Work-family conflict has been examined quite often in human resources management and industrial/organizational psychology literature. Numerous statistics show that the magnitude of this employment ...issue will continue to grow. As employees attempt to balance work demands and family responsibilities, organizations will have to decide to what extent they will go to minimize this conflict. Research has identified numerous negative consequences of work-family stressors for organizations, for employees and for employees' families. There are however many options to reduce this strain, each with advantages and disadvantages. An ethical analysis, from a virtue ethics perspective, is applied to this timely issue to present an alternative view in addressing this critical business decision. In addition, a strong connection between the virtue ethics analysis and a well-known management theory is given to provide a foundation for managerial implications for resolving work-family conflict.
A review of the research paper Empowerment and continuous improvement in the United States, Mexico, Poland, and India: Predicting fit on the basis of the dimensions of power distance and ...individualism, by Christopher Robert, Tahira Probst, Joseph Martocchio, Fritz Drasgow and John Lawler, is presented.
There are over 20 million part-time employees in the United States, however research on part-time employees is quite limited. Research has revealed inconsistencies when comparing part-time and ...full-time employees on various job outcomes (e.g., performance, commitment). As a test of Feldman's (1990) causal model of part-time work, this study provides evidence that autonomy mediates the relationship between job status (part-time vs. full-time) and such outcomes, which can help explain some of the inconsistencies in previous research. Managerial implications are discussed.
Capstone courses in HR have received scant attention in HR journals. This paper begins with a review of capstone courses with a primary focus on capstone courses in business. Based upon this review, ...research questions were formulated to guide an analysis of HR capstone course syllabi at both the undergraduate and graduate levels. This analysis of HR capstone course syllabi leads to several main conclusions. First, undergraduate and graduate HR capstone courses are quite similar. HR capstone courses are also comparable to capstone courses in other business fields. However, there are considerable differences in the topics covered, teaching methods used, and delivery approaches employed across these courses. The prevalence of HR capstone courses was also examined. HR capstone courses appear to be more commonly found in graduate HR programs than in undergraduate HR programs.
Employee health has become a major concern for employers, healthy employees benefit employers in two important ways. First, healthy employees have higher productivity than unhealthy employees and ...second, unhealthy employees use more medical services and drive up the health insurance costs. Due to the rising costs of health care a health survey was developed and administered to employees in a manufacturing operation in Pennsylvania to identify high-risk health behaviors practiced by employees of this business. The survey was distributed to eight hundred employees; the number of returned surveys was 406, a response rate of fifty-one percent. The survey was constructed to elicit general demographic information, health and lifestyle factors (including health conditions, tobacco usage, alcohol consumption, driving habits, and exercise), the impact of health issues on lifestyle, and participation in health promotion activities. As a result of this survey the employer has initiated a number of health-related activities to improve employee health status over the last three years. These activities can be summarized as intervention, informational, development of employee health advocates, insurance review, health surveys, lobbying, and utilization review. PUBLICATION ABSTRACT
Abstract We present the discovery of 13 new widely separated T dwarf companions to M dwarf primaries, identified using Wide-field Infrared Survey Explorer/NEOWISE data by the CatWISE and Backyard ...Worlds: Planet 9 projects (hereafter BYW). This sample represents an ∼60% increase in the number of known M + T systems, and allows us to probe the most extreme products of binary/planetary system formation, a discovery space made available by the CatWISE2020 catalog and the BYW effort. Highlights among the sample are WISEP J075108.79-763449.6, a previously known T9 thought to be old due to its spectral energy distribution, which was found by Zhang et al. (2021b) to be part of a common proper motion pair with L34-26 A, a well-studied young M3 V star within 10 pc of the Sun; CWISE J054129.32-745021.5 B and 2MASS J05581644-4501559 B, two T8 dwarfs possibly associated with the very fast-rotating M4 V stars CWISE J054129.32745021.5 A and 2MASS J05581644-4501559 A; and UCAC3 52-1038 B, which is among the widest late-T companions to main-sequence stars, with a projected separation of ∼7100 au. The new benchmarks presented here are prime JWST targets, and can help us place strong constraints on the formation and evolution theory of substellar objects as well as on atmospheric models for these cold exoplanet analogs.
Two hundred forty-seven unemployed individuals completed a battery of scales assessing constructs relevant to the unemployment situation. These constructs included: financial situation, employment ...commitment, job-seeking confidence, time structure, mental health, cognitive impairment, physical symptoms, and unemployment negativity (how upset an individual is about being unemployed). The results on a subset of these variables were cluster analyzed to assess whether the unemployed individuals in this sample formed meaningful subtypes. The cluster analysis revealed four distinct subtypes of unemployed individuals. The subtypes that were identified can help us to understand the heterogeneity inherent in the unemployment experience. The differences among the subtypes also have implications for designing outplacement and intervention workshops for the unemployed.
