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Kılıç, Murat. „Eğitim Kurumlarında Örgütsel Çatışma Kaynakları ve Problem Odaklarının Çözümüne Yönelik Stratejilerin İncelenmesi“. International Journal of Social Sciences 7, Nr. 30 (10.07.2023): 296–308. http://dx.doi.org/10.52096/usbd.7.30.20.
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In this study, it is aimed to examine the strategies for solving organizational conflict sources and problem foci in educational institutions. Conflicts that are effectively managed in other institutions, especially educational institutions, contribute to the development of the organization's mission and culture. There are always conflicts and differences of opinion in organizations. Because conflict is an integrative quality of change. Organizations in which there is no conflict are stationary organizations. Innovation, change and performance are low in these organizations. In organizations where there are constant and intense conflicts, failure to make decisions on time, inability to solve problems, staff demoralization and stress cause a negative impact on work efficiency. Even the increasingly violent conflicts that cannot be resolved endanger the existence of the organization. Reasonable level of conflict should be encouraged because it is necessary for the dynamism, productivity, innovation and development of the organization. Educational organizations are composed of different people with different motivations, programs, lifestyles, communication structures. For this reason, conflict is inevitable in schools, as in other organizations. Since conflict plays a recurring role in the lives of school administrators and teachers, individuals holding these positions should learn to manage conflict effectively and direct conflict to constructive results. Instead of accepting that the conflict that arises in their own organizations does not exist at all, school administrators should see it as a source of constructive and productive movement. Managers should not eliminate conflicts completely by suppressing them, nor should they ignore them and not allow conflicts to reach a level that will harm the organization. Managers should keep conflicts at a reasonable level by applying the most appropriate solution strategy or strategies after investigating the causes of conflicts. Thus, it should make conflicts suitable for the benefit of the organization. Managers should not be afraid of conflicts, on the contrary, they should be able to increase the efficiency and effectiveness of the organization by taking advantage of conflicts. Keywords: Educational Institutions, Organizational Conflict, Problem Foci, Solution Strategies
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Tladinyane, Rebecca. „The psychological career resources and organizational commitment foci of South African workforce“. Problems and Perspectives in Management 14, Nr. 1 (11.04.2016): 168–75. http://dx.doi.org/10.21511/ppm.14(1-1).2016.04.
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One of most critical issues facing organizations today is how to retain employees they want to keep. The study examines the relationship dynamics between employees’ psychological career resources (measured by the Psychological Career Resources Inventory) and their organizational commitment foci (measured by the Organization-Related Commitment Scale). A quantitative survey is conducted involving a non-probability purposive sample of predominantly black females employed at managerial and staff levels (N = 318) in the field of industrial and organizational psychology. The findings provide valuable indicators for the design of career development practices aimed at retaining valuable staff
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Rochester, J. Martin. „The rise and fall of international organization as a field of study“. International Organization 40, Nr. 4 (1986): 777–813. http://dx.doi.org/10.1017/s0020818300027375.
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Have scholars properly understood, anticipated, predicted, and in any way helped to shape international organization developments since 1945? Or have they merely reported on events as they unfolded, shifting their research foci from one momentary concern to another in response to the ebb and flow of conditions in the world around them? One pattern that characterizes the maturation of the field of international organization in the postwar era is the steady disengagement of international organization scholars from the study of organizations, so that today one must question whether such a field exists any longer except in name only. The discussion traces the rise and fall of international organization as a field of study, first describing the origins and the evolution of the field, then analyzing the failure of international organization scholars generally to anticipate or shape international organization developments, and finally offering some suggestions for reviving the field and the institutions themselves which are its raison d'être.
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Meierhans, Diana, Brigitte Rietmann und Klaus Jonas. „Influence of Fair and Supportive Leadership Behavior on Commitment and Organizational Citizenship Behavior“. Swiss Journal of Psychology 67, Nr. 3 (September 2008): 131–41. http://dx.doi.org/10.1024/1421-0185.67.3.131.
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This study examines the influence of fair and supportive leadership behavior on employees’ self-reported organizational citizenship behavior (OCB). The model tested assumes that the impact of fair and supportive leadership on OCB is mediated by employees’ commitment to the organization as well as their commitment to their supervisor. A total of 260 bank employees completed a questionnaire in which they rated their supervisor’s behavior, the two commitment foci (organization and supervisor) and the degree to which they engaged in OCB. As a whole, results of structural equation modelling provide support for the hypotheses and indicate that fostering fair and supportive leadership can be worthwhile for organizations.
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Edwards, Martin R., und Riccardo Peccei. „Perceived Organizational Support, Organizational Identification, and Employee Outcomes“. Journal of Personnel Psychology 9, Nr. 1 (Januar 2010): 17–26. http://dx.doi.org/10.1027/1866-5888/a000007.
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This study involves a multifoci analysis of antecedents and outcomes of organizational identification (OID), within a dual-organizational identity context. We investigate links between perceived organizational support (POS), OID, organizational involvement, and turnover intention with 736 employees from a UK National Health Service (NHS) Trust. Using Structural Equation Models (SEM), we analyzed models using the Trust and the NHS as organizational foci. With both Trust and NHS foci, POS had a positive effect on identification which, in turn, predicted both outcomes. Organizational support showed a direct and an indirect effect on outcomes through OID. Generally the effects were foci specific, though limited downward crossfoci effects were found.
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Flood, Robert L., und Norma R. A. Romm. „A systemic approach to processes of power in learning organizations“. Learning Organization 25, Nr. 4 (14.05.2018): 260–72. http://dx.doi.org/10.1108/tlo-10-2017-0101.
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Purpose The purpose of the paper is to introduce a systemic approach to organizational learning “triple loop learning” (TLL) that addresses processes of power. Three equally important foci in our TLL are processes of design, processes of debate and processes of power. The focus on power aims to shift “power over” (power as domination) to “power to” enact empowering designs, “power to” co-develop responsible decision-making and “power to” transform our relations with each other and with life on Earth. Design/methodology/approach The organizational learning literature is reviewed in the context of power dynamics and its shortcomings are highlighted. The authors introduce their understanding of TLL, and how it engages with power dynamics in organizations. Findings Peter Senge’s conceptualization of systems thinking is unable to recognize processes of power in organizations and offers limited support to transformative learning. Conceptualizations of TLL aim to enhance learning in organizations but none satisfactorily address the processes of power. The learning organization literature as a whole does not satisfactorily address processes of power or reflect our way of envisaging “looping between loops of learning” in TLL to better design, better debate and better develop relationality in the social fabric of organizations. Originality/value The authors introduce an original approach to TLL that directly addresses the processes of power in organizations. It offers researchers, learning facilitators and practitioners of the learning organization a way to engage with the processes of power without neglecting other important organizational and environmental issues.
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Newport, John, und Hong Yan. „Organization of DNA into foci during replication“. Current Opinion in Cell Biology 8, Nr. 3 (Juni 1996): 365–68. http://dx.doi.org/10.1016/s0955-0674(96)80011-1.
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Mease, Jennifer J. „Applied tensional analysis: Engaging practitioners and the constitutive shift“. Management Learning 50, Nr. 4 (05.06.2019): 409–26. http://dx.doi.org/10.1177/1350507619849604.
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This article introduces applied tensional analysis as a methodological framework that integrates constitutive ontologies (that depict organizations as processes in constant states of emerging or becoming) with the applied need for practitioners to understand and navigate the everyday exigencies of their organizational experiences. Applied tensional analysis centers analysis on tensions as the key to understanding organizational becoming in contrast to approaches that assume organizations are stable entities and consequently focus on patterns, themes, or laws. The applied tensional analysis framework offers four analytical foci (context, tensions, enacted responses, and repertoires) organized into two loops (analytical and change) as guides for data collection and analysis. While the analytical loop orients scholars to the current and past configurations of an organization’s emergence, the change loop emphasizes the multitude of available responses to a particular tension and the constitutive implications of those responses for organizational becoming. As a new methodological approach, applied tensional analysis suggests that organizational knowledge requires more than awareness of what an organization is and includes awareness of organizational potential and what an organization might become.
