scholarly journals Malnutrition in Orthopaedic Sports Medicine: A Review of the Current Literature

2020 ◽  
Vol 13 (1) ◽  
pp. 65-70
Author(s):  
Jihoon T. Choi ◽  
Brandon Yoshida ◽  
Omid Jalali ◽  
George F. Hatch
Keyword(s):  
Athletic Performance ◽  
Sports Medicine ◽  
Performance Outcomes ◽  
Nutritional Supplementation ◽  
Nutritional Deficiencies ◽  
Future Research ◽  
Level Of Evidence ◽  
Injury Rates ◽  
Orthopaedic Literature ◽  
And Performance

Context: Malnutrition is well-studied in various aspects of the orthopaedic literature, most commonly in relation to arthroplasty, spine surgery, and trauma. However, the management of nutritional deficiencies is commonly overlooked among orthopaedic sports medicine providers. The purpose of this article is to analyze the available sports medicine literature to review the associations between malnutrition and the management of orthopaedic sports medicine patients from a treatment and performance standpoint. Evidence Acquisition: PubMed was searched for relevant articles published from 1979 to 2019. Study Design: Clinical review. Level of Evidence: Level 4. Results: Few studies exist on the implications of macronutrient deficiencies specific to orthopaedic sports medicine procedures. Interestingly, micronutrient disorders—namely, hypovitaminosis D and iron deficiency—have been well studied and may lead to worse postoperative outcomes, injury rates, and athletic performance. Nutritional supplementation to correct such deficiencies has been shown to mitigate these effects, though further study is required. Conclusion: Nutritional deficiencies are highly prevalent in orthopaedic sports medicine patients, and practitioners should be aware of their potential effects on treatment and performance outcomes. Management of such deficiencies and their effect on surgical patients remain an area of potential future research. Future studies are warranted in order to explore the potential therapeutic role of nutritional supplementation to prevent complications after common orthopaedic sports medicine procedures, improve athletic performance, and reduce injury rates.

scholarly journals Medications for Sleep Schedule Adjustments in Athletes

2017 ◽  
Vol 10 (1) ◽  
pp. 35-39 ◽  
Author(s):  
Matthew B. Baird ◽  
Irfan M. Asif
Keyword(s):  
Circadian Rhythm ◽  
Clinical Review ◽  
Sports Medicine ◽  
Sports Performance ◽  
Level Of Evidence ◽  
Shift Workers ◽  
Sleep Schedule ◽  
And Performance ◽  
Pharmacologic Agents ◽  
Level 2

Context: Sleep schedule adjustments are common requirements of modern-day athletes. Many nonpharmacologic and pharmacologic strategies exist to facilitate circadian rhythm shifts to maximize alertness and performance during competition. This review summarizes the evidence for commonly used pharmacologic agents and presents recommendations for the sports medicine provider. Evidence Acquisition: MEDLINE searches were performed using the following keywords: sleep aids, circadian rhythm adjustment, athletes and sleep, caffeine and sports, melatonin and athletes, and sleep aids and sports. Pertinent articles were extracted and discussed. Study Design: Clinical review. Level of Evidence: Level 2. Results: There are very few available studies investigating pharmacologic sleep aids in athletes. Data from studies involving shift workers and airline personnel are more abundant and were used to formulate recommendations and conclusions. Conclusion: Melatonin, caffeine, and nonbenzodiazepine sleep aids have a role in facilitating sleep schedule changes in athletes and maximizing sports performance through sleep enhancement.

scholarly journals Psychometric Properties of the Stress Control Mindset Measure in University Students from Australia and the UK

2019 ◽  
Author(s):  
Jacob J Keech ◽  
Sheina Orbell ◽  
Martin S Hagger ◽  
Frances O'Callaghan ◽  
Kyra Hamilton
Keyword(s):  
Psychometric Properties ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Performance Outcomes ◽  
Future Research ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Stress Control ◽  
Health And Wellbeing ◽  
And Performance

