bluuebunny/crossref_metadata_2025 huggingface dataset:
A novel approach to identifying marker genes and estimating the cellular composition of whole blood from gene expression profiles
Authors: Shannon Casey P. , Balshaw Robert , Chen Virginia , Hollander Zsuzsanna , Toma Mustafa , McManus Bruce M. , FitzGerald J. Mark , Sin Don D. , Ng Raymond T. , Tebbutt Scott J.
Published: February 2016

Measuring genome-wide changes in transcript abundance in circulating peripheral whole blood cells is a useful way to study disease pathobiology and may help elucidate biomarkers and molecular mechanisms of disease. The sensitivity and interpretability of analyses carried out in this complex tissue, however, are significantly affected by its dynamic heterogeneity. It is therefore desirable to quantify this heterogeneity, either to account for it or to better model interactions that may be present between the abundance of certain transcripts, some cell types and the indication under study. Accurate enumeration of the many component cell types that make up peripheral whole blood can be costly, however, and may further complicate the sample collection process. Many approaches have been developed to infer the composition of a sample from high-dimensional transcriptomic and, more recently, epigenetic data. These approaches rely on the availability of isolated expression profiles for the cell types to be enumerated. These profiles are platform-specific, suitable datasets are rare, and generating them is expensive. No such dataset exists on the Affymetrix Gene ST platform. We present a freely-available, and open source, multi-response Gaussian model capable of accurately predicting the composition of peripheral whole blood samples from Affymetrix Gene ST expression profiles. This model outperforms other current methods when applied to Gene ST data and could potentially be used to enrich the >10,000 Affymetrix Gene ST blood gene expression profiles currently available on GEO.

Key Points

We introduce a model that accurately predicts the composition of blood from Affymetrix Gene ST gene expression profiles.

This model outperforms existing methods when applied to Affymetrix Gene ST expression profiles from blood.
Ab initiostructure determination of nanocrystals of organic pharmaceutical compounds by electron diffraction at room temperature using a Timepix quantum area direct electron detector
Authors: van Genderen E. , Clabbers M. T. B. , Das P. P. , Stewart A. , Nederlof I. , Barentsen K. C. , Portillo Q. , Pannu N. S. , Nicolopoulos S. , Gruene T. , Abrahams J. P.
Published: February 2016

Until recently, structure determination by transmission electron microscopy of beam-sensitive three-dimensional nanocrystals required electron diffraction tomography data collection at liquid-nitrogen temperature, in order to reduce radiation damage. Here it is shown that the novel Timepix detector combines a high dynamic range with a very high signal-to-noise ratio and single-electron sensitivity, enablingab initiophasing of beam-sensitive organic compounds. Low-dose electron diffraction data (∼0.013 e− Å−2 s−1) were collected at room temperature with the rotation method. It was ascertained that the data were of sufficient quality for structure solution using direct methods using software developed for X-ray crystallography (XDS,SHELX) and for electron crystallography (ADT3D/PETS,SIR2014).
Learning to identify employees that are engaged, helpful and proactive
Authors: Lyons Paul , Bandura Randall Paul
Published: February 2016

Purpose

– The purposes of this paper are to: help managers and other practitioners learn about voluntary, helpful employee behavior; provide examples of how such behavior is manifest in everyday work situations, and demonstrate how to assess the behavior for recruitment and selection. A brief study is presented that demonstrates how valid and reliable measures may be used to identify employee predisposition for voluntary, helpful behavior.

Design/methodology/approach

– Two substantive components of this work are: a detailed literature review that describes and demonstrates the elements of voluntary, helpful behavior (v-hob); and a report of a brief correlational study that demonstrates how two short surveys may help in predicting employee voluntary, helpful behavior.

Findings

– Literature review reveals that v-hob is related to many positive employee outcomes among which are better work performance, more positive relationships with co-workers and managers, and lower turnover, as contrasted with employees-in-general. The study undertaken reveals two measures: job dedication, and contextual performance are valuable in predicting employee v-hob.

Research limitations/implications

– In the survey portion of this paper the sample size is relatively small yet amenable for statistical analysis. Study participants are representative of a single academic discipline and are representative of the same university. The two survey tools used have repeatedly been shown to have validity and reliability.

Practical implications

– This paper offers a detailed view of employee helpful behavior and it helps managers develop ways to assess one ' s proclivity for the behavior.

