229 research outputs found
Exploring the receptor origin of vibration-induced reflexes
STUDY DESIGN: An experimental design. OBJECTIVES: The aim of this study was to determine the latencies of vibration-induced reflexes in individuals with and without spinal cord injury (SCI), and to compare these latencies to identify differences in reflex circuitries. SETTING: A tertiary rehabilitation center in Istanbul. METHODS: Seventeen individuals with chronic SCI (SCI group) and 23 participants without SCI (Control group) were included in this study. Latency of tonic vibration reflex (TVR) and whole-body vibration-induced muscular reflex (WBV-IMR) of the left soleus muscle was tested for estimating the reflex origins. The local tendon vibration was applied at six different vibration frequencies (50, 85, 140, 185, 235, and 265 Hz), each lasting for 15 s with 3-s rest intervals. The WBV was applied at six different vibration frequencies (35, 37, 39, 41, 43, and 45 Hz), each lasting for 15 s with 3-s rest intervals. RESULTS: Mean (SD) TVR latency was 39.7 (5.3) ms in the SCI group and 35.9 (2.7) ms in the Control group with a mean (95% CI) difference of -3.8 (-6.7 to -0.9) ms. Mean (SD) WBV-IMR latency was 45.8 (7.4) ms in the SCI group and 43.3 (3.0) ms in the Control group with a mean (95% CI) difference of -2.5 (-6.5 to 1.4) ms. There were significant differences between TVR latency and WBV-IMR latency in both the groups (mean (95% CI) difference; -6.2 (-9.3 to -3.0) ms, p = 0.0001 for the SCI group and -7.4 (-9.3 to -5.6) ms, p = 0.011 for Control group). CONCLUSIONS: The results suggest that the receptor of origin of TVR and WBV-IMR may be different
Personality, personnel selection, and job performance
Job Performance: The term job performance can
either refer to the objective or subjective outcomes
one achieves in a specific job (e.g., the profit of a
sales persons, the number of publications of a
scientist, the number of successful operations of
a surgeon) or to work-related activities (e.g., writing
an article, conducting specific surgical acts).
In the majority of research on this topic, job performance
as an outcome is used.
Personnel selection: Personnel selection
refers to the process of selecting the best
employees for specific jobs.
Introduction
One major application of personality research is in
the area of personnel selection. The key question
in this area is to which extent personality can
predict how well a candidate will perform on the
job he or she is applying for. Most scholars in this
area acknowledge that personality has predictive
validity for job performance. In line with this,
personality assessment is part of the selection
procedure in many organizations
Positional Income Concerns: Prevalence and Relationship with Personality and Economic Preferences
Bilateral strio-pallido-dentate calcinosis (Fahr’s disease): report of seven cases and revision of literature
Is functional dependence of Duchenne muscular dystrophy patients determinant of the quality of life and burden of their caregivers?
Reversing the Extraverted Leadership Advantage: The Role of Employee Proactivity
Extraversion predicts leadership emergence and effectiveness, but do groups perform more effectively under extraverted leadership? Drawing on dominance complementarity theory, we propose that although extraverted leadership enhances group performance when employees are passive, this effect reverses when employees are proactive, because extraverted leaders are less receptive to proactivity. In Study 1, pizza stores with leaders rated high (low) in extraversion achieved higher profits when employees were passive (proactive). Study 2 constructively replicates these findings in the laboratory: passive (proactive) groups achieved higher performance when leaders acted high (low) in extraversion. We discuss theoretical and practical implications for leadership and proactivity
Socioeconomic status and sick leave granted for mental and somatic disorders: a prospective study of young adult twins
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