Fear of an examination

Nach einer kurzen Einführung in die Themen Angst und Stress wird der Zusammenhang zwischen Stress und Leistung dargestellt. Abschließend werden Lösungsmöglichkeiten für Personen mit Prüfungsangst vorgestellt.After a brief introduction to fear and stress the correlation between stress and performance is explained. Solutions are proposed

Zusammenhänge zwischen Persönlichkeitseigenschaften, betriebswirtschaftlichem Denken und beruflichem Erfolg

Für diese Studie wurden 38 Führungskräfte der mittleren und der oberen Managementebene sowie 36 Studierende der Betriebwirtschaftslehre und der Wirtschaftsinformatik zu Persönlichkeitsdimensionen, der Fähigkeit zu wirtschaftlichem Denken sowie zum Karriereverlauf befragt. Die Führungskräfte sind tendenziell emotional stabiler und weisen signifikant höhere Werte in der verbalen Intelligenz auf als die Studierenden. In den Persönlichkeitsdimensionen Emotionale Stabilität, Extraversion, Verträglichkeit, Offenheit für Neues und Gewissenhaftigkeit unterscheiden sich Führungskräfte und Studierende hingegen nicht signifikant. Auch in der Persönlichkeitsdimension Psychopathie unterscheiden sich beide Gruppen nicht signifikant. Psychopathie wird in dieser Untersuchung als Persönlichkeitsdimension operationalisiert, nicht als psychopathologische Kategorie mit Krankheitswert. Ein substantieller Zusammenhang zwischen Psychopathiewerten und der Fähigkeit zu wirtschaftlichem Denken wurde nicht festgestellt. Es wird vermutet, dass der fehlende Zusammenhang auf die unzureichende Operationalisierung von wirtschaftlichem Denken zurückzuführen ist. In den Folgeuntersuchungen wird wirtschaftliches Denken umfassender operationalisiert werden

Zusammenhänge zwischen Persönlichkeitseigenschaften, betriebswirtschaftlichem Denken und beruflichem Erfolg

Für diese Studie wurden 38 Führungskräfte der mittleren und der oberen Managementebene sowie 36 Studierende der Betriebwirtschaftslehre und der Wirtschaftsinformatik zu Persönlichkeitsdimensionen, der Fähigkeit zu wirtschaftlichem Denken sowie zum Karriereverlauf befragt. Die Führungskräfte sind tendenziell emotional stabiler und weisen signifikant höhere Werte in der verbalen Intelligenz auf als die Studierenden. In den Persönlichkeitsdimensionen Emotionale Stabilität, Extraversion, Verträglichkeit, Offenheit für Neues und Gewissenhaftigkeit unterscheiden sich Führungskräfte und Studierende hingegen nicht signifikant. Auch in der Persönlichkeitsdimension Psychopathie unterscheiden sich beide Gruppen nicht signifikant. Psychopathie wird in dieser Untersuchung als Persönlichkeitsdimension operationalisiert, nicht als psychopathologische Kategorie mit Krankheitswert. Ein substantieller Zusammenhang zwischen Psychopathiewerten und der Fähigkeit zu wirtschaftlichem Denken wurde nicht festgestellt. Es wird vermutet, dass der fehlende Zusammenhang auf die unzureichende Operationalisierung von wirtschaftlichem Denken zurückzuführen ist. In den Folgeuntersuchungen wird wirtschaftliches Denken umfassender operationalisiert werden

R squared effect-size measures and overlap between direct and indirect effect in mediation analysis

In a recent article in this journal (Fairchild, MacKinnon, Taborga & Taylor, 2009), a method was described for computing the variance accounted for by the direct effect and the indirect effect in mediation analysis. However, application of this method leads to counterintuitive results, most notably that in some situations in which the direct effect is much stronger than the indirect effect, the latter appears to explain much more variance than the former. The explanation for this is that the Fairchild et al. method handles the strong interdependence of the direct and indirect effect in a way that assigns all overlap variance to the indirect effect. Two approaches for handling this overlap are discussed, but none of them is without disadvantages

Evaluation at the Federal University of Applied Adminstrative Sciences

Dulisch, Linssen und Reiter (2001) legten ein umfassendes Evaluationskonzept für die FH Bund vor. In den zehn Fachbereichen und im Zentralbereich der FH Bund erfolgt/e eine Diskussion, Modifikation und konkrete Anpassung an die Belange vor Ort. Dieser Prozess wurde in einer Evaluationtagung an der FH Bund im Juni 2003 gebündelt. Die Tagung zeigte, dass alle Fachbereiche und der Zentralbereich Fortschritte machen, wenn auch in unterschiedlichem Tempo. Dieser Band dokumentiert den Status Quo der Evaluation in den Fachbereichen und dem Zentralbereich und folgt damit § 6 Hochschulrahmengesetz (HRG), wonach die Arbeit der Hochschulen bewertet und das Ergebnis der Bewertung veröffentlicht werden soll. Inhaltsübersicht: - Evaluation an Fachhochschulen - Überblick - Empfehlungen des Benchmarking Clubs - Evaluationstagung der FH Bund 2003 - Zentralbereich - Allgemeine und Innere Verwaltung - Arbeitsverwaltung - Auswärtige Angelegenheiten - Bundesgrenzschutz - Bundeswehrverwaltung - Finanzen - Landwirtschaftliche Sozialversicherung - Öffentliche Sicherheit - Gesamtkonzept - Öffentliche Sicherheit - Abteilung Kriminalpolizei - Sozialversicherung - Wetterdiens

