Metabolomics and Age-Related Macular Degeneration

Age-related macular degeneration (AMD) leads to irreversible visual loss, therefore, early intervention is desirable, but due to its multifactorial nature, diagnosis of early disease might be challenging. Identification of early markers for disease development and progression is key for disease diagnosis. Suitable biomarkers can potentially provide opportunities for clinical intervention at a stage of the disease when irreversible changes are yet to take place. One of the most metabolically active tissues in the human body is the retina, making the use of hypothesis-free techniques, like metabolomics, to measure molecular changes in AMD appealing. Indeed, there is increasing evidence that metabolic dysfunction has an important role in the development and progression of AMD. Therefore, metabolomics appears to be an appropriate platform to investigate disease-associated biomarkers. In this review, we explored what is known about metabolic changes in the retina, in conjunction with the emerging literature in AMD metabolomics research. Methods for metabolic biomarker identification in the eye have also been discussed, including the use of tears, vitreous, and aqueous humor, as well as imaging methods, like fluorescence lifetime imaging, that could be translated into a clinical diagnostic tool with molecular level resolution

Gender, gender self-perceptions, and workplace leadership

Female leaders display at least equally effective behaviors as male leaders, but female leaders are still underrepresented in leadership positions. Furthermore, it is more difficult for female leaders than for male leaders to achieve positive leadership outcomes. Role congruity theory suggests that a perceived mismatch between feminine gender role and masculine leadership role can create role conflicts that may hinder women’s progression to leadership positions and may negatively affect the evaluation of women, who have achieved leadership positions. Research evidence suggests that role congruity theory can help explain gender differences in leadership emergence and leadership outcomes. Furthermore, role congruity theory can be meaningfully combined with concepts, such as double standards of competence as well as status incongruence. Further research is needed to determine the relative importance of social roles (i.e., gender role, leadership role) and individual attributes (i.e., categorical gender, gender selfperceptions) for the persistence of gender-inequality in the workplace. From a practical perspective, this implies that both organizational level (e.g., gender belief systems) and individual level (e.g., career advancement for women) need to be addressed simultaneously