Senescent phenotypes and telomere lengths of peripheral blood T-cells mobilized by acute exercise in humans

Acute bouts of aerobic exercise are known to mobilize antigen-experienced CD8+ T-cells expressing the cell surface marker of senescence, KLRG1, into the blood. It is not known; however if this is due to a selective mobilization of terminally differentiated T-cells (i.e., KLRG1 +/CD28-/CD57+) or a population of effector memory T-cells (i.e., KLRG1+/CD28+/CD57-) that have not reached terminal differentiation. The aim of this study was to further characterize KLRG1 + T-cells mobilized by acute exercise by assessing the co-expression of KLRG1 with CD28 or CD57 and to determine telomere lengths in the CD4+ and CD8+ T-cell subsets. Nine moderately trained male subjects completed an exhaustive treadmill running protocol at 80%. Blood lymphocytes isolated before, immediately after and 1h after exercise were labelled with antibodies against KLRG1, CD28 or CD57, CD4 or CD8 and CD3 for 4-color flow cytometry analysis. Telomere lengths in CD3+, CD4+ and CD8+ T-cells were determined using Q-PCR. The relative proportion of KLRG1 + cells among the CD8+ T-cells increased by 40% immediately after exercise, returning to baseline 1h later. This was due to a mobilization of KLRG1+/CD28- (61% increase), KLRG1+/CD57+ (56% increase) and to a lesser extent, KLRG1+/CD57- cells (24% increase). Telomeres in CD8+ T-cells displayed an increased relative length immediately after exercise, whereas no change occurred for CD4+ or the overall CD3+ T-cells. In conclusion, the increased frequency of KLRG1 +/CD8+ T-cells in blood after acute exercise is predominantly due to a selective mobilization of terminally differentiated T-cells. The increased relative telomere length in CD8+ T-cells after exercise might indicate that KLRG1+ cells mobilized by exercise are under stress or aberrant signaling-induced senescence (STASIS). We postulate that a frequent mobilization of these cells by acute exercise might eventually allow naïve T-cells to occupy the "vacant" immune space and increase the naïve T-cell repertoire

Do We Need to Weight Item Satisfaction by Item Importance? A Perspective from Locke’s Range-Of-Affect Hypothesis

importance, quality of life, satisfaction, weighting,

Do We Need to Weight Satisfaction Scores with Importance Ratings in Measuring Quality of Life?

importance, quality of life, satisfaction, weighting,

Organizational commitment: toward a different understanding of the ways people feel attached to their organizations

This paper aims to contribute to the understanding of the three-dimensional model of organizational commitment proposed by Meyer and Allen (e.g., 1991). It focuses on whether continuance commitment should be considered one-dimensional or bidimensional (low alternatives; high sacrifices). Whether affective commitment should be divided into two components (affective commitment; future in common) or if it should remain as a one-dimensional construct is also discussed. The paper also considers a “new” factor identified by Rego (2003), which he named “psychological absence,” but which we denominated here as accommodating commitment. Besides the confirmatory factor analysis, the paper shows how four dimensions of organizational justice (distributive, procedural, interpersonal, and informational) explain organizational commitment. The sample comprises 366 individuals from 22 organizations operating in Portugal. The predictive value of the justice perceptions for both instrumental commitment components is quite weak, despite ranging from 25 percent to 36 percent for the other components. Procedural and interpersonal justice are the main predictors. The accommodating dimension improves the fit indices of the factorial model, but its meaning is not clear. It is also not clear whether one should consider it as a new component of commitment or whether its items should be removed from the measuring instruments. The findings suggest that some gains can be achieved in the partition of the affective and instrumental commitment, but further research is necessary to clarify the issue.Este articulo pretende contribuir a una mejor comprensión del modelo de tres dimensiones del compromiso organizacional propuesto por Meyer y Allen (e.g., 1991). Explora si el compromiso calculado/instrumental debe ser considerado unidimensional o bidimensional (escasez de alternativas; alto sacrificio personal), y discute si el compromiso afectivo debe ser dividido en dos componentes (compromiso afectivo; futuro en común) o si debe permanecer como unidimensional. El trabajo también introduce un “nuevo” factor denominado por Rego (2003) como “ausencia psicológica,” pero que aquí es denominado “compromiso de acomodación.” Además del análisis factorial confirmatorio, el articulo muestra como cuatro dimensiones de justicia organizacional (distributiva, procedimental, interpersonal, e informacional) explica el compromiso organizacional. La muestra se compone de 366 individuos que trabajan en 22 organizaciones en Portugal. El valor predictivo de las percepciones de justicia para las dos dimensiones de compromiso calculado es bastante flojo, pero varia entre 25 porciento y 36 porciento para las otras dimensiones. La justicia procedimental y la justicia interpersonal son los principales predictores. La dimensión de acomodación mejora el ajuste del modelo factorial, pero su significado no es claro. Tampoco se concluye claramente si se debe considerar como uno nuevo componente del compromiso o si sus items deben ser eliminados del instrumento de medida. Los resultados sugieren que algunos beneficios pueden ser alcanzados con la partición del compromiso afectivo y del compromiso calculado, pero más investigación es necesaria para clarificar la cuestión.(undefined

Perspectives on Organizational Justice: Concept clarification, social context integration, time and links with morality

Organizational justice is concerned with people's fairness perceptions in organizations and has been a popular field of study in the social sciences for at least 25 years. This paper reviews the core concepts, models and questions of organizational justice research. Four research areas that are particularly critical for the future of the field will be highlighted: concept clarification, social context integration, time and links with morality. These areas have received increased attention lately, but there are still relatively few empirical studies and theoretical frameworks that grapple with these issues. Concept clarification is vital for improved consistency of the field and for internal validity of studies. Situating organizational justice in social contexts and in time will be crucial to improve external validity and the usability of organizational justice findings in organizations. Understanding the links between morality and justice at an individual level, and at the organizational and societal levels is necessary if justice researchers want to live up to the promise of their field for society. For each of these four areas, recent developments will be reviewed and avenues for future research discussed

How applicants want and expect to be treated: Applicants` selection treatment beliefs and the development of the Social Process Questionnaire on Selection.

In psychology, general beliefs are considered to be the stepping-stones of future behavior and attitudes (Rokeach, 1973; Olson, Roese, & Zanna, 1996). The goal of this paper is to explore applicants' general beliefs about the selection treatment, namely the way they want and expect to be treated during selection. After the concept of selection treatment beliefs is introduced and both its theoretical and practical relevance is highlighted, the development of the Social Process Questionnaire on Selection (SPQS) is reported, which measures selection treatment beliefs. Factor analyses (660 students and 643 applicants) revealed six treatment factors. Applicants valued and expected transparency, objectivity, feedback, Job information, participation, and a humane treatment. Apparently, applicants valued the six factors more than they expected them to be realized. The scientific and practical relevance of the findings are discussed