No abstract

Intestinal inflammation induces alterations of the gut microbiota and promotes overgrowth of the enteric pathogen Salmonella enterica by largely unknown mechanisms. Here, we identified a host factor involved in this process. Specifically, the C-type lectin RegIIIβ is strongly upregulated during mucosal infection and released into the gut lumen. In vitro, RegIIIβ kills diverse commensal gut bacteria but not Salmonella enterica subspecies I serovar Typhimurium (S. Typhimurium). Protection of the pathogen was attributable to its specific cell envelope structure. Co-infection experiments with an avirulent S. Typhimurium mutant and a RegIIIβ-sensitive commensal E. coli strain demonstrated that feeding of RegIIIβ was sufficient for suppressing commensals in the absence of all other changes inflicted by mucosal disease. These data suggest that RegIIIβ production by the host can promote S. Typhimurium infection by eliminating inhibitory gut microbiota.

Personnel selection procedures such as assessment centers, structured interviews, and personality inventories are useful predictors of candidates' job performance. In addition to existing explanations for their criterion-related validity, we suggest that candidates' ability to identify the criteria used to evaluate their performance during a selection procedure contributes to the criterionrelated validity of these procedures. Conceptually, the ability to identify criteria can be framed in the broader literature on peoples' ability to read situational cues. We draw on both theory and empirical research to outline the potential this ability has to account for selection results and job performance outcomes. Finally, implications for future research are presented.

The current study tested whether candidates' ability to identify the targeted interview dimensions fosters their interview success as well as the interviews' convergent and discriminant validity. Ninety-two interviewees participated in a simulated structured interview developed to measure three different dimensions. In line with the hypotheses, interviewees who were more proficient at identifying the targeted dimensions received better evaluations. Furthermore, interviewees' ability to identify these evaluation criteria accounted for substantial variance in predicting their performance even after controlling for cognitive ability. Finally, the interviewer ratings showed poor discriminant and convergent validity. However, we found some support for the hypothesis that the quality of the interviewer ratings improves when one only considers ratings from questions for which interviewees had correctly identified the intended dimensions.