Teresa Carvalho

Retinoic acid regulates aberrant nuclear localization of PML-RARα in acute promyelocytic leukemia cells

Acute promyelocytic leukemia (APL) is characterized by a specific t(15;17) translocation that fuses the retinoic acid receptor alpha (RAR alpha) to a novel gene product, PML. The involvement of RAR alpha is particularly intriguing in view of the efficient therapeutic effect of retinoic acid (RA) in this disease. In this report, we show that PML is specifically localized within a discrete subnuclear compartment corresponding to nuclear bodies recognized by patient autoimmune sera. In APL cells, the PML-RAR alpha hybrid displays an abnormal localization and directs RXR and other nuclear antigens into aberrant structures that are tightly bound to chromatin. This suggests that the hybrid could exert a dominant negative effect by diverting a subset of proteins from their natural sites of action. Interestingly, treatment of APL cells with RA induces a complete relocalization of each of these proteins. We propose that the beneficial role of RA in promoting myeloid differentiation in APL might be related to its ability to restore a normal subnuclear organization.

Gender, power and managerialism in universities

This article explores the role of senior managers in consolidating and interpreting new managerialism in higher education in Australia, South Africa and Portugal, and perceptions of potential effects on gender. The impact of managerialism on decision-making in Australia was increased centralisation with the Vice Chancellor operating as a Chief Executive Officer; in South Africa tension existed between collegial and managerial models evident in power struggles between Vice Chancellors and faculties, plus overt risk and strong political considerations; while in Portugal decision making remained collegial with Rectors seeing themselves as primus inter pares (first among equals). The major finding was that while women as senior managers had an increased capacity to impact on decision-making in managerial universities, mainly related to ‘soft’ management skills, these were not valued in a competitive management culture strongly focused on research output. Thus managerialism presents a great challenge for women in senior management in higher education.

New Public Management and ‘Middle Management’: How Do Deans Influence Institutional Policies?

Changes in governmental policies designed to restructure the Portuguese higher education system and its institutions are defined under the influence of New Public Management. In the Portuguese context, external pressures unduly influence attempts to create a new institutional environment. But the ways in which higher education institutions respond to external pressures are also dependent on internal processes and on actors’ actions. Thus, it is important to identify the main characteristics of the actors’ institutional power, as well as their capacity to participate in and influence institutional strategies. Amongst these actors, deans hold a key position. This chapter analyses the position, power and sphere of action of the Portuguese deans in relation to the strategies they develop to cope with increasing state-sponsored managerial pressures. The chapter is based on a qualitative study involving 26 interviews of deans and heads of departments from four Portuguese public higher education institutions.

Organizational Commitment: Toward a Different Understanding of the Ways People Feel Attached to Their Organizations

This paper aims to contribute to the understanding of the three‐dimensional model of organizational commitment proposed by Meyer and Allen (e.g., 1991). It focuses on whether continuance commitment should be considered one‐dimensional or bidimensional (low alternatives; high sacrifices). Whether affective commitment should be divided into two components (affective commitment; future in common) or if it should remain as a one‐dimensional construct is also discussed. The paper also considers a “new” factor identified by Rego (2003), which he named “psychological absence”, but which we denominated here as accommodating commitment. Besides the confirmatory factor analysis, the paper shows how four dimensions of organizational justice (distributive, procedural, interpersonal, and informational) explain organizational commitment. The sample comprises 366 individuals from 22 organizations operating in Portugal. The predictive value of the justice perceptions for both instrumental commitment components is quite weak, despite ranging from 25 per cent to 36 per cent for the other components. Procedural and interpersonal justice are the main predictors. The accommodating dimension improves the fit indices of the factorial model, but its meaning is not clear. It is also not clear whether one should consider it as a new component of commitment or whether its items should be removed from the measuring instruments. The findings suggest that some gains can be achieved in the partition of the affective and instrumental commitment, but further research is necessary to clarify the issue.

Gender Differences on Research: The perceptions and use of academic time

In the last years, the increasing pressure over higher education institutions to promote alternative non-state funding sources has lead to an increasing importance given to research and, more specifically to applied research. The notion that women dedicate less time to research may be seen in the new context, as a prominent threat for women to reach universities top positions. In this article, which draws from an exploratory study case of two public universities in Portugal, we examine whether there are gender differences on perceptions about time dedicated to different academic activities. Findings reveal no significant gender differences in the academics’ perceptions about their work.

