Aneuploidy is frequently seen in leukemia and myelodysplasia (MDS) but was thought to be uncommon in aplastic anemia (AA). We examined marrow cells from 96 unselected patients with bone marrow failure syndromes to assess the frequency of undetected aneuploidy for chromosomes 7 and 8 by fluorescence in situ hybridization (FISH) as compared to routine cytogenetic analysis. Twenty‐eight percent (27/96) of patients had an abnormal karyotype. FISH identified an additional 27 patients with undetected monosomy 7 or trisomy 8. Those patients with undetected monosomy 7 generally had a poor clinical outcome, suffering from lack of response to medical therapy or early death. In one AA/MDS patient with normal cytogenetics, FISH identified a large population of monosomy 7 cells, which clearly heralded a clinical relapse. In another patient, FISH studies were used to delineate instability of chromosome 8, with apparent disease progression from AA to MDS. We conclude that undetected aneuploidy exists in marrow cells of a significant percentage of patients with bone marrow failure syndromes. Am. J. Hematol. 76:220–224, 2004. Published 2004 Wiley‐Liss, Inc.

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The Problem. Human resource development (HRD) scholars and practitioners alike are faced with the challenging task of accounting for the variables that influence the efficacy of the person in the workplace. Without a better understanding of the nature of the relationships between cognition and affect within the work domain, practitioners continue to struggle with accurately understanding how an individual's motivational regulation impacts work intentions and organizational performance. The Solution. This study aims to provide new information on the mediating role state-specific affect plays in workplace-specific motivational outlooks to aid scholars and practitioners in more effectively diagnosing performance deficiencies, as well as influencing the selection and design of more-appropriate and sustainable performance improving interventions. The Stakeholders. Professionals in positions of power and influence are tasked with leading their people to meet organizational goals and outcomes. Without consideration of the various factors that may influence employee behaviors, such as motivational outlooks and state affect, leaders risk misappropriating valuable resources, such as time and energy.

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Former Secretary of Labor Robert Reich (Reich, 1993) proposed that the pronouns employees use to describe their organization reveal information about their levels of engagement and affective commitment at work. In particular, he predicted that employees who describe their organization using the pronoun “we” are more engaged and committed than those who use the pronoun “they” in describing their organization. Reich's proposal has intuitive appeal and has been repeated in popular press accounts, but the accuracy of his prediction has not been empirically evaluated. In this article, we systematically examine the “Reich test” and find that the gender of the respondent is an important boundary condition to Reich's prediction. That is, our findings suggest that use of the pronoun “we” may serve as a predictor of work engagement and affective commitment for men, but not for women. We discuss the implications of these findings and the promise of exploring employees' linguistic indicators to understand social, affective, and cognitive psychological processes.