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Markovits, Yannis, Johannes Ullrich, Rolf van Dick und Ann J. Davis. „Regulatory foci and organizational commitment“. Journal of Vocational Behavior 73, Nr. 3 (Dezember 2008): 485–89. http://dx.doi.org/10.1016/j.jvb.2008.09.004.
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Stortz, Martin, Diego M. Presman, Adali Pecci und Valeria Levi. „Phasing the intranuclear organization of steroid hormone receptors“. Biochemical Journal 478, Nr. 2 (29.01.2021): 443–61. http://dx.doi.org/10.1042/bcj20200883.
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Steroid receptors (SRs) encompass a family of transcription factors that regulate the expression of thousands of genes upon binding to steroid hormones and include the glucocorticoid, androgen, progesterone, estrogen and mineralocorticoid receptors. SRs control key physiological and pathological processes, thus becoming relevant drug targets. As with many other nuclear proteins, hormone-activated SRs concentrate in multiple discrete foci within the cell nucleus. Even though these foci were first observed ∼25 years ago, their exact structure and function remained elusive. In the last years, new imaging methodologies and theoretical frameworks improved our understanding of the intranuclear organization. These studies led to a new paradigm stating that many membraneless nuclear compartments, including transcription-related foci, form through a liquid–liquid phase separation process. These exciting ideas impacted the SR field by raising the hypothesis of SR foci as liquid condensates involved in transcriptional regulation. In this work, we review the current knowledge about SR foci formation under the light of the condensate model, analyzing how these structures may impact SR function. These new ideas, combined with state-of-the-art techniques, may shed light on the biophysical mechanisms governing the formation of SR foci and the biological function of these structures in normal physiology and disease.
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Spector, David L., Gayle Lark und Sui Huang. „Pre-mRNA splicing and nuclear organization“. Proceedings, annual meeting, Electron Microscopy Society of America 50, Nr. 1 (August 1992): 502–3. http://dx.doi.org/10.1017/s0424820100122915.
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Several major classes of small nuclear ribonucleoprotein particles (snRNPs) (Ul, U2, U4/U6, U5) as well as other splicing factors have been shown to be involved in the processing of pre-mRNA molecules. For most RNA polymerase II transcripts, such processing includes the addition of a 7-methylguanosine cap structure at the 5’ end of the nascent RNA transcripts, hnRNP assembly, splicing, polyadenylation, and the exchange of hnRNP proteins for mRNP proteins. Splicing of nuclear pre-mRNA molecules occurs in spliceosomes, macromolecular complexes composed of a pre-mRNA, snRNPs and other splicing factors. Since RNA processing is essential to cellular function, we and others have been interested in identifying the organization of splicing factors in cell nuclei. We have examined the localization of snRNPs in a variety of mammalian cells and have observed differences in the organization of these factors in transformed cells, immortal cells, and cells of defined passage number. Cells of defined passage number exhibit a speckled staining pattern after immunolabeling with anti-Sm, anti-B’ or anti-m3G antibodies. Furthermore, 2 to 3% of the cells, in a given population, exhibit 1 to 2 round “foci” in addition to the speckled labeling pattern. However, transformed cells exhibited 1 to 4 intensely stained round foci, in 81 to 99% of the cells, in addition to the speckled labeling pattern. Immortal cells exhibited 1 to 4 intensely stained smaller foci in 4 to 40% of the cells, in addition to the speckled labeling pattern. When immortal cells (REF-52) which had been transformed by adenovirus (REF-52 Ad5.4) were examined, these cells exhibited an increase in the percentage of cells containing 1 to 2 intensely stained foci, in addition to the speckled labeling, from 24% to 99%. We have identified these intensely stained foci as coiled bodies which can be visualized in the nucleoplasm of cells with or without antibody labeling. This study is the first to directly correlate an increase in the number of cells containing coiled bodies in a given cell population with the transformed phenotype. Based on this study, we conclude that the organization of snRNPs within the mammalian cell nucleus is a reflection of the physiology of the cell which may change upon transformation or immortalization.
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Purnomo, Ratno, Siti Zulaikha Wulandari und Retno Kurniasih. „Consequences of Distributive Justice Climate Based on Target Similarity Approach: Hierarchical Linear Model Analysis“. Journal of Economics, Business, & Accountancy Ventura 25, Nr. 3 (31.03.2023): 338. http://dx.doi.org/10.14414/jebav.v25i3.3541.
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Research on the consequences of organizational justice climate will still grow in the future, especially its cross-level impact on individual outcomes. This study examines the unique combined impact of a multi-foci distributive justice climate on trust in supervisors, organizational commitment, and proactive behavior. In estimating our proposed model, we involved 153 workforces of public sector organizations in Banyumas, Central Java, and analyzed them using Hierarchical Linear Modeling (HLM). This study confirmed that multi-foci and target-based distributive justice climate consequences are supported. Distributive justice climate foci organization positively impacts organizational commitment, while the distributive justice climate foci supervisors positively impact trust in supervisors. In addition, the distributive justice climate also impacts proactive behavior. Trust in supervisors, and organizational commitment are proven to mediate the relationship between a distributive justice climate and proactive behavior. This research offers unique practical and theoretical contributions to the public sector industry. Our work is the first research using a multi-foci and target similarity model and related literature by applying Social Exchange Theory (SET) to the constructs of a multi-foci distributive justice climate, trust in supervisors, organizational commitment, and proactive behavior.
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Golubkova, A. A., T. A. Platonova, A. N. Kharitonov, E. A. Rybinskova, E. V. Lelenkova und T. S. Yuzhanina. „Measles. Characteristics of the Epidemic Process and its Determinant in Real-Time Conditions (on the Example of a Measles outbreak in Yekaterinburg in 2016)“. Epidemiology and Vaccine Prevention 16, Nr. 6 (20.12.2017): 54–58. http://dx.doi.org/10.31631/2073-3046-2017-16-6-54-58.
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Introduction. Measles still poses a threat to the inhabitants of the planet. In different regions of the world and the Russian Federation are recorded instances of contamination and subsequent infection with formation of foci with a significant number of victims. Measles has a high reproduction rate of the infection. The purpose of this study was to determine the main characteristics of the epidemic process of measles and its determinants in realtime for direct and indirect control of epidemic process. Materials and methods. The authors analyzed the data of official registration of the incidence of measles the population of Ekaterinburg from 1988 to 2016, and medical records of cases of measles in 2016. We used epidemiological, clinical and statistical research methods. Results. The authors found that the epidemic process of measles has undergone significant changes. Measles was not registered in the city from 2001 to 2015, the unit drifts measles-endemic territories didn't leak. However, the situation changed at the end of 2016. It was 72 clinically and laboratory confirmed case of measles in a period of 11 weeks. The largest proportion of cases were in children who are not vaccinated against measles. The average age of infection in children was 3.8 years. 59 measles epidemic foci were formed during the flash. Foci were registered in families, educational institutions and health care organizations. The most active spread of the infection was in medical organizations. The spread was associated with the presence of susceptible children and adults, serious shortcomings in terms of timely diagnostics of measles in the first and subsequent cases, violations in the organization of antiepidemic measures. Conclusion. 1. Despite positive shifts in the direction of measles elimination, it remains an actual infection, reserving opportunities for distribution among unvaccinated adults and children. 2. A special feature of the outbreak of measles in the territory of Yekaterinburg was the spread in medical organizations with the formation of secondary foci along the routes of following sick children and adults. The share of foci in medical organizations was 15.2% of the number of all foci, and the number of cases in any - 70.8% of registered cases.3. The significance of previously vaccinated cases as potential sources of infection in the foci is not high, the incidence rate when in contact with them is 0.53 ± 0.15, whereas in contact with previously not vaccinated - 7.94 ± 0.56.
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Hassan, A. B. „Functional Organization of Human Nuclei“. Clinical Science 89, Nr. 1 (01.07.1995): 13–18. http://dx.doi.org/10.1042/cs0890013.
