The Importance Of Accurate Performance Appraisals For Creating Ethical Organizations

Improving the day-to-day ethical judgments of employees within an organization remains a challenge. This study examined how employees’ job performance outcomes influence how others judge the employees’ ethical performance. The research found that respondents judged employees with successful job performance outcomes to have exhibited more ethical behaviors than employees with unsuccessful job performance outcomes. This pattern of results was consistent regardless of the respondent’s ethical beliefs. We discuss implications of these results for research and for practice, particularly in terms of improving judgments of ethical behavior in organizations

Work–Family Conflict and Counterproductive Work Behaviors: Moderating Role of Regulatory Focus and Mediating Role of Affect

Evidence suggests work–family conflict can lead to numerous negative consequences in the workplace, including behaviors detrimental to the organization and its members, such as counterproductive work behaviors (CWBs). Yet relatively little research has addressed the relationship between work–family conflict and CWBs. This study builds on the structural model of stress and regulatory focus theory to addresses this major gap in the literature. Our model proposes that negative affect and self-regulation can help us understand how and why work–family conflict may be related to CWBs. We hypothesize that work–family conflict is positively related to negative affect, which in turn is positively related to CWBs, and regulatory focus moderates the relationship between work–family conflict and CWBs. A survey of 332 employees shows work–family conflict is directly related to CWBs, indirectly related to CWBs via negative affect, and the relationship is moderated by regulatory prevention focus. We discuss implications for theory and practice

Involvement of Essential Signaling Cascades and Analysis of Gene Networks in Diabesity

(1) Aims: Diabesity, defined as diabetes occurring in the context of obesity, is a serious health problem that is associated with an increased risk of premature heart attack, stroke, and death. To date, a key challenge has been to understand the molecular pathways that play significant roles in diabesity. In this study, we aimed to investigate the genetic links between diabetes and obesity in diabetic individuals and highlight the role(s) of shared genes in individuals with diabesity. (2) Methods: The interactions between the genes were analyzed using the Search Tool for the Retrieval of Interacting Genes (STRING) tool after the compilation of obesity genes associated with type 1 diabetes (T1D), type 2 diabetes (T2D), and maturity-onset diabetes of the young (MODY). Cytoscape plugins were utilized for enrichment analysis. (3) Results: We identified 546 obesity genes that are associated with T1D, T2D, and MODY. The network backbone of the identified genes comprised 514 nodes and 4126 edges with an estimated clustering coefficient of 0.242. The Molecular Complex Detection (MCODE) generated three clusters with a score of 33.61, 16.788, and 6.783, each. The highest-scoring nodes of the clusters were , , and genes. The genes from cluster 1 were enriched in FOXO-mediated transcription of oxidative stress, renin secretion, and regulation of lipolysis in adipocytes. The cluster 2 genes enriched in Src homology 2 domain-containing (SHC)-related events triggered by , regulation of lipolysis in adipocytes, and GRB2: SOS produce a link to mitogen-activated protein kinase (MAPK) signaling for integrins. The cluster 3 genes ere enriched in IGF1R signaling cascade and insulin signaling pathway. (4) Conclusion: This study presents a platform to discover potential targets for diabesity treatment and helps in understanding the molecular mechanism.The APC was funded by Qatar University Internal Grant number [QUST-2-CHS-2020-12

Role of personality and affect on the social support and work family conflict relationship

The relationship between support and work family conflict has been studied extensively, but previous studies have not examined if personality moderates this relationship. In this research, we examine the moderating influence of personality on the relationship between contextual support and work-family conflict across two studies. In Study 1, we examine if core self-evaluations (CSE) moderate the relationship between four different types of workplace support, 1. family friendly work policies (FFOP), 2. family supportive organizational climate (FSOC), 3. perceived organizational support (POS), and 4. perceived supervisor support (PSS), and work interfering with family conflict (WIF) using a sample of working adults (N=435). In Study 2, we examine if Big Five personality traits and negative affect moderate the relationship between co-worker support and (WIF) using a large national sample (N=1130) of working respondents from the "midlife in the US" (MIDUS) study of health and well-being. Taken together, the current research examines the moderating effect of several key personality variables on the relationship between important forms of social support and work family conflict. Results based on these two samples indicate CSE moderates the relationship between POS and WIF, and PSS and WIF, but does not moderate the relationship between FFOP and WIF, or FSOC and WIF. Further, conscientiousness and agreeableness moderate the relationship between co-worker support and WIF. Co-worker support and WIF is stronger for individuals with higher levels of negative affect. We discuss the implications for research and practice relating to work family conflict

Supplementary Data_Cabergoline in CD_JCEM.docx

Supplementary data for the manuscript of the article : " Effect of Cabergoline monotherapy in Cushing’s disease: a meta-analysis.