Introduction: Beliefs about the consequences of stress, stress mindsets, are associated with health and performance outcomes under stress. This article reports the development and examination of the psychometric properties of a measure of stress mindset: The Stress Control Mindset Measure (SCMM). The measure is consistent with theory on mindsets about self-attributes and conceptualizes stress mindset as the extent to which individuals endorse beliefs that stress can be enhancing. Methods: The study adopted a correlational cross-sectional survey design in two student samples. Undergraduate students from an Australian university (Sample 1, N = 218) and a UK university (Sample 2, N = 214) completed the SCMM and measures of health and wellbeing outcomes. Results: Confirmatory factor analyses supported a four-factor structure and strict measurement invariance across samples (ΔCFI < .01). Reliability, convergent validity, discriminant validity, and concurrent validity of the overall SCMM was supported in both samples. Incremental validity was supported for most outcomes, accounting for significantly more variance (between 2.2% and 5.9%) in health and wellbeing outcomes than an existing measure. Conclusions: Current data provide preliminary support for the SCMM as a reliable and valid measure with good psychometric properties and theoretically consistent relations with health outcomes under stress. Findings provide initial evidence supporting the potential utility of the SCMM in future research examining relations between stress mindsets and health and performance outcomes.

Performance management to enhance employee engagement for corporate sustainability

2016 ◽  
Vol 8 (1) ◽  
pp. 84-102 ◽  
Author(s):  
Molraudee Saratun
Keyword(s):  
Performance Management ◽  
Employee Engagement ◽  
Practical Implication ◽  
Corporate Sustainability ◽  
Performance Outcomes ◽  
Future Research ◽  
Content Type ◽  
Psychological Conditions ◽  
Contextual Elements ◽  
And Performance

Purpose – The purpose of this paper is to examine literature in order to explore the reasons why performance management (PM) positively affects employee engagement (EE) as well as how PM should be conducted to achieve EE. It also provides future research suggestions. Design/methodology/approach – Derived from substantial literature review, approaches describing how three PM processes (performance agreement, on-going feedback, and performance evaluation) can enhance EE are discussed. Findings – Throughout the three PM processes, the following should be applied to foster EE: employee development facilitation and support, employee involvement, trust, and justice. In order to have a PM system achieve EE, the broad context and culture of organizations may have to change to be sustainability oriented. Research limitations/implications – Future research can test possible associations between a set of integrated PM activities and Kahn’s (1990) concept of three psychological conditions (meaningfulness, availability, and safety), leading to EE, and eventually sustainable corporate performance outcomes. Research examining associations between particular preceding sustainable contextual elements and PM, leading to engagement, also deserves attention. Practical implications – One practical implication of this paper is that it may provide possible guidance to managers seeking to engage their employees when managing their performance, and increase awareness of potential constraints created by non-sustainable contextual elements. Originality/value – This paper fulfills a need to explore how PM can be conducted to achieve EE, which is still scarce in current literature and research. The paper offers a holistic perspective that sustainable contexts in organizations are also needed, if PM to engage employees will flourish.

scholarly journals MULTIPLE-UNIT FRANCHISING AND PERFORMANCE OUTCOMES

2013 ◽  
Vol 14 (Supplement_1) ◽  
pp. S279-S312 ◽  
Author(s):  
Kelli Bodey ◽  
Scott Weaven ◽  
Debra Grace
Keyword(s):  
Research Direction ◽  
Performance Outcomes ◽  
Future Research ◽  
Governance Structures ◽  
Growth System ◽  
Managerial Implications ◽  
Wide Adaptation ◽  
Multiple Unit ◽  
And Performance ◽  
The Impact

The economic and social contribution of franchising is widely reported. Although, most studies have examined franchising from the single-unit typology, multiple-unit franchising is found to be a popular and pervasive retailing strategy throughout the world. Despite this, there is a paucity of prior research examining the factors influencing the achievement of the four franchising imperatives. This represents an important gapin the organizational choice literature. Therefore, this study empirically examines the impact of the four franchising imperatives (i.e. unit growth, system uniformity, local responsiveness and system wide adaptation) (Bradach 1995) upon franchise system operational performance across the four key governance structures (i.e. master franchising, area development franchising, area representative franchising and incremental franchising). Based on a sample of 347 Australian franchisors, the findings indicate that there are significant differences in the way in which three of the four imperatives (i.e. unit growth, system uniformity and system-wide adaptation) impact on performance across different governance structures. Practical and managerial implications and future research direction are discussed.

