Gastric supply manipulation to modulate ghrelin production and enhance vascularization to the cardia: proof of the concept in a porcine model.

Introduction. Selective embolization of the left-gastric artery (LGA) reduces levels of ghrelin and achieves significant short-term weight loss. However, embolization of the LGA would prevent the performance of bariatric procedures because the high-risk leakage area (gastroesophageal junction [GEJ]) would be devascularized. Aim. To assess an alternative vascular approach to the modulation of ghrelin levels and generate a blood flow manipulation, consequently increasing the vascular supply to the GEJ. Materials and methods. A total of 6 pigs underwent a laparoscopic clipping of the left gastroepiploic artery. Preoperative and postoperative CT angiographies were performed. Ghrelin levels were assessed perioperatively and then once per week for 3 weeks. Reactive oxygen species (ROS; expressed as ROS/mg of dry weight [DW]), mitochondria respiratory rate, and capillary lactates were assessed before and 1 hour after clipping (T0 and T1) and after 3 weeks of survival (T2), on seromuscular biopsies. A celiac trunk angiography was performed at 3 weeks. Results. Mean (±standard deviation) ghrelin levels were significantly reduced 1 hour after clipping (1902 ± 307.8 pg/mL vs 1084 ± 680.0; P = .04) and at 3 weeks (954.5 ± 473.2 pg/mL; P = .01). Mean ROS levels were statistically significantly decreased at the cardia at T2 when compared with T0 (0.018 ± 0.006 mg/DW vs 0.02957 ± 0.0096 mg/DW; P = .01) and T1 (0.0376 ± 0.008mg/DW; P = .007). Capillary lactates were significantly decreased after 3 weeks, and the mitochondria respiratory rate remained constant over time at the cardia and pylorus, showing significant regional differences. Conclusions. Manipulation of the gastric flow targeting the gastroepiploic arcade induces ghrelin reduction. An endovascular approach is currently under evaluation.

The Corrosion of Career? - Occupational Trajectories of Business Economists and Engineers in Switzerland

Achievement careers are regarded as a distinctive element of the post-war period in occidental societies. Such a career was at once a modal trajectory of the modern parts of middleclass men and a social emblem for progress and success. However, if the achievement career came to be a biographical pattern with great normative power, its precise sequential course remained vague. Theories of the 1960s and 1970s described it as an orderly advancement within large firms. By the 1990s, scholars postulated an erosion of the organizational structures that once contributed to the institutionalization of careers, accompanied by a weakening of the normative weight of the achievement career by management discourse. We question the thesis of the corrosion of achievement career by analysing the trajectories of 442 engineers and business economists in Switzerland in regard to their orderliness, loyalty, and temporal rhythm. An inspection of types of careers and cohorts reveals that even if we face a decline of loyalty over time, hierarchical orderliness is not touched by those changes. Foremost, technical-industrial careers fit the loyal and regular pattern. Hence, this trajectory-type represents only a minority and is by far the slowest and least successful in terms of hierarchical ascension.

The role of career adaptability and work conditions on general and professional well-being.

This study, conducted with a representative sample of employed and unemployed adults living in Switzerland (N = 2002), focuses on work conditions (in terms of professional insecurity and job demands), career adaptability, and professional and general well-being. Analyses of covariance highlighted that both unemployed and employed participants with low job insecurity reported higher scores on career adaptability and several dimensions (notably on control) than employed participants with high job insecurity. Moreover, structural equation modeling for employed participants showed that, independent of work conditions, adaptability resources were positively associated both with general and professional well-being. As expected professional outcomes were strongly related to job strain and professional insecurity, emphasizing the central role of the work environment. Finally, career adaptability partially mediated the relationship between job strain and professional insecurity, and the outcome well-being.

Peut-on faire confiance à l'administration ? Une analyse du concept de confiance, appliqué au secteur public

D'une manière générale, la confiance est un « lubrifiant » (Arrow, 1974) facilitant les relations sociales (eg Luhmann, 1968, Giddens, 1984, Zucker, 1986). D'un point de vue économique, un environnement institutionnel bénéficiant d'une confiance élevée serait corrélé avec la performance de l'économie nationale (eg Dyer and Chu, 2003). La confiance, en tant que capital social, permettrait et engendrerait des comportements altruistes et coopératifs impactant et soutenant la prospérité économique d'une communauté (Fukuyama, 1995). Dans un cadre organisationnel, la confiance engendre une communication plus ouverte et facilite l'échange d'information (eg Smith and Barclay, 1997, Currall and Judge, 1995), facilite la gestion des conflits (eg Blomqvist, 2002), l'apprentissage commun (eg Bijlsma-Frankema, 2004) ou diminue les coûts d'intégration (eg Bidault and Jarillo, 1995), par exemple.

