bluuebunny/crossref_metadata_2025_split huggingface dataset:
Age of onset and the characteristics of asthma
Authors: HSU Jeng‐Yuan , KING Shiang‐Ling , KUO Benjamin Ing‐Tiau , CHIANG Chi‐Der 
Published: September 2004

Objective:  The aim of this study was to evaluate the characteristics of asthma in patients with different ages of disease onset.Methodology:  Five hundred and four asthmatic patients (303 males and 201 females) were divided into five groups based on age of onset (group I, age of onset < 15 years old; group II, 15–24 years old; group III, 25–44 years old; group IV, 45–64 years old; and group V, > 64 years old). The relationship between age of onset and the characteristics of asthma, including lung function, reversibility, atopic status and the incidence of coexistent allergic rhinitis was assessed. Multivariate analysis, adjusted for the duration of disease, gender, educational level, smoking status, and degree of previous inhaled corticosteroid treatment, was performed.Results:  Thirty per cent of the patients developed asthma before they were 14 years old (group I), and the percentages of those developing asthma at other ages of onset were: group II, 12%; group III, 29%; group IV, 21% and group V, 8%. In all, 57.6% of the asthmatic patients had coexistent allergic rhinitis; younger patients tended to have this comorbidity. The pulmonary function of older onset asthma patients was worse than that of early onset patients. The multivariate analysis showed that there was a positive correlation between the reduction of pulmonary function and duration of the disease (P < 0.001), but there was no relationship between pulmonary function and gender (P = 0.502), educational level (P = 0.734), smoking pack‐years (P = 0.902), or degree of use of inhaled corticosteroid treatment (P = 0.586).Conclusion:  Asthma is a heterogeneous disease with a wide variety of presentations. This study provides information about the disease characteristics and their relationship with age of onset. Further study is necessary to determine why these differences exist.
Molecular polymerase chain reaction diagnosis of pulmonary mucormycosis caused by Cunninghamella bertholletiae
Authors: KOBAYASHI Makoto , TOGITANI Kazuto , MACHIDA Hisanori , UEMURA Yoshiki , OHTSUKI Yuji , TAGUCHI Hirokuni 
Published: September 2004

Objective:  Mucormycosis is an uncommon but frequently fatal infection caused by strains of mucorales in immunocompromised hosts. In this study, we report a case of pulmonary mucormycosis associated with acute lymphocytic leukaemia caused by Cunninghamella bertholletiae, a rare pathogen.Methodology:  Retrospective analysis of the stored serum, sputum, and necropsy lung tissue samples from this patient, enabled subspecies identification by means of panfungal polymerase chain reaction (PCR), direct DNA sequencing of the PCR products, and homology search with nucleotide basic local alignment search tool.Results:  The development of a reliable diagnostic blood test for angio‐invasive fungal infections such as mucormycosis is desirable, because the sensitivity of culture for these fungi is extremely low.Conclusion:  Panfungal PCR on serial serum samples might be useful for the diagnosis of pulmonary mucormycosis.
Improved activities of daily living, psychological state and health‐related quality of life for 12 months following lung volume reduction surgery in patients with severe emphysema
Authors: GOTO Yoko , KUROSAWA Hajime , MORI Nobuyoshi , KUROKAWA Yoshimochi , HIDA Wataru , KOHZUKI Masahiro 
Published: September 2004