Originality/value

– This paper helps managers, HR specialists and others attain knowledge on the expression of employee v-hob. Two survey tools are provided to help identify employees who may be predisposed to offer this desirable behavior.
Springboard contributes to Royal Mail’s continuing success
Authors: Little Bob
Published: February 2016

Purpose

– The purpose of this paper is to set out the results – so far – of using the Springboard women’s development programme within Royal Mail.

Design/methodology/approach

– This paper comprises a case study on the application of the Springboard women’s development programme throughout Royal Mail. It covers gender, diversity and inclusion issues within the company.

Findings

– The Springboard programme helps women be more realistic in their self-assessment; have more self-confidence; take more initiative; set and achieve clearer goals; have increased personal motivation; accept more responsibility for their own development; have a more mature and positive attitude; communicate more assertively and effectively; add more value to their work; improve customer relations; present a positive image, and improve their assertiveness skills.

Research limitations/implications

– It is possible to achieve ambitious objectives in terms of gender, diversity and inclusiveness at work through the use of a development programme such as Springboard.

Practical/implications

– With help from programmes such as Springboard, women can become more open, and receptive, to change; raise their confidence and self-esteem levels; take on more responsibility; make more effective use of resources, and improve their problem-solving abilities. The programme is also proving able to help them compete more effectively for promotion at work; take on and be successful in management roles. This helps them achieve their career goals, raise their aspirations and generally develop their careers.

Social/implications

– Women are being helped to compete effectively with men in the workplace as well as developing an understanding of how to be successful in their personal lives (in terms of sorting out difficult relationships, improving fitness and gaining a better study/life balance).

Originality/value

– The Springboard women’s development programme is helping to change the working culture built up over some 400 years at Royal Mail.
Learning culture, continuous learning, organizational learning anthropologist
Authors: van Breda-Verduijn Hester , Heijboer Marjoleine
Published: February 2016

Purpose

– The purpose of this paper is to clarify the way an organizational culture forms the right breeding ground for continuous learning. More and more organizations feel the urgency for innovation and continuous improvement. Learning is a key issue in this. A powerful culture of learning forms an effective breeding ground for continuous learning. That is the reason why in this paper the concept of “learning culture” will be analyzed: how will it contribute to continuous improvement and innovation? The authors will answer this question by taking the perspective of an organizational learning anthropologist.

Design/methodology/approach

– The paper combines the perspective of educational sciences and cultural anthropology, and is based on a variety of professional literature. The main point of reference is the model of organizational culture of Schein (1999).

Findings

– Each organization has its own unique learning culture. A learning culture is considered effective when it is supporting the organizational objectives. And a learning culture is effective when it forms an effective breeding ground for the learning needed within the organization.

Practical/implications

– This perspective will bring learning and development professionals new ways of looking at the learning issues and solutions in their organizations. They will get acquainted with the method to analyze the learning culture in their own organization. They will understand how their organizational culture can influence learning issues. Besides that, they will get some ideas on how to improve the learning culture of their organization.

Originality/value

– This paper combines insights from cultural anthropology and educational sciences.
Critical success factors in enterprise resource planning implementation
Authors: Saade Raafat George , Nijher Harshjot
Published: February 2016

Purpose

– The purpose of this paper is to consolidate the critical success factors (CSFs) as published in enterprise resource planning (ERP) implementation case studies. The authors perform the analysis and propose the final CSFs based on the reported ERP implementation process stages.

Design/methodology/approach

– The paper follows the eight category coding steps proposed by Carley (1993) and utilizes only ERP implementation case studies to identify a distinct set of critical success factors. The 37 case studies used in this paper provide a reasonable sample from different countries and contexts. Two methodologies were followed, one for the literature review process and the other for the analysis and synthesis.

Findings

– Out of 64 reported CSFs that were extracted from the literature and subsequent detailed analysis and synthesis the authors found a total of 22 factors that are distinct. These factors which encompass change management, are proposed with five ERP implementation stages.

Research limitations/implications

– The final set of success factors proposed in this study gives a consolidated and unified view of the significant variables to be considered during all the stages of ERP implementation. The research is limited to case study literature and does not account for ERP implementation models and frameworks. Another limitation would be the scope of the literature searched which is that of the Management Information Community.

Practical implications

– The proposed CSFs can be used by practitioners in five ways: assess implementation of an ERP;ex-anteassessment; comparative analysis with other implementation experiences; utilize CSFs from model as part of key performance indicators; and utilize the model to establish a concise strategy to project management process for the ERP implementation.

