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Funding Acknowledgements Type of funding sources: Foundation. Main funding source(s): Dutch Heart Foundation Background Ventricular performance is temporarily reduced following surgical atrial septal defect (ASD) closure. Cardiopulmonary bypass and changes in loading conditions are considered important factors, but this phenomenon is incompletely understood. We aim to characterize biventricular performance following surgical and percutaneous ASD closure and to relate biomarkers to ventricular performance following intervention. Methods In this multicenter prospective study, children scheduled for surgical or percutaneous ASD closure were included. Subjects were assessed pre-operatively (T1); in the 2nd week post-intervention (T2) and 1 year post-intervention (T3). At each time point an echocardiographic study and a panel of biomarkers was obtained. Results Sixty-three patients (age 4.1 [3.1–6.1] years) were included. Forty-three patients underwent surgery. At T2 right ventricular (RV) global longitudinal strain (GLS) was decreased for the surgical, but not the percutaneous, group (-17.6 ± 4.1 versus -27.1 ± 3.4, p Conclusions Right, and to a lesser degree left, ventricular performance was reduced early after surgical ASD closure, possibly related to cardiopulmonary bypass. RV performance at T3 remained below baseline levels, probably related to changed loading conditions. Several biomarkers showed a pattern over time similar to ventricular performance and related to cardiac function at early follow-up. These markers may provide insight into the processes that affect ventricular function.

Contains fulltext : 190717.pdf (Publisher’s version ) (Open Access) Geriatrics continues to draw insufficient numbers of medical students today. Currently, little is known regarding how education can motivate students to choose geriatrics. The authors' aim was to examine geriatrics from the students' perspective to identify elements that can be useful in education and improving attitudes toward, interest in, and knowledge about geriatrics. The authors analyzed narrative reflection essays of 36 students and clarified the themes from the essays during focus group sessions. Four overarching themes that influenced students' perspective on geriatrics were identified: professional identity, perception of geriatrics, geriatric-specific problems, and learning environment. Students have an inaccurate image of clinical practice and the medical professional identity, which has a negative impact on their attitude toward, interest in, and knowledge of geriatrics. Furthermore, this study yielded the important role of the hidden curriculum on professional identity, the novelty of geriatric-specific problems to students, and the importance of educational approach and good role models.

Background Patients diagnosed with androgen insensitivity syndrome (AIS) need bilateral gonadectomy (orchiectomy) for malignancy risk reduction. Imaging of the gonads (testicles) prior to surgery is recommended. Ultrasonography has typically been used. However, magnetic resonance imaging (MRI) provides better localization of the gonads and pre-surgical planning. Cases In this case series, we describe how MRI was utilized in planning surgical gonadectomy in 3 patients with complete AIS and to review the literature regarding MRI and AIS. Summary and Conclusions MRI prior to surgery was helpful in localizing and planning for removal of the gonads while preventing injury to other structures. Surgical specialists with experience with inguinal dissection were appropriately consulted when an inguinal dissection was likely to be needed to complete the gonadectomy.

Much social science research proceeds as though ethnic self-identification (the ethnic category to which persons assign themselves) is a stable characteristic, as true at one time of measurement as another. The purpose of this study was to test this assumption using longitudinal data acquired from the provincial Ministry of Education for every student in British Columbia who started Grade 7 in 1995 and who ever self-identified as Aboriginal. Contrary to expectation, nearly half of this sample did not consistently identify themselves as Aboriginal between 1993 and 2002. For students who changed their declarations over time, five distinct patterns of change in ethnic self-identification were observed. These different patterns were found to be related to the likelihood of dropping out of school. Students who consistently declared their Aboriginality each and every year had the highest school drop-out rate. In comparison, students who at first did not report themselves to be Aboriginal, but later began to consistently declare Aboriginal status had the lowest school drop-out rate. Potential accounts of these differences are offered, and suggestions for future research are advanced.

TiO 2 photocatalysis is currently being investigated as a viable technology to combat biological warfare agents such as anthrax spores. The current challenge in the use of photocatalysis for degradation of bacterial endospores is the time (in hours, as compared to minutes for bacteria) required for disinfection. The rate of disinfection can be increased by changing the rate of recombination of photon-generated electron-hole pairs and the rate of generation of reactive species. Modified photocatalysts has been synthesized by coating titanium dioxide, in anatase polymorph, on multi-wall carbon nanotubes (around 20 nm in diameter and 2–4 microns in length), for increasing the disinfection rate of bacterial endospores. Anatase coated multi-wall carbon nanotubes were tested for disinfection of Bacillus cereus spores (used as surrogate for anthrax spores) and the disinfection rate was shown to be twice as compared to the commercial titanium dioxide nanopowders, Degussa P25 (primary particle size of around 25 nm). These modified photocatalysts can also be used for selective disinfection of microorganisms depending on the surface morphology of the bacterial cell wall and the shape of the photocatalysts.