Validation of the German version of the Career Adapt-Abilities Scale and its relation to orientations to happiness and work stress

Career adapt-ability has recently gained momentum as a psychosocial construct that not only has much to offer the field of career development, but also contributes to positive coping, adjustment and self-regulation through the four dimensions of concern, control, curiosity and confidence. The positive psychology movement, with concepts such as the orientations to happiness, explores the factors that contribute to human flourishing and optimum functioning. This research has two main contributions; 1) to validate a German version of the Career Adapt-Abilities Scale (CAAS), and 2) to extend the contribution of adapt-abilities to the field of work stress and explore its mediating capacity in the relation between orientations to happiness and work stress. We used a representative sample of the German-speaking Swiss working population including 1204 participants (49.8% women), aged between 26 and 56 (Mage = 42.04). Results indicated that the German version of the CAAS is valid, with overall high levels of model fit suggesting that the conceptual structure of career adapt-ability replicates well in this cultural context. Adapt-abilities showed a negative relationship to work stress, and a positive one with orientations to happiness. The engagement and pleasure scales of orientations to happiness also correlated negatively with work stress. Moreover, career adapt-ability mediates the relationship between orientations to happiness and work stress. In depth analysis of the mediating effect revealed that control is the only significant mediator. Thus control may be acting as a mechanism through which individuals attain their desired life at work subsequently contributing to reduced stress levels.

Proposition d'un concept de contrôle de gestion pour la division "infrastructure routière" de l'Office fédéral des routes (OFROU)

La présente étude propose une méthodologie aboutissant à la conception d'un système de contrôle de gestion pour la division « infrastructure routière » ou « I » de l'Office fédéral des routes (OFROU). La première partie de ce travail situe l'OFROU dans son contexte de réformes et identifie les raisons qui justifient l'implantation d'un système de contrôle de gestion à l'OFROU. La deuxième partie pose les jalons permettant d'établir un contrôle de gestion dans sa division « I ». Elle cherche d'abord à donner une définition du contrôle de gestion dans le secteur public, puis présente un état des lieux du système de gestion existant. Finalement, les systèmes de contrôle de gestion de deux autres offices GMEB, MétéoSuisse et armasuisse immobilier, sont analysés afin d'en tirer des éléments pertinents pouvant servir à la conception du contrôle de gestion à l'OFROU. La troisième propose un contrôle de gestion pour la division « I ». Le travail montre que la réalisation d'un concept de contrôle de gestion pour la division « I » n'est pas évidente. Cette dernière, qui est en train de se mettre en place, manque encore d'expérience pour identifier clairement les éléments clé à insérer dans le système. On observe un grand embarras entre le stade du savoir et celui du savoir faire concret. La méthodologie et l'analyse présentées dans ce travail pourraient contribuer à développer un savoir faire interne aboutissant rapidement à la mise sur pied d'un système de contrôle de gestion pour la division « I ». Die vorliegende Studie schlägt eine Methodik zur Erarbeitung eines Management-Kontrollsystems für die Abteilung « Strasseninfrastruktur » oder « I » des Bundesamts für Strassen (ASTRA) vor. Der erste Teil dieser Arbeit stellt das ASTRA im Spannungsfeld dieser Reformen. Ihre Konsequenzen lassen die Einführung eines Management-Kontrollsystems im ASTRA folgerichtig erscheinen. Im zweiten Teil geht es darum, Wegmarken zu setzen, die die Einführung einer Managementkontrolle in der Abteilung « I » in die richtigen Bahnen lenken. Es wird versucht, eine Begriffsbestimmung der Managementkontrolle im öffentlichen Sektor sowie eine Bestandesaufnahme der bestehenden Systeme vorzunehmen. Schliesslich werden die Management-Kontrollsysteme zweier anderer FLAG-Ämter, MeteoSchweiz und armasuisse immobilier, auf mögliche Nutzen für den Aufbau der Managementkontrolle des ASTRA analysiert. Der dritte Teil beinhaltet einen Vorschlag, wie die Management-Kontrolle für die Abteilung « I » aussehen könnte. Die Arbeit zeigt, dass die Erarbeitung eines Management-Kontrollkonzepts für die Abteilung « I » keine einfache Aufgabe ist. Es fehlt an Erfahrung, um die Schlüsselbausteine des Systems erkennen zu können. Zwischen dem Stadium des Wissens und dem des konkreten Know-hows klafft ein empfindlicher Graben. Methodik und Analyse, wie sie in der vorliegenden Arbeit beschrieben werden, könnten zum Aufbau eines internen Know-hows beitragen, das die rasche Verwirklichung eines Management-Kontrollsystems für die Abteilung « I » erlauben könnte.