LIM domain only 2 induces glioma invasion via cytosolic p27(KIP1).

High-grade gliomas are considered the most malignant of brain tumors and have a poor prognosis. In a previous study, we showed that LIM domain only 2 (LMO2) regulates glioma stem cell properties and tumor angiogenesis and gave rise to highly invasive glioma xenografts. Glioma invasion in the surrounding parenchymal tissues is a major hurdle with respect to eliminating glioma by surgery. Invasive glioma cells are considered one of the main culprits for the recurrence of tumors after therapies. In the current study, we focused on determining the molecular mechanism(s) by which LMO2 regulates glioma cell migration and invasion. Forced expression of LMO2 in human U87MG glioma cells led to glioma invasion, as determined by in vivo xenograft assays and enhanced in vitro migration and invasion. LMO2 was associated with increased levels of cytosolic p27(Kip1) protein. LMO2 possibly induced the stabilization and augmented interactions between p27(Kip1) and RhoA. We knocked down the expression of p27(Kip1), which led to a decrease in LMO2-driven glioma cell migration and invasion. Taken together, our findings indicate that LMO2 promotes glioma cell migration and invasion by increasing the levels of cytosolic p27(Kip1).

Interferon regulatory factor 7 regulates glioma stem cells via interleukin-6 and Notch signalling.

Inflammatory microenvironment signalling plays a crucial role in tumour progression (i.e. cancer cell proliferation, survival, angiogenesis and metastasis) in many types of human malignancies. However, the role of inflammation in brain tumour pathology remains poorly understood. Here, we report that interferon regulatory factor 7 is a crucial regulator of brain tumour progression and heterogeneity. Ectopic expression of interferon regulatory factor 7 in glioma cells promotes tumorigenicity, angiogenesis, microglia recruitment and cancer stemness in vivo and in vitro through induction of interleukin 6, C-X-C motif chemokine 1 and C-C motif chemokine 2. In particular, interferon regulatory factor 7-driven interleukin 6 plays a pivotal role in maintaining glioma stem cell properties via Janus kinase/signal transducer and activator of transcription-mediated activation of Jagged-Notch signalling in glioma cells and glioma stem cells derived from glioma patients. Accordingly, the short hairpin RNA-mediated depletion of interferon regulatory factor 7 in glioma stem cells markedly suppressed interleukin 6-Janus kinase/signal transducer and activator of transcription-mediated Jagged-Notch-signalling pathway, leading to decreases in glioma stem cell marker expression, tumoursphere-forming ability, and tumorigenicity. Furthermore, in a mouse model of wound healing, depletion of interferon regulatory factor 7 suppressed tumour progression and decreased cellular heterogeneity. Finally, interferon regulatory factor 7 was overexpressed in patients with high-grade gliomas, suggesting its potential as an independent prognostic marker for glioma progression. Taken together, our findings indicate that interferon regulatory factor 7-mediated inflammatory signalling acts as a major driver of brain tumour progression and cellular heterogeneity via induction of glioma stem cell genesis and angiogenesis.

Humane orientation, work-family conflict, and positive spillover across cultures.

Although cross-national work-family research has made great strides in recent decades, knowledge accumulation on the impact of culture on the work-family interface has been hampered by a limited geographical and cultural scope that has excluded countries where cultural expectations regarding work, family, and support may differ. We advance this literature by investigating work-family relationships in a broad range of cultures, including understudied regions of the world (i.e., Sub-Saharan Africa, Southern Asia). We focus on humane orientation (HO), an overlooked cultural dimension that is however central to the study of social support and higher in those regions. We explore its moderating effect on relationships between work and family social support, work-family conflict, and work-family positive spillover. Building on the congruence and compensation perspectives of fit theory, we test alternative hypotheses on a sample of 10,307 participants from 30 countries/territories. We find HO has mostly a compensatory role in the relationships between workplace support and work-to-family conflict. Specifically, supervisor and coworker supports were most strongly and negatively related to conflict in cultures in which support is most needed (i.e., lower HO cultures). Regarding positive spillover, HO has mostly an amplifying role. Coworker (but not supervisor) support was most strongly and positively related to work-to-family positive spillover in higher HO cultures, where providing social support at work is consistent with the societal practice of providing support to one another. Likewise, instrumental (but not emotional) family support was most strongly and positively related to family-to-work positive spillover in higher HO cultures. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Does work passion benefit or hinder employee's career commitment? The mediating role of work-family interface and the moderating role of autonomy support.

