bluuebunny/crossref_metadata_2025_split huggingface dataset:
Cardiac Slo2.1 Is Required for Volatile Anesthetic Stimulation of K+ Transport and Anesthetic Preconditioning
Authors: Wojtovich Andrew P. , Smith C. Owen , Urciuoli William R. , Wang Yves T. , Xia Xiao-Ming , Brookes Paul S. , Nehrke Keith 
Published: February 2016

AbstractAbstract
The authors have used novel gene-deleted mice to demonstrate that K+ flux via the KNa Slick channel encoded by the Slo2.1 gene is required for anesthetic preconditioning in mice. The identification of the role for Slick in anesthetic preconditioning will drive further development of novel cardiac-protective strategies and drugs for the clinical setting.
Supplemental Digital Content is available in the text.

Background
Anesthetic preconditioning (APC) is a clinically important phenomenon in which volatile anesthetics (VAs) protect tissues such as heart against ischemic injury. The mechanism of APC is thought to involve K+ channels encoded by the Slo gene family, and the authors showed previously that slo-2 is required for APC in Caenorhabditis elegans. Thus, the authors hypothesized that a slo-2 ortholog may mediate APC-induced cardioprotection in mammals.

Methods
A perfused heart model of ischemia–reperfusion injury, a fluorescent assay for K+ flux, and mice lacking Slo2.1 (Slick), Slo2.2 (Slack), or both (double knockouts, Slo2.x dKO) were used to test whether these channels are required for APC-induced cardioprotection and for cardiomyocyte or mitochondrial K+ transport.

Results
In wild-type (WT) hearts, APC improved post-ischemia–reperfusion functional recovery (APC = 39.5 ± 3.7% of preischemic rate × pressure product vs. 20.3 ± 2.3% in controls, means ± SEM, P = 0.00051, unpaired two-tailed t test, n = 8) and lowered infarct size (APC = 29.0 ± 4.8% of LV area vs. 51.4 ± 4.5% in controls, P = 0.0043, n = 8). Protection by APC was absent in hearts from Slo2.1

−/−
mice (% recovery APC = 14.6 ± 2.6% vs. 16.5 ± 2.1% in controls, P = 0.569, n = 8 to 9, infarct APC = 52.2 ± 5.4% vs. 53.5 ± 4.7% in controls, P = 0.865, n = 8 to 9). APC protection was also absent in Slo2.x dKO hearts (% recovery APC = 11.0 ± 1.7% vs. 11.9 ± 2.2% in controls, P = 0.725, n = 8, infarct APC = 51.6 ± 4.4% vs. 50.5 ± 3.9% in controls, P = 0.855, n = 8). Meanwhile, Slo2.2

−/−
hearts responded similar to WT (% recovery APC = 41.9 ± 4.0% vs. 18.0 ± 2.5% in controls, P = 0.00016, n = 8, infarct APC = 25.2 ± 1.3% vs. 50.8 ± 3.3% in controls, P < 0.000005, n = 8). Furthermore, VA-stimulated K+ transport seen in cardiomyocytes or mitochondria from WT or Slo2.2

−/−
mice was absent in Slo2.1

−/−
or Slo2.x dKO.

Conclusion
Slick (Slo2.1) is required for both VA-stimulated K+ flux and for the APC-induced cardioprotection.
Optimistic reinforcement learning: computational and neural bases
Authors: Lefebvre G. , Lebreton M. , Meyniel F. , Bourgeois-Gironde S. , Palminteri S. 
Published: February 2016

AbstractWhile forming and updating beliefs about future life outcomes, people tend to consider good news and to disregard bad news. This tendency is supposed to support the optimism bias. Whether this learning bias is specific to “high-level” abstract belief update or a particular expression of a more general “low-level” reinforcement learning process is unknown. Here we report evidence in favor of the second hypothesis. In a simple instrumental learning task, participants incorporated better-than-expected outcomes at a higher rate compared to worse-than-expected ones. In addition, functional imaging indicated that inter-individual difference in the expression of optimistic update corresponds to enhanced prediction error signaling in the reward circuitry. Our results constitute a new step in the understanding of the genesis of optimism bias at the neurocomputational level.
Knowledge sharing as an intervention for Gen Y employees’ intention to stay
Authors: Naim Mohammad Faraz , Lenkla Usha 
Published: February 2016