Service Orientation of a Retailer's Business Strategy: Dimensions, Antecedents, and Performance Outcomes

2002 ◽  
Vol 66 (4) ◽  
pp. 86-101 ◽  
Author(s):  
Christian Homburg ◽  
Wayne D. Hoyer ◽  
Martin Fassnacht
Keyword(s):  
Business Strategy ◽  
The United States ◽  
Performance Outcomes ◽  
Future Research ◽  
Service Orientation ◽  
Important Research ◽  
Research Attention ◽  
Research Issues ◽  
Service Oriented ◽  
And Performance

Augmenting products with services is a major way retailers have of gaining differentiation in today's competitive market. Despite its importance, this topic has received relatively little research attention. Unlike previous research, this study adopts a more comprehensive perspective on retail services by examining three important research gaps related to a service-oriented business strategy: First, the authors elaborate on the dimensions of a service-oriented business strategy and introduce a new measure of this strategy. Second, the authors examine the antecedents of a service-oriented business strategy. In practice, there appears to be considerable variability in terms of the extent to which retailers demonstrate a service orientation, but there is a major gap in the understanding of what factors influence this orientation. Third, the authors investigate the neglected link between a service-oriented business strategy and performance outcomes. To examine these three important areas, the authors conducted an empirical study of clothing and furniture retailers in both the United States and Germany. This study provides evidence for the proposed conceptualization of a service-oriented business strategy. The authors also find that the investigated antecedents account for some variance of a service-oriented business strategy, which in turn positively affects company performance in the market and thereby profitability. Furthermore, the authors discuss several important research issues as well as managerial implications and future research avenues.

Talent and Teams

2017 ◽  
Author(s):  
Rebecca R. Kehoe ◽  
Blythe L. Rosikiewicz ◽  
Daniel Tzabbar
Keyword(s):  
Performance Outcomes ◽  
Integrative Review ◽  
Future Research ◽  
Boundary Spanners ◽  
Interpersonal Influences ◽  
External Resources ◽  
Team Environment ◽  
And Performance ◽  
Environment Influence

We provide an integrative review of extant research related to talent (i.e., stars) in the team context. Beginning with a focus an the influences of stars on teams, we review research on stars’ roles as boundary spanners, in which stars may leverage their favorable network positions to enhance their teams’ access to external resources. We then examine stars’ interpersonal influences within teams, which can be positive (e.g., collaboration and mentoring) or negative (e.g., imposing constraints on colleagues’ opportunities). In the second section, we focus on the effects of the team context on stars. Here, we examine how characteristics of the team environment influence the value of stars’ contributions. We then examine the effects of complementarity and redundancy resources on stars’ behavioral propensities and performance outcomes. Finally, we draw on patterns of findings in the extant research we reviewed to identify critical directions for future research on stars and teams.

scholarly journals Toward better understanding developmental reflection differences for use in management development research and practice

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Todd Maurer ◽  
Nikolaos Dimotakis ◽  
Greg Hardt ◽  
A.J. Corner
Keyword(s):  
Psychometric Testing ◽  
Personal Characteristics ◽  
Performance Outcomes ◽  
Future Research ◽  
Leadership Responsibilities ◽  
Content Type ◽  
Research And Practice ◽  
Testing Sample ◽  
Structure Reliability ◽  
And Performance

PurposeWe introduce a new approach to developmental reflection in which the focus is on differences in how people reflect. When reflecting on challenging experiences, people achieve better development when they tend to look for causes of what happened within changeable personal characteristics, and they subsequently focus on the improvement of those personal characteristics.Design/methodology/approachSupervisors and subordinates with leadership responsibilities in diverse jobs in varied industries provided survey data (444 individuals in a psychometric testing sample, and 419 paired subordinate/supervisor dyads in a model-testing sample).FindingsThe reflection difference construct had the expected factor structure, reliability, and was distinguishable from eight conceptually related variables in the literature. Reflection differences were predicted by the theoretically relevant job, person, and situational variables and were associated with development and performance outcomes.Practical implicationsThe reflection construct might be used for prediction to identify the individuals who are likely to get the most from challenging experiences and improve. Further, by identifying predictors of reflection, ideas for enhancing reflection are provided. Also, by uncovering specific underlying dimensionality of reflection, this offers specific targets for interventions beyond generally encouraging people to reflect.Originality/valueThis study establishes support for: (1) the new theoretical framing of reflection differences, (2) a new preliminary model of antecedents and outcomes, and (3) an initial scale for future research and practice that can be more explicit about understanding and addressing underlying differences in how people reflect.