Based on the dualistic model of passion, this study explored the relationship between distinct types of work passion and career commitment, as well as the mediating role of work-family interface and the moderating role of autonomy support. A two-wave study was conducted among South Korean workers (N = 250) over a 5-month time period. Results showed that harmonious work passion was positively associated with career commitment, whereas obsessive work passion was not significantly associated with career commitment. Moreover, work-family enrichment partially mediated the positive effect of harmonious work passion on career commitment, and work-family conflict fully mediated the negative effect of obsessive work passion on career commitment. Results further indicated that autonomy support strengthens the positive effect of harmonious work passion on work-family enrichment. Furthermore, this study expanded the understanding of the underlying psychological mechanisms of effects of work passion. The implications and limitations of the study and potential topics for future research are discussed.

The relationship between religiosity and meaningful work among Malaysian Muslim employees: The mediating role of existential labor.

This study aimed to explore how religiosity affects the level of meaningful work among Malaysian Muslims, owing to Malaysia's highly religious background. Although religiosity constitutes a major part of an individual's value system, the influence of religiosity on the meaningfulness of work remains unclear. To address this gap, this study examined the indirect effects of the two types of religiosity-intrinsic religiosity (IR) and extrinsic religiosity (ER)-on meaningful work through existential labor, namely, surface acting and deep acting. Self-reported survey responses from 303 Malaysian Muslim employees were analyzed using structural equation modeling and bootstrapping analysis. The results showed that both surface acting and deep acting had significant mediation effects on the relationship between IR and meaningful work. By contrast, in the relationship between ER and meaningful work, surface acting's mediation effect was not significant, whereas deep acting showed a positive mediation effect. Our findings suggest that even if employees share the same religion, meaningful work is shaped differently by the specific type of religiosity and those existential labor strategies that individuals develop. This study advances the understanding of the underlying psychological mechanisms of the impact of individual religious values in the workplace. Implications and limitations were discussed.

Encouraging job crafting in the workplace for newcomers: A two-year multi-wave study.

It is important to identify the antecedents of newcomers' job crafting as it assists with their adjustment in the workplace. This study made use of transformational leadership and newcomers' calling as organizational and personal resources that predict job crafting. We hypothesized that transformational leadership would have an indirect relationship with newcomers' job crafting after 2 years through their occupational self-efficacy and that their calling would moderate this mediational path. A multi-wave approach was employed wherein data from 280 new employees were collected three times during the first 2 years of their careers. The survey was completed by 150 participants. The results illustrated that transformational leadership was positively related to newcomers' job crafting after 2 years of entry through their occupational self-efficacy. Additionally, newcomers' calling moderated the mediating effect of occupational self-efficacy between transformational leadership and job crafting. The theoretical and practical implications of this study are discussed.

Can a small endoscopic sphincterotomy plus a large-balloon dilation reduce the use of mechanical lithotripsy in patients with large bile duct stones?

BACKGROUND: Endoscopic retrograde cholangiopancreatography (ERCP) with endoscopic sphincterotomy (EST) is technically difficult in the patients with large extrahepaic bile duct stones. Small endoscopic sphincterotomy combined with large-balloon dilation (ESLBD) currently seems to be a promising alternative for patients with difficult bile duct stones that cannot be extracted by EST. This study compared the therapeutic benefits and complication rates of ESLBD with those of EST alone. METHODS: This study investigated 149 patients treated for stones (≥10 mm) or multiple stones in the extrahepatic bile duct. The ESLBD group (n = 72) was compared with the conventional EST group (n = 77). Mechanical lithotripsy was performed when the stone could not be removed using a Dormia basket. RESULTS: The two groups did not differ significantly in terms of mean bile duct diameter, common bile duct angulation, and presence of periampullary diverticulum. The ESLBD group compared with the EST-alone group had similar outcomes in terms of overall successful stone removal but showed significant differences in complete stone removal during the first session (87.5 vs. 74.0%; P = 0.036) and the use of mechanical lithotripsy for large bile duct stones (≥15 mm) (17.9 vs. 45.8%; P = 0.026). For the patients with a periampullary diverticulum, ESLBD and EST showed similar results only for efficacy and complications. CONCLUSIONS: The ESLBD technique may be a safe, effective alternative to conventional EST for endoscopic removal of large common bile duct stones, and it can reduce the use of mechanical lithotripsy compared with EST alone.

Association of serum alanine aminotransferase and γ-glutamyltransferase levels within the reference range with metabolic syndrome and nonalcoholic fatty liver disease.

