Long-term loss of osteoclasts and unopposed cortical mineral apposition following limited field irradiation.

Late-onset fragility fractures are a common complication following radiotherapy for metastatic disease and soft tissue sarcomas. Using a murine hindlimb focal irradiation model (RTx), we quantified time-dependent changes in osteoclasts and mineral apposition rate (MAR). Mice received either a single, unilateral 5 Gy exposure or four fractionated doses (4 × 5 Gy). Osteoclast numbers and MAR were evaluated histologically at 1, 2, 4, 8, 12, and 26 weeks post-RTx. Radiation induced an early, transient increase in osteoclasts followed by long-term depletion. Increased osteoclast numbers correlated temporally with trabecular resorption; the resorbed trabeculae were not later restored. Radiotherapy did not attenuate MAR at any time point. A transient, early increase in MAR was noted in both RTx groups, however, the 4 × 5 Gy group exhibited an unexpected spike in MAR eight weeks. Persistent depletion of osteoclasts permitted anabolic activity to continue unopposed, resulting in cortical thickening. These biological responses likely contribute to post-radiotherapy bone fragility via microdamage accumulation and matrix embrittlement in the absence of osteoclastic remodeling, and trabecular resorption-induced decrease in bone strength. The temporal distribution of osteoclast numbers suggests that anti-resorptive therapies may be of clinical benefit only if started prior to radiotherapy and continued through the following period of increased osteoclastic remodeling.

Caregiving for parents and in-laws: commonalities and differences.

This study examined support, stress, and well-being between adults who provide care for an aging and disabled parent and those who care for an aging and disabled parent-in-law. The study utilized a sample of individuals caring for a parent (n = 77), individuals caring for an in-law (n = 26) and a comparison group of noncaregivers (n = 1,939) from the Midlife Development in the United States study. In-law caregivers provided more financial assistance but adult child caregivers provided more emotional support and unpaid work. Adult child caregivers reported poorer mental health and family strain; in-law caregivers reported more spouse support and less family strain.

The reciprocal relationship between menopausal symptoms and depressive symptoms: A 9-year longitudinal study of American women in midlife.

OBJECTIVES: The present study sought to examine: (a) the association between depressive symptoms among pre-menopausal and peri-menopausal women and subsequent difficulty with menopausal symptoms; and (b) the relationship between initial problems with menopausal symptoms and subsequent levels of depressive symptoms. STUDY DESIGN: Prospective Longitudinal Regression Analysis (n=986) of survey data from a national sample of non-institutional women in midlife (mean age=39.9 years at Time 1). MAIN OUTCOME MEASURES: Menopausal symptoms and symptoms of depression. RESULTS: Initial levels of depressive symptoms predicted 9-year follow-up levels of menopausal symptoms controlling for initial menopausal symptoms and demographic covariates (beta=.074; t(980)=2.425; p<.05). Initial levels of menopausal symptoms predicted follow-up levels of depressive symptoms controlling for initial depressive symptoms and demographic covariates (beta=110; t(980)=3.442; p<.001). CONCLUSIONS: Women who have more symptoms of depression in their early 40's may be at heightened risk for problems with the menopausal transition. Conversely, efforts to address more severe symptoms of menopause may help to reduce the onset of depressive symptoms among middle aged women.

Contextual influences on women's health concerns and attitudes toward menopause.

Social factors that affect women's attitudes toward menopause were examined in a sample of 1,037 baby boomer women who took part in two waves of the Midlife in the United States survey. Survey data were collected in 1996 and 2005 from a nationally representative sample of women born between 1946 and 1964 residing in the United States. Women's attitudes toward the effects of menopause on fertility, health, and attractiveness were examined. Analyses supported a two-factor model ofwomen's adaptation to menopause: attitudes concerning the effects of menopause on fertility and the cessation of menstruation had different antecedents than attitudes concerning the impact of menopause on health and attractiveness. Women who had more positive attitudes regarding loss of fertility occupied more roles, were older, less educated, yet more secure financially. Women who had more positive views of the effects of menopause on health and attractiveness reported fewer symptoms of menopause. These analyses were replicated in waves 1 and 2 of the data set. Results may be helpful to social work practitioners and social work policy advocates.

Leadership perceptions as a function of race-occupation fit: the case of Asian Americans.

On the basis of the connectionist model of leadership, we examined perceptions of leadership as a function of the contextual factors of race (Asian American, Caucasian American) and occupation (engineering, sales) in 3 experiments (1 student sample and 2 industry samples). Race and occupation exhibited differential effects for within- and between-race comparisons. With regard to within-race comparisons, leadership perceptions of Asian Americans were higher when race-occupation was a good fit (engineer position) than when race-occupation was a poor fit (sales position) for the two industry samples. With regard to between-race comparisons, leadership perceptions of Asian Americans were low relative to those of Caucasian Americans. Additionally, when race-occupation was a good fit for Asian Americans, such individuals were evaluated higher on perceptions of technical competence than were Caucasian Americans, whereas they were evaluated lower when race-occupation was a poor fit. Furthermore, our results demonstrated that race affects leadership perceptions through the activation of prototypic leadership attributes (i.e., implicit leadership theories). Implications for the findings are discussed in terms of the connectionist model of leadership and leadership opportunities for Asian Americans.

Measurement of equity sensitivity: a comparison of the Equity Sensitivity Instrument and Equity Preference Questionnaire.

The psychometric properties of the Equity Sensitivity Instrument (Huseman, Hatfield, & Miles, 1985, 1987) and Equity Preference Questionnaire (Sauley & Bedeian, 2000) are compared. 173 undergraduate business majors completed several work attitude and personality measures. Results suggest that the Equity Preference Questionnaire may be a better measure of the equity sensitivity construct than the Equity Sensitivity Instrument which is typically used in research. Reliabilities for the scores on the Equity Sensitivity Instrument and Equity Preference Questionnaire were equivalent (coefficient alphas of .85 and .86, respectively); however, evidence for convergent and content validity was greater for the Equity Preference Questionnaire. Understanding individual differences in perceptions of equity and how best to measure these differences can affect workplace outcomes (e.g., turnover, employee engagement.

Perceived minority status and diversity attitudes: an exploratory study.

The relationship between perceived minority status (in race and gender) and attitudes toward diversity was investigated with 308 graduate and undergraduate students from the southwestern U.S. (54.5% women, 67.5% nonWhite, whose mean age was 26.7, SD= 6.2). Analysis suggested perceived minority status in gender correlates significantly and positively with attitudes toward diversity. Specifically, women who perceived themselves to be of a minority gender were more likely to have positive attitudes toward other cultural groups than women who did not perceive themselves as of a minority. Furthermore, perceived minority status in gender mediated the relationship between sex and attitudes toward diversity. Perceived minority status in race was not correlated with attitudes toward diversity.