Different cultural groups may have different conceptions of what leadership should entail, i.e. different leadership prototypes. Several earlier studies revealed that within Europe various cultural clusters can be distinguished (Hofstede, 1991; Ronen & Shenkar, 1985). Using recent data from the GLOBE project, this article discusses similarities and differences on culture and leadership dimensions among 21 European countries. The results show that two broad clusters or patterns of cultural values can be distinguished, contrasting the North-Western and South-Eastern part of Europe. Within these clusters, differences in leadership prototypes to a certain extent mirror differences in culture. On the basis of these results it is hardly possible to speak of a single typically European culture or one distinct European management style. However, on some dimensions European scores are different from at least some other regions in the world.

This study focuses on culturally endorsed implicit theories of leadership (CLTs). Although cross-cultural research emphasizes that different cultural groups likely have different conceptions of what leadership should entail, a controversial position is argued here: namely that attributes associated with charismatic/transformational leadership will be universally endorsed as contributing to outstanding leadership. This hypothesis was tested in 62 cultures as part of the Global Leadership and Organizational Behavior Effectiveness (GLOBE) Research Program. Universally endorsed leader attributes, as well as attributes that are universally seen as impediments to outstanding leadership and culturally contingent attributes are presented here. The results support the hypothesis that specific aspects of charismatic/transformational leadership are strongly and universally endorsed across cultures.

In this paper the objectives of a new international research project that focuses on the perception of leadership across cultures will be presented. The definition of leadership will be discussed in relation to cross-cultural leadership research. The ideas and theory on which the project is based will be introduced along with several of the hypotheses the project is designed to test. Besides testing the general hypotheses, results obtained in the GLOBE study can also be used for a more focused comparison between two countries. In this paper, differences in preferred leadership attributes and national culture dimensions in The Netherlands and Poland are presented. A total of 287 Dutch managers from six organizations and 277 Polish managers from six organizations filled out questionnaires. The results indicate that Dutch and Polish cultures differ strongly on power distance, uncertainty avoidance and future orientation. Regarding preferred attributes for outstanding leadership, Polish respondents score especially high on administrative skills, vision, and diplomacy, whereas Dutch managers emphasize integrity, inspirational behavior and vision. Polish respondents are also less negative about autocratic leadership.

A questionnaire used often to measure transformational, transactional and laissez-faire leadership is che Multifactor Leadership Questionnaire developed by Bass (Bass & Avolio, 1989). This study aims to test the factor structure of the MLQ as developed by Bass & Avolio. The MLQ-8Y was analysed using data collected in Dutch organizations. Seven hundred employees from eight organizations rated their leader's behaviour with the MLQ. First, an indication of the internal consistency of the scales developed by Bass is reported. The results of subsequent factor analyses show that the three types of leadership can be found in the data; however, the scales found here are slightly different from Bass' scales. Especially, the transactional and laissez-faire scales have been altered on theoretical and empirical grounds. The adapted version of the MLQ covers the domain with fewer items.

In the last decade there has been a substantial increase in the attention given to charismatic leadership both in science and practice. This trend is often called 'the New Leadership'. Central to the New Leadership is the notion that leaders need vision. The New leaders, charismatic leaders, are also referred to as transformational, inspirational or visionary leaders. In this paper several views of charismatic leadership in business organizations rather than charismatic leadership in political arenas or religious movements are the focus. Charismatic leadership is a controversial topic. Many questions are encountered when discussing charisma. Examples are: Is charisma an exceptional phenomenon or is there such a thing as 'everyday charisma'? Is charisma only to be found in the eye of the beholder, in other words merely an idea in the heads of followers? How does the process of motivating followers work? What is the role of the leader's vision? Can charisma be learned? Are there situations that help or hinder the occurrence of charisma? What about the dark side of charisma; is charisma always beneficial? The various theories give different answers to these questions. Aside from these questions there are also some research problems relating to the measurement of charismatic leadership and its effects, it is not inconceivable that other types of leadership or other circumstances could have the same effects. In this paper similarities and differences in the numerous available views of charismatic leadership in business organizations will be explored and several controversial issues and measurement problems will be addressed.

The extent of role conflict, role ambiguity, and role overload reported by middle managers from 21 nations was related to national scores on power distance, individualism, uncertainty avoidance, an...