A study examines the relationship among perceived job characteristics, job evaluation factors and salary in 20 jobs from 2 job families. The Job Diagnostic Survey and the Job Characteristics ...Inventory were used to assess job characteristics. The results revealed high agreement across 445 individuals who described their jobs, but substantial divergence between pairs of common dimensions across instruments in their relationship with job worth. While the major findings are consistent with previous research on the relationship between job characteristics and job worth, it is proposed that job-level explanations for the motivating properties of jobs are conceptually limited.
An atlas of cells in the human tonsil Massoni-Badosa, Ramon; Aguilar-Fernández, Sergio; Nieto, Juan C. ...
Immunity (Cambridge, Mass.),
02/2024, Letnik:
57, Številka:
2
Journal Article
Recenzirano
Odprti dostop
Palatine tonsils are secondary lymphoid organs (SLOs) representing the first line of immunological defense against inhaled or ingested pathogens. We generated an atlas of the human tonsil composed of ...>556,000 cells profiled across five different data modalities, including single-cell transcriptome, epigenome, proteome, and immune repertoire sequencing, as well as spatial transcriptomics. This census identified 121 cell types and states, defined developmental trajectories, and enabled an understanding of the functional units of the tonsil. Exemplarily, we stratified myeloid slan-like subtypes, established a BCL6 enhancer as locally active in follicle-associated T and B cells, and identified SIX5 as putative transcriptional regulator of plasma cell maturation. Analyses of a validation cohort confirmed the presence, annotation, and markers of tonsillar cell types and provided evidence of age-related compositional shifts. We demonstrate the value of this resource by annotating cells from B cell-derived mantle cell lymphomas, linking transcriptional heterogeneity to normal B cell differentiation states of the human tonsil.
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•Single-cell atlas of the human tonsils as a model for secondary lymphoid organs•Comprehensive glossary of 121 cell types and states defined by multimodal profiling•High-resolution immune cell activation landscape with lineage-defining regulators•A FAIR resource accessible through HCATonsilData
Massoni-Badosa et al. present a comprehensive human tonsil cell atlas, identifying 121 cell types and states through multimodal single-cell profiling. This atlas elucidates cell differentiation pathways and regulatory circuits, defines cell states, and provides a reference for annotating immune cell types and characterizing phenotypic plasticity in pathological settings such as lymphoid neoplasms.
Herein, we aimed to establish benchmark values – based on a composite indicator of healthcare quality – for the performance of laparoscopic left lateral sectionectomy (LLLS) and laparoscopic right ...hepatectomy (LRH) using data from expert centers.
Data from a nationwide multicenter survey including all patients undergoing LLLS and LRH between 2000 and 2017 were analyzed. Textbook outcome (TO) completion was considered in patients fulfilling all 6 of the following characteristics: negative margins, no transfusion, no complication, no prolonged hospital stay, no readmission and no mortality. For each procedure, a cut-off laparoscopic liver resection (LLR) volume by center was associated with TO on multivariable analysis. These cut-offs defined the expert centers. The benchmark values were set at the 75th percentile of median outcomes among these expert centers.
Among 4,400 LLRs performed in 29 centers, 855 patients who underwent LLLS and 488 who underwent LRH were identified. The overall incidences of TO after LLLS and LRH were 43.7% and 23.8%, respectively. LLR volume cut-offs of 25 LLR/year (odds ratio OR 2.45; bootstrap 95% CI 1.65–3.69; p = 0.001) and 35 LLR/year (OR 2.55; bootstrap 95% CI 1.34–5.63; p = 0.003) were independently associated with completion of TO after LLLS and LRH, respectively. Eight centers for LLLS and 6 centers for LRH, including 516 and 346 patients undergoing LLLS/LRH respectively, reached these cut-offs and were identified as expert centers. After LLLS, benchmark values of severe complication, mortality and TO completion were defined as ≤5.3%, ≤1.2% and ≥46.6%, respectively. After LRH, benchmark values of severe complication, mortality and TO completion were ≤20.4%, ≤2.8% and ≥24.2%, respectively.
This study provides an up-to-date reference on the benchmark performance of LLLS and LRH in expert centers.
In a nationwide French survey of laparoscopic liver resection, expert centers were defined according to the completion of a textbook outcome, which is a composite indicator of healthcare quality. Benchmark values regarding intra-operative details and outcomes were established using data from 516 patients with laparoscopic left lateral sectionectiomy and 346 patients with laparoscopic right hepatectomy from expert centers. These values should be used as a reference point to improve the quality of laparoscopic resections.
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•Laparoscopic left lateral sectionectomies/right hepatectomies from nationwide survey.•Identification of centers with best practices using textbook outcome as indicator.•Benchmarking from outcomes of centers with best practices.•Laparoscopic left lateral sectionectomy: severe complication ≤5%, mortality ≤1%.•Laparoscopic right hepatectomy: severe complication ≤20%, mortality ≤3%.
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