Social implications

– ERP implementation is complex. The promise has not yet been fully realized. An ERP-enabled organization entails primarily strategy and change management. To that effect, all stakeholders are impacted by ERP implementation. This paper, identified CSFs extracted from cases of ERP implementation and proposes a model to support its project management, user satisfaction and sustainability. The results aim at reducing costs, maintaining timeline, reducing employee anxieties and with a successful implementation, better service to customer base.

Originality/value

– This paper is the first attempt to present a consolidated list of CSFs and mapping them to the stages of an ERP implementation as reported from the industry. It originality is its focus on utilizing rigorous published case studies with the hope that future case studies would utilize the work to report on the same factors. The value is that as the case studies are increased, comparison and differentiation between is enhanced.
Consumer adoption of mobile banking in Jordan
Authors: Alalwan Ali Abdallah , Dwivedi Yogesh K. , Rana Nripendra P. P. , Williams Michael D.
Published: February 2016

Purpose

– The purpose of this paper is to propose and examine a conceptual model that best explains the key factors influencing Jordanian customers
'
intention to adopt mobile banking (MB).

Design/methodology/approach

– The proposed conceptual model was based on the Technology Acceptance Model (TAM). This was extended by adding perceived risk and self-efficacy as an external factors. Structural equation modelling (SEM) was conducted to analyse the data collected from the field survey questionnaires administered to a convenience sample of Jordanian banking customers.

Findings

– The results showed that behavioural intention is significantly influenced by perceived usefulness, perceived ease of use, and perceived risk.

Research limitations/implications

– Practical and theoretical implications for both Jordanian banks and researchers in the MB context are also discussed in the concluding section.

Originality/value

– MB-related issues are yet to be examined empirically in the Jordanian context. This submission has attempted to fill this gap by empirically examining some of the important factors influencing the adoption of MB from the Jordanian customers’ perspective.
What do we know about the role of enterprise architecture in enterprise integration? A systematic mapping study
Authors: Banaeianjahromi Negin , Smolander Kari
Published: February 2016

Purpose

– Constant changes in the environment seem to have become the biggest challenge of a modern enterprise, which emphasizes the constant need to integrate the enterprise into its changing environment. Aiming at eliminating the integration challenges, EA is proposed as a solution. The purpose of this paper is to survey and analyse the available literature on determining the role of EA in EI and also to identify gaps and state-of-the-art in research.

Design/methodology/approach

– This paper presents a systematic mapping study that found 50 papers in the intersection of EA and EI, these papers were surveyed, analysed, and classified with respect to research focus, research method, and paper type.

Findings

– Based on the analyses of the final 50 articles, the authors realized that “EA framework” is the dominating research focus of these studies. “Evaluation research” is recognized as the most common paper type in this area. However, “Experience paper” was a rare paper type in this research domain. “Constructive research” and “Case study/multiple case studies” are widely applied as the research method. “Survey”, “Delphi study” and “Grounded theory” are the least employed research methods. The conclusion was that there is a need for empirical research in this area. After analysing the articles based on their publication year, the authors also noticed a significant growth between 2004 and 2010. After 2010 the number of publications had a downward trend.

Originality/value

– To the knowledge of the authors, this study is the first systematic literature study regarding the role of EA in EI. There are several systematic literature reviews about the EA or EI separately but none of them has addressed the specific realm of the research. Hence, the goal of this study is to provide a map of existing literature to enable improvement of the practice with the known research results and to identify gaps for future research.
Psychological contract profiles among permanent and temporary agency workers
Authors: Chambel Maria J , Lorente Laura , Carvalho Vânia , Martinez Isabel Maria
Published: February 2016

Purpose

– Based on the psychological contract (PC) theory, the purpose of this paper is to identify PC profiles, differentiating between permanent and temporary agency workers (TAW). Moreover, the authors analyzed whether different profiles presented different levels of work engagement.

Design/methodology/approach

– A cross-sectional survey data analysis of 2,867 workers, of whom 1,046 were TAW, was analyzed using latent profile analyses.

Findings

– Four PC profiles were identified, which differed quantitatively in terms of the overall dimension levels (i.e. balanced, relational and transactional) for PC (i.e. content and fulfillment). ANCOVAs showed that the relational/balanced dominant and transactional dominant profiles presented similar engagement levels for TAW, but for permanent workers the former profile showed higher engagement than the latter. However, for both permanent and TAW the fulfillment profile showed higher engagement than the unfulfillment profile.

Research limitations/implications

– The cross-sectional design and the reliance on self-report measures are the limitations of this study, although no causality was claimed and method biases were controlled.