Organizational culture of industrial organizations was studied in 10 European countries using the FOCUS-instrument, based on the Quinn model (Quinn, 1988) to measure organizational culture. We classified most countries on the basis of the power distance index and the uncertainty avoidance index (Hofstede, 1991). We expected a value preference for the rules orientation (the so-called “pyramid” model) in some countries and a value preference for the innovation orientation (the “village-market” model) in others. Some of the results were in line with these expectations. One possible explanation for our findings is that not only the national preference influences the values within an organization, but the values of its founders and important leaders of its sector are also influential.

Top decision making processes are generally depicted as chaotic, unstructured, incremental or spasmodic, and protracted. In this article it is shown, based on data from 25 strategic decision processes from 12 organizations in three industry sectors, that, within certain limits, there certainly are control options in strategic decision-making processes. In addition, their use tums out to be profitable. The analyses of patterns in the use of control dimensions in the 25 cases leads to a typology of four types of decision models or strategies: the neo-rational model (n = 3), the bureaucratic model (n = 4), the arena model (n = 8) and the open-end model (n = 10). This empirical typology confirms earlier typologies based on literature. The use of control strategies is shown to vary across industry sectors and topics of decisions and have adifferential effect. It is concluded that context and content variables have either a selection effect (some strategies do not occur in some sectors) or a optimizati...

This article discusses morality policies, starting with its history and characteristics. The next section studies research that is related to specific public policies that fall within the morality politics classification. It then evaluates the relative fit of such policies within the morality politics rubric and addresses extra public policy issues that have religious dimensions.

This article is based on research in the Netherlands into the private as well as the public sector, describes ten dilemmas likely to be encountered in the management of reorganizations. They may be viewed as the primary choices to be made with respect to the decision-making topic, as tools or levers with which management can attempt to keep control of the process. Specific practical circumstances will usually rule out some of these choices. A good manager will take this into account in his approach, and will thus start with an analysis of the situation. This article aims to offer some assistance on this point: on the one hand, with a description of the most relevant situational factors, and on the other hand, with a flow chart that can be used in designing one's own approach.

Texas Governor George W. Bush’s top three campaign pledges during his 2000 presidential campaign were to cut federal taxes, to reform federal education policy, and to expand faith-based initiatives. Upon his election, the new president set out his strategies for legislative success in these three areas. Victories came fairly quickly on bills involving the first two ideas. Major tax reform became law in early June 2001, and the “No Child Left Behind” education act became law a few days before the forty-third president celebrated his first anniversary in office. No similar good fortune came to faith-based legislation. Indeed, no significant faith-based bills became law in George W. Bush’s entire first term—a failure on which most media attention has focused. The faith-based initiative did make progress, but such gains have come almost completely through behind-the-scenes executive branch action.

Competencies have become a leading construct in human resource practices. However, empirical research on competencies has lagged behind resulting in a gap between practice and science. In this study, the focus was on the nature of competencies by examining the relationships of three competency dimensions with cognitive ability, personality and performance during assessment center exercises. Data of 932 applicants participating in a 1-day selection procedure were used. Results showed that to assess the competency dimension Thinking psychologists focus on cognitive ability. To assess the competency dimension Feeling psychologists rely on performance during interview simulation exercises and on measures of personality. In assessing the dimension Power psychologists focus mainly on personality, although they also rely on cognitive ability and performance during interview simulation exercises. © 2007 Blackwell Publishing Ltd.

Leadership in organizations: final remarks Leadership in organizations: final remarks Claartje Vinkenburg, Paul L. Koopman & Deanne N. Den Hartog, Gedrag & Organisatie, Volume 18, August 2005, pp. 228-233 In the last two volumes of the journal Gedrag & Organisatie a series of seven articles on 'Leadership in organizations' has been published, presenting recent and ongoing research in the Netherlands. The contributions varied in terms of content and research methods applied. The focus of attention was on transformational or charismatic leadership and on participative leadership. In addition, other issues seem to emerge such as implicit leadership theories, perceptions of leadership, and the role of emotion in leadership. The guest editors plead for more diversity in research methods in future research in this field.

For decades, leadership has been a central theme in international social sciences studies. The central focus varies from leadership styles, to perceptions of leadership and personality traits of leaders. Another subject that has been examined using various methods is the effect of leaders on performance and attitudes of employees. Attention has also been given to the impact of various aspects of the context in which leaders work. Ever since its first issue was published, Gedrag & Organisatie has printed all kinds of articles on leadership. In the upcoming issues of Gedrag & Organisatie a series of articles will be published on developments in current leadership research in Dutch speaking regions. As an introduction to the series this article reviews leadership research as conducted to date, based on articles that have been published in Gedrag & Organisatie over the years. For decades, leadership has been a central theme in international social sciences studies. The central focus varies from leadership styles, to perceptions of leadership and personality traits of leaders. Another subject that has been examined using various methods is the effect of leaders on performance and attitudes of employees. Attention has also been given to the impact of various aspects of the context in which leaders work. Ever since its first issue was published, Gedrag & Organisatie has printed all kinds of articles on leadership. In the upcoming issues of Gedrag & Organisatie a series of articles will be published on developments in current leadership research in Dutch speaking regions. As an introduction to the series this article reviews leadership research as conducted to date, based on articles that have been published in Gedrag & Organisatie over the years.

