Uncoupling Protein 3: Its Possible Biological Role and Mode of Regulation in Rodents and Humans

The recently discovered uncoupling protein 3 (UCP3) is highly homologous to the mitochondrialinner membrane protein UCP1, which generates heat by uncoupling the respiratory chainfrom oxidative phosphorylation. The thermogenic function of UCP1 protects against cold andregulates the energy balance in rodents. We review in vitro studies investigating the uncouplingactivity of UCP3 and in vivo studies, which address UCP3 gene expression in brown adiposetissue and skeletal muscle under various metabolic conditions. The data presented are, for themost, consistent with an uncoupling role for UCP3 in regulatory thermogenesis. We alsodiscuss mediators of UCP3 regulation and propose a potential role for intracellular fatty acidsin the mechanism of UCP3 modulation. Finally, we hypothesize a role for UCP3 in themetabolic adaptation of the mitochondria to the degradation of fatty acid

Can you teach an old seadog new tricks? Experimental evaluation of BRM training in the commercial fleet

Objective: The objective of the present study was to evaluate the effectiveness of Crew Resource Management (CRM) training in the commercial shipping fleet – termed Bridge Resource Management (BRM) training. Background: CRM training has been widely employed and researched in several high reliability settings. However, there is a lack of experimental studies assessing CRM training in commercial shipping. Method: An experimental pretest – posttest study measuring satisfaction with training, knowledge, attitudes, and team behavior in bridge simulators. Five hypotheses were made; H1) The BRM training will receive positive evaluation, H2) BRM training will improve knowledge, H3) BRM training will improve attitudes, H4) BRM training will improve behavior, H5) The relationship between Teamwork and Mission success is positively mediated by Situation awareness. Results: H1 was fully supported. H2 was fully supported. H3 was partly supported. H4 was not supported. H5 was fully supported. Conclusion: The training was positively evaluated and improved knowledge and some of the targeted attitudes. Behavior could not be shown to improve with statistical significance, but it cannot be ruled out that a stronger experimental design and increased sample size would yield significant results. Relations among behavior measures confirms established CRM theory. Application: The present study provides supporting evidence that BRM training can indeed improve safety-relevant knowledge and attitudes. However, to improve behavior on the bridge, training should be adapted to specific work procedures

Identity, Over-Commitment, Work Environment, and Health Outcomes among Immigrant Workers

In this study, we compared immigrant workers with native workers on several factors related to their perception of their work identity anchored in their psychosocial work environment, and the result of these factors on work stress and subjective health. The data for the study came from 924 employees in the Norwegian food and beverage and among them were 84 immigrant workers. We found significant differences in levels of over-commitment, mental health and stress between native and immigrant workers. Immigrant workers perceived more over-commitment, more mental health problems and higher job stress than native workers did. The personal ambitions of the immigrants, measured as a higher level of over-commitment was seen as a driving force behind the pattern we found. This could have been a possible threat to an increased level of stress leading to mental health problems, but commitment to the firm they worked in was found to have a compensating effect in the final path analysis

How do BRM-training participants understand non-technical skills?

Non-technical skills (NTS) can be defined as “the cognitive, social and personal resource skills that complement technical skills and contribute to safe and efficient task performance” (Flin et al. 2008, Safety at the sharp end: a guide to non-technical skills, p. 1). This paper aims to explore how bridge officers understand and discuss the non-technical skills involved in behavior and performance of participants in Bridge Resource Management (BRM) training. A thematic network analysis is applied to transcriptions of post-simulation debriefing sessions, based on a peer observation system that encourages discussion between training participants. The five skills identified are situation awareness, decision-making, stress management, verbal communication, and balanced leadership, all of which are mostly found to be in concurrence with generic theory on non-technical skills. However, for each of these skills, the findings also provide examples of certain aspects where the informants’ understanding stray from generic theory and BRM syllabus. This is discussed as possible clues to domain-specific aspects of NTS at ship bridges, as well as yielding implications for BRM training

How do BRM-training participants understand non-technical skills?

Non-technical skills (NTS) can be defined as “the cognitive, social and personal resource skills that complement technical skills and contribute to safe and efficient task performance” (Flin et al. 2008, Safety at the sharp end: a guide to non-technical skills, p. 1). This paper aims to explore how bridge officers understand and discuss the non-technical skills involved in behavior and performance of participants in Bridge Resource Management (BRM) training. A thematic network analysis is applied to transcriptions of post-simulation debriefing sessions, based on a peer observation system that encourages discussion between training participants. The five skills identified are situation awareness, decision-making, stress management, verbal communication, and balanced leadership, all of which are mostly found to be in concurrence with generic theory on non-technical skills. However, for each of these skills, the findings also provide examples of certain aspects where the informants’ understanding stray from generic theory and BRM syllabus. This is discussed as possible clues to domain-specific aspects of NTS at ship bridges, as well as yielding implications for BRM training

The development of five scales to measure employees' appraisals of organizational-level stress management interventions

Organizations and researchers often encounter difficulties when evaluating organizational-level stress management interventions. When interventions fail, often it is unclear whether the intervention itself was ineffective, or whether problems with implementation processes were to blame. In this paper we describe the development of questionnaire items that allow employees to report on their appraisals of aspects of intervention process issues that are frequently thought to be related to intervention outcomes. The study was carried out as part of the evaluation of a teamworking intervention implemented in the elderly care sector in Denmark. Using a combination of information gathered from published intervention research and qualitative data collected from participants involved in an intervention, questionnaire items were developed and their sensitivity, reliability, and validity were tested. Confirmatory factor analysis revealed five independent factors: line manager attitudes and actions, exposure to components of the intended intervention, employee involvement, employee readiness, and intervention history. They all showed significant correlations with post-intervention outcomes (job satisfaction, well-being, and self-efficacy). Line manager attitudes and actions showed particularly strong and unique relationships with outcome measures. We refer to this new group of scales for evaluating employees’ appraisals of an intervention as the Intervention Process Measure (IPM). Our findings indicate that such a measure has the potential to improve the evaluation of interventions

Surveys and item overviews

Surveys and complete item overviews. Extensive information on relevant items

How do BRM-training participants understand non-technical skills?

Non-technical skills (NTS) can be defined as “the cognitive, social and personal resource skills that complement technical skills and contribute to safe and efficient task performance” (Flin et al. 2008, Safety at the sharp end: a guide to non-technical skills, p. 1). This paper aims to explore how bridge officers understand and discuss the non-technical skills involved in behavior and performance of participants in Bridge Resource Management (BRM) training. A thematic network analysis is applied to transcriptions of post-simulation debriefing sessions, based on a peer observation system that encourages discussion between training participants. The five skills identified are situation awareness, decision-making, stress management, verbal communication, and balanced leadership, all of which are mostly found to be in concurrence with generic theory on non-technical skills. However, for each of these skills, the findings also provide examples of certain aspects where the informants’ understanding stray from generic theory and BRM syllabus. This is discussed as possible clues to domain-specific aspects of NTS at ship bridges, as well as yielding implications for BRM training

Preregistration of study

Preregistration of stud

Communication and perceived risk of accidents

The effect of internal and external communication on accident