Association of FTO and PPARG polymorphisms with obesity in Portuguese women

Purpose: We evaluated the association between risk of obesity in the Portuguese population and two obesity-related single-nucleotide gene polymorphisms: fat-mass and obesity-associated (FTO) rs9939609 and peroxisome proliferator-activated receptor gamma (PPARG) rs1801282. Patients and methods: A total of 194 Portuguese premenopausal female Caucasians aged between 18 and 50 years (95 with body mass index [BMI] ≥30 g/m2, 99 controls with BMI 18.5–24.9 kg/m2) participated in this study. The association of the single-nucleotide polymorphisms with obesity was determined by odds ratio calculation with 95% confidence intervals. Results: Significant differences in allelic expression of FTO rs9939609 (P<0.05) were found between control and case groups, indicating a 2.5-higher risk for obesity in the presence of both risk alleles when comparing the control group with the entire obese group. A fourfold-higher risk was found for subjects with class III obesity compared to those with classes I and II. No significant differences in BMI were found between the control and case groups for PPARG rs1801282 (P>0.05). Conclusion: For the first time, a study involving an adult Portuguese population shows that individuals harboring both risk alleles in the FTO gene locus are at higher risk for obesity, which is in agreement to what has been reported for other European populations.

Agressão no trabalho em processos de mudança organizacional: O papel mediador do cinismo organizacional e do comportamento político

Workplace aggression is a factor that shapes the interaction between individuals and their work environment and produces many undesirable outcomes, sometimes introducing heavy costs for organizations. Only through a comprehensive understanding o f the genesis of workplace aggression is possible to develop strategies and interventions to minimize its nefarious effects. The existent body of knowledge has already identified several individual, situational and contextual antecedents of workplace aggr ession, although this is a research area where significant gaps occur and many issues were still not addressed (Dupré & Barling, 2006). According to Neuman and Baron (1998) one of these predictors is organizational change, since certain changes in the work environment (e.g., changes in management) can lead to increased aggression. This paper intends to contribute to workplace aggression research by studying its relationship with organizational change, considering the mediation role of political behaviors an d organizational cynicism (Ammeter, Douglas, Gardner, Hochwarter, & Ferris, 2002). The literature review suggests that mediators and moderators that intervene in the relationships between workplace aggression and its antecedents are understudied topics. Ja mes (2005) sustains that organizational politics is related to cynicism and the empirical research of Miranda (2008) has identified leadership political behavior as an antecedent of cynicism but these two variables were not yet investigated regarding their relationship with workplace aggression. This investigation was operationalized using several scales including the Organizational Change Questionnaire - climate of change, processes, and readiness (Bouckenooghe, Devos, & Broeck, 2009), a Workplace Aggressio n Scale (Vicente, 2008, 2009), an Organizational Cynicism Scale (Wanous, Reichers, & Austin, 1994) and a Political Behavior Questionnaire (Yukl & Falbe, 1990). Participants representing a wide variety of jobs across many organizations were surveyed. The r esults of the study and its implications will be presented and discussed. This study contribution is also discussed in what concerns organizational change practices in organizations.

O papel do capital psicológico no bem-estar subjetivo

A perspetiva positiva tem ganho crescente importância nas tentativas de compreensão de variáveis e processos organizacionais. Neste âmbito destaca-se o comportamento organizacional positivo e o seu constructo central, o capital psicológico, entendido como o estado individual de desenvolvimento de um conjunto de capacidades psicológicas, em que se contam a auto-eficácia, o otimismo, a esperança e a resiliência. A evidência empírica sugere que este fator psicológico de positividade produz efeitos benéficos nas atitudes, comportamentos e desempenho dos colaboradores organizacionais (e.g., Avey, Luthans, & Youssef, 2010), mas também em fatores relacionados com a saúde e bem-estar. A presente meta-análise examina as relações entre capital psicológico, bem-estar subjetivo no contexto laboral e diversos fatores que concorrem para este bem-estar (e.g., stress no trabalho, esgotamento, exaustão emocional). O conjunto de estudos usado nesta revisão quantitativa foi obtido através de diversas técnicas padrão de pesquisa de literatura. Foi realizada uma pesquisa exaustiva em bases de dados especializadas, complementada com pesquisas ancestrais e de descendência. Diversos investigadores foram contactados com o fito de obter investigações não publicadas. A partir do acervo de estudos obtido foram definidos critérios de inclusão e exclusão para a seleção de estudos a considerar na presente meta-análise. Os resultados revelam que existe uma relação positiva entre capital psicológico e bem-estar subjetivo, sendo concomitantemente identificadas relações negativas entre este recurso psicológico e fatores como o stresse, o esgotamento e a exaustão emocional. As implicações destes resultados são discutidas e são avançadas diversas sugestões de investigação futura.