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1. Despite much progress in deciphering nuclear functions at the molecular level, our understanding of how these processes occur in vivo has been limited by the technologies presently available. I have used and developed a permeabilized cell system that retains most of the RNA- and DNA-polymerizing activities of HeLa cells. 2. Focal sites of transcription were visualized after incubation with bromouridine-UTP and immunolabelling with an antibody that reacts with bromouridine-RNA. Focal sites of replication were directly visualized by incubation with fluorochrome—dUTP conjugates. Approximately 300 transcription and 150 replication fluorescent foci were visualized in human cells. Foci resisted nucleolytic removal of 90% of chromatin. Experiments using laser scanning confocal microscopy show co-localization of sites of transcription with both splicing and replication sites, the latter particularly at the onset of S phase. Sites of replication were localized to discrete ovoid bodies when chromatin-depleted nuclei were visualized by thick section (resinless) electron microscopy. 3. These results suggest that active polymerases are focally concentrated (approximately 40 per focus) in ‘factories’ within nuclei. This higher-order organization may be important for both the initiation of replication and transcription in vivo.
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Knippenberg, Daan, und Els C. M. Schie. „Foci and correlates of organizational identification“. Journal of Occupational and Organizational Psychology 73, Nr. 2 (Juni 2000): 137–47. http://dx.doi.org/10.1348/096317900166949.
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Çelik, Ahmet Alkan, Mert Kılıç, Erkut Altındağ, Volkan Öngel und Ayşe Günsel. „Does the Reflection of Foci of Commitment in Job Performance Weaken as Generations Get Younger? A Comparison between Gen X and Gen Y Employees“. Sustainability 13, Nr. 16 (18.08.2021): 9271. http://dx.doi.org/10.3390/su13169271.
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Today’s organizations increasingly recognize the fact that employees and employee performance are essential intangible assets that should be effectively managed. Affective commitment (AC) is a widely recognized antecedent of sustainable job performance. However, achieving AC has become a great challenge in general and has been especially difficult since the beginning of the pandemic because almost all companies asked their employees to stay at home and work remotely in an isolated manner. Today, many different generations work side by side, contrary to the past, when generational mixing was very rare. Many differences exist among these employee generations, which determine their feelings towards authority and organization. Accordingly, this paper aims to clarify generational differences in the interrelationships among AC and sustainable job performance between Gen X and Gen Y employees. As remote working structure limits the interactions that employees have with their supervisor, fellow employees, and the organization, we decided to use the foci of commitment: affective commitment to the organization, affective commitment to the supervisor, and affective commitment to coworkers. Based on data from 416 post-graduates of Beykent University and using the PLS-SEM technique, we find that commitment to the supervisor and commitment to the organization are positively associated with job performance. Moreover, the findings reveal that the impact of the relationship between commitment to the supervisor and job performance is weaker for Gen Y than for Gen X.
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Bannykh, S. I., T. Rowe und W. E. Balch. „The organization of endoplasmic reticulum export complexes.“ Journal of Cell Biology 135, Nr. 1 (01.10.1996): 19–35. http://dx.doi.org/10.1083/jcb.135.1.19.
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Export of cargo from the ER occurs through the formation of 60-70nm COPII-coated vesicular carriers. We have applied serial-thin sectioning and stereology to quantitatively characterize the three-dimensional organization of ER export sites in vivo and in vitro. We find that ER buds in vivo are nonrandomly distributed, being concentrated in regional foci we refer to as export complexes. The basic organization of an export complex can be divided into an active COPII-containing budding zone on a single ER cisterna, which is adjacent to budding zones found on distantly connected ER cisternae. These budding foci surround and face a central cluster of morphologically independent vesicular-tubular elements that contain COPI coats involved in retrograde transport. Vesicles within these export complexes contain concentrated cargo molecules. The structure of vesicular-tubular clusters in export complexes is particularly striking in replicas generated using a quick-freeze, deep-etch approach to visualize for the first time their three-dimensional organization and cargo composition. We conclude that budding from the ER through recruitment of COPII is confined to highly specialized export complexes that topologically restrict anterograde transport to regional foci to facilitate efficient coupling to retrograde recycling by COPI.
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Kraut, Michael A., Jeffery A. Pitcock, Vince Calhoun, Juan Li, Thomas Freeman und John Hart. „Neuroanatomic Organization of Sound Memory in Humans“. Journal of Cognitive Neuroscience 18, Nr. 11 (November 2006): 1877–88. http://dx.doi.org/10.1162/jocn.2006.18.11.1877.
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The neural interface between sensory perception and memory is a central issue in neuroscience, particularly initial memory organization following perceptual analyses. We used functional magnetic resonance imaging to identify anatomic regions extracting initial auditory semantic memory information related to environmental sounds. Two distinct anatomic foci were detected in the right superior temporal gyrus when subjects identified sounds representing either animals or threatening items. Threatening animal stimuli elicited signal changes in both foci, suggesting a distributed neural representation. Our results demonstrate both category- and feature-specific responses to nonverbal sounds in early stages of extracting semantic memory information from these sounds. This organization allows for these category-feature detection nodes to extract early, semantic memory information for efficient processing of transient sound stimuli. Neural regions selective for threatening sounds are similar to those of nonhuman primates, demonstrating semantic memory organization for basic biological/survival primitives are present across species.
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Alcover, Carlos-Maria, Ramón Rico, William H. Turnley und Mark C. Bolino. „Understanding the changing nature of psychological contracts in 21st century organizations“. Organizational Psychology Review 7, Nr. 1 (08.07.2016): 4–35. http://dx.doi.org/10.1177/2041386616628333.
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In recent years, scholars have increasingly recognized that the theoretical underpinnings of employee-organization relationships (EOR) are in need of further extension in light of recent organizational changes. In prior research, the study of EOR has been based on social exchange theory, and the psychological contract (PC) has played a central role in understanding this crucial aspect of organizational life. The main objective of this paper is to provide an integration of the existing literature by adopting a multiple-foci exchange relationships approach. Specifically, we looked at identification; the quality of relationships and exchanges with the leader, coworkers, and other organizational agents; justice perceptions involving several organizational sources; and perceived organizational, leader, and coworker support to expand our understanding of the PC. Overall, we advocate a multiple-foci exchange relationships approach that will ultimately enable us to develop a more comprehensive understanding of the complex nature of PCs in 21st century organizations.
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Riketta, Michael, und Rolf Van Dick. „Foci of attachment in organizations: A meta-analytic comparison of the strength and correlates of workgroup versus organizational identification and commitment“. Journal of Vocational Behavior 67, Nr. 3 (Dezember 2005): 490–510. http://dx.doi.org/10.1016/j.jvb.2004.06.001.
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Wasti, Syeda Arzu, Hwee Hoon Tan und Selin Eser Erdil. „Antecedents of Trust across Foci: A Comparative Study of Turkey and China“. Management and Organization Review 7, Nr. 2 (Juli 2011): 279–302. http://dx.doi.org/10.1111/j.1740-8784.2010.00186.x.
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Instead of importing Western models of intelpersonal trust, we adopted a qualitative approach to understand trust relationships from indigenous cultures' perspectives. We examined trust relationships directed at diilerent foci in the organization (supervisor, peer, and subordinate) in two different countries, Turkey and China. Semi-structured interviews were conducted with 30 Turkish and 30 Chinese employees working for a variety of large-scale organizations located in Istanbul, Turkey and Shenzhen, China. We report the content analysis of trust-building critical incidents narrated by the respondents. While the general antecedents of Ability, Benevolence, and Integrity were found to exist in both countries. Benevolence, with its culture-specific manifestations, played a very important role in trust-building across multiple foci in both countries. We also found that trust relationships in these two contexts tended to go beyond the professional domain, and to involve sharing of personal time, information, and space. Drawing on this evidence, we propose a trust-building process that is more affective in nature and which straddles both work and non-work domains.
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Tsvirkun, O. V., N. T. Tikhonova, A. G. Gerasimova, N. V. Turaeva, L. A. Barkinkhoeva und N. I. Briko. „Standards for the Epidemiological Investigation of Measles and Rubella Foci“. Epidemiology and Vaccinal Prevention 22, Nr. 2 (07.05.2023): 4–11. http://dx.doi.org/10.31631/2073-30462023-22-2-4-11.