International experiential diversity and performance at project organizations

2011 ◽  
Vol 1 (3) ◽  
pp. 267-283 ◽  
Author(s):  
Winfried Ruigrok ◽  
Peder Greve ◽  
Martin Engeler
Keyword(s):  
Team Performance ◽  
Performance Outcomes ◽  
Project Team ◽  
Project Teams ◽  
Future Research ◽  
Content Type ◽  
Project Organizations ◽  
And Performance ◽  
Using Data ◽  
The Impact

PurposeThe purpose of this paper is to shed new light on the link between diversity in project teams and team performance by examining the effects of players’ international career diversity on the performance of national football teams.Design/methodology/approachThe paper draws upon the literature on project organizations and experiential diversity in teams. Using data on players’ international career backgrounds and team performance from the FIFA World Cup 2006, the authors test two hypotheses linking experiential diversity in teams and a measure of relative team performance. The dataset includes detailed individual background profiles of the 736 participating players and performance data from the 64 games played at the tournament.FindingsThe findings suggest that different types of experiential diversity have contrasting effects on team performance in a time‐limited project team setting.Research limitations/implicationsThese findings encourage team diversity researchers to further examine the impact of experiential diversity in teams on team process and performance outcomes in future research.Practical implicationsThe findings particularly highlight the need to carefully manage experiential diversity in project team settings in order to benefit from access to diverse tacit resources, while at the same time avoiding that the integrative capacities of teams becoming overstretched.Originality/valueThe paper is a step towards a better understanding of how diversity of individual career backgrounds affects team performance outcomes in project teams.

scholarly journals Energy Drinks and Sports Performance, Cardiovascular Risk, and Genetic Associations; Future Prospects

Nutrients ◽  
2021 ◽  
Vol 13 (3) ◽  
pp. 715
Author(s):  
Jorge Gutiérrez-Hellín ◽  
David Varillas-Delgado
Keyword(s):  
Cardiovascular Risk ◽  
Athletic Performance ◽  
Energy Drinks ◽  
Energy Drink ◽  
Future Research ◽  
Genetic Associations ◽  
Future Prospects ◽  
Beneficial Effects ◽  
Regular Consumption ◽  
And Performance

The consumption of energy drinks (e.g., containing caffeine and taurine) has increased over the last decade among adolescents and athletes to enhance their cognitive level and improve intellectual and athletic performance. Numerous studies have shown that drinking moderate doses of such drinks produces beneficial effects, as they considerably boost the sporting performance of elite athletes in various sports, including both endurance and explosive events. However, apart from their ergogenic effects, the regular consumption of energy drinks also increases blood pressure and consequently incites problems such as hypertension, tachycardia, and nervousness, all of which can lead to cardiovascular disorders. A potential positive correlation between genetics and the moderate consumption of energy drinks and athletic performance has recently been reported; notwithstanding, a better understanding of the genetic variants involved in metabolism is a key area for future research to optimize the dose of energy drink consumed and obtain the maximal ergogenic effect in elite sports. The aim of this literature review, therefore, is to present the results of recent studies, classifying them according to the differences in the associations between energy drinks and: (i) Athletic performance; (ii) cardiovascular risk factors while practicing sports; and (iii) genetic associations and future prospects between the consumption of energy drinks and performance.

scholarly journals Impact of Workplace Diversity on Employee Performance

2019 ◽  
Vol 1 (2) ◽  
pp. 31-43
Author(s):  
Juliana Serwaa Andoh ◽  
Benjamin Ghansah ◽  
Joy Nana Okogun-Odompley ◽  
Ben-Bright Benuwa
Keyword(s):  
Employee Performance ◽  
Educational Background ◽  
Performance Outcomes ◽  
Future Research ◽  
Workplace Diversity ◽  
Future Research Directions ◽  
And Performance ◽  
University Leaders ◽  
The Relationship ◽  
Educational Diversity

The authors explore how the milieu of workplace diversity affects the relationship between employee and performance. In particular, we theorize and empirically examine the moderating effects of four (4) categories of diversity context variables: age, gender, ethnicity, and educational background. The authors perform analyses on 175 out of 320 respondents consisting of academic and administrative staff of four selected private universities in Ghana. The results showed, for example, that workplace diversity has an overall influence on employee performance, however, educational diversity has more effect on employee performance in the universities compared to the other competing variables used in this study. Age and educational diversity had a significant impact on employee performance in the universities whilst gender and ethnicity diversity had no influence on their performance. We discuss future research directions regarding diversity, workgroup context, and performance outcomes and outline some recommendations for administrators and university leaders.

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