Phosphorylated nerve growth factor-induced clone B (NGFI-B) translocates from the nucleus to mitochondria of stressed rat cardiomyocytes and induces apoptosis

Stress induces cardiac dysfunction and cardiomyocyte injury, and while current data indicate that mitochondria play a key role in this process, the mechanisms remain unknown. In this study, we found that in rats, restraint stress induced nerve growth factor-induced clone B (NGFI-B) translocation from the nucleus to mitochondria in cardiomyocytes. This translocation promoted cytochrome c release from mitochondria to the cytoplasm, which ultimately resulted in cardiomyocyte apoptosis. We also found that stress induced oversecretion of glucocorticoids and activated the protein kinase A (PKA) pathway in cardiomyocytes. Enhanced PKA activity increased NGFI-B serine phosphorylation, which caused NGFI-B to translocate from the nucleus to mitochondria. Moreover, a PKA peptide inhibitor blocked NGFI-B serine phosphorylation and translocation. Our data demonstrate that stress affects cardiomyocytes by inducing NGFI-B mitochondrial translocation via serine phosphorylation, which in turn initiates mitochondrial-mediated apoptosis.     

Team Training in China: Testing and Applying the Theory of Cooperation and Competition1

The theory of cooperation and competition has the potential both to understand the conditions when organizational groups are productive and major ways to strengthen these groups. Work teams based in a high‐technology company in Beijing, China, participated in a training workshop and a 2‐month follow of feedback and development. Structural equation analyses of data taken before and after the workshop support the hypotheses. In addition, results suggest that the training and follow‐up activities developed cooperative goals and constructive controversy. Findings also indicate that relationships among groups affected the productivity of individual teams. Results were interpreted as suggesting that cooperative goals and constructive controversy contribute to potent, creative, and productive teams in China and perhaps other countries as well.     

How commuting time influences hedonic consumption: The role of perceived stress

The commuting cost has increased inevitably under the background of industrialization and urbanization, which has vital impacts on daily life. In this paper, we implement an empirical study to explore the impact of commuting time on hedonic consumption and the underline mechanism of perceived stress based on the data of CFPS 2014 (a national social tracking survey project). The Tobit regression combined with the Heckman two-stage model is applied to correct the sample selection bias. The results show that the increase in commuting time will aggrandize residents' tendency and expenditure of hedonic consumption. Moreover, we conduct situational experiments as a supplement to verify the main effect and mediation mechanism to exclude alternative explanations. The mechanism analyses prove that the perceived stress caused by long commuting time is a possible mediator for hedonic consumption. This study enriches the relative studies on social influences of commute, especially proving that this social issue may provide some benefits for business practice.     

Transformational Leadership and Employee Well‐Being: The Mediating Role of Trust in the Leader and Self‐Efficacy

Although transformational leadership (TL) is considered a kind of positive leadership, which can elevate followers in the long term, the mechanism of how TL influences employee well‐being remains a relatively untouched area. Based on survey data collected from 745 employees from the People's Republic of China (Beijing, n= 297; Hong Kong, n= 448), results revealed that employees' trust in the leader and self‐efficacy partially mediated the influence of TL on job satisfaction, and fully mediated the influence of TL on perceived work stress and stress symptoms. Implications of these findings for research and practice are discussed. Bien que le leadership transformationnnel (TL) soit considéré comme une sorte de leadership positif qui peut faire progresser les suiveurs sur le long terme, le mécanisme par lequel TL contribue à leur bien être reste relativement inexploré. Les résultats basés sur des données collectées auprès d’un échantillon de 745 employés de la République Populaire de Chine (Beijin, n = 297; Hong Kong, n = 448), montrent que la confiance des suiveurs dans le leader et l’auto‐efficacité sont en partie dus à l’influence du TL sur la satisfaction au travail et sont entièrement dus à l’influence du TL sur le stress perçu au travail et les symptômes de stress. Les implications de ces résultats pour la recherche et la pratique sont discutées.     