Purpose– The purpose of this paper is to identify the relationship between knowledge sharing, competency development, affective commitment, and Gen Y employees’ intention to stay.Design/methodology/approach– Based on a review of extant literature and using social exchange, and social constructivist approach, this study develops a theoretical rationale behind developing a conceptual framework to retain employees of the Gen Y segment.Findings– Knowledge sharing in the organization has a great potential to foster competency development and generate a sense of affective commitment and intention to stay of employees of Gen Y.Research limitations/implications– A conceptual framework of knowledge sharing for competency development could assist HR managers in fine-tuning their retention strategy for Gen Y employees. The future work should carry out the empirical validation of the suggested conceptual framework.Practical implications– Organizations should focus on knowledge sharing to enhance absorptive capacity, which fosters competency development. The framework suggests an approach of generation-specific retention strategy.Originality/value– This study contributes to the literature in human resources pertaining to knowledge sharing as a competency development intervention and develops a linkage between knowledge sharing and Gen Y employees’ intention to stay. The study is one of the first of its kind to address knowledge sharing and competency development in the context of Gen Y retention.
The effect of knowledge management capability and customer knowledge gaps on corporate performance
Authors: Tseng Shu-Mei 
Published: February 2016

Purpose– The purpose of this paper is to explore the influence of knowledge management capability (KMC) and customer knowledge gaps (CKG) on corporate performance, as well as proposing concrete suggestions for filling CKG and enhancing corporate performance.Design/methodology/approach– In order to explore on KMC, CKG, and corporate performance, the questionnaire and partial least square (PLS) techniques were used.Findings– The results showed that KMC is the major factor for enhancing corporate performance, and suggested CKG to be a significant intervening factor between KMC and corporate performance.Research limitations/implications– This research applied a purposive sampling method and obtained a slightly inadequate number of respondents. Therefore, it is suggested that future research should apply a random sampling method to collect more responses and increase the generalizability of the findings.Practical implications– Firms should apply their KMC to gather knowledge for, from and about customers to decrease CKG and enhance their relationship with customers as well as improve corporate performance.Originality/value– Developing a method by which to apply KMC in order to bridge CKG and to enhance corporate performance has become a significant issue. However, a holistic picture among KMC, CKG, and corporate performance has yet to emerge. This study thus applies a questionnaire survey method to explore the influence of KMC and CKG on corporate performance. Based on the results, specific recommendations are provided for enterprises planning to enhance their corporate performance in the future.
Social media content and product co-creation: an emerging paradigm
Authors: Rathore Ashish K. , Ilavarasan P. Vigneswara , Dwivedi Yogesh K. 
Published: February 2016

Purpose
– The purpose of this paper is to conceptualise and discuss the possible insights that can be generated for product development by analysing the user-generated content available from various social media platforms.

Design/methodology/approach
– The paper reviews the role of user generated content in developing products and its features (e.g. appearance and shape). It delineates the directions in which the relationship between social media content and customer oriented concepts evolve while developing successful new products.

Findings
– The review and arguments presented in this paper suggest that the social media approach adds more value than the traditional approaches for obtaining insights about the products. Availability of users’ opinions and information about existing products provide insights for the improvement in the product design process. Co-creation and self-construal are important components that are based on customer engagement and customer behaviour, respectively, in the product design and development.

Practical implications
– As social media creates new ways of communication with users, businesses can include users into the product development process to improve and refine their products or for making the next generation of products.

Originality/value
– This paper suggests a new approach in getting useful insights about the products from user-generated contents. This way of using social media helps businesses to move forward from the traditional product development paradigms.
The impact model of business intelligence on decision support and organizational benefits
Authors: Rouhani Saeed , Ashrafi Amir , Zare Ravasan Ahad , Afshari Samira 
Published: February 2016

Purpose– Decision support (DS), as a traditional management concept, have had a remarkable role in competitiveness or survival of organizations and nowadays, business intelligence (BI), as a brand modern impression, has various contributions in supporting decision-making process. Although, a variety of benefits are expected to arise from BI functions, researches, and models that determining the effect of BI functions on the decisional and organizational benefits are rare. The purpose of this paper is to study the relationship between BI functions, DS benefits, and organizational benefits in context of decision environment.Design/methodology/approach– This research conducts a quantitative survey-based study to represent the relationship between BI capabilities, decision support benefits, and organizational benefits in context of decision environment. On this basis, the partial least squares (PLS) technique employs a sample of 228 firms from different industries located in Middle-East countries.Findings– The findings confirm the existence of meaningful relationship between BI functions, DS benefits, and organizational benefits by supporting 15 out of 16 main hypotheses. Essentially, this research provides an insightful understanding about which capabilities of BI have strongest impact on the outcome benefits.Originality/value– The results can provide effective and useful insights for investors and business owners to utilize more appropriate BI tools and functions to reach more idealistic organizational advantages. Also it enables managers to better understand the application of BI functions in the process of achieving the specified managerial support benefits.
Self-reflection as a mediator between self-efficacy and well-being
Authors: Seggelen - Damen Inge van , Dam Karen van 
Published: February 2016