Practical implications

– Actions that increase PC fulfillment positively affect the employment relationship of TAW with the client organization.

Originality/value

– Few studies have addressed PC typologies. Furthermore, most studies have focussed on temporary workers, but not on TAW and their contract with the client organization. Finally, this study emphasizes the crucial role played by the PC in the levels of work engagement.
HRM practices, impersonal trust and organizational innovativeness
Authors: Vanhala Mika , Ritala Paavo
Published: February 2016

Purpose

– Organizational processes that create conditions to facilitate employee innovativeness have become topical due to the constant demand for organizations to renew themselves. Research shows that human resource management (HRM) practices can been used to create such conditions, but also the important complementary role of organizational trust has been highlighted in this context. In particular, earlier studies have mostly focused on the concept of interpersonal trust. However, impersonal trust (the individual employee’s expectations about the employer organization’s capability and fairness) has recently been suggested to be an equally or even more relevant facilitator supporting the effect of HRM practices on organizational innovativeness. The paper aims to discuss these issues.

Design/methodology/approach

– The hypotheses were tested with two large-scale quantitative studies from the forestry and information and communication technology industries in Finland. Structural equation modelling (with LISREL) was used to test hypothesis.

Findings

– This study shows that effective HRM practices indeed facilitate organizational innovativeness, and that this effect is partially mediated by impersonal trust in the organization. This result contributes to the existing literature and practice of HRM and the management of organizational innovativeness.

Research limitations/implications

– Future studies could include also interpersonal trust in order to study trust-innovativeness linkage. The study also examined this phenomenon only in Finnish context and this sets some limitations to the generalizability of the results. In addition, single respondents were used to assess all the variables used in the study. Further studies could improve on this by utilizing more objective measures of organizational innovativeness.

Practical implications

– The results suggest that organizations should pay attention to designing HRM practices so that they facilitate the building of impersonal organizational trust. In order to improve innovativeness through organizational trust, it is crucial to develop an organization-wide HRM system, since practices that are inconsistently used can lead to unwanted or inefficient results. Strategic and managerial actions related to HRM could increase employees’ trust in the organization and subsequent conditions for providing continuously innovative solutions.

Originality/value

– The authors add to the literature by identifying the connection of HRM practices to contributing to behavioural, process and strategic innovativeness through the mediation of impersonal trust. To the best of the researchers’ knowledge, this is one of few studies and the first systematic large sample study that examines impersonal trust and its relationship between HRM practices and different types of organizational innovativeness.
Older employees’ desired retirement age: a JD-R perspective
Authors: Frins Wiel , van Ruysseveldt Joris , van Dam Karen , van den Bossche Seth N.J.
Published: February 2016

Purpose

– Using the job demands-resources (JD-R) model as a theoretical framework, the purpose of this paper is to investigate how job demands and job resources affect older employees’ desired retirement age, through an energy-depletion and a motivational process. Furthermore, the importance of gain and loss cycles (i.e. recursive effects) for the desired retirement age was investigated.

Design/methodology/approach

– A two wave full panel design with 2,897 older employees ( > 50) served to test the hypotheses. Confirmatory factor analysis and structural equation modeling were used to test the measurement and research model. Cross-lagged analyses tested the presence of gain and loss cycles.

Findings

– Results from cross-lagged analyses based on two waves over a one-year period indicated the presence of both a gain and a loss cycle that affected the desired retirement age.

Research limitations/implications

– This is the first longitudinal study applying the JD-R model to a retirement context. Limitations relate to employing only two waves for establishing mediation, and using self-reports.

Practical implications

– Because work conditions can create a cycle of motivation as well as a cycle of depletion, organizations should pay special attention to the job resources and demands of older workers. The findings can inspire organizations when developing active aging policies, and contribute to interventions aimed at maintaining older employees within the workforce until – or even beyond – their official retirement age in a motivated and healthy way.

Originality/value

– This is the first longitudinal study applying the JD-R model to a retirement context and finding evidence for gain and loss cycles.
Curvilinear relationships between role clarity and supervisor satisfaction
Authors: Zheng Xingshan , Thundiyil Tomas , Klinger Ryan , Hinrichs Andrew T
Published: February 2016

Purpose

– Utilizing attribution theory, the purpose of this paper is to propose a more nuanced theoretical understanding of role clarity – supervisor satisfaction trajectories. The authors also identify leadership characteristics that moderate these trajectories: supervisor developmental feedback (SDF) and interpersonal justice.