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In practical medicine, standards for the provision of therapeutic and preventive care have been used for a long time, but in epidemiology this concept has not yet been reflected in regulatory documents. Epidemiologists need a standard of epidemiological investigation of cases of measles and rubella infection, which must be eliminated. The use of specific terms, the interaction of specialists of various profiles, the emphasis on the classification of the case – «local», «imported from the territory of another state», «imported from another territory of Russia», the need to assess the degree of secondary spread of infection imposes its own characteristics on the epidemiological investigation of measles and rubella cases. The use of standards would optimize this process, prevent errors and minimize the time of localization and elimination of the outbreak.The standard of epidemiological investigation of measles and rubella cases consists of three independent sections, such as examination of the focus, laboratory examination of patients and directions of information flows between medical organizations and organizations of the sanitary and epidemiological service. The main parameters of the epidemiological examination of a measles/rubella outbreak are — person, time, place, contacts; this is the sequence provided for when collecting and analyzing identification and epidemiological information about the patient. The laboratory research section determines the implementing organization, the type of clinical sample, taking into account the research method, the timing of taking the material for research, the volume, frequency, time of delivery of the material to the laboratory and the timing of obtaining the result. The epidemiological investigation ends with the execution of a number of documents, such as the «Map of the epidemiological examination of the focus of an infectious disease», «The Act of investigation with the establishment of cause-and-effect relationships», as well as the control of anti-epidemic measures. The model of the direction of information flows provides for the order of interaction of various organizations: the movement of reports, clinical samples, research results and «Maps of epidemiological examination of the focus of an infectious disease», etc., as well as regulated deadlines for the implementation of measures. Since the standard is a single, binding scheme of actions, the practical application of the standard of epidemiological investigation of measles and rubella will allow collecting and processing information in a single format throughout the country.
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Sušanj, Zoran, Ana Jakopec und Antonija Radoš. „Interactive Effects of Multi-Foci Justice Climates on Teams’ Psychological Empowerment“. Suvremena psihologija 22, Nr. 1 (10.06.2019): 27–37. http://dx.doi.org/10.21465/2019-sp-221-02.
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Psychological empowerment refers to the degree in which an employee feels that he controls events in the organization. This construct is studied on a group level as well, as a team members’ common experience. Team empowerment is a multidimensional construct that includes the collective belief about freedom, independence and discretion in decision-making (autonomy), teams’ effectiveness (potency), the importance and value of teams’ work (meaningfulness), and the contribution of the teams’ work to organizational performance (impact). Organizations are interested in empowering individuals and teams because empowerment relates to positive work outcomes. Justice climate, as an important component of the overall experience of the working environment, greatly determines psychological empowerment. The aim of this study is to verify the interactive effects of organizational, supervisory and peer justice climate on teams’ psychological empowerment. We analyzed data collected from 196 work teams from different organizations. Results of polynomial regression combined with response surface methodology show that with the increase of the level of congruence between multi-foci justice climates, teams’ psychological empowerment increases as well. Misalignment between different sources of justice climate, a situation in which one source is fair while the other is unfair, does not affect the team members’ joint perception of psychological empowerment. As long as the team perceives one source of justice as fair, the teams’ psychological empowerment is high, regardless of the injustice of another source. Although the cross- sectional study design does not allow inferring causality, the theoretical implications of the results for the application of the congruence theory in the organizational context in understanding the effects of (mis)alignment between different sources of justice climate, as well as the practical applicability of the results in human resource management, are discussed. Keywords: teams’ psychological empowerment, multi-foci justice climate
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Lu, Xinxin, und Jian-Min (James) Sun. „Multiple pathways linking leader-member exchange to work effort“. Journal of Managerial Psychology 32, Nr. 4 (08.05.2017): 270–83. http://dx.doi.org/10.1108/jmp-01-2016-0011.
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Purpose The purpose of this paper is to validate, distinguish, and integrate the multiple mechanisms linking leader-member exchange (LMX) to employee work effort. Taking a multi-foci perspective, the authors propose that organization-based self-esteem (OBSE), supervisory support, and organizational identification each explain unique variance in the LMX-work effort relationship. Design/methodology/approach The data were collected using a two-wave survey among 184 employees from a wide variety of professions, industries, and organizations. Multiple mediation tests and path analysis were conducted to examine the hypotheses. Findings The results suggested that when entered simultaneously, OBSE, supervisory support, and organizational identification each explained unique variance in the relationship between LMX at Time 1 and work effort at Time 2. Research limitations/implications The research shows that leaders stimulate employee work effort via multiple foci. The mediating mechanisms of these foci are distinct and unique. It implies that researchers need to take the multiple foci of leadership into account when studying LMX. Originality/value Previous studies generally treat LMX as a dyadic construct; the study is among the first to reveal the multiple foci in LMX. By simultaneously examining mechanisms of the individual-, dyad-, and collective-foci, the research substantiates the unique effect of the three mechanisms, and integrates theories in LMX research. Moreover, the research in the Chinese context further validates the effectiveness of LMX in non-western culture, and provides contextual implications.
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Sánchez-Romero, María Antonia, Felipe Molina und Alfonso Jiménez-Sánchez. „Organization of ribonucleoside diphosphate reductase during multifork chromosome replication in Escherichia coli“. Microbiology 157, Nr. 8 (01.08.2011): 2220–25. http://dx.doi.org/10.1099/mic.0.049478-0.
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Ribonucleoside diphosphate reductase (RNR) is located in discrete foci in a number that increases with the overlapping of replication cycles in Escherichia coli. Comparison of the numbers of RNR, DnaX and SeqA protein foci with the number of replication forks at different growth rates reveals that fork : focus ratios augment with increasing growth rates, suggesting a higher cohesion of the three protein foci with increasing number of forks per cell. Quantification of NrdB and SeqA proteins per cell showed: (i) a higher amount of RNR per focus at faster growth rates, which sustains the higher cohesion of RNR foci with higher numbers of forks per cell; and (ii) an equivalent amount of RNR per replication fork, independent of the number of the latter.
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Jackson, Dean A. „Nuclear organization: Uniting replication foci, chromatin domains and chromosome structure“. BioEssays 17, Nr. 7 (Juli 1995): 587–91. http://dx.doi.org/10.1002/bies.950170704.
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Poston, Robin S., und William J. Kettinger. „Mindfully Experimenting with IT“. Journal of Database Management 25, Nr. 2 (April 2014): 29–51. http://dx.doi.org/10.4018/jdm.2014040102.
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In many companies the process of new Information Technology (IT) identification and assessment lacks the rigor associated with experimentation. The realities of maintaining daily operations and the expense and expertise involved distract firms from conducting experiments. The authors explore cases of how companies introduce a new IT for the business use of digital social media. Because social media technologies are new, interest in its use is broad and diffused leading organizations to be unsure about how best to implement social media, prompting organizations to follow a mindful process of experimenting with these technologies. The cases illustrate that the extent of mindfulness influences how new technology implementations are introduced, supporting wider boundaries in assessments, richer interpretations of the IT's usefulness, multi-level foci concerning benefits and costs, persistence to continue exploration, and a greater use of fact-based decision-making. The authors observe that following a mindful introduction process reaps some of the benefits of experimentation, such as greater stakeholder satisfaction and organization-wide learning and understanding of the technology's potential.
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Stinglhamber, Florence, Kathleen Bentein und Christian Vandenberghe. „Extension of the Three-Component Model of Commitment to Five Foci1“. European Journal of Psychological Assessment 18, Nr. 2 (Mai 2002): 123–38. http://dx.doi.org/10.1027//1015-5759.18.2.123.
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Summary: We tested the generalizability of Meyer and Allen's (1991) three-component model of commitment to five foci, using a sample of university alumni (N = 478) and a sample of hospital nurses (N = 186). First, measures of affective, continuance, and normative commitment to the organization, the occupation, the supervisor, the work group, and customers were developed and tested using confirmatory factor analysis. Results provided strong support for the three-component model both within and across foci. They also showed that “high sacrifice” and “low alternatives” were distinguishable subcomponents within the continuance organizational commitment scale. Second, using hierarchical regression analysis, we show that commitments directed to foci other than the organization contribute unique variance in intent to quit the organization, above and beyond organizational commitment. Finally, logistic regression analysis used to examine the relationships between commitment components and actual turnover measured 18 months after among the alumni sample revealed that affective organizational commitment and high sacrifice were the single significant predictors of turnover.