New challenges for women seeking an academic career: the hiring process in Portuguese higher education institutions

This paper provides an analysis of the potential impact of changes in recruitment and hiring processes in Portuguese higher education institutions – under the New Public Management framework – on the representation of women in academia. Based on official data from the Portuguese Ministry of Science, Technology and Higher Education, two major conclusions emerge. First, Portuguese higher education institutions reproduce the same inequalities in career structures that are dominant in other occupational spheres, with the same phenomena of horizontal and vertical segregation both in universities and polytechnics careers. Second, recruitment and selection processes have an important influence on women in academia with the use of informal procedures emerging as an obstacle for women entrance into academic careers.

A Prediction Rule to Stratify Mortality Risk of Patients with Pulmonary Tuberculosis

Tuberculosis imposes high human and economic tolls, including in Europe. This study was conducted to develop a severity assessment tool for stratifying mortality risk in pulmonary tuberculosis (PTB) patients. A derivation cohort of 681 PTB cases was retrospectively reviewed to generate a model based on multiple logistic regression analysis of prognostic variables with 6-month mortality as the outcome measure. A clinical scoring system was developed and tested against a validation cohort of 103 patients. Five risk features were selected for the prediction model: hypoxemic respiratory failure (OR 4.7, 95% CI 2.8–7.9), age ≥50 years (OR 2.9, 95% CI 1.7–4.8), bilateral lung involvement (OR 2.5, 95% CI 1.4–4.4), ≥1 significant comorbidity—HIV infection, diabetes mellitus, liver failure or cirrhosis, congestive heart failure and chronic respiratory disease–(OR 2.3, 95% CI 1.3–3.8), and hemoglobin <12 g/dL (OR 1.8, 95% CI 1.1–3.1). A tuberculosis risk assessment tool (TReAT) was developed, stratifying patients with low (score ≤2), moderate (score 3–5) and high (score ≥6) mortality risk. The mortality associated with each group was 2.9%, 22.9% and 53.9%, respectively. The model performed equally well in the validation cohort. We provide a new, easy-to-use clinical scoring system to identify PTB patients with high-mortality risk in settings with good healthcare access, helping clinicians to decide which patients are in need of closer medical care during treatment.

Senior Management in Higher Education

Management has always been associated with men, and an implicit and universal correlation has been drawn between men, power and authority. Even the first scientific studies on management neglected the gender variable. Although women have been progressively entering the labour market and increasing their qualifications worldwide, as discussed in Chapter 2, they are still under-represented in organisational top positions.

The reform process of Portuguese higher education institutions: from collegial to managerial governance

Portuguese public higher education institutions have been undergoing a major reform process since 2007. The most noticeable changes were introduced by Law 62/2007, which gave higher education institutions the option to choose between two different institutional models (foundational and public institute), and allowed the implementation of new government and management structures. We know, from the institutional-ism theoretical perspective, that in a process of change institutions tend to be more similar than diverse. This study aims to analyse how Portuguese higher education institutions reacted to external pressures and reorganised their internal government and management structures. The main question it tries to answer is to what extent were institutions able to introduce more diversity in their organisational models? In order to find clues to answer this question, the study compares higher education institutions’ internal structures by developing a qualitative study based on content analysis of internal legal documents from six universities (three that remain public institutes and three that have a foundational model).

The experiences of senior positional leaders in Australian, Irish and Portuguese universities: universal or contingent?

This article is concerned with the extent to which the leadership of higher education is a universally positive or contingent experience. It draws on comparative data from semi-structured interviews with those in senior leadership positions in public universities in Australia, Ireland and Portugal, countries which are differently located on the collegial/managerial continuum. It looks at their perceptions of the advantages/disadvantages of these positions. Universal trends emerge, arising from difficulties created by the shortage of resources consequent on neo-liberalist pressures; from the non-viability of a managerialist discourse as a source of meaning; from the positive character of the university as a knowledge-generating organisation; and from the gendered satisfactions derived by men and women from occupying these senior leadership positions. Contingent trends include the tension between academic and managerial roles, which is strongest in the Portuguese collegial structures; while the negative impact on personal well-being is most apparent among the Australian respondents in the most managerialist structure. The paper concludes that assumptions that senior leadership positions are universally positive is not supported. It suggests that the attractiveness of these positions – contested in a collegial structure – may be further reduced in increasingly managerialist contexts, with the challenge of diversity, so important to innovation and economic growth, being particularly acute.