BACKGROUND/AIMS: Nonalcoholic fatty liver disease (NAFLD) has recently been found to be a novel component of metabolic syndrome (MS), which is one of the leading causes of chronic liver disease. The serum alanine aminotransferase (ALT) and ⟨-glutamyltransferase (GGT) levels are suggested to affect liver fat accumulation and insulin resistance. We assessed the associations of serum ALT and GGT concentrations within the reference ranges with MS and NAFLD. METHODS: In total, 1,069 subjects enrolled at the health promotion center of Wonkwang University Hospital were divided into 4 groups according to serum ALT and GGT concentrations levels within the reference ranges. We performed biochemical tests, including liver function tests and lipid profiles, and diagnosed fatty liver by ultrasonography. Associations of ALT and GGT concentrationgrading within the reference range with fatty liver and/or MS were investigated. RESULTS: The presence of MS, its components, and the number of metabolic abnormalities [except for high-density lipoprotein-cholesterol (HDL-C) and fasting blood glucose] increased with the ALT level, while the presence of MS, its components, and the number of metabolic abnormalities (except for HDL-C) increased with the GGT level. The odds ratios for fatty liver and MS increased with the ALT level (P⟨0.001 and P=0.049, respectively) and the GGT level (P=0.044 and P=0.039, respectively). CONCLUSIONS: Serum ALT and GGT concentrations within the reference ranges correlated with the incidence of NAFLD and MS in a dose-dependent manner. There associations need to be confirmed in large, prospective studies.

How Does Search for Meaning Lead to Presence of Meaning for Korean Army Soldiers? The Mediating Roles of Leisure Crafting and Gratitude.

Many studies demonstrate that finding meaning in life reduces stress and promotes physical and psychological well-being. However, extant literature focuses on meaning in life among the general population (e.g., college students or office workers) in their daily lives. Thus, this study aimed to investigate the mechanisms of how individuals living in life-threatening and stressful situations obtain meaning in life, by investigating the mediating roles of leisure crafting and gratitude. A total of 465 Army soldiers from the Republic of Korea (ROK) participated in two-wave surveys with a 2-week interval. Structural equation modeling analyses indicated that the direct effects between the search for meaning, presence of meaning, leisure crafting, and gratitude were significant, except for the direct relationship between the search for meaning and the presence of meaning, and between leisure crafting and the presence of meaning. We tested indirect effects using a Monte Carlo approach and found that leisure crafting and gratitude sequentially mediated the relationship between the search for meaning and the presence of meaning. Our findings highlight the importance of the motivation behind searching for meaning, the proactive use of leisure time, and gratitude for individuals in stressful situations and controlled lifestyles. Finally, we discuss the implications and limitations of this research and future research directions.

Ethical Leadership and Followers' Emotional Exhaustion: Exploring the Roles of Three Types of Emotional Labor toward Leaders in South Korea.

Employees' emotional exhaustion caused by their leaders has significant consequences for both individuals and organizations. Identifying the roles of intra-organizational emotional labor is important to prevent employees' emotional exhaustion. This study examined the relationships between ethical leadership, followers' emotional labor toward leaders, and emotional exhaustion using Hobfoll's conservation of resources theory. Data collected from 259 employees working in South Korea were analyzed using regression and SEM. The results indicate that ethical leadership was negatively related to followers' emotional exhaustion. It is demonstrated that ethical leadership has a significant indirect relationship with followers' emotional exhaustion through three types of emotional labor strategies; genuine display, faked display, and suppressed display. Through genuine display and suppressed display, ethical leadership had an indirect and negative relationship with followers' emotional exhaustion, whereas ethical leadership and followers' emotional exhaustion showed a positive indirect relationship through faked display. We discuss the implications and limitations of this research and future research directions.

The Mediating Role of Meaning in Life in the Effects of Calling on Posttraumatic Stress Symptoms and Growth: A Longitudinal Study of Navy Soldiers Deployed to the Gulf of Aden.

This study examined the mediating role of meaning in life in the effect of calling on posttraumatic stress disorder (PTSD) and posttraumatic growth (PTG) among navy soldiers of the Republic of Korea deployed to the Gulf of Aden, Somalia. Participants responded to the questionnaire survey three times (pre-deployment, deployment, and post-deployment) at 4-month intervals. From the first, second, and third surveys, data were collected for 223, 195, and 103 respondents, respectively. Results showed that calling had a negative effect on PTSD, fully mediated by meaning in life, whereas calling had a positive effect on PTG, partially mediated by meaning in life. Our findings suggest that calling acts as a positive psychological resource for maintaining the meaning in life throughout stressful events experienced during deployment, thereby reducing posttraumatic stress symptoms and promoting post-deployment psychological growth. Finally, theoretical and practical implications and the need for follow-up studies are discussed.