Quantitative Modeling of GRK-Mediated β2AR Regulation

We developed a unified model of the GRK-mediated β2 adrenergic receptor (β2AR) regulation that simultaneously accounts for six different biochemical measurements of the system obtained over a wide range of agonist concentrations. Using a single deterministic model we accounted for (1) GRK phosphorylation in response to various full and partial agonists; (2) dephosphorylation of the GRK site on the β2AR; (3) β2AR internalization; (4) recycling of the β2AR post isoproterenol treatment; (5) β2AR desensitization; and (6) β2AR resensitization. Simulations of our model show that plasma membrane dephosphorylation and recycling of the phosphorylated receptor are necessary to adequately account for the measured dephosphorylation kinetics. We further used the model to predict the consequences of (1) modifying rates such as GRK phosphorylation of the receptor, arrestin binding and dissociation from the receptor, and receptor dephosphorylation that should reflect effects of knockdowns and overexpressions of these components; and (2) varying concentration and frequency of agonist stimulation “seen” by the β2AR to better mimic hormonal, neurophysiological and pharmacological stimulations of the β2AR. Exploring the consequences of rapid pulsatile agonist stimulation, we found that although resensitization was rapid, the β2AR system retained the memory of the previous stimuli and desensitized faster and much more strongly in response to subsequent stimuli. The latent memory that we predict is due to slower membrane dephosphorylation, which allows for progressive accumulation of phosphorylated receptor on the surface. This primes the receptor for faster arrestin binding on subsequent agonist activation leading to a greater extent of desensitization. In summary, the model is unique in accounting for the behavior of the β2AR system across multiple types of biochemical measurements using a single set of experimentally constrained parameters. It also provides insight into how the signaling machinery can retain memory of prior stimulation long after near complete resensitization has been achieved

The role of conversation in health care interventions: enabling sensemaking and learning

<p>Abstract</p> <p>Background</p> <p>Those attempting to implement changes in health care settings often find that intervention efforts do not progress as expected. Unexpected outcomes are often attributed to variation and/or error in implementation processes. We argue that some unanticipated variation in intervention outcomes arises because unexpected conversations emerge during intervention attempts. The purpose of this paper is to discuss the role of conversation in shaping interventions and to explain why conversation is important in intervention efforts in health care organizations. We draw on literature from sociolinguistics and complex adaptive systems theory to create an interpretive framework and develop our theory. We use insights from a fourteen-year program of research, including both descriptive and intervention studies undertaken to understand and assist primary care practices in making sustainable changes. We enfold these literatures and these insights to articulate a common failure of overlooking the role of conversation in intervention success, and to develop a theoretical argument for the importance of paying attention to the role of conversation in health care interventions.</p> <p>Discussion</p> <p>Conversation between organizational members plays an important role in the success of interventions aimed at improving health care delivery. Conversation can facilitate intervention success because interventions often rely on new sensemaking and learning, and these are accomplished through conversation. Conversely, conversation can block the success of an intervention by inhibiting sensemaking and learning. Furthermore, the existing relationship contexts of an organization can influence these conversational possibilities. We argue that the likelihood of intervention success will increase if the role of conversation is considered in the intervention process.</p> <p>Summary</p> <p>The generation of productive conversation should be considered as one of the foundations of intervention efforts. We suggest that intervention facilitators consider the following actions as strategies for reducing the barriers that conversation can present and for using conversation to leverage improvement change: evaluate existing conversation and relationship systems, look for and leverage unexpected conversation, create time and space where conversation can unfold, use conversation to help people manage uncertainty, use conversation to help reorganize relationships, and build social interaction competence.</p

Serological Markers for Inflammatory Bowel Disease in AIDS Patients with Evidence of Microbial Translocation

Background: Breakdown of the gut mucosal barrier during chronic HIV infection allows translocation of bacterial products such as lipopolysaccharides (LPS) from the gut into the circulation. Microbial translocation also occurs in inflammatory bowel disease (IBD). IBD serological markers are useful in the diagnosis of IBD and to differentiate between Crohn's disease (CD) and ulcerative colitis (UC). Here, we evaluate detection of IBD serological markers in HIV-infected patients with advanced disease and their relationship to HIV disease markers.Methods IBD serological markers (ASCA, pANCA, anti-OmpC, and anti-CBir1) were measured by ELISA in plasma from AIDS patients (n = 26) with low CD4 counts (<300 cells/$\mu$l) and high plasma LPS levels, and results correlated with clinical data. For meta-analysis, relevant data were abstracted from 20 articles. Results: IBD serological markers were detected in approximately 65% of AIDS patients with evidence of microbial translocation. An antibody pattern consistent with IBD was detected in 46%; of these, 75% had a CD-like pattern. Meta-analysis of data from 20 published studies on IBD serological markers in CD, UC, and non-IBD control subjects indicated that IBD serological markers are detected more frequently in AIDS patients than in non-IBD disease controls and healthy controls, but less frequently than in CD patients. There was no association between IBD serological markers and HIV disease markers (plasma viral load and CD4 counts) in the study cohort. Conclusions: IBD serological markers may provide a non-invasive approach to monitor HIV-related inflammatory gut disease. Further studies to investigate their clinical significance in HIV-infected individuals are warranted

Millennials in the Workplace: A Communication Perspective on Millennials’ Organizational Relationships and Performance

Stereotypes about Millennials, born between 1979 and 1994, depict them as self-centered, unmotivated, disrespectful, and disloyal, contributing to widespread concern about how communication with Millennials will affect organizations and how they will develop relationships with other organizational members. We review these purported characteristics, as well as Millennials’ more positive qualities—they work well in teams, are motivated to have an impact on their organizations, favor open and frequent communication with their supervisors, and are at ease with communication technologies. We discuss Millennials’ communicated values and expectations and their potential effect on coworkers, as well as how workplace interaction may change Millennials