Comparison of the novel ARCHITECT procalcitonin assay with established procalcitonin assay systems

Aims

This study assessed the performance of a new fully automated immunoassay, ARCHITECT B.R.A.H.M.S procalcitonin (PCT), comparing the results with other commercial assays on routine clinical specimens.

Methods

At nine sites from eight countries, precision analysis was carried out on controls by ANOVA. Threshold and linearity were verified according to standard procedures. Comparison of ARCHITECT B.R.A.H.M.S PCT with the Cobas^®, LIAISON^®, VIDAS^® and Kryptor^® PCT assays was evaluated using Passing-Bablok and Deming regression analyses.

Results

The within-laboratory standard deviation and %CV across all sites ranged from 0.005 to 0.008 and 2.7 to 4.1; 0.040 to 0.212 and 2.1 to 11.7; 1.628 to 4.191 and 2.5–6.3 for the three control levels, respectively. The mean slope (linearity analysis) across all sites ranged from 0.85 to 1.03, with a mean y-intercept ranging from –6.15 to + 1.71 and a correlation coefficient ranging from 0.94 to 1.00. The LoB, LoD, and LoQ claims were verified. Deming regression analysis of 1116 plasma or serum samples with PCT results detected across a dynamic assay range of 0.02–100 μg/l using the ARCHITECT B.R.A.H.M.S PCT assay yielded results of r = 0.989 vs. Roche Cobas^®, r = 0.986 vs Kryptor^® B.R.A.H.M.S, r = 0.987 vs BioMèrieux VIDAS^® and r = 0.972 vs. Diasorin LIAISON^®, respectively. Concordance at cut-offs of 0.25 μg/l and 0.50 μg/l were 96.9% and 98.1% with Roche Cobas^®, 95.4% and 96.1% with B.R.A.H.M.S Kryptor^®, 93.8% and 98.4% with BioMèrieux VIDAS^®, and 92.7% and 93.9% with Diasorin LIAISON^®.

Conclusions

Compared with other assays, ARCHITECT B.R.A.H.M.S PCT offers excellent precision and low-end sensitivity.

Investigating turnover intentions by role overload, job satisfaction and social support moderation

Gold mining in South Africa has played a significant role in the economic development of the country. However, the current economic, personnel and rationalisation pressures could imply a loss of production in this industry. The focus of this research fell on investigating the role that social support may play in the translation of employees’ role overload and job satisfaction on their intentions to leave the organisation. A cross-sectional survey design with a random sample was used (n = 206). Results indicate that job satisfaction is the most significant predictor of turnover intention, but that collegial support plays an important role in moderating the effects of role overload on turnover intention.

A psychometric evaluation of the job demands resources scale in South Africa

The aims of this study were to investigate the construct validity, construct equivalence and reliability of a measuring instrument of job demands and resources, and to assess the differences between the job demands and resources in different organisations in South Africa. Stratified, random samples (N = 2717) of employees in different organizations were taken. Five reliable factors were extracted using principal component analysis with a varimax rotation, namely overload, growth opportunities, organisational support, advancement, and job insecurity. All factors, except organisational support, showed acceptable equivalence for different organisations. Statistically significant differences were found between the perceptions of job demands and resources in different organisations.

Job characteristics, burnout and negative workhome interference in a nursing environment

The objectives of this study were 1) to determine which job characteristics are associated with burnout and 2) to determine the mediating role of negative work-home interference (WHI) in the relationship between job characteristics and burnout within a nursing environment. Random samples (n = 300) were taken of nurses working in the Johannesburg, Klerksdorp, Krugersdorp, Pretoria and Potchefstroom areas. The results of the regression analyses indicated that the main job characteristics that predict exhaustion were pressure and a lack of autonomy, role clarity, colleague support and financial support. A lack of role clarity, colleague support and financial support were the main job characteristics that predict mental distance. Negative WHI played a partially mediating role in the relationship between job characteristics and burnout.