Assessing the artificially intelligent workplace: an ethical framework for evaluating experimental technologies in workplace settings.

Experimental technologies, including AI and robots, are revolutionising many types of work. For example, the logistics warehouse sector is witnessing a wave of new technologies, such as automated picking tools, collaborative robots and exoskeletons, affecting jobs and employees. Notably, it is not always possible to predict the effects of such new technologies, since they have inherent uncertainties and unintended consequences. Hence, their introduction into workplaces can be conceived as a social experiment. This paper aims to sketch a set of ethical guidelines for introducing experimental technologies into workplaces. It builds on Van de Poel's general framework for assessing new experimental technologies and translates that framework into a more specific context of work. We discuss its five principles: non-maleficence, beneficence, responsibility, autonomy, and justice. Each of these principles is applied to workplaces in general, and specifically to the logistics warehouse setting as a case study. A particular focus in our discussion is put on the distinctive potential harms and goods of work.

Evaluating the Impact of Adaptive Personalized Goal Setting on Engagement Levels of Government Staff With a Gamified mHealth Tool: Results From a 2-Month Randomized Controlled Trial.

BACKGROUND: Although the health benefits of physical activity are well established, it remains challenging for people to adopt a more active lifestyle. Mobile health (mHealth) interventions can be effective tools to promote physical activity and reduce sedentary behavior. Promising results have been obtained by using gamification techniques as behavior change strategies, especially when they were tailored toward an individual's preferences and goals; yet, it remains unclear how goals could be personalized to effectively promote health behaviors. OBJECTIVE: In this study, we aim to evaluate the impact of personalized goal setting in the context of gamified mHealth interventions. We hypothesize that interventions suggesting health goals that are tailored based on end users' (self-reported) current and desired capabilities will be more engaging than interventions with generic goals. METHODS: The study was designed as a 2-arm randomized intervention trial. Participants were recruited among staff members of 7 governmental organizations. They participated in an 8-week digital health promotion campaign that was especially designed to promote walks, bike rides, and sports sessions. Using an mHealth app, participants could track their performance on two social leaderboards: a leaderboard displaying the individual scores of participants and a leaderboard displaying the average scores per organizational department. The mHealth app also provided a news feed that showed when other participants had scored points. Points could be collected by performing any of the 6 assigned tasks (eg, walk for at least 2000 m). The level of complexity of 3 of these 6 tasks was updated every 2 weeks by changing either the suggested task intensity or the suggested frequency of the task. The 2 intervention arms-with participants randomly assigned-consisted of a personalized treatment that tailored the complexity parameters based on participants' self-reported capabilities and goals and a control treatment where the complexity parameters were set generically based on national guidelines. Measures were collected from the mHealth app as well as from intake and posttest surveys and analyzed using hierarchical linear models. RESULTS: The results indicated that engagement with the program inevitably dropped over time. However, engagement was higher for participants who had set themselves a goal in the intake survey. The impact of personalization was especially observed for frequency parameters because the personalization of sports session frequency did foster higher engagement levels, especially when participants set a goal to improve their capabilities. In addition, the personalization of suggested ride duration had a positive effect on self-perceived biking performance. CONCLUSIONS: Personalization seems particularly promising for promoting the frequency of physical activity (eg, promoting the number of suggested sports sessions per week), as opposed to the intensity of the physical activity (eg, distance or duration). Replications and variations of our study setup are critical for consolidating and explaining (or refuting) these effects. TRIAL REGISTRATION: ClinicalTrials.gov NCT05264155; https://clinicaltrials.gov/ct2/show/NCT05264155.

Preadolescent Students' Engagement With an mHealth Intervention Fostering Social Comparison for Health Behavior Change: Crossover Experimental Study.