Purpose– How does self-efficacy affect employee well-being? The purpose of this paper is to increase insight in the underlying process between employee self-efficacy and well-being at work (i.e. emotional exhaustion and job satisfaction) by investigating the mediating role of employees’ engagement in reflection and rumination.Design/methodology/approach– A representative sample of the Dutch working population (n=506) filled out an online questionnaire. Structural equation modeling was used to test the measurement model and research model.Findings– As predicted, self-efficacy was significantly related to emotional exhaustion and job satisfaction. Rumination mediated the self-efficacy-exhaustion relationship. Reflection did not serve as a mediator; although reflection was predicted by self-efficacy, it was unrelated to exhaustion and job satisfaction.Research limitations/implications– This cross-sectional study was restricted to self-report measures. Longitudinal research is needed to validate the findings and to further investigate the relationship between reflection and rumination.Practical implications– Organizations might try to support their employees’ well-being through interventions that strengthen employees’ self-efficacy, and prevent or decrease rumination.Originality/value– This study increases the understanding of the role of reflection and rumination at work. The findings indicate that self-reflection can have positive as well as negative outcomes.
Autonomy and citizenship behavior: a moderated mediation model
Authors: Park Rhokeun 
Published: February 2016

Purpose– The purpose of this paper is to investigate the mediating role of perceived organizational support (POS) in the relationships between job autonomy and organizational citizenship behavior (OCB), and the moderating role of organizational strategy in those relationships.Design/methodology/approach– The hypotheses were tested by a moderated mediation model using multilevel survey data that were collected in South Korea in 2008.Findings– This study found that POS mediated the relationship between autonomy and OCB regardless of organizational strategy, and that job autonomy was more strongly related to POS in companies with an analyzer strategy than with a defender strategy. The results also indicated that the indirect relationship between job autonomy and OCB via POS was stronger in companies with an analyzer strategy than in companies with a defender strategy.Research limitations/implications– This study provides a new mechanism in the relationship between job autonomy and OCB using social exchange theory. An analyzer strategy should not be treated as a hybrid of defender and prospector strategies.Practical implications– While all organizations may benefit from providing employees with job autonomy regardless of organizational strategy, companies with an analyzer strategy in particular should provide their employees with sufficient autonomy.Originality/value– The present study bridged the gap between the macro and micro approaches through multilevel analyses. This study is unique in that it examined the vertical fit between job autonomy and organizational strategy while focussing on individual employee outcomes.
Extending the job demands-resources model with guanxi exchange
Authors: Hu Qiao , Schaufeli Wilmar B. , Taris Toon W. 
Published: February 2016

Purpose
– The purpose of this paper is to differentiate between two types of job resources (i.e. task resources and social resources) and extends the job demands-resources (JD-R) model with a typically Chinese form of social exchange – guanxi exchange – to increase its applicability in the Chinese context.

Design/methodology/approach
– Multigroup structural equation analysis was used to test the hypotheses in two cross-sectional Chinese samples of 463 police officers and 261 nurses.

Findings
– Results supported the distinction between social resources and task resources. Social resources were positively related to engagement and organizational commitment (for police officers), task resources were positively related to engagement (for both nurses and police officers), organizational commitment (for police officers), and negatively to burnout (for police officers). Guanxi exchange with supervisors was positively associated with social resources (for both nurses and police officers), task resources (for nurses), and organizational commitment (for police officers). Moreover, guanxi exchange was positively related with work engagement in both nurses and police officers. Unexpectedly, guanxi exchange was positively related with burnout in police officers.

Research limitations/implications
– Due to its cross-sectional design, longitudinal replication of the findings is desirable in order to establish causality.

Practical implications
– The effects of informal interpersonal relations (i.e. guanxi exchange) on employees’ well-being and organizational commitment should be acknowledged, especially when developing strategies to reduce burnout and increase work engagement.

Originality/value
– For the first time, task resources and social resources are distinguished and a Chinese traditional concept (guanxi exchange) is integrated into the JD-R model.
Perceived investment in employee development and taking charge
Authors: Dysvik Anders , Kuvaas Bård , Buch Robert 
Published: February 2016

