No abstract

Background: The study of the immune system has been approached using two separate paths, the biological immune system and the behavioral immune system. Recently, Gangestad and Grebe proposed a unique integrated compensatory immune system, where both systems work together and one of them could compensate for the other when necessary. However, few studies have confirmed the existence of this integrated compensatory immune system. Our study represents an attempt to explore the existence of this unique immune system, investigating if the behavioral immune system variables increase when the biological immune system weakens with age. Material and Methods. The cross-sectional design study was made up of a final sample of 1108 participants (45.2% men and 54.2 women) aged 18–64 years. The younger group (18–21 years) was made up of students, whilst the older groups (22 to 64 years) were composed by their relatives and acquaintances, following the snow ball process. The participants completed the Perceived Vulnerability to Disease Questionnaire that assesses perceived infectability and germ aversion. Correlations, analyses of variance (ANOVAs), and independent group comparisons were performed. These analyses showed the relationships between the variables studied, the effects of age and gender in perceived infectability and germ aversion, and the differences that perceived infectability and germ aversion presented in different age-groups separated by gender. Results: A pattern emerged where germ aversion increases as both men and women get older, but perceived infectability decreases up to the age of 50, and then it increases in women from that age onward. Gender differences are only significant in younger participants, with women having higher scores than men in both variables. Conclusion: The results partially support the existence of a unique integrated compensatory biological/behavioral immune system.

No abstract

No abstract

The aim of the study is to evaluate the effects of a workplace bullying intervention based on the training of middle managers regarding bullying awareness, the consequences of bullying, strategies in conflict resolution and mediation/negotiation abilities. Overall, 142 randomly selected middle managers participated in the study. First, participants completed an information record and two scales assessing bullying strategies, role conflict and role ambiguity. The last two scales were completed again in a second phase three months after the intervention had finished. The intervention produced a decrease in the following bullying strategies: effects on self-expression and communication, effects on personal reputation and effects on occupational situation and quality of life, with all of the mentioned bullying strategies being suffered by part of the sample. In addition, the conflict role decreased in the group which received the intervention. Moreover, the decrease in the effects of the bullying strategy effects on occupational situation and quality of life was especially important in managers with higher responsibilities within the workplace. Results are discussed in the framework that (1) leadership practices and, more specifically, conflict resolution skills are strongly responsible for bullying at work; and (2) the importance of intervening in the early stages of the bullying process as a key element in the correction, but also as a potential prevention element, of bullying in the workplace.