Organizations need managers who are able to contribute significantly to the attainment of organizational goals. It is therefore necessary for organizations to select, train, develop and promote people who will be able to make such a contribution. The question “what makes a manager effective” remains largely unanswered, despite numerous studies of managerial behavior, management styles and managerial effectiveness. Such studies have shown us what managers do and how they do things, but the effectiveness of these actions is still elusive. Important conclusions from these studies are firstly that situational factors are generally considered important in determining effectiveness. Secondly, effective managers have a broad repertoire of behaviors at their disposal. Finally, effective managers use situational factors to determine which behavior is appropriate in a particular setting. These conclusions, however, do not give an insight into the covert processes behind effective managerial behavior. In other words, we are interested in the creative decision making process leading to a behavioral choice. In order to learn what makes a manager effective, we would like to know why managers do things the way they do. An analysis of this type of managerial decision making will lead to enhanced insight into the effectiveness of managerial behavior and to recommendations for researchers and practitioners regarding the selection and development of managers.

We used two methods to collect data on indoor smoking exposure of 3-month-old infants. First, parents of approximately 100 children completed a questionnaire. We then measured nicotine in the air of the living rooms in smoking and non-smoking households with a passive sampler for a period of 2 weeks, several months after the questionnaire had been completed. Smoking habits reported in the questionnaire generally with reported number of cigarettes smoked during the measurement weeks, and with nicotine concentrations in the air. These results suggest that exposure classification based on questionnaire data is likely to be reasonably valid.

A framework and method of a three-country comparative study on the process of participative decision-making is described. Research methods, models, and instruments are developed in the context of a longitudinal de-sign. The major hypotheses relate to the situationally determined relation between power decentralization, skill utilization, and effectiveness. The four-year study hopes to provide at least partial answers to some theoretical as well as practical questions in a field of considerable current controversy in Europe.

This article discusses the experiences with participative decision making on the shop floor ("work consultation") in three Dutch organizations. Work consultation is characterized in terms of content, process, and effects. Besides the moderating effect of a number of contingency variables on the relation between participation and outcome variables is researched. The results lead to questioning the usefulness of a contingency model in research on the effects of participation.

Les auteurs abordent dans cet article le probleme critique de l'implantation de nouvelles technologies dans des organisations. 15 projets d'automatisation sont analyses et doivent permettre de repondre en partie a la question suivante: quels sont les effets de differentes strategies de prise de decision sur l'efficacite du projet et l'acceptation du systeme?

A big issue in research on leadership and organisation change is how, and how much, workers who will carry out the decisions should participate in the decision making process. An answer to this question has become more crucial now that several recent studies have shown that worker participation in the decision making process is by no means always successful: here the type of decision plays a large part. Certain conclusions from a study in three Dutch organisations are discussed below. This study is part of an international research project.

When converting the wave motion of sound and vibration into a measurable quantity for the purpose of analysis, it is necessary to use combinations of several instruments which together make up the overall measurement system. A typical layout of possible combinations is shown in figure 1.

This study sets out to test the assumption that concepts of leadership differ as a function of cultural differences in Europe and to identify dimensions which describe differences in leadership concepts across European countries. Middle‐level managers (N = 6052) from 22 European countries rated 112 questionnaire items containing descriptions of leadership traits and behaviours. For each attribute respondents rated how well it fits their concept of an outstanding business leader. The findings support the assumption that leadership concepts are culturally endorsed. Specifically, clusters of European countries which share similar cultural values according to prior cross‐cultural research (Ronen & Shenkar, 1985), also share similar leadership concepts. The leadership prototypicality dimensions found are highly correlated with cultural dimensions reported in a comprehensive cross‐cultural study of contemporary Europe (Smith, Dugan, & Trompenaars, 1996). The ordering of countries on the leadership dimensions is considered a useful tool with which to model differences between leadership concepts of different cultural origin in Europe. Practical implications for cross‐cultural management, both in European and non‐European settings, are discussed.

Introduction Theoretical Considerations Design of the Research Methods and Instruments Participation in Operational Decisions Medium- and Long-Term Decision-Making Qualitative Material to Illustrate the Process of Longitudinal Decision-Making Conclusion