BACKGROUND: Contemporary mobile health (mHealth) interventions use various behavior change techniques to promote healthier lifestyles. Social comparison is one of the techniques that is consensually agreed to be effective in engaging the general population in mHealth interventions. However, it is unclear how this strategy can be best used to engage preadolescents. Nevertheless, this strategy has great potential for this target audience, as they are particularly developing their social skills. OBJECTIVE: This study aims to evaluate how social comparison drives preadolescents' engagement with an mHealth app. METHODS: We designed a 12-week crossover experiment in which we studied 3 approaches to implementing behavior change via social comparison. This study was hosted in a school environment to leverage naturally existing social structures among preadolescents. During the experiment, students and teachers used an mHealth tool that awarded points for performing healthy activities. Participants could read their aggregated scores on a leaderboard and compare their performance with others. In particular, these leaderboards were tweaked to implement 3 approaches of the social comparison technique. The first approach focused on intragroup comparison (ie, students and teachers competing against each other to obtain the most points), whereas the other two approaches focused on intergroup comparison (ie, classes of students and their mentoring teachers collaborating to compete against other classes). Additionally, in the third approach, the performance of teachers was highlighted to further increase students' engagement through teachers' natural exemplary function. To obtain our results, we used linear modeling techniques to analyze the dropout rates and engagement levels for the different approaches. In such analyses, we also considered individual participant traits. RESULTS: Our sample included 313 participants-290 students (92.7%) and 23 teachers (7.3%). It was found that student engagement levels dropped over time and declined during holidays. However, students seemed to monitor the intergroup competitions more closely than the intragroup competitions, as they, on average, checked the mHealth app more often when they were engaged in team-based comparisons. Students, on average, performed the most unique activities when they were engaged in the second intergroup setting, perhaps because their teachers were most active in this setting. Moreover, teachers seemed to play an important role in engaging their students, as their relationship with their students influenced the engagement of the students. CONCLUSIONS: When using social comparison to engage preadolescents with an mHealth tool, an intergroup setting, rather than an intragroup competition, motivated them to engage with the app but did not necessarily motivate them to perform more activities. It seems that the number of unique activities that preadolescents perform depends on the activeness of a role model. Moreover, this effect is amplified by preadolescents' perceptions of closeness to that role model.

We Trust You! A Multilevel-Multireferent Model Based on Organizational Trust to Explain Performance.

This study tests organizational trust as the psychosocial mechanism that explains how healthy organizational practices and team resources predict multilevel performance in organizations and teams, respectively. In our methodology, we collect data in a sample of 890 employees from 177 teams and their immediate supervisors from 31 Spanish companies. Our results from the multilevel analysis show two independent processes predicting organizational performance (return on assets, ROA) and performance ratings by immediate supervisors, operating at the organizational and team levels, respectively. We have found evidence for a theoretical and functional quasi-isomorphism. First, based on social exchange theory, we found evidence for our prediction that when organizations implement healthy practices and teams provide resources, employees trust their top managers (vertical trust) and coworkers (horizontal trust) and try to reciprocate these benefits by improving their performance. Second, (relationships among) constructs are similar at different levels of analysis, which may inform HRM officers and managers about which type of practices and resources can help to enhance trust and improve performance in organizations. The present study contributes to the scarce research on the role of trust at collective (i.e., organizational and team) levels as a psychological mechanism that explains how organizational practices and team resources are linked to organizational performance.

Pilot Evaluation of the Impact of Lottery-Based Incentives on Engagement Levels of Male Low SES Vocational Students With an mHealth App.

In general, individuals with lower socioeconomic status (SES) are less physically active and adhere to poorer diets than higher SES individuals. To promote healthier lifestyles in lower SES populations, we hosted a digital health promotion program among male vocational students at a school in The Netherlands. In a pilot study, we evaluated whether this target audience could be engaged with an mHealth app using lottery-based incentives that trigger feelings of anticipated regret. Especially, we studied the social and interpersonal aspects of regret lotteries in a within-subject experimental design. In this design, subjects either participated in a social variant (i.e., with students competing against their peers for a chance at a regret lottery), or an individual variant (i.e., with subjects solely individually engaged in a lottery). Additionally, we studied the impact of different payout schedules in a between-subject experimental design. In this design, participants were assigned to either a short-term, low-value payout schedule, or a long-term, high-value payout schedule. From a population of 72 male students, only half voluntarily participated in our 10-week program. From interviews, we learned that the main reason for neglecting the program was not related to the lottery-based incentives, nor to the prizes that were awarded. Instead, non-enrolled subjects did not join the program, because their peers were not joining. Paradoxically, it was suggested that students withheld their active participation until a larger portion of the sample was actively participating. From the subjects that enrolled in the program (N = 36, males, between 15 and 25 years of age), we found that a large proportion stopped interacting with the program over time (e.g., after roughly 4 weeks). Our results also indicated that students performed significantly more health-related activities when assigned to the social regret lottery, as opposed to the individual variant. This result was supported by interview responses from active participants: They mainly participated to compete against their peers, and not so much for the prizes. Hence, from this study, we obtained initial evidence on the impact of social and competitive aspects in lottery-based incentives to stimulate engagement levels in lower SES students with an mHealth app.

