms had decreased significantly, and full return to work was achieved by 37% of the burnt-out individuals. The symptom levels at 6 months of follow-up among those who had fully returned to work were similar to healthy levels and significantly lower than the levels of those still on sick leave. The persons who benefited poorly from sleep at baseline had higher exhaustion levels at follow-up than those who benefited from sleep. Trouble falling asleep and less refreshing sleep at baseline hampered eventual full work resumption. Conclusions The results show that a significant number of clinically burnt-out employees is able to recover in a 6-month period and that sleep plays an important role both in symptom improvement and in return to work.

No abstract is provided for this article.

Abstract Taste bud cells have a limited lifespan and must be continuously replaced along with the papilla epithelium in which they reside. Previous work has shown that expression of leucine- rich G protein-coupled receptor 5 (Lgr5), a Wnt pathway agonist, serves as a marker of adult stem/progenitor cells for taste buds located in posterior tongue (circumvallate and foliate), but not anterior tongue (fungiform), taste papillae. However, the specific location/niche of the Lgr5 -expressing cells supporting renewal and their phenotypic properties have not been fully explored. To address this, the genesis and fate of Lgr5 + cells were examined in developing and adult mice using genetic reporter strains. Evidence from Lgr5 - lacZ and Lgr5 - GFP mice shows that, while Lgr5 is broadly expressed in the epithelium of nascent circumvallate papillae and their trenches during embryonic development, it becomes concentrated within the ducts of adjacent von Ebner’s salivary glands during the first postnatal week, co-incident with the appearance of differentiated taste buds. In posterior tongue taste papillae of adult animals, sites of highest Lgr5 expression are found in excretory ducts, restricted to the outer (basal) layer of the bi-layered excretory zone. These Lgr5 + cells are immunoreactive for keratin 14, like cells in the basal layer of extragemmal taste epithelium, and for Sox9, a marker of exocrine gland duct cells. Lineage tracing experiments with an Lgr5 - EGFP - IRES - CreERT2;R26 - mTmG reporter show that Lgr5 + ductal cells become labeled one day following Cre induction, prior to the appearance of descendent cells in taste buds and extragemmal epithelium. These data support a role for Lgr5 + ductal cells as stem cells and suggest that a cooperative interaction exists between posterior taste epithelium and its associated salivary glands in taste cell turnover.

Purpose The purpose of this paper is to focus on home care organization employees, and examine how the interaction between job demands (emotional demands, patient harassment, workload, and physical demands) and job resources (autonomy, social support, performance feedback, and opportunities for professional development) affect the core dimensions of burnout (exhaustion and cynicism). Design/methodology/approach Hypotheses were tested with a cross‐sectional design among 747 Dutch employees from two home care organizations. Findings Results of moderated structural equation modeling analyses partially supported the hypotheses as 21 out of 32 (66 per cent) possible two‐way interactions were significant and in the expected direction. In addition, job resources were stronger buffers of the relationship between emotional demands/patient harassment and burnout, than of the relationship between workload/physical demands and burnout. Practical implications The conclusions may be particularly useful for occupational settings, including home care organizations, where reducing or redesigning demands is difficult. Originality/value The findings confirm the JD‐R model by showing that several job resources can buffer the relationship between job demands and burnout.