Exogenous Administration of a Recombinant Variant of TWEAK Impairs Healing after Myocardial Infarction by Aggravation of Inflammation

Background: Tumor necrosis factor-like weak inducer of apoptosis (TWEAK) and its receptor fibroblast growth factorinducible 14 (Fn14) are upregulated after myocardial infarction (MI) in both humans and mice. They modulate inflammation and the extracellular matrix, and could therefore be important for healing and remodeling after MI. However, the function of TWEAK after MI remains poorly defined. Methods and results: Following ligation of the left coronary artery, mice were injected twice per week with a recombinant human serum albumin conjugated variant of TWEAK (HSA-Flag-TWEAK), mimicking the activity of soluble TWEAK. Treatment with HSA-Flag-TWEAK resulted in significantly increased mortality in comparison to the placebo group due to myocardial rupture. Infarct size, extracellular matrix remodeling, and apoptosis rates were not different after MI. However, HSA-Flag-TWEAK treatment increased infiltration of proinflammatory cells into the myocardium. Accordingly, depletion of neutrophils prevented cardiac ruptures without modulating all-cause mortality. Conclusion: Treatment of mice with HSA-Flag-TWEAK induces myocardial healing defects after experimental MI. This is mediated by an exaggerated neutrophil infiltration into the myocardium

The Link Between the Quality of the Supervisor–Employee Relationship and the Level of the Employee's Job Satisfaction

This study explores Leader–Member Exchange Theory (LMX Theory), which theorizes when leaders and followers have good exchanges or high quality effective LMX relationships, they share mutual trust, feel better, accomplish more, and the overall unit performance within organization is enhanced. The specific focus of this study is on whether high-quality leader member exchange is positively related to job satisfaction, which can lead to positive outcomes for organizations and ultimately provide organizations the solution to remaining competitive in this new economy. The findings were discussed from the perspective of the advantages available to organizations relative to the many positive organizational outcomes that result from high-quality effective LMX and individual job satisfaction for employees. Copyright Springer Science + Business Media, LLC 2006Intrinsic job satisfaction, Extrinsic job satisfaction,