Multiple comparisons in two-factor testing of psychophysical thresholds by the delta test method

We propose an algorithm of multiple comparisons in two-factor testing of psychophysical thresholds. We use logistic regression combined with guessing rate and adopt the step-down procedure with Ryan–Einot–Gabriel–Welsch (REGW) significance levels for multiple test. We test hypotheses of main effects and interaction in two-factor problem by using the delta test statistics.     

Adaptation and validation of the Japanese version of the Gambling Urge Scale

In Japan, accurately assessing and targeting gambling urges is important for the treatment of gambling disorder because people are constantly exposed to external triggers that elicit gambling urges. However, a valid measure that assesses gambling urges has not been adequately established. Therefore, the purpose of this study was to examine the psychometric properties of the Japanese version of the Gambling Urge Scale (GUS-J), which is a well-known valid 6-item instrument in English-speaking countries. Two hundred and thirty-nine participants completed questionnaires, 86 of which met the criteria for a probable gambling disorder. As with the original GUS, the GUS-J was demonstrated to be a one-factor model that accounted for 63.82% of the total item variance, with all items demonstrating loadings of .40 or higher. With regard to reliability, the GUS-J showed good internal consistency (α = .88). Furthermore, validity based on evidence of relationships with other variables, especially convergent and concurrent validity of the GUS-J, were supported by several analyses that examined hypotheses based on previous findings. In conclusion, this study showed that the GUS-J has good psychometric properties as an assessment tool for gambling urges in Japanese people and it will be useful for future clinical practice and research.     

Optimal clutch size of the chestnut gall-wasp,Dryocosmus kuriphilus yasumatsu (Hymenoptera: Cynipidae)

Summary Optimal clutch size of the chestnut gall-wasp,Dryocosmus kuriphilus Yasumatsu (Hymenoptera: Cynipidae), was examined in galls on wild and resistant chestnut trees in 1988 and 1989. The rate of escape success of newly-emerged adults from galls was an average of 60%, irrespective of cell numbers per gall. Dry mass per cell of a gall (as an index of nutritive condition) decreased with increasing cell number per gall, but was proportional to the mean number of mature eggs of new adults per gall. The number of cells per gall that occurred most frequently did not agree with that attained by the maximum survival rate from young larva to adult emergence of the gall-wasp. This discrepancy was examined from the viewpoint of three factors: 1) quality of offspring, 2) defensive response of the host plant causing mortality of the gall-wasp before cell formation, and 3) fitness per gall vs. fitness per egg. It is concluded that the third factor is most likely to be the one best in explaining the discrepancy.     

Increasing flexibility in shiftwork arrangements

Abstract

Renewed interest in increasing flexibility in working time arrangements derives from both social and economic changes. The dominant reasons for greater flexibility in shiftwork arrangements relate to diverse business demands resulting from competitive pressures and rapid technological change, modern workers' personal preferences about the timing of work, and the reduction in hours of work. Many new patterns are applied to meet these demands. A review of innovative patterns reveals their close link with shorter working hours and diversifying career needs. Typical patterns include (a) hours averaging schemes, (b) flexible daily hours, (c) individualized free time schemes. (d) flexitime plus shift systems, (e) a combination of full-time and part-time systems, (f) job sharing, (g) temporary transfer to day work, and (h) career break schemes. Attention is drawn to multi-skilling of workers associated with more independent responsibility and closer communication. Changes to a flexible pattern are usually a result of consultations that respond to the conflicting interests of employers and workers. Support is necessary for a process of informed joint planning. Particularly useful are: (1) identification of operational demands and individual preferences about increasing flexibility in work schedules; (2) presentation of available options with information on implications for workers' health and social life; and (3) facilitating training and group consultation. The adjustments required depend greatly on how the tasks of individual workers are reorganized. In increasing the flexibility of shift schedules, it is important to learn from positive experiences of joint optimization of work content and working time arrangements.     

Trends in the participatory process of changing shiftwork arrangements

Abstract

A recent survey by the International Labour Office on changing shiftwork arrangements showed that there were three essential steps commonly taken in the change process in different countries. They could be identified as: (1) group study of operational requirements and workers' needs; (2) establishing feasible options; and (3) consensus building while acting on conflicting interests. The change process was more successful when it was provided with concrete support. Attention is drawn to three major aspects of such support: (a) gathering data about operational requirements of the enterprise and workers' needs and preferences (by applying practical methods such as questionnaire surveys, interviews, group discussion and workshops); (b) support for the participatory development of plans for new arrangements (by organizing a group involving workers' representatives); and (c) training support for facilitating the group work and bargaining required for consensus building. Locally adapted training support is necessary particularly about: (1) understanding shiftwork effects and generally accepted guidelines; (2) how to find feasible options based on gathered data and these guidelines; and (3) how to cope with shiftwork. Thus support from people experienced in facilitating the well-informed, participatory process of change will need to be developed for promoting the improvement of shiftworking conditions.     

The correlation between highly sensitive C-reactive protein levels and erectile function among men with late-onset hypogonadism

We investigated the correlation between highly sensitive C-reactive protein (hs-CRP) levels and erectile function, and assessed the clinical role of hs-CRP levels in men with late-onset hypogonadism (LOH) syndrome. For 77 participants, we assessed Sexual Health Inventory for men (SHIM) score, Aging Male Symptoms (AMS) score and International Prostate Symptom Score (IPSS). We also evaluated free testosterone (FT), hs-CRP, total cholesterol, triglyceride levels, high density lipoprotein cholesterol, hemoglobin A1c, body mass index, waist size and blood pressure. We attempted to identify parameters correlated with SHIM score and to determine the factors affecting cardiovascular risk based on hs-CRP levels. A Spearman rank correlation test revealed that age, AMS score, IPSS and hs-CRP levels were significantly correlated with SHIM score. Age-adjusted analysis revealed that hs-CRP and IPSS were the independent factors affecting SHIM score (r=??0.304 and ?0.322, respectively). Seventeen patients belonged to the moderate to high risk group for cardiovascular disease, whereas the remaining 60 belonged to the low risk group. Age, FT value and SHIM score showed significant differences between the two groups. A multivariate regression analysis demonstrated that SHIM score was an independent factor affecting cardiovascular risk (OR: 0.796; 95%CI: 0.637–0.995).     

Increasing flexibility in shiftwork arrangements

Renewed interest in increasing flexibility in working time arrangements derives from both social and economic changes. The dominant reasons for greater flexibility in shiftwork arrangements relate to diverse business demands resulting from competitive pressures and rapid technological change, modern workers' personal preferences about the timing of work, and the reduction in hours of work. Many new patterns are applied to meet these demands. A review of innovative patterns reveals their close link with shorter working hours and diversifying career needs. Typical patterns include (a) hours averaging schemes, (b) flexible daily hours, (c) individualized free time schemes. (d) flexitime plus shift systems, (e) a combination of full-time and part-time systems, (f) job sharing, (g) temporary transfer to day work, and (h) career break schemes. Attention is drawn to multi-skilling of workers associated with more independent responsibility and closer communication. Changes to a flexible pattern are usually a result of consultations that respond to the conflicting interests of employers and workers. Support is necessary for a process of informed joint planning. Particularly useful are: (1) identification of operational demands and individual preferences about increasing flexibility in work schedules; (2) presentation of available options with information on implications for workers' health and social life; and (3) facilitating training and group consultation. The adjustments required depend greatly on how the tasks of individual workers are reorganized. In increasing the flexibility of shift schedules, it is important to learn from positive experiences of joint optimization of work content and working time arrangements.