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Background Impaired breathing during sleep, as in obstructive sleep apnea (OSA), can lead to behavior symptoms like those observed in children with attention deficit hyperactivity disorder (ADHD). Obstructive sleep apnea can be effectively treated, thus avoiding problematic pharmacotherapies associated with managing ADHD. Diagnosis of OSA relies on sleep studies as the gold standard, but in children, sleep studies are inherently difficult, cumbersome, and expensive and are not practical tools in the differential diagnosis of behavior disorders. Therefore, development of clinical laboratory tests for diagnoses of sleep apnea would change the standard of care for attention deficit syndromes. Content We review the status of potential laboratory tests for diagnosis of OSA in children with emphasis on markers linked to intermittent hypoxia and cardiovascular responses. In the context of ADHD, we focus on preliminary evidence and rationale for urocortin 3 and erythropoietin as urinary markers with physiologic relevance for diagnosis of OSA. Summary Laboratory tests that correlate with both OSA and ADHD-like syndromes would be useful to diagnose root causes of behaviors and identify a subset of children who may not need psychotropic medications. The discovery of laboratory biomarkers for OSA is evolving, but several candidates show promise and provide a segue to more focused development in laboratory diagnostics.

Purpose Using job demands–resources (JD–R) theory, the purpose of this paper is to investigate the role of job demands (difficult performance appraisal (PA) objectives) and job resources (performance feedback and leader member exchange (LMX)) on employee reports of PA cynicism. The paper also investigates the consequences of PA cynicism on intent to quit and bad sportsmanship. Design/methodology/approach Survey data on PA demands and resources, PA cynicism and turnover intentions were obtained from employees. Supervisors rated their employees’ level of sportsmanship. Findings Contrary to the predictions of JD–R theory, the authors found that employees are most likely to be cynical when they experience high levels of job resources (LMX and performance feedback) and high levels of job demands (difficult objectives). Research limitations/implications The study demonstrates that PA cynicism matters – employees with higher levels of PA cynicism were more likely to contemplate leaving the organization; employees with high levels of PA cynicism are rated as bad sports by their supervisors. Practical implications Employees are sensitive to gaps between the description and reality of a PA process which can trigger thoughts of organizational exit and ineffective work behaviors. human resource managers need to ensure that employees regard the PA process as valuable, useful and worth their time and effort. Originality/value The authors contribute to the PA literature by investigating the role of both job resources and demands. PA research has focused on the specification of job demands, underplaying the role of job resources in employee attitudes toward PA.

This study aims to investigate the antecedents and consequences of manager’s performance appraisal cynicism (PA cynicism). Based on job demand-resources (JD-R) theory, we develop and test a model in which PA cynicism mediates the interactive effect of two appraisal-related resources (coworker support and performance appraisal experience) and an appraisal-related demand (number of direct reports) in predicting manager’s turnover intentions and leadership effectiveness. Survey data on performance appraisal-related demands and resources were obtained from school principals (in their role as managers) at time 1 and their PA cynicism, turnover intentions, and leadership effectiveness were collected six months later at time 2. Superiors rated principals’ leadership effectiveness. Appraisal-related demands moderate the relationship between coworker support and PA cynicism such that there was a negative relationship between coworker social support and PA cynicism when appraisal-related demands were high. Furthermore, we find that PA cynicism mediated the conditional indirect effects of coworker support on turnover intentions and leadership effectiveness. When managers are cynical about the PA process, they are more likely to contemplate leaving their organization and are rated as less effective leaders by their superiors. Coworker support decreases managers’ PA cynicism, especially for managers with a large number of direct reports. We examine PA cynicism from an underrepresented stakeholder in PA research, namely managers. Managers have a unique perspective on the PA process because they are both a recipient of appraisals and evaluate the performance of their direct reports.

Past research (Lawson, 2004; Nonis & Swift, 2001) has revealed a correlation between academic and business ethics. Using a sample survey, this study extends this inquiry by examining the role of dispositional variables (neuroticism, extraversion, and conscientiousness) and academic honesty on business ethics perceptions. Results indicate that (1) neuroticism and conscientiousness were positively related to more ethical perceptions in a work context, and (2) academic honesty partially mediated the relationship between conscientiousness and business ethics. Implications to business practitioners and educators are discussed as well as directions for future research.

PurposeThis research paper aims to follow a line of research that examines the impact of elements of emotional intelligence (EI), particularly those related to self‐awareness, on self‐other agreement and performance.Design/methodology/approachThis is a quantitative study that employs the same methodology as Sosik and Megerian to analyze survey data gathered from a matched sample of 146 managers and 1,314 subordinates at a large international technology company based in North America.FindingsThe analysis revealed that the relationship between EI and leader performance is strongest for managers who underestimate their leader abilities. Underestimators earn higher follower ratings of leader performance than all other agreement categories (In agreement/good, In agreement/poor, and Overestimators). The analysis also suggests that there appears to be a negative relationship between EI and leader performance for managers who overestimate their leader abilities.Research limitations/implicationsImplications of the counterintuitive findings for underestimators as well as the imperative for further study utilizing alternative measures of EI are discussed.Originality/valuePrevious empirical work in this area used an ad hoc measure of EI. This study extends this work by utilizing a larger, business sample and employing a widely‐used and validated measure of EI, the Emotional Quotient Inventory. Results further illuminate the nature of the relationship between EI and self‐other agreement and provide a potential selection and development tool for the improvement of leadership performance.

This study examined both situational and dispositional antecedents of four ingratiatory behaviors: other-enhancing, opinion conformity, favor rendering, and self-promotion. The two situational variables (i.e., role ambiguity and leader-member exchange) and the four dispositional variables (i.e., self-esteem, need for power, job involvement, and shyness) were considered as antecedents to each of the ingratiatory behaviors. Results from a sample of 136 full-time employees suggested that each of the ingratiatory behaviors had a unique set of antecedents and that the dispositional variables explained significant additional variance beyond the variance explained by the situational variables.