Providing Services During Times of Change: Can Employees Maintain Their Levels of Empowerment, Work Engagement and Service Quality Through a Job Crafting Intervention?

By means of a quasi-experimental study, the effects of a tailor-made job crafting intervention for employees of a Dutch unemployment agency were evaluated. The intervention was designed to prevent a decrease in employee empowerment, work engagement and employee performance (i.e., the provision of services) due to organizational changes. Seventy-four employees received a 1-day training in which they set four job crafting goals for the subsequent weeks. After 6 weeks a reflection session was organized. Repeated measures ANOVA's showed that the intervention prevented a decrease in employees' feelings of empowerment. Furthermore, pre-post comparison tests showed that the control group (N = 89) experienced a significant decrease in work engagement, whereas the intervention group did not. Results showed no effect on customer-rated employee service quality. However, 1 year after the intervention, customer ratings of employee service quality were significantly higher for the intervention group compared to the control group. Although further research is needed, our results demonstrate that a job crafting intervention may be a promising tool to combat a decline in employee empowerment and work engagement during times of organizational change.

A job search demands-resources intervention among the unemployed: Effects on well-being, job search behavior and reemployment chances.

In this article, we evaluate the effects of a 3-day training intervention among unemployed individuals that focused on enhancing levels of reemployment crafting and psychological capital in order to increase well-being, job search behavior, and reemployment chances. A total of 146 unemployed individuals participated in a 3-day training intervention. The control group consisted of 275 unemployed individuals. General linear modeling results showed that the intervention indeed did enhance participants' levels of reemployment crafting (seeking resources and seeking challenges) and psychological capital. Moreover, the intervention had a significant and positive effect on job search behavior and goal setting, whereas a significant but protective effect was found for well-being. However, we found no significant effect of the intervention on reemployment status within 6 months after the intervention. Therefore, we conclude that the intervention seems to be a promising tool to enhance job search behavior and preserve well-being among the unemployed. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

Reemployment crafting: Proactively shaping one's job search.

This article introduces the concept of reemployment crafting: the proactive, self-initiated behaviors undertaken by the unemployed to shape the environmental conditions of their job search in a way that enhances the person-environment (P-E) fit during the job search process. Using 2 longitudinal studies (Study 1: 3-wave study over a 3-month period, N = 153; Study 2: 4-day diary study, N = 189, days = 627), we investigated whether the manner in which the unemployed craft their job search is similar to the way employees craft their job. We examined whether reemployment crafting was positively related to job search performance (i.e., environmental exploration and networking behavior) and reemployment chances. Moreover, we examined whether contingency factors (i.e., social support and subjective goal attainment) affected the effectiveness of reemployment crafting. Results from both samples confirmed that the way the unemployed craft their job searches is similar to the way that employees craft their jobs. Reemployment crafting was positively related to job search performance, both within a 3-month period and within days. Moreover, reemployment crafting was especially beneficial for environmental exploration on days when social support and goal attainment were low. Last, environmental exploration was related to networking behavior, which in turn was predictive of reemployment chances. Specifically, in the diary study networking quality was related to reemployment status, while within the 3-month period, networking intensity seemed more effective. We conclude that reemployment crafting seems a promising way to enhance job search performance and ultimately the chances of finding reemployment. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Do personal resources matter beyond job demands and job resources? Main and interaction effects on health-related outcomes among women working within the welfare sector.