The Crossover Effects of Supervisors' Workaholism on Subordinates' Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion.

Although much research has been conducted on workaholism, its crossover effects remain uninvestigated, especially in the context of organizations. Based on the job demands-resources (JD-R) model of burnout and the conservation of resources (COR) theory, we established a dual-path structural model to examine the effects of supervisors' workaholism on subordinates' turnover intention through two types of job demands (perceived workload and interpersonal conflict) as well as subordinates' emotional exhaustion. The results revealed that supervisors' workaholism is positively related to subordinates' emotional exhaustion through increased perceived workload and interpersonal conflict, which result in subordinates' turnover intention. This study has made a contribution to the literature by extending the scope of workaholism research from self-perspective to other-perspective. The findings also have practical implications for organizations and their human resources (HR) practitioners.

The Double-Edged Sword of a Calling: The Mediating Role of Harmonious and Obsessive Passions in the Relationship between a Calling, Workaholism, and Work Engagement.

Even though research on perceiving a calling has been growing, our understanding of its double-edged sword effects and psychological mechanisms remain unclear, especially in terms of work engagement and workaholism. Based on the heavy working investment (HWI) and dualistic model of passion (DMP) theories, we established a dual-path structural model to examine the effects of callings on work engagement and workaholism through two types of passion: harmonious (HP) and obsessive (OP) passions. Our results showed that the association between perceiving a calling and work engagement was partially mediated by HP, while the association between perceiving a calling and workaholism was fully mediated by OP. This study contributes to the literature in that it reveals how perceiving a calling has different effects on work engagement and workaholism through the HWI theoretical lens, as well as the mediating roles of HP and OP, based on the DMP theory. Our findings can be practically applied in organizations and counseling.

Ischemic Colitis Associated with Low-volume Oral Sulfate Solution for Bowel Preparation.

Ischemic colitis resulting from bowel preparation for colonoscopy is extremely rare, with only a small number of cases with polyethylene glycol having been reported. Here, we present a patient with ischemic colitis after administration of a low-volume oral sulfate solution (OSS). A 49-year-old female without any significant medical history experienced abdominal pain, vomiting, and hematochezia after ingestion of OSS. She complained of severe abdominal pain during colonoscopy, and diffuse edema, hyperemia, friability, and shallow erosions were present on the transverse, descending, and sigmoid colons. A mucosal biopsy revealed mixed lymphoid inflammatory cell infiltration with de-epithelialization, whereas an abdominal CT scan showed submucosal edema on the transverse colon. A diagnosis of ischemic colitis was made. The patient recovered with fluid and antibiotic therapy without significant sequelae. Although OSS is a clinically validated and generally safe bowel preparation agent, ischemic colitis is a rare complication that should be considered.

Having a Calling on Board: Effects of Calling on Job Satisfaction and Job Performance Among South Korean Newcomers.

Despite increasing research on calling, how calling functions for those experiencing transition from school to work and how their calling prior to working relates to later well-being and job outcomes has been understudied. The current study explored effects of perceiving a calling on job satisfaction and job performance, as measured at organizational entry and 2 years after organizational entry. Using a time-lagged collection of a sample of South Korean newcomers, the results based on structural equation modeling revealed that perceiving a calling was positively related to supervisor-rated job performance. Job involvement, which was measured 1 year later, fully mediated the relation between perceiving a calling and job satisfaction, but the hypothesized mediating role of job involvement on the link between perceiving a calling and job performance was not supported. We also examined moderating roles of perceived organizational support and perceived person-job fit on the relation between perceiving a calling on job involvement and found that perceived organizational support facilitated the effects of perceiving a calling on job involvement. Implications of these findings are discussed.

Effects of Non-verbal Priming on Attachment-Style Activation.

Using an affective priming procedure, two experiments examined the effects of non-verbal cues on activating attachment styles. In Study 1, the secure attachment group, which was primed non-verbally, showed higher levels of self-esteem, interpersonal competence, and positive affect than the insecure attachment group, which was also primed non-verbally. In contrast, no significant difference was found between the two attachment groups that were primed verbally. In Study 2, using a different priming method and adding a neutral group, similar interactions between priming modality (non-verbal or verbal cues) and attachment styles were found: the differences in self-esteem, interpersonal competence, and positive affect between the secure attachment group, neutral group, and insecure attachment group were greater when primed non-verbally than when primed verbally. Finally, the limitations of the research and recommendations for follow-up study are discussed.

Brain cancer stem-like cell genesis from p53-deficient mouse astrocytes by oncogenic Ras.