Objective:  The aim of the present study was to evaluate the effect of lung volume reduction surgery (LVRS), with an emphasis on improvement in activities of daily living (ADL), psychological state and health‐related quality of life (HRQL), for 12 months in patients with severe emphysema.Methodology:  Eighteen male patients (mean age ± SD: 65.2 ± 6.4 years) who underwent LVRS following pulmonary rehabilitation (LVRS group) and 12 patients (67.0 ± 8.1 years) who were medicated and underwent pulmonary rehabilitation (non‐LVRS group) were studied. LVRS was performed by video‐assisted thoracoscopic surgery. Serial measurements of lung function, 6‐min walking distance (6MWD), ADL, HRQL and psychological state scores were performed before surgery and 3, 6, and 12 months after surgery (in the LVRS group), or on the day of discharge (in the non‐LVRS group).Results:  As well as an improvement in FEV1 and 6MWD, ADL scores were significantly improved in the items of ‘face washing and teeth brushing’, and ‘indoor walking’ at 3 months after LVRS (P < 0.05). At 12 months, an improvement was still found in ‘indoor walking’ and ‘bathing’. HRQL scores were ameliorated at 3–12 months after LVRS. In the non‐LVRS group, ADL and HRQL scores failed to improve in any items during the 12 months of observation. Psychological state scores were maintained in the LVRS group and were better than those in the non‐LVRS group at 12 months (P < 0.05).Conclusions:  Lung volume reduction surgery improves not only lung function and exercise performance but also ADL, HRQL and psychological state for at least 12 months.
Uncontrolled trial of sparfloxacin in retreatment of pulmonary tuberculosis
Authors: RAO Sukhesh 
Published: September 2004

Objective:  The aim of the present report was to study the role of sparfloxacin in retreatment of pulmonary tuberculosis.Methodology:  Sixteen patients with sputum‐smear‐positive pulmonary tuberculosis were given sparfloxacin (200 mg daily), along with isoniazid and para‐aminosalicylic acid plus additional drugs where indicated. They were followed up and assessed by sputum‐smear microscopy and chest X‐ray regularly for the entire duration of follow up, which ranged from 15 to 18 months.Results:  Twelve patients completed treatment and achieved a satisfactory response in the form of persistent sputum negativity and radiologically quiescent disease. Two patients defaulted after 6 months and one patient discontinued medications because of severe gastrointestinal intolerance. One patient died before completion of the treatment as a result of the sequelae of the disease.Conclusions:  Sparfloxacin can be used as a companion drug along with other drugs in retreatment of pulmonary tuberculosis. The advantages of this drug are a high safety profile, low cost of treatment and easy availability, which are important determinants, especially in developing countries.
Determinants of cardiorespiratory fitness in patients with chronic obstructive pulmonary disease, focusing on activities parallel to daily living
Authors: NAKAMURA Yoichi , TANAKA Kiyoji , SHIGEMATSU Ryosuke , HOMMA Toshiaki , SEKIZAWA Kiyohisa 
Published: September 2004

Objective:  The purpose of this study was to examine whether activities parallel to daily living (APDL) constitute a determinant index of cardiorespiratory fitness in patients with chronic obstructive pulmonary disease (COPD).Methodology:  Four functional physical fitness parameters were investigated in 38 male patients (mean age 69.8 ± 6.7 years) with moderate to severe COPD. The parameters measured were muscular strength (grip strength), muscular endurance strength (arm curl, keeping a half‐squat position) and regulation (walking around two cones). In addition, cardiorespiratory fitness was measured using a 6‐min walking distance test (6MWD) and peak oxygen uptake (VO2peak) was measured during bicycle ergometer testing. Maximal inspiratory pressure (MIP) and maximal expiratory pressure were measured so as to quantify respiratory muscle strength.Results:  There were significant correlations (P < 0.05) between the VO2peak, muscular endurance, pulmonary function and respiratory muscle strength. There were also significant correlations of VO2peak to muscular endurance, muscular strength, muscular endurance strength and regulation. In stepwise multiple regression analysis, per cent predicted forced expiratory volume in 1 s and MIP appeared to be significant determinants of VO2peak, showing a total variance of 56% (P < 0.05). For the 6MWD, the significant determinants were forced vital capacity, MIP and performance in the half‐squat test, showing a variance of 59% (P < 0.05).Conclusion:  The results suggest that cardiorespiratory fitness is strongly affected by MIP, pulmonary function and muscular endurance strength, as APDL depend on lower‐limb use.
The Future of Occupational Health Psychology
Authors: Schaufeli Wilmar B. 
Published: September 2004