BACKGROUND: Overall, health-related correlates of job demands and job resources are well-known. However, in today's working life, personal resources are considered to be of increasing importance. Beyond general mental ability, knowledge regarding personal resources remains limited. This is particularly so among women working in the welfare sector, a sector mainly employing women and with the work typically involving clients. OBJECTIVE: This study investigated the importance of job demands, job resources, and personal resources for health-related outcomes, as well as the mitigating effects of resources, among women working within the Swedish welfare sector. METHODS: Self-reports from 372 women employed within the welfare sector were analyzed using hierarchical multiple regression. RESULTS: Overall, increasing job demands were associated with poorer health outcomes while increasing job resources and personal resources were associated with better health. Additionally, lower control aggravated the effects of quantitative job demands on health outcomes while lower feedback mitigated the effect of qualitative demands. However, personal resources had no moderating effect. CONCLUSIONS: Job resources seem more pertinent to health than personal resources, at least among women working within the welfare sector in Sweden.

To Leave or Not to Leave? A Multi-Sample Study on Individual, Job-Related, and Organizational Antecedents of Employability and Retirement Intentions.

In view of the aging and dejuvenation of the working population and the expected shortages in employees' skills in the future, it is of utmost importance to focus on older workers' employability in order to prolong their working life until, or even beyond, their official retirement age. The primary aim of the current study was to examine the relationship between older workers' employability (self-)perceptions and their intention to continue working until their official retirement age. In addition, we studied the role of potential antecedents of their perceived employability at three different levels: training and education in current expertise area as well as in an adjacent expertise area (individual level factor), learning value of the job (job level factor), and organizational career management practices (organizational level factor). Data were collected by means of e-questionnaires that were distributed among two groups of Dutch older (45-plus) white collar workers. The samples consisted of 223 employees of an insurance company, and 325 university workers, respectively. Our research model was tested separately in each sample using Structural Equation Modeling. We controlled for effects of respondents' (self-)perceived health and (self-)perceived financial situation. Similar results were found for both samples. First, the relationship of perceived employability with the intention to continue working until one's retirement age was positive, whereas the relationship between a perceived good financial situation with the intention to continue working until one's retirement age was negative. Secondly, as regards the potential antecedents, results showed that the learning value of the job was positively related to perceived employability. In addition, an employee's perception of good health is a relevant correlate of perceived employability. So, whereas perceived employability contributes to the intention to continue working until one's retirement age, a good financial situation is a push factor to retire early. In order to promote the labor participation of older workers, this study indicates that organizations should focus on the learning possibilities that are inherent to one's job rather than on providing additional training or career management. Further research is needed to test the generalizability of our results to other samples.

A subcortical circuit linking the cerebellum to the basal ganglia engaged in vocal learning.

Speech is a complex sensorimotor skill, and vocal learning involves both the basal ganglia and the cerebellum. These subcortical structures interact indirectly through their respective loops with thalamo-cortical and brainstem networks, and directly via subcortical pathways, but the role of their interaction during sensorimotor learning remains undetermined. While songbirds and their song-dedicated basal ganglia-thalamo-cortical circuitry offer a unique opportunity to study subcortical circuits involved in vocal learning, the cerebellar contribution to avian song learning remains unknown. We demonstrate that the cerebellum provides a strong input to the song-related basal ganglia nucleus in zebra finches. Cerebellar signals are transmitted to the basal ganglia via a disynaptic connection through the thalamus and then conveyed to their cortical target and to the premotor nucleus controlling song production. Finally, cerebellar lesions impair juvenile song learning, opening new opportunities to investigate how subcortical interactions between the cerebellum and basal ganglia contribute to sensorimotor learning.

"I WILL SURVIVE" A Construct Validation Study on the Measurement of Sustainable Employability Using Different Age Conceptualizations.

Though the importance of sustainable employability throughout people's working life is undisputed, up till now only one attempt for a conceptual definition has been made (van der Klink et al., 2016). Following the suggestions to further refine and improve this definition recently put forward by Fleuren et al. (2016), we propose an approach to sustainable employability that is based on the Ability-Motivation-Opportunity (AMO) framework, and incorporates three indicators: the ability, the motivation, and the opportunity to continue working, respectively. As sustainable employability is considered to be an important aspect of successful aging at work, this study used four different conceptualizations of aging at work to set up convergent and divergent validity of our operationalization of sustainable employability: calendar age, organizational age (job and organizational tenure), functional age (work ability), and life-span age (partner and children). We formulated several hypotheses that were tested by analyzing data from an online survey among 180 employees from Dutch public service organizations who filled out a questionnaire on different age concepts, and their ability, motivation, and opportunity to continue working. Multiple regression analyses were performed, and results showed that the four conceptualizations of aging were differently related to the three indicators of sustainable employability. Life-span age, in terms of having children, had the strongest negative relationship with the ability to continue working, organizational age (i.e., organizational tenure) had the strongest negative relationship with the motivation to continue working, and functional age had the strongest negative relationship with the opportunity to continue working. Moreover, functional age was significantly negatively related to the other two indicators of sustainable employability too, while life-span age appeared to enhance the ability and motivation to continue working (in terms of having children) and the perceived opportunity to continue working (in terms of having a partner). Calendar age was only important for the opportunity to continue working and appeared to have a negative association with this outcome variable. These results lend support to our proposed operationalization of sustainable employability by showing that the three indicators are differently related to different age conceptualizations thus expanding previous research on the conceptualization of sustainable employability.

