Tulane University

About: Tulane University is a education organization based out in New Orleans, Louisiana, United States. It is known for research contribution in the topics: Population & Blood pressure. The organization has 24478 authors who have published 47205 publications receiving 1944993 citations. The organization is also known as: University of Louisiana.

Citizenship Behavior and Social Exchange

Abstract: This article develops and empirically examines a social exchange model of organizational citizenship behavior. An employee's trust in a supervisor is proposed to mediate the relationship between procedural fairness in the supervisor's decision making and employee citizenship. Data from 475 hospital employees and their supervisors were consistent with our model. We discuss future research directions.

A Tyrosine Kinase Created by Fusion of the PDGFRA and FIP1L1 Genes as a Therapeutic Target of Imatinib in Idiopathic Hypereosinophilic Syndrome

Abstract: Background Idiopathic hypereosinophilic syndrome involves a prolonged state of eosinophilia associated with organ dysfunction. It is of unknown cause. Recent reports of responses to imatinib in patients with the syndrome suggested that an activated kinase such as ABL, platelet-derived growth factor receptor (PDGFR), or KIT, all of which are inhibited by imatinib, might be the cause. Methods We treated 11 patients with the hypereosinophilic syndrome with imatinib and identified the molecular basis for the response. Results Nine of the 11 patients treated with imatinib had responses lasting more than three months in which the eosinophil count returned to normal. One such patient had a complex chromosomal abnormality, leading to the identification of a fusion of the Fip1-like 1 (FIP1L1) gene to the PDGFRα (PDGFRA) gene generated by an interstitial deletion on chromosome 4q12. FIP1L1-PDGFRα is a constitutively activated tyrosine kinase that transforms hematopoietic cells and is inhibited by imatinib (50 perce...

Meta-Analysis of Experiments With Matched Groups or Repeated Measures Designs

Abstract: Tests for experiments with matched groups or repeated measures designs use error terms that involve the correlation between the measures as well as the variance of the data. The larger the correlation between the measures, the smaller the error and the larger the test statistic. If an effect size is computed from the test statistic without taking the correlation between the measures into account, effect size will be overestimated . Procedures for computing effect size appropriately from matched groups or repeated measures designs are discussed. The purpose of this article is to address issues that arise when meta-analyses are conducted on experiments with matched groups or repeated measures designs. It should be made clear at the outset that although this article pertains to metaanalyses of experiments with correlated measures, it does not pertain to meta-analyses of correlations. Such experimental designs, often called matched groups designs or designs with repeated measures, we call correlated designs (CDs), and their analysis is decidedly different from that of the independent groups designs (IGDs). The matched groups design in its simplest form occurs when subjects are matched on some variable and then randomly assigned by matched pairs to experimental and control conditions. The correlation for this type of CD is the correlation between experimental and control scores across matched pairs. The second type of CD is the repeated measures design, which in its simplest form tests the same subject under both experimental and control conditions, usually in random or counterbalanced orders to minimize carryover. The correlation of importance here is the correlation that commonly occurs between the repeated measures, and this correlation is often quite high in human research.

The core self‐evaluations scale: development of a measure

Abstract: Despite an emerging body of research on a personality trait termed core self-evaluations, the trait continues to be measured indirectly. The present study reported the results of a series of studies that developed and tested the validity of the Core Self-Evaluations Scale (CSES), a direct and relatively brief measure of the trait. Results indicated that the 12-item CSES was reliable, displayed a unitary factor structure, correlated significantly with job satisfaction, job performance, and life satisfaction, and had validity equal to that of an optimal weighting of the 4 specific core traits (self-esteem, generalized self-efficacy, neuroti-cism, and locus of control), and incremental validity over the 5-factor model. Overall, results suggest that the CSES is a valid measure that should prove useful in applied psychology research.