Purpose– The purpose of this paper is to investigate whether the relationship between perceived investment in employee development (PIED) and taking charge is moderated by perceived job autonomy.Design/methodology/approach– Self-report data were obtained from 737 employees. In addition, manager ratings of taking charge were obtained for 154 employees from their respective managers. Hierarchical moderated regression analyses were used to test the hypotheses.Findings– The results revealed a positive relationship between PIED and both self-reported and manager-rated taking charge only for employees who perceived high levels of job autonomy.Research limitations/implications– Given the cross-sectional nature of the data, no causal inferences can be drawn.Practical implications– Managers and organizations may benefit from providing work conditions that facilitate a felt obligation to reciprocate, but at the same time provide sufficient levels of perceived job autonomy to actually do so with respect to increasing the levels of employees’ voluntary and constructive efforts to improve work situations.Social implications– Greater levels of employee taking charge behaviors may offset the decline of businesses and thus aid in reducing long-term unemployment in the society at large.Originality/value– This study contributes to a more complete understanding of how job characteristics may facilitate or inhibit the influence of antecedents for taking charge.
Leader inclusiveness, psychological diversity climate, and helping behaviors
Authors: Randel Amy E , Dean Michelle A. , Ehrhart Karen Holcombe , Chung Beth , Shore Lynn 
Published: February 2016

Purpose– The purpose of this paper is to examine how psychological diversity climate and leader inclusiveness relate to an employee’s self-reported propensity to engage in helping behaviors toward the leader or work group. The authors also tested whether these elements operate differently for women and racioethnic minorities.Design/methodology/approach– A sample of 534 respondents completed electronic surveys. Hypotheses were tested with hierarchical multiple regression.Findings– Results indicate a positive relationship between leader inclusiveness and leader-directed and work group-directed helping behaviors, particularly when accompanied by a positive psychological diversity climate. These relationships were stronger for racioethnic minorities and women relative to racioethnic majority members and men for leader-directed helping.Research limitations/implications– Data were self-report. Future research should incorporate data from other sources and additional outcomes.Practical/implications– Leaders who act inclusively can obtain measurable benefits with respect to employee helping by reinforcing a diversity climate.Social/implications– Leaders should act in ways that demonstrate that they are inclusive; coupled with a positive diversity climate, this may encourage all members to engage in helping behaviors, which may have a positive impact on society at large.Originality/value– The authors addressed the call in past research for sending consistent signals across the organization regarding the value of diversity and inclusion.
Authentic leadership and mindfulness development through action learning
Authors: Baron Louis 
Published: February 2016

Purpose– The purpose of this paper is to evaluate a three-year training program based on action learning principles with regard to its effectiveness in fostering authentic leadership (AL) and mindfulness among the participants.Design/methodology/approach– Data were obtained using a mixed-method design. Quantitative data were collected using a quasi-experimental sequential cohort design with comparison group, in which 143 participants responded to a self-evaluation questionnaire up to six times over a three-year period. Semi-structured interviews were also conducted with 24 managers.Findings– The results indicate that, as participants evolved through the leadership development program, self-reports of AL and mindfulness increased significantly and linearly as determined using repeated measures ANOVA, pairedt-tests, and content analysis of interviews.Practical implications– The results suggest that a leadership development program based on action learning principles can foster the development of AL and mindfulness. The core elements of action learning (i.e. working on real problems, gaining new insights in a supportive and confrontational environment of one’s peer) appear to be key to bringing about real changes in the behavior of participating managers and maximizing the chances of generating lasting effects.Originality/value– This is the first longitudinal study to demonstrate that the development of mindfulness and AL – which calls for internalization of attitudes and behaviors – can be fostered by a leadership development program. The question of whether AL can be developed through planned interventions is paramount for advancing theory and research on AL.
Antecedents and consequences of observing workplace sexual behavior
Authors: Baker Amy Nicole 
Published: February 2016

Purpose– The purpose of this paper is to investigate the antecedents and consequences of non-harassing sexual behavior in the workplace. Individual perceptions of climate were examined as antecedents; physical strain and turnover intentions were studied as consequences of non-harassing sexual behavior at work.Design/methodology/approach– Questionnaires were administered to two samples of working adults. In the second sample, criterion measures were collected four months after the predictors.Findings– Innovative and traditional climates were associated with workplace sexual behavior; sexual behavior was positively associated with physical strain and turnover intentions, both concurrently and four months later.Research limitations/implications– Climate was not assessed at the group level of analysis; only individual perceptions of workplace climate were measured. The research design was not longitudinal, thus causal conclusions cannot be drawn. Despite these limitations, the results suggest that perceptions of climate are related to sexual behaviors in the workplace. Further, the findings highlight negative outcomes associated with observing even non-harassing sexual behavior at work.Practical implications– Managers may consider implementing specific guidelines around non-harassing sexual behavior in the workplace. Organizational leaders may have the ability to affect how non-harassing sexual behavior is interpreted, based on the kinds of climates they create in their organizations.Originality/value– This is the first study that assesses both the antecedents and consequences of non-harassing sexual behavior. It expands the literature by including psychological perceptions of the workplace as predictors of sexual behavior at work.