Unified Health Gamification can significantly improve well-being in corporate environments.

There is a multitude of mHealth applications that aim to solve societal health problems by stimulating specific types of physical activities via gamification. However, physical health activities cover just one of the three World Health Organization (WHO) dimensions of health. This paper introduces the novel notion of Unified Health Gamification (UHG), which covers besides physical health also social and cognitive health and well-being. Instead of rewarding activities in the three WHO dimensions using different mHealth competitions, UHG combines the scores for such activities on unified leaderboards and lets people interact in social circles beyond personal interests. This approach is promising in corporate environments since UHG can connect the employees with intrinsic motivation for physical health with those who have quite different interests. In order to evaluate this approach, we realized an app prototype and we evaluated it in two corporate pilot studies. In total, eighteen pilot users participated voluntarily for six weeks. Half of the participants were recruited from an occupational health setting and the other half from a treatment setting. Our results suggest that the UHG principles are worth more investigation: various positive health effects were found based on a validated survey. The mean mental health improved significantly at one pilot location and at the level of individual pilot participants, multiple other effects were found to be significant: among others, significant mental health improvements were found for 28% of the participants. Most participants intended to use the app beyond the pilot, especially if it would be further developed.

Amplificación en el trabajo: construyendo una fuerza de trabajo sostenible a través de intervenciones individuales de psicología positiva / Amplition in the workplace: building a sustainable workforce through individual positive psychological interventions

La sostenibilidad de la fuerza laboral es de vital importancia para la viabilidad y la ventaja competitiva de las organizaciones contemporáneas. Así, y en paralelo con el surgimiento de la Psicología Organizacional Positiva, las organizaciones han incrementado su interés en fomentar el bienestar psicológico positivo de sus empleados. En este trabajo, las intervenciones de amplificación -i-e. intervenciones que tienen como objetivo fomentar el bienestar positivo en el trabajo - se presentan como una herramienta valiosa para incrementar la sostenibilidad de la fuerza laboral. En la pasada década, se han desarrollado y probado la efectividad de algunas intervenciones realizadas en el contexto laboral centradas en la amplificación. En el presente trabajo, en primer lugar destacamos algunas precondiciones importantes para el éxito de las intervenciones y brevemente discutimos el proceso de intervención en sí mismo. A continuación, se presenta una revisión de los trabajos empíricos sobre las intervenciones de amplificación, centrándonos en intervenciones que tienen como objetivo fomentar el engagement en el trabajo de los empleados. La investigación futura debe centrarse en probar los efectos de este tipo de intervenciones sobre los resultados a nivel de equipo y a nivel organizacional

Workforce sustainability is of vital utmost importance for the viability and competitive advantage of contemporary organizations. Therefore, and in parallel with the rise of positive organizational psychology, organizations have become increasingly interested in how to enhance their employees’ positive psychological well being. In this paper, amplition interventions - i.e. interventions aimed at enhancing positive work-related well being - are presented as a valuable tool to increase workforce sustainability. In the past decade, some work-related interventions focused on amplition have been developed and tested for their effectiveness. In this paper, we will first outline some important preconditions for successful interventions and briefly discuss the intervention process itself. Next, we will give an overview of empirical work on amplition interventions, focusing on interventions that are aimed at enhancing employee work engagement. Future research should focus on testing the effects of this type of interventions on outcomes at the team and organizational level

PTU-induced hypothyroidism in rats leads to several early neuropathological signs of Alzheimer's disease in the hippocampus and spatial memory impairments.

