ABSTRACT
The vagus nerve is strategically located in the body, and has multiple homeostatic and health-promoting effects. Low vagal activity predicts onset and progression of diseases. These are the reasons to activate this nerve. This study examined the effects of transcutaneous vagus nerve stimulation (t-VNS) on a main index of vagal activity, namely heart rate variability (HRV). In Study 1, we compared short (10min) left versus right ear t-VNS versus sham (no stimulation) in a within-subjects experimental design. Results revealed significant increases in only one HRV parameter (standard deviation of the RR intervals (SDNN)) following right-ear t-VNS. Study 2 examined the prolonged effects of t-VNS (1h) in the right ear. Compared to baseline, right-t-VNS significantly increased the LF and LF/HF components of HRV, and SDNN in women, but not in men. These results show limited effects of t-VNS on HRV, and are discussed in light of neuroanatomical and statistical considerations and future directions are proposed.
Subject(s)
Heart Rate/physiology , Transcutaneous Electric Nerve Stimulation/methods , Vagus Nerve Stimulation/methods , Adult , Aged , Analysis of Variance , Ear , Electrocardiography , Female , Humans , Male , Middle Aged , Sex Characteristics , Signal Processing, Computer-Assisted , Surveys and Questionnaires , Time Factors , Young AdultABSTRACT
This study examined the underlying dimensions of the Pay Satisfaction Questionnaire to test whether the robust 4-factor structure (Pay Level, Benefits, Raises, and Structure or Administration) often established in the United States can be generalized to other countries and cultures as well. Data of 4 samples (for-profit employees, nonprofit nurses, cultural centre employees, and nonprofit teachers) were analysed with confirmatory factor analyses. The results for the first 3 samples yielded support for the original 4-factor structure of the Pay Satisfaction Questionnaire. In the teachers' sample, the irrelevant Benefits items were excluded from the analysis, resulting in a 3-factor structure of pay satisfaction.