Prognostic value of plasma pentraxin 3 levels in patients with septic shock admitted to intensive care

Objective: To evaluate the usefulness of a new marker, pentraxin, as a prognostic marker in septic shock patients. Materials and methods: Single-centre prospective observational study that included all consecutive patients 18 years or older who were admitted to the intensive care unit (ICU) with septic shock. Serum levels of procalcitonin (PCT), C reactive protein (CRP) and pentraxin (PTX3) were measured on ICU admission. Results: Seventy-five septic shock patients were included in the study. The best predictors of inhospital mortality were the severity scores: SAPS II (AUC = 0.81), SOFA (AUC = 0.79) and APACHE II (AUC = 0.73). The ROC curve for PTX3 (ng/mL) yielded an AUC of 0.70, higher than the AUC for PCT (0.43) and CRP (0.48), but lower than lactate (0.79). Adding PTX3 to the logistic model increased the predictive capacity in relation to SAPS II, SOFA and APACHE II for in-hospital mortality (AUC 0.814, 0.795, and 0.741, respectively). In crude regression models, significant associations were found between in-hospital mortality and PTX3. This positive association increased after adjusting for age, sex and immunosuppression: adjusted OR T3 for PTX3 = 7.83, 95% CI 1.35?45.49, linear P trend = 0.024. Conclusion: Our results support the prognostic value of a single determination of plasma PTX3 as a predictor of hospital mortality in septic shock patients

Concern for the ingroup and opposition to affirmative action.

The present experiments suggest that the desire to benefit the in-group drives dominant-group members' policy preferences, independent of concern for out-groups' outcomes. In Experiment 1, the effect of a manipulation of affirmative action procedures on policy support was mediated by how Whites expected the policy to affect fellow Whites, but not by the expected effect on minorities. In Experiments 2 and 3, when focused on losses for the White in-group, Whites' racial identity was negatively related to support for affirmative action. However, when focused on gains for the Black out-group or when participants were told that Whites were not affected by the policy, racial identity did not predict attitudes toward the policy. In Experiments 2 and 3, perceived fairness mediated these effects

Can being gay provide a boost in the hiring process? Maybe if the boss is female

Purpose – The purpose of this study was to investigate whether men and women differentially prefer hiring gay and lesbian job applicants relative to equally qualified heterosexual job applicants. Design/methodology/approach – Data were collected from two samples of non-student participants. Each participant evaluated the perceived hirability of an ostensibly real job applicant by reviewing the applicant’s resume. In reality, all participants were randomly assigned to evaluate the same fictitious resume that differed only in the gender and sexual orientation of the applicant. Findings – We find that men perceived gay and lesbian job applicants as less hirable, while women perceived gay and lesbian job applicants as more hirable than heterosexual job applicants. Additionally, we show perceptions of hirability are mediated by perceptions of gay and lesbian job applicants’ competence. Implications – These results show that bias against gays and lesbians is much more nuanced than previous work suggests. One implication is that placing more women in selection roles within organizations could be a catalyst for the inclusion of gay and lesbian employees. Additionally, these results could influence when and how gays and lesbians disclose their gay identities at work. Originality/value –These studies are the first to identify a positive bias in favor of gay and lesbian job applicants. As attitudes toward gays and lesbians become more positive, results like these are important to document as they signal a shift in intergroup relations. These results will also help managers and organizations design selection processes to minimize bias towards applicants. Keywords: gender, sexual orientation, selection, bia

Las unidades de deshabituación tabáquica como oportunidad para el diagnóstico de EPOC: el proyecto 1000-200

This study received an unconditional grant from GlaxoSmithKline Laboratories Spain

Diversity is in the Eye of the Beholder: How Majority and Minority Group Members Define Diversity

This paper suggests that the concept of diversity carries different meanings for majority (e.g., men, Whites) and minority (e.g., women, racial minorities) group members. Because diversity is in-group relevant for minority but not majority group members, group-interest may motivate minority but not majority group members to define diversity in ways that maximize benefits for the in-group. One such way is for minorities to define diversity in a relatively complex manner – that is, as entailing both the numerical and structural representation of minorities in an organization. Majority group members, on the other hand, since they are not motivated by group-interest, may define diversity as simply entailing minorities’ numerical representation. Four studies tested these hypotheses. Theoretical and practical implications are discussed

Will You Value Me and Do I Value You? The Effect of Phenotypic Racial Stereotypicality on Organizational Evaluations

This paper investigates whether within-group differences in phenotypic racial stereotypicality (i.e., extent to which individuals possess physical features typical of their racial group) of ingroup members serve as social identity contingency cues for Blacks evaluating organizations. It is hypothesized that Blacks draw information about whether their social identity would be valued based on the represented phenotypic racial stereotypicality of Black organization members. Participants viewed organizations that included high phenotypically stereotypic (HPS) Black (e.g., darker skin tones, broader facial features), low phenotypically stereotypic (LPS) Black, or only White employees. Results confirmed that Black, but not White, evaluators reported more diversity, salary, desire to work, and social identity-related trust toward the HPS, compared to LPS and White, organizations. The relationships between phenotypic racial stereotypicality condition on organizational attractiveness and diversity perceptions were mediated by identity-related trust. Results suggest considering diversity at both the group level and within group level to achieve broader benefits