A partir de la prise en considération de la nature changeante du travail, on a identifié trois thèmes prospectifs pour la psychologie de la santé au travail: 1) l’examen des caractéristiques des lieux de travail; 2) la recherche sur les effets des pratiques organisationnelles; 3) la recherche‐action. On recense aussi cinq catégories de recherches dans la psychologie de la santé au travail, chacune pouvant contribuer à sa façon aux développements futurs du domaine: 1) la recherche explicative (le développement conceptuel de modèles de stress au travail, le développement d’une perspective d’action personnelle); 2) la recherche descriptive (des études épidémiologiques, les relations avec les paramètres organisationnels objectifs); 3) le développement des outils (la standardisation des questionnaires de stress au travail, l’évaluation des performances); 4) la recherche‐action (l’utilisation de programmes de recherche plus rigoureux, l’évaluation coût‐efficacité); 5) le changement organisationnel (des comptes rendus plus systématiques des projets de changement, une plus grande attention portée à la mise en oeuvre des projets). Finalement, pour que la psychologie de la santé au travail puisse se développer à l’avenir d’une façon plus équilibrée, on insiste sur la nécessité d’une mutation théorique en passant d’un modèle de la maladie à un modèle de la santé authentique.Taking into account the changing nature of work, three future topics for occupational health psychology were identified: (1) surveillance of workplace characteristics; (2) research on effects of organisational practices; (3) intervention research. Furthermore, five types of research in occupational health psychology are distinguished, each of which may contribute in its own specific way to future developments in the field: (1) explanatory research (e.g. conceptual development of job stress models, development of a personal agency perspective); (2) descriptive research (e.g. epidemiological studies, relationships with objective organisational parameters); (3) tool development (e.g. standardisation of job stress questionnaires, benchmarking); (4) intervention research (e.g. the use of more rigorous research designs, evaluation of cost‐effectiveness); (5) organisational change (e.g. more systematic accounts of change projects, more attention for implementation of projects). Finally, the necessity of a paradigm shift from a disease model towards a genuine health model is emphasised so that occupational health psychology may develop in future in a more balanced way.
Three Avenues for Future Research on Creativity, Innovation, and Initiative
Authors: Rank Johannes , Pace Victoria L. , Frese Michael 
Published: September 2004

La créativité, l’innovation et l’initiative sont des processus psychologiques qui facilitent la transformation des rôles professionnels individuels, des équipes et des organisations en ce qui est souhaitable. Cet article est donc axé sur des orientations de recherche virtuelles de ce secteur de plus en plus important. Plus précisément, nous indiquons trois graves lacunes, à savoir la nécessité d’une plus grande différenciation des processus, d’une intégration des concepts et d’une analyse transculturelle. Tout d’abord, les différents antécédents potentiels de la créativité spécifique ou des phases de l’innovation ont bénéficié d’une attention insuffisante. Ensuite, la recherche sur la créativité et l’innovation peut être enrichie par une intégration des concepts de proactivité récemment développés telles que l’initiative personelle et la parole. Enfin, les différences transculturelles dans les valeurs, les orientations motivationnelles et les préférences relatives au leadership peuvent rendre compte de la façon dont la créativité et l’innovation sont mises en œuvre et cultivées à travers le monde. Eu égard à chacun de ces futurs défis, nous faisons des suggestions pour des avancées théoriques et empiriques et discutons des développements virtuels pratiques et méthodologiques.Creativity, innovation, and initiative are psychological processes that facilitate the transformation of individual work roles, teams, and organisations into desired future states. Therefore, the present paper focuses on potential research trends in this increasingly important area. Specifically, we identify three substantive gaps reflecting the needs for greater process differentiation, concept integration, and cross‐cultural analysis. First, potential differential antecedents of specific creativity or innovation phases have received insufficient attention. Second, the creativity and innovation research domain may benefit from an integration of recently developed proactivity concepts such as personal initiative and voice behavior. Third, cross‐cultural differences in values, motivational orientations, and leadership preferences may determine how creativity and innovation are enacted and cultivated across the globe. With respect to each of these future challenges, we provide suggestions for theoretical and empirical advancements and discuss potential practical and methodological developments.
Organising Learning in Work Contexts
Authors: Poell Rob F. , Van Dam Karen , Van Den Berg Peter T. 
Published: September 2004