Design/methodology/approach

– In this field study, survey responses were collected from 334 employees. Data were submitted to hierarchical polynomial regression.

Findings

– The impact of too much role clarity was dependent on the level of interpersonal justice and SDF. When these moderators were high, too much role clarity had a decremental effect on supervisor satisfaction. When these moderatos were low, high role clarity was depicted by an asymptotic trajectory.

Research limitations/implications

– Cross-sectional data were collected from a single source. Future research might attempt to replicate findings using longitudinal designs and multiple data sources. Proposed mediating mechanisms might be measured and incorporated into tests of the theoretical models.

Practical implications

– When managing employee role clarity, more is not always better. Decision makers should examine supervisor-subordinate characteristics to predict employee responses to increased levels of role clarity. Even under optimal conditions, one should expect decreasing marginal returns from role clarity interventions.

Originality/value

– This is the first study to explore nonlinear relationships between role clarity and supervisor satisfaction. This is also the first study to explore moderators of role clarity trajectories.
Demographic dissimilarity, value congruence, and workplace attachment
Authors: Gonzalez Jorge A.
Published: February 2016

Purpose

– Relying on relational demography and person-organization fit perspectives, the purpose of this paper is to explore the interactive effect of demographic dissimilarity and value congruence on workplace attachment outcomes – affective and normative organizational commitment and turnover intentions. Based on optimal distinctiveness theory, asymmetrical effects across gender and race/ethnicity are also examined.

Design/methodology/approach

– A diverse sample of 278 restaurant workers in 30 different work units is used to test the hypotheses using hierarchical OLS regression.

Findings

– The results partially support the idea that perceived and objective value congruence moderate the relationship of race/ethnic and gender dissimilarity on workplace attachment. Tests for asymmetrical demographic group effects showed that value congruence had a stronger moderating effect for whites than for people of color, and for men than for women.

Research limitations/implications

– The results suggest that value congruence can ameliorate the adverse diversity effects on workplace attachment, but that a complete substitution effect may not be present. Women and minorities may still be sensitive to demographic representation even when their value congruence is high. This implies that a simultaneous pursuit of fit and diversity is an adequate diversity management strategy to stimulate the inclusion and workplace attachment of all social groups.

Originality/value

– This study joins a limited number of studies addressing the interaction of value congruence and demographic dissimilarity, and presents empirical evidence from a work setting. Also, this is the first study to show gender and race/ethnic differences in this interaction.
Earnings management in family firms: current state of knowledge and opportunities for future research
Authors: Paiva Inna Sousa , Lourenço Isabel Costa , Branco Manuel Castelo
Published: February 2016

Purpose

– This paper aims to synthesize the extant research on earnings management in family firms.

Design/methodology/approach

– The paper reviews the current state of knowledge about earnings management in family firms, identifying the main theoretical frameworks used in the empirical research on the topic, as well as the main types of said research and its findings.

Findings

– Agency theory is identified as the main theoretical framework used. Two major types of research identified in the literature are discussed, namely, earnings management in family firms versus non-family firms and earnings management in different types of family firms.

Originality/value

– Important research gaps are identified, and future research priorities are suggested. These pertain to the lack of research on earnings management in different types of family firms, the utility of using qualitative and experimental research, as well as the importance of using theoretical frameworks better able to capture the peculiarities of family firms.
The effects of mandatory corporate social responsibility policy on accounting conservatism
Authors: Cheng Chia-Ling , Kung Fan-Hua
Published: February 2016

Purpose

– This paper aims to investigate whether government-mandated corporate social responsibility (CSR) engenders conservative financial reporting in emerging markets. It is expected that CSR plays a substitute role for governance mechanisms in reducing information asymmetry.

Design/methodology/approach

– The C-Score developed by Khan and Watts (2007) was adopted to measure the degree of firm-year specific accounting conservatism. This study uses the CSR rating established by the Shanghai National Accounting Institute.

Findings

– Empirical evidence indicates that the government-mandated CSR policy may be sufficient to induce conservative financial reporting. However, due perhaps to political affiliations, the evidence to support this claim is weaker for state-owned enterprises (SOEs) than for non-SOEs.