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Ali Al-Atwi, Amer, und Ali Bakir. „Relationships between status judgments, identification, and counterproductive behavior“. Journal of Managerial Psychology 29, Nr. 5 (08.07.2014): 472–89. http://dx.doi.org/10.1108/jmp-02-2012-0040.
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Purpose – The purpose of this paper is to investigate the relationships among perceived external prestige (PEP), perceived internal respect (PIR), organizational and work-group identification (OID and WID), and counterproductive work behavior (CWB). Design/methodology/approach – Data were gathered from a cement firm's employees, using longitudinal research. Descriptive statistics, confirmatory factor analysis and structural equation modeling were employed. Findings – PEP and top management respect were positively related to organizational identification (OID), and the latter negatively related to organizational deviance; perceived co-workers and supervisor respect was positively related to WID, and the latter negatively related to interpersonal deviance; and identification foci mediated the relationship between status judgments and CWB. Research limitations/implications – The sample was based on one organization, limiting the results’ generalizability, and interactive relationships between WID and OID were not considered. The findings’ implications suggest that organizations need specific strategies for reducing deviant organizational behavior and deviant interpersonal behavior, and for fostering identification of their members. Originality/value – The study shows that employees’ evaluations of prestige and respect are important predictors of their identification with their organization and work group. It is the first study to investigate the relationship between social identification foci and deviant work behaviors as a negative outcome of identification. It developed a new scale to assess employees’ perception of internal respect; it supports operationalizing PIR as a multifoci construct. It has also answered the call for longitudinal research as opposed to cross-sectional research.
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Boshoff, Christo, und Cecil Arnolds. „Some antecedents of employee commitment and their influence on job performance: A multi foci study“. South African Journal of Business Management 26, Nr. 4 (31.12.1995): 125–35. http://dx.doi.org/10.4102/sajbm.v26i4.832.
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The challenge of using scarce and limited resources to satisfy almost limitless needs will, from a management perspective, be like the proverbial cat: it will never go away. The optimal use of human resources, in particular, remains a daunting task. In an economic environment characterized by increasing global competitiveness, failure to realize this important objective could be organizationally terminal, as inefficient organizations are unlikely to survive over the long term. A variety of different measures could be used to evaluate organizational effectiveness. In this study, the individual job performance level of employees is regarded as an indicator of organizational effectiveness. It is hypothesized that the individual job performance of employees can be improved by enhancing employee commitment (commitment to the organization, job, supervisor, profession). In other words, the general notion is that, if employees perceive a high level of congruence between their individual objectives and those of the organization, job, supervisor, and profession, they are likely to be better performers. The empirical results showed that commitment to the profession has the strongest positive influence (p 0.01) on job performance. The impact of organizational commitment was also positive, but only at the 5% level. Neither job involvement (commitment to the job) nor commitment to the supervisor had any influence on job performance. All the antecedents modelled exerted some influence on the different types of commitment. Internal locus of control exerts a negative influence on all of them, and career factors exert a positive influence on all of them. Both self-esteem and anticipatory socialization enhance organizational commitment and commitment to the profession, while external locus of control's influence is limited to enhancing job involvement.
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Ren, Shuang, und Ying Zhu. „Context, self-regulation and developmental foci“. Personnel Review 46, Nr. 8 (06.11.2017): 1977–96. http://dx.doi.org/10.1108/pr-10-2015-0273.
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Purpose The purpose of this paper is to investigate why managerial leaders engage in leader self-development (SD) vis-à-vis China’s transition process and what domains of leadership competencies are enhanced. It aims to investigate leader SD as an interaction between self-regulation and the confluence of multiple contexts experienced simultaneously by these managerial leaders within China’s transition. Design/methodology/approach This paper adopts a two-phase exploratory sequential mixed-method design. The absence of empirical research on leader SD in China led to a qualitative approach in the initial stage. Focus groups were first conducted to establish the relevance of the focal construct in a holistic and elaborative way. In-depth interviews were then undertaken to capture the richness of the phenomenon through meaningful contextualization and to identify themes as representative of issues faced by participants. Seven themes emerged from this process, which, through consultation with the relevant literature, were operationalized in the second stage to generate a survey for hypothesis testing. Findings The combination of insights from qualitative and quantitative studies highlights the dynamic and interactive nature of leader SD as a product of contextual and personal influences in China. The influential mechanisms connecting personal and contextual enablers and SD are in the cognitive processing of developmental needs and personal responsibility. Chinese managerial leaders who take the initiative to assess their own developmental needs and assume responsibility for their development are more likely to undertake SD. The developmental activities focus primarily on technical leadership competencies. Research limitations/implications A competency perspective to development may not address fully complexities involved in leader development. Also developing leadership competencies is an ongoing process. Due to limited time and fund, this paper did not take a time perspective to investigate both the immediate and long-term outcomes of leader SD. Practical implications SD is an emerging strategy that has the potential to address the shortage of managerial leadership competencies. The analysis of the self-regulatory process explains the mediating dynamism underlying different domains of leader SD. Recruitment focusing on people with a relatively higher degree of self-regulation thus increases the potential for organizations to staff themselves with employees aware of, and prepared for, SD organization would like to take place. It is also advisable that organizations make efforts to create a learning environment in general. Originality/value This mixed-method approach provides a multi-layered investigation that ultimately adds rigor and relevance to the research findings. It is this analysis of the complex web of economic, social and cultural contexts existing in China, and applying them to social cognitive theory as an explanatory platform, that underpins the originality of the study.
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Tlaiss, Hayfaa A., und Abdallah M. Elamin. „Exploring organizational trust and organizational justice among junior and middle managers in Saudi Arabia“. Journal of Management Development 34, Nr. 9 (14.09.2015): 1042–60. http://dx.doi.org/10.1108/jmd-10-2014-0129.
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Purpose – Few studies consider the relationship between organizational justice (OJ) and trust in Non-western contexts. In an attempt to address this gap, the purpose of this paper is to explore the relationship between organizational trust (OT) and OJ in Saudi Arabia. First, the authors examine two foci of trust and explore whether trust in an immediate supervisor/manager is correlated with trust in an organization. Second, the authors test the relationship three widely used constructs of OJ and two aspects of OT. Third, the authors examine the mediating role played by trust in immediate supervisor in the relationship between the various aspects of OJ and trust in an organization. Design/methodology/approach – Using Social Exchange Theory, this study reports the responses of 231 junior and middle managers from eight organizations in Saudi Arabia. Data were collected through a structured survey questionnaire that used standard scales on distributive justice, procedural justice (PJ), and interactional justice (IJ), as well as trust in immediate supervisor and trust in organization. Findings – Consistent with studies conducted in western contexts, the findings revealed a positive, significant, direct relationship between trust in immediate supervisor and trust in organization. However, contrary to what has been reported in the majority of western studies, among the three dimensions of OJ, IJ was the only predictor for trust in immediate supervisor. PJ and IJ were predictors of trust in organization, with PJ the stronger predictor. Finally, trust in immediate supervisor mediates some of the relationship between OJ and trust in organization. Originality/value – The current study is the first to explore the relationship between OJ and OT, with the latter being measured in more than one focus, in the Arab Middle East. Therefore, this study contributes to bridging the gap in the understanding of the relationship between OJ and OT in non-western, Arab and Muslim Middle Eastern contexts. The interconnectedness between the organizational experiences of Saudi Arabian managers and cultural values highlighted in this study has significant implications for researchers, managers, and HR departments.
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Nafeyev, A. A. „PROBLEMS IN THE ORGANIZATION OF EPIDEMIC SURVEILLANCE OF LEPTOSPIROSIS IN A SUBJECT OF THE RUSSIAN FEDERATION“. Epidemiology and Infectious Diseases 17, Nr. 1 (15.02.2012): 46–48. http://dx.doi.org/10.17816/eid40661.
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This paper characterizes the epidemic process of leptospirosis. The current new herd infections are typified by: 1) the formation of new natural foci under anthropogenic and climatic factors; 2) the change in the biocenotic structure of natural foci; 3) the formation of natural foci of mixed infectious diseases of bacterial and virus etiology; 4) the change in the epidemic potential of natural foci; 5) synathropization of infectious diseases. Few or no registered leptospirosis cases in some silent areas are frequently attributable to poor differential, including laboratory, diagnosis. The epidemic process is characterized in terms of the active natural focus of leptospirosis in a long-term period.