On assiste dans le domaine du développement des ressources humaines à un passage de l’optique formation à la perspective apprentissage. La formation est de plus en plus perçue comme seulement l’une des solutions disponibles pour mettre en place les processus d’apprentissage dans les organisations de travail, et pas toujours comme étant la plus efficace. Les autres formes d’apprentissage ont pris beaucoup d’importance dans la dernière décennie, en particulier celles étroitement reliées au travail quotidien, sur le lieu de travail et dans le cadre élargi de la culture organisationnelle qui devient un puissant outil d’apprentissage. Après avoir retracé l’histoire du passage de la formation à l’apprentissage, l’article propose trois orientations pour de futures investigations: le travail comme facteur potential d’apprentissage, l’apprentissage sur le lieu de travail et les environnements formateurs. A l’intérieur de chacun de ces thèmes, on analyse d’éventuelles pistes de recherche et quelques problématiques stimulantes sont présentées.The field of human resource development is in the process of shifting from a training to a learning orientation. Increasingly, training is viewed as just one possible way to organise learning processes in work organisations, and not always the most effective one. Other ways of organising learning processes have gained much interest in the last decade, particularly those closely related to everyday work, in the context of the workplace, and in the broader organisational culture as a powerful learning environment. After explaining the history of the shift from training to learning, the article proposes three domains for further research: (1) the learning potential of work, (2) learning in the workplace, and (3) learning environments. Within each of these themes, possible research avenues are discussed and some challenging research questions are put forward.
The Psychology of the Employment Relationship: An Analysis Based on the Psychological Contract
Authors: Guest David E. 
Published: September 2004

On esquisse des perspectives conduisant à des changements dans les relations de travail et à la nécessité d’élaborer un cadre conceptuel convenant au monde actuel. La notion de contrat psychologique représente un modèle utile et l’on résume plusieurs études qui ont l’ont adoptée pour aborder certains aspects des relations de travail. A partir de ces investigations, on montre que le contrat psychologique doit être élargi pour accorder davantage de poids au contexte et à ce qui est décrit comme relevant du contenu même de ce contrat, à savoir les idées d’équité et de confiance qui résident au cœur des relations de travail. On présente un programme pour de futures recherches exploitant ce modèle.Developments are outlined that are leading to changes in employment relations and to the need for a conceptual framework that has contemporary relevance. It is proposed that the psychological contract provides a useful framework, and different studies that have adopted the psychological contract to study aspects of employment relations are outlined. Building on these, it is argued that the psychological contract needs extending to give greater weight to context and to what is described as thestateof the psychological contract, incorporating issues of fairness and trust that lie at the heart of employment relations. Based on this model, an agenda for future research is presented.
Performance Management: A Model and Research Agenda
Authors: Den Hartog Deanne N. , Boselie Paul , Paauwe Jaap 
Published: September 2004

Le management est confronté au défi lancé aux organisations quand elles doivent définir, mesurer et stimuler la performance des salariés avec pour objectif ultime d’améliorer la performance organisationnelle. La gestion des performances implique différents niveaux d’analyse et est manifestement reliée à l’évaluation des performances et aux thèmes relevant du management stratégique des ressources humaines (MRH). Cet article présente un modèle convenant à la gestion des performances qui combine des perspectives issues du MRH stratégique et des psychologies organisationelle et du travail. Le modèle intègre des éléments de différents niveaux et enrichit les modèles antérieurs en prenant explicitement en compte la perception des salariés, le rôle des supérieurs directs et une causalité qui peut être inversée. On présente enfin les défis que les futures recherches devront affronter.Performance management deals with the challenge organisations face in defining, measuring, and stimulating employee performance with the ultimate goal of improving organisational performance. Thus, performance management involves multiple levels of analysis and is clearly linked to the topics studied in strategic human resource management (HRM) as well as performance appraisal. This paper presents a model for performance management combining insights from strategic HRM and work and organisational psychology. The model incorporates multi‐level elements, and adds to previous models by explicitly incorporating employee perceptions, the role of direct supervisors, and possible reversed causality. Challenges for future research are also presented.
A Dynamic, Multi‐Level Model of Culture: From the Micro Level of the Individual to the Macro Level of a Global Culture
Authors: Erez Miriam , Gati Efrat 
Published: September 2004