The multifactorial causes impacting the risk of developing sporadic forms of Alzheimer's disease (AD) remain to date poorly understood. Epidemiologic studies in humans and research in rodents have suggested that hypothyroidism could participate in the etiology of AD. Recently, we reported that adult-onset hypothyroidism in rats favors ß-amyloid peptide production in the hippocampus. Here, using the same hypothyroidism model with the antithyroid molecule propythiouracyl (PTU), we further explored AD-related features, dysfunctional cell-signaling mechanisms and hippocampal-dependent learning and memory. In vivo MRI revealed a progressive decrease in cerebral volume of PTU-treated rats. In the hippocampus, hypothyroidism resulted in tau hyperphosphorylation and increases in several proinflammatory cytokines. These modifications were associated with impaired spatial memory and reduced hippocampal expression of signaling molecules important for synaptic plasticity and memory, including neurogranin, CaMKII, ERK, GSK3ß, CREB, and expression of the transcription factor EGR1/Zif268. These data strengthen the idea that hypothyroidism represents an important factor influencing the risk of developing sporadic forms of AD.

On being grateful and kind: results of two randomized controlled trials on study-related emotions and academic engagement.

Despite the large amount of research attention to engagement as well as positive psychology in a general context, there have been few attempts to increase academic well-being by means of positive psychological interventions. This article tests the potential of positive psychological interventions to enhance study-related positive emotions and academic engagement, and to reduce study-related negative emotions among university students. We modified two existing positive interventions that are aimed at increasing general happiness for use in an academic context. These interventions focused on "thoughts of gratitude" and "acts of kindness," respectively. The present study consisted of two randomized controlled trials with experimental (thoughts of gratitude or acts of kindness) and control conditions in which participants were monitored on a daily basis during the one-week intervention, and additional pre-, post-, and follow-up assessments were carried out. Results revealed that the gratitude intervention had a significant positive effect on daily positive emotions only. The kindness intervention had a positive influence on both positive emotions and academic engagement, though not in the long run. The results showed no effects on negative emotions in either of the two interventions. Positive psychological interventions seem to foster positive emotions and academic engagement, but do not decrease negative emotions.

Regulation of pituitary MT1 melatonin receptor expression by gonadotrophin-releasing hormone (GnRH) and early growth response factor-1 (Egr-1): in vivo and in vitro studies.

Melatonin receptor expression exhibits profound developmental changes through poorly understood mechanisms. In mammals, a current model suggests that pubertal reactivation of gonadotrophin-releasing hormone (GnRH) secretion down-regulates MT1 melatonin receptors in pituitary gonadotroph cells, via the induction of early growth response factor-1 (EGR-1). Here we have examined this model by testing the hypotheses that inhibition of Mt1 expression by GnRH occurs directly in gonadotroph cells, can be reversed in adulthood by blockade of GnRH receptors, and requires EGR-1. We first confirmed the endogenous expression of Mt1 mRNA in the αT3-1 gonadotroph cell line. Stimulation of these cells with a GnRH agonist resulted in a rapid increase of Egr-1 mRNA expression, which peaked after 30-60 minutes, and a more prolonged elevation of nuclear EGR-1 immunoreactivity. Moreover, the GnRH agonist significantly decreased Mt1 mRNA. We then treated adult male rats with the GnRH antagonist cetrorelix or saline. After 4 weeks of daily injections, cetrorelix significantly reduced serum LH concentration and testis weight, with histological analysis confirming absence of spermatogenesis. Despite the successful inhibition of GnRH signalling, pituitary Mt1 expression was unchanged. Next we studied the proximal region of the rat Mt1 promoter. Consistent with previous work, over-expression of the transcription factor PITX-1 increased Mt1-luciferase reporter activity; this effect was dependent on the presence of consensus PITX-1 promoter binding regions. Over-expression of EGR-1 inhibited PITX-1-stimulated activity, even following mutation of the consensus EGR-1 binding site. Finally, we studied Egr1-/- mice and observed no difference in pituitary Mt1 expression between Egr1-/- and wild-type litter mates. This work demonstrates that GnRH receptor activation directly down-regulates Mt1 expression in gonadotroph cells. However, pituitary Mt1 expression in adults is unaltered by blockade of GnRH signalling or absence of EGR-1. Our data therefore suggest that melatonin receptor regulation by GnRH is not reversible in adulthood and doesn't require EGR-1.