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Asmanova, Mariya Andreevna, Natalya Valentinovna Lukyanenko, Vera Aleksandrovna Yurova und Valeriy Vladimirovich Shevchenko. „Evaluation of the mass of bacterial excretion in patients with tuberculosis and combined pathology (HIV infection and tuberculosis)“. Sanitarnyj vrač (Sanitary Doctor), Nr. 1 (01.01.2021): 8–13. http://dx.doi.org/10.33920/med-08-2101-01.
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A comparative assessment of the frequency and massiveness of Mycobacterium tuberculosis isolation in patients with tuberculosis and patients with combined pathology (HIV infection and tuberculosis) is presented. It was found that the frequency of mycobacteria isolation by PCR and bacteriological methods did not significantly differ from each other, but was significantly higher than with bacterioscopy. The frequency of mycobacteria isolation in patients with combined infections (HIV and tuberculosis) and monoinfection (tuberculosis) was equal. At the same time, patients with combined pathology were significantly less likely to have massive bacterial excretion compared to monoinfection with tuberculosis, and significantly more likely to have poor bacterial excretion. Patients with co-infection with HIV and tuberculosis are less dangerous as sources of tuberculosis infection for others, especially in homes, medical and social organizations. The identified features can be used in the organization of anti-epidemic measures in foci.
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Fisher, Michael P., und Mika K. Hamer. „Qualitative Methods in Health Policy and Systems Research: A Framework for Study Planning“. Qualitative Health Research 30, Nr. 12 (25.05.2020): 1899–912. http://dx.doi.org/10.1177/1049732320921143.
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Qualitative methodologies and methods are commonly used in health policy and systems research but have not been extensively characterized. We describe how qualitative approaches are used within the field and present a framework to aid researchers in study planning. To achieve these aims, we conducted a scoping literature review of 1 year of selected health policy and systems research and then coded publications based on their primary analytical foci. Four core themes emerged: policy or program content, an analysis of the substance of policies or program documents; policy or program environment, a study of the landscape of policies or programs; policy or program implementation, a study of the planned or actual execution of a policy or program; and organization or system operations, a study of the structure or function of health organizations or systems. We provide guidance on utilizing the framework and adhering to qualitative best practices during the process.
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Weber, James. „Institutionalizing Ethics Into Business Organizations: A Model and Research Agenda“. Business Ethics Quarterly 3, Nr. 4 (Oktober 1993): 419–36. http://dx.doi.org/10.2307/3857287.
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Grounded upon the late 1970s phrase “institutionalizing ethics into business,” I present a multi-component model and research agenda to enhance our understanding of organizations' efforts to integrate ethics into the daily decision-making process of employees. Three research foci are emphasized: (1) the need to establish consistent categorical frameworks to describe business organizations' efforts in the field, (2) the study of the interrelationships between the various components presented in the model, and (3) the exploration of the linkage between organizational efforts to institutionalize ethics and ethical employee behavior. Research and organizational implications evolving from these research foci are discussed.
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Sharova, I. N., E. S. Kazakova, I. G. Karnaukhov, D. A. Shcherbakov, S. A. Shcherbakova, L. V. Samoylova, A. V. Toporkov und V. V. Kutyrev. „Principles of Organization and Carrying out of Laboratory Diagnostics in the Mobile Indication Laboratory Used for Epizootiological Surveillance over Particularly Dangerous and Other Natural Foci Infections“. Problems of Particularly Dangerous Infections, Nr. 3(113) (20.06.2012): 94–96. http://dx.doi.org/10.21055/0370-1069-2012-3-94-96.
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Determined are optimal structure and basic principles of organization of work in the mobile indication laboratory for carrying-out of epizootiological surveillance over particularly dangerous and other natural foci infections. Outlined are the requirements to the laboratory itself, to specialists, and organization of investigations too. All the measures mentioned above will allow to entrench the order of laboratory diagnostics conducted in the mobile laboratory in case of epizootiological surveillance over natural foci of particularly dangerous infectious diseases.
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Dunn, Robert J., Carrie J. Luedecker, Harald S. Haugen, Christopher H. Clegg und Andrew G. Farr. „Thymic Overexpression of CD40 Ligand Disrupts Normal Thymic Epithelial Organization“. Journal of Histochemistry & Cytochemistry 45, Nr. 1 (Januar 1997): 129–41. http://dx.doi.org/10.1177/002215549704500116.
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We characterized the distribution of CD40 and CD40 ligand (CD40-L) in the adult and developing murine thymus. Before birth, CD40 was almost exclusively localized to scattered foci of medullary cells. By birth there was a dramatic upregulation of CD40 expression by cortical epithelial cells, which was accompanied by a consolidation of medullary epithelial foci. CD40-L+ thymocytes displayed a medullary location. Analysis of mice deficient in CD40-L expression indicated that CD40-L/CD40 interactions were not required for development of the medullary compartment. Overexpression of CD40-L targeted to thymocytes altered thymic architecture, as reflected by a dramatic loss of cortical epithelial cells, expansion of the medullary compartment, and extensive infiltration of the capsule with a mixture of CD3+ cells, B-cells, and macrophages/dendritic cells. Reconstitution of lethally irradiated normal mice with lck CD40-L bone marrow cells also resulted in loss of cortical epithelium and expansion of the medullary compartment. Disruption of the normal pattern of thymic architecture and epithelial differentiation as a consequence of increased intrathymic levels of CD40-L expression points to a role for CD40-L/CD40 interactions in the normal pattern of epithelial compartmentalization/differentiation within the thymic environment.
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Yousaf, Amna, Karin Sanders und Qaisar Abbas. „Organizational/occupational commitment and organizational/occupational turnover intentions“. Personnel Review 44, Nr. 4 (01.06.2015): 470–91. http://dx.doi.org/10.1108/pr-12-2012-0203.
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Purpose – The purpose of this paper is to draw meaningful relationship between two foci of commitment (i.e. affective organizational and affective occupational) and two types of turnover intentions (i.e. organizational and occupational turnover intention). Design/methodology/approach – Using random sampling approach, the authors collected data from both academic and support staff of a Dutch university. An online questionnaire was developed and sent through electronic mail to 752 of the total employees. A total of 153 employees responded; yielding approximately 21 percent response rate. Findings – The results revealed that affective organizational commitment and affective occupational commitment were positively related to each other. Affective organizational commitment was negatively related to organizational turnover intention and this relationship was buffered by affective occupational commitment. Affective occupational commitment was negatively related both to occupational and organizational turnover intention. Last study hypothesis, however, could not gain support as affective organizational commitment did not moderate the affective occupational commitment-occupational turnover intention relationship. Research limitations/implications – Theoretical and practical implications of the study are discussed in the end. Originality/value – The study poses some valuable contributions to the existing body of literature by exhibiting the role affective occupational commitment in the models of organizational turnover intention and that of affective organizational commitment in occupational turnover intention models which has been over looked so far.
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Fredericks, L. J. „Managing Sustainable Development and Poverty Alleviation in the Islamic World“. American Journal of Islam and Society 26, Nr. 1 (01.01.2009): 158–61. http://dx.doi.org/10.35632/ajis.v26i1.1431.
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The Centre for Poverty and Development Studies (CPDS), Faculty of Economicsand Administration, University of Malaya, hosted an internationalconference, “Managing Sustainable Development and PovertyAlleviation inthe IslamicWorld,” on 14-15 October 2008 in Kuala Lumpur, Malaysia. Thisevent attracted around 100 participants and eighteen presenters.The thematic foci reflected the understanding that the Islamic worldexhibits significant and disturbing variations in its levels and magnitudes ofsocioeconomic development, poverty incidence and prevalence, income distributionpatterns, literacy, employment, and economic growth.As these areinconsistent with Islam’s principles and ethics of distributive justice andequity, unity, and social responsibility, Muslim researchers and concernedindividuals must join the quest to devise concerted and collaborative Islamicsolutions to the challenges of sustainable development, as well as of povertyalleviation and eradication, in the Islamic world.Within an Islamic framework, the presenters analyzed poverty as asocioeconomic phenomenon from multiple perspectives. One perspectivejustifies the instrumentality of empowerment in overcoming poverty inIslamic societies. As the poor are powerless, the universal principles ofequality and justice imply a more equitable power distribution in society,and collective social action implies consultation strategies to resolve socialimperfections. InMalaysia’s three poverty-focused organizations, empowermentwas analyzed using a framework of determinants, including trustingthe organizer, local working culture, participants behaving like friends, thegovernment’s role, importance of the organization, belief in and trusting theorganization, and roles at all levels. It was established that individuals, thecommunity, and the organization widely acknowledge empowerment as asignificant determinant for success ...