Cet article propose un modèle de la culture à plusieurs niveaux, composé de caractéristiques dynamiques et structurelles qui rendent compte de l’interaction entre les différents niveaux de culture. On commence par présenter un résumé des modèles existants de la culture, puis on poursuit en proposant le modèle de la culture à plusieurs nivaeux. La dimension structurelle représente la construction emboîtée de la culture depuis le niveau le plus extensif d’une culture globale jusqu’à la représentation de la culture au niveau individuel en passant par les cultures nationale, organisationnelle et de groupe. La nature dynamique de la culture évoque les processus descendants et ascendants quand l’un des niveaux culturels entraîne des changements à d’autres niveaux. Plus particulièrement, le modèle soutient que le niveau le plus global de la culture affecte, par l’internédiaire de processus descendants, les changements comportementaux des gens relevant de différentes cultures. Inversement, des changements comportementaux au niveau individuel deviennent, grâce aux processus ascendants, des valeurs et des normes comportementales partagées, modifiant la macroculture. L’article demande que l’om passe de la culture conçue comme une entité stable à la culture perçue comme étant une entité dynamique, et que l’on accorde davantage d’intérêt aux interactions entre les différents niveaux de culture.This paper proposes a multi‐level model of culture, consisting of structural and dynamic characteristics that explain the interplay between various levels of culture. The paper begins with a summary of existing models of culture and continues with the proposed multi‐level model of culture. The structural dimension represents the nested structure of culture from the most macro level of a global culture, through national, organisational and team cultures, and down to the representation of culture at the individual level. The dynamic nature of culture conveys the top‐down–bottom‐up processes where one cultural level affects changes in other levels of culture. Specifically, the model proposes that globalisation, as the macro level of culture, affects, through top‐down processes, behavioral changes of members in various cultures. Reciprocally, behavioral changes at the individual level, through bottom‐up processes, become shared behavioral norms and values, modifying the culture of a macro level entity. The paper calls for a shift in the research focus on culture as stable, to culture as a dynamic entity and for a greater focus on the interplay between different levels of culture.
The Dangers of Resource Myopia in Work and Organisational Psychology: A Plea for Broadening and Integration
Authors: Drenth Pieter J.D. , Heller Frank 
Published: September 2004

On souligne dans cet essai les limites de l’approche quantitative traditionnelle en psychologie du travail et des organisations. Il est nécessaire de s’orienter vers un élargissement de la palette des méthodes une ouverture sur de nouveaux problèmes et une meilleure intégration d’une part avec les disciplines connexes, d’autre part avec les applications des résultats des recherches pour garantir l’utilité et la mise en œuvre de la future psychologie du T&O. Ce qui ne signifie pas que les microproblèmes doivent être laissés de côté, mais on part du principe que la psychologie du T&O ne doit pas être privée de la possibilité de s’attaquer aux questions de niveau moyen et global, souvent les plus pertinentes, sous prétexte que l’on ne dispose pas des outils appropriés pour les traiter.In this essay the limitations of the traditional quantitative approach in work and organisational psychology are put forward. It is argued that an extension of the methods, a broadening of the type of problems to be addressed, and a stronger integration with associated disciplines as well as with the application and implementation of the research findings are needed to ensure the usefulness and application of future W&O psychology. It is not suggested that micro‐level problems should not be investigated, but it is postulated that W&O psychology should not be deprived of the opportunity to tackle other, and often more relevant, meso‐ and macro‐level issues because we lack appropriate tools for attacking them.