变革型领导与员工工作态度：心理授权的中介作用

研究的主要目的是考察变革型领导与员工满意度、组织承诺之间的关系,以及变革型领导的作用机制,即变革型领导是否会通过心理授权影响员工工作态度。利用14家企业744份调查问卷的结果,采用结构方程模型技术对变革型领导、心理授权、员工满意度、组织承诺之间的关系进行了交叉验证分析。结果表明,愿景激励与德行垂范对组织承诺与员工满意度有显著的影响,而领导魅力与个性化关怀只对员工满意度有显著的影响;心理授权对变革型领导与员工工作态度的关系具有一定的中介作用,愿景激励与德行垂范通过工作意义影响员工满意度与组织承诺;愿景激励通过自我效能影响组织承诺     

工作满意度、情感承诺和工作投入对工作技能评价结果的影响

通过对从事人力资源管理工作的公务员、软件工程师、网络编辑和报纸广告销售人员四个职业的272名任职者调查数据的层次回归分析,文章发现控制了职业和人口统计学变量的影响之后,工作满意度、情感承诺和工作投入三个工作态度变量对工作技能的重要性和水平评价有显著影响。进一步对比发现,工作满意度对于技能的重要性和水平评价的影响效应较大。该研究对多个职业的分析结果拓展了人们对工作分析结果影响因素的认识,并对未来工作分析研究和实践有重要的启示作用     

微博网民情绪敏感度、行为意向与执行意向的关系

对891位网民问卷调查分析,探讨了网民的情绪敏感度、集群行为意向和执行意向的关系。结果显示情绪敏感度与感知一致性、行为意向和执行意向均存在显著正向关联;情绪敏感度、感知一致性和行为意向三个变量的交互作用对执行意向的影响是显著的,进一步的研究发现在低感知一致性组中,情绪敏感度在行为意向对执行意向的影响中存在调节作用,具体表现为与低情绪敏感度的网民相比,当高情绪敏感度的网民感知到信息与行为的不一致结果时,行为意向对其执行意向的预测作用更强。     

Using Deterministic, Gated Item Response Theory Model to Detect Test Cheating due to Item Compromise

The Deterministic, Gated Item Response Theory Model (DGM, Shu, Unpublished Dissertation. The University of North Carolina at Greensboro, 2010) is proposed to identify cheaters who obtain significant score gain on tests due to item exposure/compromise by conditioning on the item status (exposed or unexposed items). A “gated” function is introduced to decompose the observed examinees’ performance into two distributions (the true ability distribution determined by examinees’ true ability and the cheating distribution determined by examinees’ cheating ability). Test cheaters who have score gain due to item exposure are identified through the comparison of the two distributions. Hierarchical Markov Chain Monte Carlo is used as the model’s estimation framework. Finally, the model is applied in a real data set to illustrate how the model can be used to identify examinees having pre-knowledge on the exposed items.     

Whose side are you on? Relational orientations and their impacts on side‐taking among Dutch and Chinese employees

Informal relationships often influence employees who intervene in an interpersonal conflict between colleagues. We investigate and report the effects of relational orientations (reciprocity orientation and communal orientation) on employee preference of choosing sides between an acquaintance and a friend in a workplace dispute in The Netherlands and China. A scenario study was conducted among 104 Dutch and 105 Chinese employees. As hypothesized, the results indicate that employees, especially Dutch employees, with an interest‐concerned reciprocity orientation tend to side with the acquaintance who has a greater potential to return the favour. By contrast, employees, especially Chinese, with a sharing‐concerned communal orientation tend to side with their workplace friend. Explanations and implications of the findings are discussed.     

The Influence of Organizational Culture on Work‐Related Personality Requirement Ratings: A multilevel analysis

The effects of organizational culture on job incumbents' ratings of work‐related personality requirements were investigated. Data collected from 270 customer service representatives working within 37 mobile phone service companies in China demonstrated significant between‐organization differences and sufficient within‐organization agreement on two dimensions of work‐related personality requirements, achievement orientation and conscientiousness, to suggest that these work‐related personality requirements can be interpreted as organizational‐level constructs. Furthermore, incumbents' ratings of the two personality requirements were positively related to two corresponding dimensions of organizational culture, achievement‐oriented culture and integrity‐oriented culture, respectively, and as predicted, both were positively associated with team‐oriented culture. Further analyses revealed that team‐oriented culture appeared to play a particularly salient role in predicting incumbents' perceptions about the importance of the two dimensions of personality requirements.