Who benefits from independent careers? Employees,organizations, or both?

The traditional organizational career has been depicted as the classic example of how employers and employees can develop a mutually beneficial relationship; but changes in the competitive landscape and in individual work values have challenged its viability. Commentators have argued that a ‘new career’ deal, encapsulated by the notions of the protean and the boundaryless career, has emerged suggesting a shift in control of careers from organizations to individuals. Research has explored the implications for individuals' careers while largely neglecting consequences for organizations. Our paper seeks to remedy this by exploring both the individual and the organizational outcomes of independent career orientations and the extent to which organizations can manage these through high commitment human resource management (HRM) practices. Our study, conducted with 655 employee–supervisor dyads, indicates that a protean career orientation results in gains for both employees and organizations, whereas a boundaryless career orientation is associated with mutual losses. In addition, our findings suggest that high commitment HR practices play an important role in managing the outcomes of employees seeking traditional careers but have only a limited impact on those with a boundaryless career orientation.     

Ethical Guidance for Selecting Clinical Trials to Receive Limited Space in an Immunotherapy Production Facility

Our aims are to (1) set forth a multiprinciple system for selecting among clinical trials competing for limited space in an immunotherapy production facility that supplies products under investigation by scientific investigators; (2) defend this system by appealing to justice principles; and (3) illustrate our proposal by showing how it might be implemented. Our overarching aim is to assist manufacturers of immunotherapeutic products and other potentially breakthrough experimental therapies with the ethical task of prioritizing requests from scientific investigators when production capacity is limited.     

Event-related cerebral hemodynamics reveal target-specific resource allocation for both “go” and “no-go” response-based vigilance tasks

Transcranial Doppler sonography was used to measure cerebral blood flow velocity (CBFV) in the right and left cerebral hemispheres during the performance of a 50-min visual vigilance session. Observers monitored a simulated flight of unmanned aerial vehicles for cases in which one of the vehicles was flying in an inappropriate direction relative to its cohorts. Two types of vigilance tasks were employed: a traditional task in which observers made button press (“go”) responses to critical signals, and a modification of the traditional task called the Sustained Attention to Response Task (SART) in which “go” responses acknowledged nonsignal events and response withholding (“no-go”) signified signal detection. Signal detections and global CBFV scores declined over time. In addition, fine-grained event-related analyses revealed that the detection of signals was accompanied by an elevation of CBFV that was not present with missed signals. As was the case with the global scores, the magnitude of the transient CBFV increments associated with signal detection also declined over time, and these findings were independent of task type. The results support the view of CBFV as an index of the cognitive evaluation of stimulus significance, and a resource model of vigilance in which the need for continuous attention produces a depletion of information-processing assets that are not replenished as the task progresses. Further, temporal declines in the magnitude of event-related CBFV in response to critical signals only is evidence that the decrement function in vigilance is due to attentional processing and not specific task elements such as the required response format.     

提倡“理性医疗”

“理性医疗”是对疾病进行科学、客观地综合分析,由此筛选出一个理性的处置方案的医疗过程。“理性医疗”不但有利于社会,有利于医患双方,更符合自然科学的规律,同时,对传统的伦理学观念也是一种补充与完善。“理性医疗”的实现需要医患双方的共同协作。     

浅析农村卫生保健改革的若干难点与起点

农村医疗单靠政府行政预算拨付进行运作管理,只能起到临时输血的功能.卫生健康水平的提高,一方面取决于经济收入水平的增长,另一方面则取决于政府公共财政支持力度和行政管理的有效性.资金是基础,制度是保证,政府需通过工具性的制度创新,减少国家对农民的制度排挤,充分发挥政府调控和监管作用,改善农村医疗面临的财政、技术、人员严重不足的问题.     

论网络环境下医学文献信息资源的共建共享

分析网络环境下实现医学文献信息资源共享必须具备的条件以及实现医学文献信息资源共享必须解决的问题,并提出相应的解决办法.     

Exploring Diurnal Cortisol Rhythms of Kindergarten Teachers in Kosovo and Ukraine

Teachers’ stress is a dynamic combination of the individual teacher's characteristics and characteristics of the classroom and school environment. To date, there are limited studies on teachers’ stress in the context of lower‐middle‐income countries (LMICs), where working conditions as well as general political and economic circumstances might pose a considerable threat for teachers’ well‐being. This study explores whether certain combinations of individual and environmental experiences of teachers in LMICs may result in stress, assessed as patterns of diurnal cortisol rhythm. Participants were kindergarten teachers in Kosovo and Ukraine, two LMICs in Europe. Latent Profile Analysis identified three subgroups of teachers that significantly differed on teachers’ education and experience. Preliminary results of Latent Growth Modeling suggested differences between profiles in baseline waking cortisol and patterns of diurnal decline. Teachers in the profile that was characterized by the longest experience working in the field but the lowest level of education showed blunted cortisol in the morning and a flatter slope; a pattern that could indicate a maladaptive cortisol response. Future directions for studying stress processes among teachers in LMICs and implications for policy and practice on how to support teacher well‐being in low‐resource contexts are discussed.     

Negative work reflection,personal resources,and work engagement: the moderating role of perceived organizational support

This day-level study examined the role of perceived organizational support (POS) in the context of employees’ negative work reflection during off-job time. We hypothesized that negative work reflection during off-job time should be indirectly related to reduced work engagement on the next workday through personal resources (i.e., vigour and self-efficacy) in the morning. In addition, we hypothesized that POS moderated the relationships between negative work reflection and personal resources and between personal resources and work engagement. In total, 100 employees completed one general survey and three daily surveys (in the morning, after work, and at bedtime) over five workdays. Results of multilevel path analyses showed that negative work reflection was neither directly associated with personal resources nor indirectly with work engagement via personal resources, although vigour and self-efficacy positively predicted increased work engagement. However, negative work reflection was negatively associated with self-efficacy when POS was low. POS did not predict work engagement, but moderated the relationships between personal resources and work engagement: Consistent with the resource substitution hypothesis, high levels of POS compensated for low levels of vigour and self-efficacy. Negative work reflection had a significant negative indirect effect on work engagement through self-efficacy only when POS was low.