The dimensionality of self-rated employee performance : an integrated view

This study addresses the debate in the literature regarding the dimensionality of the job performance construct. The sample comprised 647 public servants from a state-based law enforcement organisation. Exploratory and confirmatory factor analyses delineate a four:factor structure, consisting of in-role behaviour, organisational citizenship behaviour directed towards (1) individuals or (2) the organisation, and a distinct latent variable deemed counter-productive work behaviour (CWB). The pattern of correlations among the four performance dimensions and between the performance dimensions and attitudes support the construct and discriminant validity of the four performance dimensions. Further, the .findings propose that CWB is a core, not discretionary, dimension of performance.<br /

Promoting health at work : the relevance of organizational justice

Research focusing on the relationship between organizational justice and health suggests that perceptions of fairness can make significant contributions to employee wellbeing. However studies examining the justice health relationship are only just emerging and there are several areas where further research is required, in particular, the uniqueness of the contributions made by justice and the extent to which the health effects can be explained by linear, non-linear and/or interactional models. The primary aim of the current study was to determine the main, curvilinear and interactive effects of job characteristics and organizational justice perceptions on psychological wellbeing and job satisfaction. Job characteristics were measured using the Demand-Control Support (DCS) model (Karasek &amp; Theorell, 1990), while Colquitt\u27s (2001) four justice dimensions (distributive, procedural, interpersonal and informational) were used to assess organizational justice. Hierarchical regression analyses found that in relation to psychological wellbeing, perceptions of justice did not add to the explanatory power of the DCS model. In contrast, organizational justice did account for unique variance in job satisfaction, the second measure of employee wellbeing. The results supported direct linear relationships between the psychosocial working conditions and the outcome measures. The implications of the results of this study, especially in terms of how working conditions should be managed in order to promote health, are discussed. Notably, the findings from the current study indicate that in addition to traditional job stressors, health promotion strategies should focus on perceptions of organizational justice and their relationships with health.<br /

A step toward a common measure of organizational fairness

The paper examines dimensions of organizational justice construct in a public sector context, utilizing an organizational justice measure developed and validated by Colquitt (2001). The present study substantiates the existing claims about the independence of interactional justice and the division of interactional justice into interpersonal and informational justice. The present investigation also contributes to the justice literature by providing evidence of a new factor, which is called procedural voice justice to reflect the possible association with the concept of voice effect. Although voice has been examined extensively in the justice research as an antecedent of procedural justice, little is known about if and how voice might integrate into procedural justice construct. The study proposes that future justice research further investigate dimensionality of organisational justice and aspire to developing a common measure of the justice construct.<br /

Officer wellbeing, satisfaction and commitment : job conditions of Australian law enforcement personnel

Excessive job stress caused by unreasonably high employer demands, low control over one\u27s own work and limited support can have far-reaching effects for the individual, organisation and community. The present study sought to investigate the relationship between officer working conditions and their self-reported levels of wellbeing, satisfaction and commitment using a well-known job strss model, the demand-control-support (DCS) model. Using a large (N= 2085) sample of law enforcement personnel, findings indicated that social support from work sources was the best predictor, whilst job control and workload both had significant influences on levels of employee wellbeing, satisfaction and commitment. Additionally, non-linear relationships were found between workload and wellbeing and satisfaction, indicating that both high and low levels of workload can produce negative outcomes. The results have implications for job design and management training programs, particularly in reference to social support training and workload models.<br /

Glucagon-Like Peptide 1 Receptor Activation Augments Cardiac Output and Improves Cardiac Efficiency in Obese Swine After Myocardial Infarction

This study tested the hypothesis that glucagon-like peptide 1 (GLP-1) therapies improve cardiac contractile function at rest and in response to adrenergic stimulation in obese swine after myocardial infarction. Obese Ossabaw swine were subjected to gradually developing regional coronary occlusion using an ameroid occluder placed around the left anterior descending coronary artery. Animals received subcutaneous injections of saline or liraglutide (0.005-0.015 mg/kg/day) for 30 days after ameroid placement. Cardiac performance was assessed at rest and in response to sympathomimetic challenge (dobutamine 0.3-10 μg/kg/min) using a left ventricular pressure/volume catheter. Liraglutide increased diastolic relaxation (dP/dt; Tau 1/2; Tau 1/e) during dobutamine stimulation (P < 0.01) despite having no influence on the magnitude of myocardial infarction. The slope of the end-systolic pressure volume relationship (i.e., contractility) increased with dobutamine after liraglutide (P < 0.001) but not saline administration (P = 0.63). Liraglutide enhanced the slope of the relationship between cardiac power and pressure volume area (i.e., cardiac efficiency) with dobutamine (P = 0.017). Hearts from animals treated with liraglutide demonstrated decreased β1-adrenoreceptor expression. These data support that GLP-1 agonism augments cardiac efficiency via attenuation of maladaptive sympathetic signaling in the setting of obesity and myocardial infarction

Lean and Obese Coronary Perivascular Adipose Tissue Impairs Vasodilation via Differential Inhibition of Vascular Smooth Muscle K+ Channels

The effects of coronary perivascular adipose tissue (PVAT) on vasomotor tone are influenced by an obese phenotype and are distinct from other adipose tissue depots. The purpose of this investigation was to examine the effects of lean and obese coronary PVAT on end-effector mechanisms of coronary vasodilation and to identify potential factors involved

Perivascular Adipose Tissue and Coronary Vascular Disease

Coronary perivascular adipose tissue (PVAT) is a naturally occurring adipose tissue depot that normally surrounds the major coronary arteries on the surface of the heart. While originally thought to promote vascular health and integrity, there is a growing body of evidence to support that coronary PVAT displays a distinct phenotype relative to other adipose depots and is capable of producing local factors with the potential to augment coronary vascular tone, inflammation, and the initiation and progression of coronary artery disease. The purpose of the present review is outline previous findings regarding the cardiovascular effects of coronary PVAT and the potential mechanisms by which adipose-derived factors may influence coronary vascular function and the progression of atherogenesis

Deliverable D3: Global climatic features over the next million years and recommendation for specific situations to be considered. Work Package 2, Simulation of the future evolution of the biosphere system using the hierarchical strategy. Modelling Sequential Biosphere Systems under Climate Change for Radioactive Waste Disposal (BIOCLIM)

The BIOCLIM project aims at assessing the possible long-term impacts of climate change on the safety of waste repositories in deep formations using climate simulations of the long-term climate in various European areas. One of the objectives of the project is to develop two strategies for representing sequential climatic changes to the geosphere-biosphere system for different sites over Europe, addressing the time scale of one million years. The results of this work will be interpreted in terms of global or regional changes of climate and of vegetation. The first strategy (hierarchical strategy) will use the full hierarchy of existing climate models (a climate model is a numerical simplified representation of the climate system behaviour and evolution). Simple models (LLN 2-D NH and threshold models; see the description here after) will simulate the overall long-term evolution of the global climate. Their results will then be used as inputs to more complex models (LMD climate models possibly coupled with vegetation models, either SECHIBA or ORCHIDE) and finally climate and vegetation cover will be determined for specific sites at specific times. A second strategy (integrated strategy) will consist in building an integrated climate model, which represents most of the physical mechanisms for studying long-term climatic variations. The results will then be interpreted on a regional scale. This deliverable is the first step of the hierarchical strategy. The purpose of this deliverable is to identify and justify some specific climatic situations amongst different long-term simulations that are of interest for assessing the safety of radioactive waste repository sites and that will be further studied with GCMs (General Circulation Model)