Happiness, hope and affection as predictors of quality of life and functionality of individuals with heart failure at 3 month follow up

Introduction: Meeting the actual role of positive psychology, begins to be recognized the contribution of positive variables in health outcomes. Objective: To know the contribution of happiness, hope and affection individually and as a whole in the quality of life and functionality of individuals with heart failure. Population and Methodology: 128 individuals with heart failure, 98 men and 30 women, 61.9±12,1 years of age, 6,6±3,9 years of school and 74,2% retired because of this disease. 56,3% were in Class III of New York Heart Association, with poor left ventricular ejection fraction (25,3±6,2%). The clinical history was of 9,4±8,5 years for this heart disease and had at least one hospitalization due to heart failure with 51,6% having ischemic heart disease.

The Dark Side of Organizational Change: The Moderating Role of Political Behavior and Organizational Cynicism

Workplace aggression is a factor that shapes the interaction between individuals and their work environment and produces many undesirable outcomes, sometimes introducing heavy costs for organizations. Only through a comprehensive understanding of the genesis of workplace aggression is possible to develop strategies and interventions to minimize its nefarious effects. The existent body of knowledge has already identified several individual, situational and contextual antecedents of workplace aggression, although this is a research area where significant gaps occur and many issues were still not addressed Dupré and Barling (2006). According to Baron and Neuman (1998) one of these predictors is organizational change, since certain changes in the work environment (e.g., changes in management) can lead to increased aggression. This paper intends to contribute to workplace aggression research by studying its relationship with organizational change, considering a moderating role of political behaviors and organizational cynicism (Ammeter et al., 2002, Ferris et al., 2002). The literature review suggests that mediators and moderators that intervene in the relationships between workplace aggression and its antecedents are understudied topics. James (2005) sustains that organizational politics is related to cynicism and the empirical research of Miranda (2008) has identified leadership political behavior as an antecedent of cynicism but these two variables were not yet investigated regarding their relationship with workplace aggression. This investigation was operationalized using several scales including the Organizational Change Questionnaire-climate of change, processes, and readiness (Bouckenooghe, Devos and Broeck, 2009), a Workplace Aggression Scale (Vicente and D’Oliveira, 2008, 2009, 2010), an Organizational Cynicism Scale (Wanous, Reichers and Austin, 1994) and a Political Behavior Questionnaire (Yukl and Falbe, 1990). Participants representing a wide variety of jobs across many organizations were surveyed. The results of the study and its implications will be presented and discussed. This study contribution is also discussed in what concerns organizational change practices in organizations.

Impact of the background region of interest in the relative renal function

Renal scintigraphy with 99mTc-dimercaptosuccinic acid (99mTc-DMSA) is performed with the aim of detect cortical abnormalities related to urinary tract infection and accurately quantify relative renal function (RRF). For this quantitative assessment Nuclear Medicine Technologist should draw regions of interest (ROI) around each kidney (KROI) and peri-renal background (BKG) ROI, although, controversy still exists about BKG-ROI. The aim of this work was to evaluate the effect of the normalization procedure, number and location of BKG-ROI on the RRF in 99mTc-DMSA scintigraphy.

Effects of age and gender on peripheral lymphocyte micronucleus

Aging in humans appears to be associated with genetic instability. The cytokinesis-blocked micronucleus assay (CBMN) is a comprehensive method for measuring chromosome breakage, DNA misrepair, chromosome loss, non-disjunction, necrosis, apoptosis and cytostasis. Age and gender are the most important demographic variables affecting the micronucleus (MN) index and studies report frequencies in females being greater than those in males by a factor of 1.2 to 1.6 depending on the age group. It has been shown that a higher MN frequency directly corresponds to a decreased efficiency of DNA repair and increased genome instability.

Influence of reconstruction parameters for FBP in semiquantification of brain studies with 123I-FPCIT

Brain dopamine transporters imaging by Single Photon Emission Tomography (SPECT) with 123I-FP-CIT has become an important tool in the diagnosis and evaluation of parkinsonian syndromes, since this radiopharmaceutical exhibits high affinity for membrane transporters responsible for cellular reabsorption of dopamine on the striatum. However, Ordered Subset Expectation Maximization (OSEM) is the method recommended in the literature for imaging reconstruction. Filtered Back Projection (FBP) is still used due to its fast processing, even if it presents some disadvantages. The aim of this work is to investigate the influence of reconstruction parameters for FBP in semiquantification of Brain Studies with 123I-FPCIT compared with those obtained with OSEM recommended reconstruction.

Validation of a new reference values’s database for semiquantification of 123I‐FP‐CIT SPECT scans in one nuclear medicine department

The DatScanTM and its Semiquantification (SQ) can provide advantages in the diagnosis of Parkinsonian Syndromes (PS). To improve the SQ is recommended the creation of adapted database (DB) with reference values for the Nuclear Medicine Departments. Previously to this work was created a adapted database (DBRV) to Nuclear Medicine Department's protocol and population of Infanta Cristina's Hospital located in Badajoz, for patients between the ages of 60 and 75, and reference values of the SQ were calculated. Aim: To evaluate the discrimination capacity of a department's adapted DB reference's values of healthy controls for DatScanTM.