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Mitchison, Timothy J., Phuong Nguyen, Margaret Coughlin und Aaron C. Groen. „Self-organization of stabilized microtubules by both spindle and midzone mechanisms in Xenopus egg cytosol“. Molecular Biology of the Cell 24, Nr. 10 (15.05.2013): 1559–73. http://dx.doi.org/10.1091/mbc.e12-12-0850.
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Previous study of self-organization of Taxol-stabilized microtubules into asters in Xenopus meiotic extracts revealed motor-dependent organizational mechanisms in the spindle. We revisit this approach using clarified cytosol with glycogen added back to supply energy and reducing equivalents. We added probes for NUMA and Aurora B to reveal microtubule polarity. Taxol and dimethyl sulfoxide promote rapid polymerization of microtubules that slowly self-organize into assemblies with a characteristic morphology consisting of paired lines or open circles of parallel bundles. Minus ends align in NUMA-containing foci on the outside, and plus ends in Aurora B–containing foci on the inside. Assemblies have a well-defined width that depends on initial assembly conditions, but microtubules within them have a broad length distribution. Electron microscopy shows that plus-end foci are coated with electron-dense material and resemble similar foci in monopolar midzones in cells. Functional tests show that two key spindle assembly factors, dynein and kinesin-5, act during assembly as they do in spindles, whereas two key midzone assembly factors, Aurora B and Kif4, act as they do in midzones. These data reveal the richness of self-organizing mechanisms that operate on microtubules after they polymerize in meiotic cytoplasm and provide a biochemically tractable system for investigating plus-end organization in midzones.
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Santana-Martins, Marisa, Maria Isabel Sanchez-Hernandez und José Luís Nascimento. „Dual Commitment to Leader and Organization: Alternative Models Based on the Employees’ Emotional Awareness“. Sustainability 14, Nr. 15 (01.08.2022): 9421. http://dx.doi.org/10.3390/su14159421.
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Management has been considering employee commitment as one of the strategic priorities, due to many studies suggesting the positive influence of commitment on high performance, innovative work behavior, employee retention, and many other important business outcomes. Nevertheless, commitment is considered an abstract construct, from which human resources management needs to create policies and practices that effectively support the business strategy and organizational culture. The existence of many foci of commitment in the workplace has been a challenge in that scenario, being important to understand how different foci relate to each other and how they influence the employee commitment process. To contribute to filling this gap, this research aims to compare two different models, analyzing the relationship between two foci of commitment, namely the affective commitment to the leader and organizational commitment. For this purpose, the employees’ emotional awareness has been considered as an independent variable. Hence, this study seeks to identify which model has higher explanatory power, and consequently, a more significant impact on the process of the employees’ commitment. The implications for theory and practice are discussed.
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Xiao, Yangbo, Ye Yuan, Mariana Jimenez, Neeraj Soni und Swathi Yadlapalli. „Clock proteins regulate spatiotemporal organization of clock genes to control circadian rhythms“. Proceedings of the National Academy of Sciences 118, Nr. 28 (07.07.2021): e2019756118. http://dx.doi.org/10.1073/pnas.2019756118.
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Circadian clocks regulate ∼24-h oscillations in gene expression, behavior, and physiology. While the genetic and molecular mechanisms of circadian rhythms are well characterized, what remains poorly understood are the intracellular dynamics of circadian clock components and how they affect circadian rhythms. Here, we elucidate how spatiotemporal organization and dynamics of core clock proteins and genes affect circadian rhythms in Drosophila clock neurons. Using high-resolution imaging and DNA-fluorescence in situ hybridization techniques, we demonstrate that Drosophila clock proteins (PERIOD and CLOCK) are organized into a few discrete foci at the nuclear envelope during the circadian repression phase and play an important role in the subnuclear localization of core clock genes to control circadian rhythms. Specifically, we show that core clock genes, period and timeless, are positioned close to the nuclear periphery by the PERIOD protein specifically during the repression phase, suggesting that subnuclear localization of core clock genes might play a key role in their rhythmic gene expression. Finally, we show that loss of Lamin B receptor, a nuclear envelope protein, leads to disruption of PER foci and per gene peripheral localization and results in circadian rhythm defects. These results demonstrate that clock proteins play a hitherto unexpected role in the subnuclear reorganization of core clock genes to control circadian rhythms, revealing how clocks function at the subcellular level. Our results further suggest that clock protein foci might regulate dynamic clustering and spatial reorganization of clock-regulated genes over the repression phase to control circadian rhythms in behavior and physiology.
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Gard, Scarlett, William Light, Bo Xiong, Tania Bose, Adrian J. McNairn, Bethany Harris, Brian Fleharty, Chris Seidel, Jason H. Brickner und Jennifer L. Gerton. „Cohesinopathy mutations disrupt the subnuclear organization of chromatin“. Journal of Cell Biology 187, Nr. 4 (09.11.2009): 455–62. http://dx.doi.org/10.1083/jcb.200906075.
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In Saccharomyces cerevisiae, chromatin is spatially organized within the nucleus with centromeres clustering near the spindle pole body, telomeres clustering into foci at the nuclear periphery, ribosomal DNA repeats localizing within a single nucleolus, and transfer RNA (tRNA) genes present in an adjacent cluster. Furthermore, certain genes relocalize from the nuclear interior to the periphery upon transcriptional activation. The molecular mechanisms responsible for the organization of the genome are not well understood. We find that evolutionarily conserved proteins in the cohesin network play an important role in the subnuclear organization of chromatin. Mutations that cause human cohesinopathies had little effect on chromosome cohesion, centromere clustering, or viability when expressed in yeast. However, two mutations in particular lead to defects in (a) GAL2 transcription and recruitment to the nuclear periphery, (b) condensation of mitotic chromosomes, (c) nucleolar morphology, and (d) tRNA gene–mediated silencing and clustering of tRNA genes. We propose that the cohesin network affects gene regulation by facilitating the subnuclear organization of chromatin.
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김현숙 und Kim, Jung-Hoon. „Mediating Effects of Regulatory Foci between Leadership and Organizational Effectiveness“. Journal of International Trade & Commerce 10, Nr. 6 (Dezember 2014): 1115–36. http://dx.doi.org/10.16980/jitc.10.6.201412.1115.
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Weber, Devra Anne. „Wobblies of the Partido Liberal Mexicano“. Pacific Historical Review 85, Nr. 2 (01.05.2016): 188–226. http://dx.doi.org/10.1525/phr.2016.85.2.188.
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This article examines the Mexican grassroots base of the Partido Liberal Mexicano (PLM) and PLM members who belonged to the Industrial Workers of the World (IWW). It suggests that a grassroots perspective, one that is also multilingual and transnational, reframes both the PLM and the IWW. Eschewing an institutional approach, this perspective suggests that the organizational underbelly for much of this work rested with Mexican social networks that formed the labor crews, strikes, foci, and union locals. PLM supporters prepared for a Mexican revolution. Some of them did so while organizing IWW locals. Within the context of the intense migration of the period, labor and revolutionary foci moved across binational space, facilitating the spread of ideas, organizing, strikes, and revolutionary forays that were, in effect, binational “circularities of struggle.” These Wobblies of the PLM challenged industrial capitalism, questioned U.S. imperialism and racism, and helped launch the first social revolution in Mexico. This perspective reframes the IWW as one part of a spectrum of organizations attempting to counteract dispossession; yet it simultaneously reveals the organization as more expansive, diverse, multilingual, and transnational than previously presented. By decentering the United States and Europe, this Mexican perspective contributes to a re-envisioned transnational internationalist Left that includes the Americas and opens interpretative frameworks that cross gender, racial, ethnic, and national categories.
