We examined possible explanations for the underrepresentation of women among university faculty, in two different national contexts. In the Netherlands, a sample of doctoral students (N = 132) revealed no gender differences in work commitment or work satisfaction. Faculty members in the same university (N = 179), however, perceived female students to be less committed to their work and female faculty endorsed these gender-stereotypical perceptions most strongly. A second study, in Italy, replicated and extended these findings. Again, no gender differences were obtained in the self-descriptions of male and female doctoral students (N = 80), while especially the female faculty (N = 93) perceived female students as less committed to their work than male students. Additional measures supported an explanation in social identity terms, according to which individual upward mobility (i.e. of female faculty) implies distancing the self from the group stereotype which not only involves perceiving the self as a non-prototypical group member, but may also elicit stereotypical views of other in-group members.'Women in science: why so few?' was the title under which, in 1965, Alice Rossi addressed the relative absence of women who pursued academic careers at the university. Today, over 35 years later, we can still pose that same question. The pervasiveness of this phenomenon is illustrated by data showing that the current proportion of female faculty in universities across the world almost never exceeds 25%

Among a representative sample of the Dutch population (Study 1: N = 690), careeroriented and team-oriented commitment were assessed, in addition to affective organizational commitment (Meyer & Allen, 1991). Confirmatory factor analysis supported the proposed distinction between the 2 specific forms of commitment at the measurement level. Furthermore, the construct validity of team-oriented and career-oriented commitment as well as their differential implications were corroborated by self-reports of workrelated behavior 1 year later. The distinction between career-oriented and team-oriented commitment was then cross-validated in a 2nd study, among employees of a financial service organization in Belgium (TV = 287), in which the constructs proved to be not only differentially related to self-reported behavior at work, but also predictive of performance ratings by superiors.The aim of the present study was to develop and validate a measure to distinguish career-oriented from teamoriented work commitment. We intended to examine whether these specific forms of commitment could be distinguished from each other at the measurement level and to investigate whether they were differentially related to self-reported as well as externally assessed indexes of work-related behavior. We first present results from a representative sample of the Dutch working population, relating measures of commitment taken at Time 1 to selfreported behavior at Time 2 (Study 1). Subsequently, we cross-validated and extended our findings by examining whether similar results would be obtained when self-reported commitment scores were related to external assessments of performance, with an independent sample consisting of employees of a financial service organization in Belgium (Study 2).In organizational theory and research, attempts to predict the behavior of individual workers in organizations have focused on organizational commitment as a crucial

Transplant recipients can be sensitized against allo-HLA antigens by previous transplantation, blood transfusion, or pregnancy. While there is growing awareness that multiple components of the immune system can act as effectors of the alloresponse, the role of infectious pathogen exposure in triggering sensitization and allograft rejection has remained a matter of much debate. Here, we describe that exposure to pathogens may enhance the immune response to allogeneic HLA antigens via different pathways. The potential role of allo-HLA cross-reactivity of virus-specific memory T cells, activation of innate immunity leading to a more efficient induction of the adaptive alloimmune response by antigen-presenting cells, and bystander activation of existing memory B cell activation will be discussed in this review.

T cells play a dual role in transplantation: They mediate transplant rejection and are crucial for virus control. Memory T cells generated in response to pathogens can cross‐react to alloantigen, a phenomenon called heterologous immunity. Virus‐specific CD8+ T cells cross‐reacting to donor‐alloantigen might affect alloimmune responses and hamper tolerance induction following transplantation. Here, we longitudinally studied these cross‐reactive cells in peripheral blood of 25 kidney transplant recipients with a cytomegalovirus and/or Epstein‐Barr virus infection. Cross‐reactive T cells were identified by flow cytometry as virus‐specific T cells that proliferate in response to donor cells in a mixed‐lymphocyte reaction. In 13 of 25 patients, we found cross‐reactivity to donor cells for at least 1 viral epitope before (n = 7) and/or after transplantation (n = 8). Cross‐reactive T cells were transiently present in the circulation, and their precursor frequency did not increase following transplantation or viral infection. Cross‐reactive T cells expressed interferon‐γ and CD107a in response to both alloantigen and viral peptide and resembled virus‐specific T cells in phenotype and function. Their presence was not associated with impaired renal function, proteinuria, or rejection. In conclusion, virus‐specific T cells that cross‐react to donor‐alloantigen are transiently detectable in the circulation of kidney transplant recipients.

Here, we provide a simple and easily implementable tool to document T lymphocyte subsets in the peripheral blood of head and neck cancer patients, which might be useful for prognosis and/or therapy response prediction.