The purpose of this research was to explore the interactive effect of organizational politics and impression management on supervisor ratings of employee performance. We hypothesized that the negative relationship between organizational politics and supervisor-rated performance is weaker among employees who are high in impression management than among those low in impression management. Data were collected from a matched sample of 112 white-collar employees and their supervisors. Results indicated that the interaction of organizational politics and impression management explained a significant incremental amount of variance in supervisor ratings of employee performance. These findings demonstrated that the extent to which an individual engaged in impression management in a non-political atmosphere may have been a key component to receiving favorable performance ratings. Copyright © 2004 John Wiley & Sons, Ltd.

Situational (i.e., role ambiguity, leader-member exchange, and job involvement) and dispositional antecedents (i.e., need for power, self-esteem, and shyness) of four ingratiatory behaviors were ex...

This paper describes the fault definition, simulation, test strategy development and validation activities that were accomplished during beta testing of a new CAE tool, Test Designer. It addresses the issues of simulation convergence, component fault models, circuit model implementation, simulation run times and test strategy accuracy. To ensure a realistic test of Test Designer's capabilities, diagnostics were developed for a moderately complex analog and mixed signal UUT which was selected from the Navy's list of CASS TPS offload candidates. These diagnostics were evaluated on the CASS to measure the diagnostic sequence accuracy and to assess the ability of Test Designer to predict the nominal measurement values and fault detection characteristics of each test.

Consider a market with the following characteristics: 1) privacy, that is, each agent knows only his own valuation (or cost) conditions; 2) exchange follows the rules of the oral double auction, that is, buyers freely announce bids or accept offers and sellers freely announce offers or accept bids; 3) aggregate market supply and demand per trading period is stationary for at least two to three periods; and 4) there are at least four buyers, and as many sellers. The literature reporting the results of a large number of experimental markets with these characteristics documents what appears to be a remarkably rapid convergence to a competitive equilibrium (CE).' However, any claim of double auction (DA) "convergence" to the CE can only have meaning in one of three senses: (i) The CE is attained immediately. (ii) After T periods of trading, some measure of the market's state, such as mean price, is nearer, relative to experimental sampling variability, to a CE than to some distinct alternative equilibrium such as a monopoly or Nash equilibrium. (iii) After T periods of trading, this measure is nearer to a CE in DA experimental markets than in markets organized under a different institution of contract, for example, a sealed-bid auction. Since everything from electrons and the stars to rats and people yield state measures subject to "error" or random variation, the deterministic criterion (i) can have no serious scientific standing. By such criteria any hypothesis can be rejected and there could be no science of physics, biology, or economics.2 With the exception of certain very simple markets such as single object auctions, or certain idealized markets such as the Cournot quantity adjuster model, economics has only two concepts of equilibrium-monopoly and competitive. The only formal model of DA trading that has been proposed (see David Easley and John Ledyard, p. 6) predicts stochastic convergence (in finite time, with probability one) to a CE. Hence, the only test alternative to the CE research hypothesis in DA markets is a monopoly (or monopsony) equilibrium. Experimentalists have not reported statistical tests of the CE *Professor, department of economics, University of Arizona; assistant professor, department of economics, Indiana University; instructor, department of economics, University of Arizona; and Sandia National Laboratories, Albuquerque, NM, respectively. We are indebted to the National Science Foundation for research support, and to Art Denzau and Mort Kamien for helpful comments. 'There is an early and recently growing body of experimental evidence for convergence to a competitive equilibrium under double auction rules: the earliest evidence (contained in experiments initiated in January 1956) is reported in Smith (1962, 1964, 1965, 1976). However, these early experiments used between twenty and fifty or so participant buyers and sellers because, in keeping with prevailing professional beliefs, it was thought that a CE was unlikely to be approached unless numbers were quite large. Using large numbers was not unreasonable since it is a good beginning procedure to give a theory whatever is believed to be its "best shot." More recent evidence using six buyers, six sellers, and two traders in "speculative" DA markets with cyclical demand is reported by R. M. Miller, Charles Plott, and Smith, and Williams (1979). For evidence from a comparison of oral and computerized DA experiments with four buyers and four sellers, see Williams (1980). For further evidence in the context of the study of price controls, see M. Isaac and Plott (1981b) and Smith and Williams (1981b); in the context of a conspiracy study see Isaac and Plott (1981a); in the context of comparisons between DA and posted offer pricing, see Jon Ketcham, Smith, and Williams; in the context of a study of four variations on DA rules, see Smith and Williams (1980). All of these more recent papers report double auction experiments using no more than four buyers and four sellers. 2As Frederick Mosteller once noted, if you wanted to reject the inverse square law of attraction, try tossing a sheet of paper out the window.

Infrared and Raman spectra have been recorded for the following dinuclear ions and molecules containing quadruple metal-to-metal bonds: Re2Cl8 2-, Re2Br8 2-, Mo2Cl8 4-, Re2(O2CCH3)Cl2, Re2(O2CCH3)4Br2 and Mo2(O2CCH3)4. The Raman data are, regrettably, rather incomplete due to the intense and extensive electronic absorption spectra of most of the compounds. Intense Raman lines observed at 275 and 289 cm−1 for the rhenium compounds and at 406 cm−1 for Mo2(O2CCH3)4 have been assigned as predominantly M-M stretching modes. Vibrational analyses using both valence force fields with a few interaction constants and Urey-Bradley force fields lead to moderately consistent results, with the M-M force constants lying in the range 3.1–4.5 mdyne/ A.