Here, we show that H-ras(V12) causes the p53-knockout mouse astrocytes (p53-/- astrocytes) to be transformed into brain cancer stem-like cells. H-ras(V12) triggers the p53-/- astrocytes to express a Nestin and a Cd133, which are expressed in normal and cancer neural stem cells. H-ras(V12) also induces the formation of a single cell-derived neurosphere under neural stem cell culture conditions. Furthermore, H-ras(V12)-overexpressing p53-/- astrocytes (p53-/-ast-H-ras(V12)) possess an in vitro self-renewal capacity, and are aberrantly differentiated into Tuj1-positve neurons both in vitro and in vivo. Amongst a variety of Ras-mediated canonical signaling pathways, we demonstrated that the MEK/ERK signaling pathway is responsible for neurosphere formation in p53-deficient astrocytes, whereas the PI3K/AKT signaling pathway is involved in oncogenic transformation in these cells. These findings suggest that the activation of Ras signaling pathways promotes the generation of brain cancer stem-like cells from p53-deficient mouse astrocytes by changing cell fate and transforming cell properties.

Selective cell death of oncogenic Akt-transduced brain cancer cells by etoposide through reactive oxygen species mediated damage.

We have established several glioma-relevant oncogene-engineered cancer cells to reevaluate the oncogene-selective cytotoxicity of previously well-characterized anticancer drugs, such as etoposide, doxorubicin, staurosporine, and carmustine. Among several glioma-relevant oncogenes (activated epidermal growth factor receptor, Ras, and Akt, as well as Bcl-2 and p53DD used in the present study), the activated epidermal growth factor receptor, Ras, and Akt exerted oncogenic transformation of Ink4a/Arf(-/-) murine astrocyte cells. We identified that etoposide, a topoisomerase II inhibitor, caused selective killing of myristylated Akt (Akt-myr)-transduced Ink4a/Arf(-/-) astrocytes and U87MG cells in a dose- and time-dependent manner. Etoposide-selective cytotoxicity in the Akt-myr-transduced cells was shown to be caused by nonapoptotic cell death and occurred in a p53-independent manner. Etoposide caused severe reactive oxygen species (ROS) accumulation preferentially in the Akt-myr-transduced cells, and elevated ROS rendered these cells highly sensitive to cell death. The etoposide-selective cell death of Akt-myr-transduced cells was attenuated by pepstatin A, a lysosomal protease inhibitor. In the present study, we show that etoposide might possess a novel therapeutic activity for oncogenic Akt-transduced cancer cells to kill preferentially through ROS-mediated damage.

Leading With Callings: Effects of Leader's Calling on Followers' Team Commitment, Voice Behavior, and Job Performance.

Viewing work as a calling has been considered to be beneficial to individuals and organizations. However, research to date has largely focused on the effects of individuals' own callings on themselves, leaving the effects of one's calling on others unexplored. Based on research that demonstrates prevalent effects of callings and leader's influences on followers at work, we assumed that leader calling might have positive effects on followers' outcomes. Specifically, we hypothesized that the extent to which leaders view their work as a calling have positive influences on followers' team commitment, leader-rated voice behavior, and job performance. We also examined a mediating effect of transformational leadership on the relations between leader's calling and the three follower's outcomes. Using data on 284 leader-follower pairs from the South Korean Air Force, we found that leader's calling was positively associated with followers' team commitment, voice behaviors, and job performance. The effects of leader's calling on follower commitment and voice behavior were partly accounted for by follower perceptions of transformational leadership. However, a mediating role of transformational leadership on the link between leader's calling and job performance was not supported. The implications of these findings are discussed.

Relative Importance of Human Resource Practices on Affective Commitment and Turnover Intention in South Korea and United States.

The main purpose of this study was to investigate the impact of perceived HR practices on affective commitment and turnover intention. This study explored which HR practices were relatively more important in predicting affective commitment and turnover intention. A total of 302 employees from the United States and 317 from South Korea completed the same questionnaires for assessing the aforementioned relationships. The results illustrated that among perceived HR practices, internal mobility had the most significant association with turnover intention in both the United States and South Korea. While internal mobility was a stronger predictor of affective commitment for the United States sample, training was the most important variable for predicting affective commitment in South Korea. The second purpose of the study was to examine whether individuals' positive affect influences the relationship between perceived HR practices and affective commitment and turnover intention. In the United States, positive affect moderated the relationship between perceived HR practices and affective commitment and turnover intention such that the relationships were stronger for individuals reporting high positive affect relative to those reporting low positive affect. However, these relationships were not significant in South Korea. We discuss the implications of these results, study limitations, and practical suggestions for future research.