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Wolfe, Katie J., Hong Yu Ren, Philipp Trepte und Douglas M. Cyr. „The Hsp70/90 cochaperone, Sti1, suppresses proteotoxicity by regulating spatial quality control of amyloid-like proteins“. Molecular Biology of the Cell 24, Nr. 23 (Dezember 2013): 3588–602. http://dx.doi.org/10.1091/mbc.e13-06-0315.
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Conformational diseases are associated with the conversion of normal proteins into aggregation-prone toxic conformers with structures similar to that of β-amyloid. Spatial distribution of amyloid-like proteins into intracellular quality control centers can be beneficial, but cellular mechanisms for protective aggregation remain unclear. We used a high-copy suppressor screen in yeast to identify roles for the Hsp70 system in spatial organization of toxic polyglutamine-expanded Huntingtin (Huntingtin with 103Q glutamine stretch [Htt103Q]) into benign assemblies. Under toxic conditions, Htt103Q accumulates in unassembled states and speckled cytosolic foci. Subtle modulation of Sti1 activity reciprocally affects Htt toxicity and the packaging of Htt103Q into foci. Loss of Sti1 exacerbates Htt toxicity and hinders foci formation, whereas elevation of Sti1 suppresses Htt toxicity while organizing small Htt103Q foci into larger assemblies. Sti1 also suppresses cytotoxicity of the glutamine-rich yeast prion [RNQ+] while reorganizing speckled Rnq1–monomeric red fluorescent protein into distinct foci. Sti1-inducible foci are perinuclear and contain proteins that are bound by the amyloid indicator dye thioflavin-T. Sti1 is an Hsp70 cochaperone that regulates the spatial organization of amyloid-like proteins in the cytosol and thereby buffers proteotoxicity caused by amyloid-like proteins.
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Toniyan, Konstantin A., Victoria V. Povorova, Elena Yu Gorbacheva, Valery V. Boyarintsev und Irina V. Ogneva. „Organization of the Cytoskeleton in Ectopic Foci of the Endometrium with Rare Localization“. Biomedicines 9, Nr. 8 (11.08.2021): 998. http://dx.doi.org/10.3390/biomedicines9080998.
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(1) Background: Endometriosis is a common pathology of the female reproductive system, often accompanied by pain and decreased fertility. However, its pathogenesis has not been sufficiently studied regarding the role of the cytoskeleton. In this study, we describe two clinical cases involving rare localization of extragenital endometriosis (umbilicus) and compare them with genital endometriosis of different localization (ovaries and uterus), as well as eutopic endometrium obtained with separate diagnostic curettage without confirmed pathology. (2) Methods: The relative content of actin and tubulin cytoskeleton proteins was determined by Western blotting, and the expression of genes encoding these proteins was determined by RT-PCR in the obtained intraoperative biopsies. The content of 5hmC was estimated by dot blot experiments, and the methylase/demethylase and acetylase/deacetylase contents were determined. (3) Results: The obtained results indicate that the content of the actin-binding protein alpha-actinin1 significantly increased (p < 0.05) in the groups with endometriosis, and this increase was most pronounced in patients with umbilical endometriosis. In addition, both the mRNA content of the ACTN1 gene and 5hmC content increased. It can be assumed that the increase in 5hmC is associated with a decrease in the TET3 demethylase content. Moreover, in the groups with extragenital endometriosis, alpha- and beta-tubulin content was decreased (p < 0.05) compared to the control levels. (4) Conclusions: In analyzing the results, further distance of ectopic endometrial foci from the eutopic localization may be associated with an increase in the content of alpha-actinin1, probably due to an increase in the expression of its gene and an increase in migration potential. In this case, a favorable prognosis can be explained by a decrease in tubulin content and, consequently, a decrease in the rate of cell division.
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Hofmann, Andreas, Matthias Krufczik, Dieter Heermann und Michael Hausmann. „Using Persistent Homology as a New Approach for Super-Resolution Localization Microscopy Data Analysis and Classification of γH2AX Foci/Clusters“. International Journal of Molecular Sciences 19, Nr. 8 (02.08.2018): 2263. http://dx.doi.org/10.3390/ijms19082263.
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DNA double strand breaks (DSB) are the most severe damages in chromatin induced by ionizing radiation. In response to such environmentally determined stress situations, cells have developed repair mechanisms. Although many investigations have contributed to a detailed understanding of repair processes, e.g., homologous recombination repair or non-homologous end-joining, the question is not sufficiently answered, how a cell decides to apply a certain repair process at a certain damage site, since all different repair pathways could simultaneously occur in the same cell nucleus. One of the first processes after DSB induction is phosphorylation of the histone variant H2AX to γH2AX in the given surroundings of the damaged locus. Since the spatial organization of chromatin is not random, it may be conclusive that the spatial organization of γH2AX foci is also not random, and rather, contributes to accessibility of special repair proteins to the damaged site, and thus, to the following repair pathway at this given site. The aim of this article is to demonstrate a new approach to analyze repair foci by their topology in order to obtain a cell independent method of categorization. During the last decade, novel super-resolution fluorescence light microscopic techniques have enabled new insights into genome structure and spatial organization on the nano-scale in the order of 10 nm. One of these techniques is single molecule localization microscopy (SMLM) with which the spatial coordinates of single fluorescence molecules can precisely be determined and density and distance distributions can be calculated. This method is an appropriate tool to quantify complex changes of chromatin and to describe repair foci on the single molecule level. Based on the pointillist information obtained by SMLM from specifically labeled heterochromatin and γH2AX foci reflecting the chromatin morphology and repair foci topology, we have developed a new analytical methodology of foci or foci cluster characterization, respectively, by means of persistence homology. This method allows, for the first time, a cell independent comparison of two point distributions (here the point distributions of two γH2AX clusters) with each other of a selected ensample and to give a mathematical measure of their similarity. In order to demonstrate the feasibility of this approach, cells were irradiated by low LET (linear energy transfer) radiation with different doses and the heterochromatin and γH2AX foci were fluorescently labeled by antibodies for SMLM. By means of our new analysis method, we were able to show that the topology of clusters of γH2AX foci can be categorized depending on the distance to heterochromatin. This method opens up new possibilities to categorize spatial organization of point patterns by parameterization of topological similarity.
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Hornung, Severin, und Thomas Höge. „Analysing power and control in work organizations: Assimilating a critical socio-psychodynamic perspective“. Business & Management Studies: An International Journal 9, Nr. 1 (25.03.2021): 355–71. http://dx.doi.org/10.15295/bmij.v9i1.1754.
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This conceptual article draws on critical traditions from several social science disciplines, notably, social, political, and systems theory, sociology, psychology, and management studies, as it seeks to explore, assemble, and integrate some constitutive components of a socio- and psychodynamic perspective on power and control in work organizations. At its core is an archetypal taxonomy of formal (economic), real (technocratic), normative (ideological), and formative (biopolitical) modes of power and managerial control through various means and combinations of commodification (contracts, compensation, competition), coercion (commands, constraints, compliance), cooptation (culture, consent, commitment), and creation (corrosion, conception, coevolution). Other integral elements are domains or foci of inquiry, specifically, interests, ideologies, institutions, and identities. These domains are linked to meta-, macro-, meso-, and micro-levels of analysis, resembling economy, society, organization, and individual. Accordingly, behavioural control and psychological governance processes are reinforced by a pervasive economic system logic, cascading into political, social, and psychodynamic sublogics. These taxonomies are integrated with concepts from the depth and dynamic psychology and traced across economic (meta-system interests), societal (macro-political ideologies), organizational (meso-social institutions), and individual (micro-psychodynamic identities) levels revealing patterns of self-similarity. It is argued that societal subsumption and subjugation reproduce psychodynamic subjectification (submission, sublimation) at the individual level, mediated by the subordinating and socializing forces inherent in organizational control systems. Discussed are implications for the dynamics of power and control in contemporary societies, organizations, and individuals under hegemonic governance of neoliberal ideology.