Modified impact of emotion on temporal discrimination in a transgenic rat model of Huntington disease.

Huntington's disease (HD) is characterized by triad of motor, cognitive, and emotional symptoms along with neuropathology in fronto-striatal circuit and limbic system including amygdala. Emotional alterations, which have a negative impact on patient well-being, represent some of the earliest symptoms of HD and might be related to the onset of the neurodegenerative process. In the transgenic rat model (tgHD rats), evidence suggest emotional alterations at the symptomatic stage along with neuropathology of the central nucleus of amygdala (CE). Studies in humans and animals demonstrate that emotion can modulate time perception. The impact of emotion on time perception has never been tested in HD, nor is it known if that impact could be part of the presymptomatic emotional phenotype of the pathology. The aim of this paper was to characterize the effect of emotion on temporal discrimination in presymptomatic tgHD animals. In the first experiment, we characterized the acute effect of an emotion (fear) conditioned stimulus on temporal discrimination using a bisection procedure, and tested its dependency upon an intact central amygdala. The second experiment was aimed at comparing presymptomatic homozygous transgenic animals at 7-months of age and their wild-type littermates (WT) in their performance on the modulation of temporal discrimination by emotion. Our principal findings show that (1) a fear cue produces a short-lived decrease of temporal precision after its termination, and (2) animals with medial CE lesion and presymptomatic tgHD animals demonstrate an alteration of this emotion-evoked temporal distortion. The results contribute to our knowledge about the presymptomatic phenotype of this HD rat model, showing susceptibility to emotion that may be related to dysfunction of the central nucleus of amygdala.

Believe, and you will achieve: changes over time in self-efficacy, engagement, and performance.

In order to answer the question whether changes in students' self-efficacy levels co-vary with similar changes in engagement and performance, a field study and an experimental study were conducted among university students. In order to do this, we adopted a subgroup approach. We created "natural" (Study 1) and manipulated (Study 2) subgroups based upon their change in self-efficacy over time and examined whether these subgroups showed similar changes over time in engagement and performance. The results of both studies are partly in line with Social Cognitive Theory, in that they confirm that changes in self-efficacy may have a significant impact on students' changes in cognition and motivation (i.e. engagement), as well as behavior (i.e. performance). More specifically, our results show that students' increases/decreases in self-efficacy were related to corresponding increases/decreases in their study engagement and task performance over time. Examining the consequences of changes in students' self-efficacy levels seems promising, both for research and practice.

Upregulation of brain utrophin does not rescue behavioral alterations in dystrophin-deficient mice.

Dystrophin, the protein responsible for X-linked Duchenne muscular dystrophy (DMD), is normally expressed in both muscle and brain, which explains that its loss also leads to cognitive deficits. The utrophin protein, an autosomal homolog, is a natural candidate for dystrophin replacement in patients. Pharmacological upregulation of endogenous utrophin improves muscle physiology in dystrophin-deficient mdx mice, and represents a potential therapeutic tool that has the advantage of allowing delivery to various organs following peripheral injections. Whether this could alleviate cognitive deficits, however, has not been explored. Here, we first investigated basal expression of all utrophins and dystrophins in the brain of mdx mice and found no evidence for spontaneous compensation by utrophins. Then, we show that systemic chronic, spaced injections of arginine butyrate (AB) alleviate muscle alterations and upregulate utrophin expression in the adult brain of mdx mice. AB selectively upregulated brain utrophin Up395, while reducing expression of Up113 and Up71. This, however, was not associated with a significant improvement of behavioral functions typically affected in mdx mice, which include exploration, emotional reactivity, spatial and fear memories. We suggest that AB did not overcome behavioral and cognitive dysfunctions because the regional and cellular expression of utrophins did not coincide with dystrophin expression in untreated mice, nor did it in AB-treated mice. While treatments based on the modulation of utrophin may alleviate DMD phenotypes in certain organs and tissues that coexpress dystrophins and utrophins in the same cells, improvement of cognitive functions would likely require acting on specific dystrophin-dependent mechanisms.