Originality/value

– The findings provide a deeper understanding of the potential role of CSR in firms. The results also provide evidence on the dynamics between CSR activities and the reporting behavior of managers. These findings have important implications for investors, analysts and regulators.
The banality of bad leadership and followership
Authors: Solas John
Published: February 2016

Purpose

– The purpose of this paper is to highlight the loss of moral capital incurred by an organization from indifferent or deferential followers of bad leaders. Despite the proliferation of codes of conduct and ethics and compliance programs throughout the business community, the prevalence of malevolence and malfeasance in organizations continues to rise. While a good deal is known about bad leadership, far less is known about bad followership.

Design/methodology/approach

– The paper draws on recent and seminal research from moral theory, organizational behavior and clinical and social psychology, in analyzing and responding to the collusion and passivity of followers.

Findings

– The paper provides critical insights into the complementary relationship between bad leadership and followership, and agues that followers in particular have a serious moral case to answer for their complicity. Suggestions are offered for strengthening their capacity to respond.

Research limitations/implications

– Although research on followership is growing, it is still comparatively newer and more slender than on either management or leadership. Much less is known about the moral behavior of followers, and even less so in relation to its contribution to organizational mischief. Drawing attention to the moral dimension of this facet of organizational deviancy represents both the novelty and limitation of this paper. A more comprehensive account of the immorality of followers awaits further investigation.

Practical implications

– The paper offers a way of invoking and strengthening private conscience as an effective countermeasure against corporate crime and corruption.

Social implications

– Wrongdoing is a fact of organizational life. However, it is not confined to life in organizations, and similar dynamics apply in situations where its impact is both low (non-violent) and high (physically violent). Bystanders are faced with the same moral questions whenever the context demands an active response.

Originality/value

– While both workers and bosses may engage in unethical and unlawful behavior, neither would succeed without followers. Strategies designed to curtail their support serve to reduce the incidence of crime and corruption in the office and elsewhere.
Bringing value to waste in developing countries
Authors: Degobert Muriel , Brangeon Samantha
Published: February 2016

Purpose

– This paper aims to analyse the link that exists between “waste” and “resource” in two developing nations where waste is widely available in the public realm and where economic opportunities are scarce. Over the past few decades, researchers, businesses and policymakers have become increasingly interested in analysing the link that exists between “waste” and “resource”. In developing nations, this link is particularly strong, as waste is widely available in the public realm and economic opportunities are scarce.

Design/methodology/approach

– This paper is the result of two pieces of research carried out simultaneously at Paris Dauphine University. Field data were collected through interviews with different stakeholders involved in the value chain (businesses, scavengers, local authorities, non-governmental organisations (NGOs), etc.), as well as observations as a result of time spent by the researchers living and working in these countries. The limits to the methodology used in this paper are linked to the changing economic and political contexts of these countries, which may affect the nature of the obstacles identified in the value chain.

Findings

– This research has led the authors to identify different types of economic and social “value” which generate and represent waste in developing countries. The authors have analysed waste as a means for value generation for various stakeholders in a given society, as well as an object that can increase in value throughout the recycling process. However, this process of adding value – for those who benefit from the waste, as well as to the waste itself – is, in the case of Haiti and Vanuatu, limited. The authors have attempted to understand some of these limits, which represent a lost opportunity for these countries.

Originality/value

– In this paper, the authors have chosen to analyze this link between “waste” and “resource” in two island countries (Haiti and Vanuatu), which share similar geographical, economic and social characteristics, and to attempt to understand the various types of value that waste offers at different social levels.
An apprenticeship to pleasure: aesthetics dynamics in organizational learning
Authors: Moriceau Jean-Luc , Paes Isabela
Published: February 2016

Purpose

– The purpose of this paper is to show what we can learn from an aesthetics perspective on organizational learning, and especially about some power dynamics unseeable with other perspectives.

Design/methodology/approach

– An exploratory ethnographic study based on the turn-to-affect on the case of a theatre play in which many of the bearings that usually guide theatrical creation were removed.

Findings

– Analysis highlights that an a priori distribution of the sensible that locks routines, representations and roles is seldom questioned in organizational learning programs; the motion enabling organizational learning is less likely to be brought about by a change in power distribution than with the removal of some elements of power that freeze situations; organizational learning diffusion does not only go through norms, rules, values and repositories, but also through affects; and learning runs through a fragile communication of movements, always under the threat of becoming major knowledge and power distribution.

Research limitations/implications

– This paper is based on a single case.

Practical implications

– A too tight and close management of organizational learning is likely to thwart and limit its very learning possibilities.

Originality/value

– Several findings are in contradiction to technological or too managerial approaches to organizational learning. The study hopes to contribute by providing a supplement of complexity in our analysis of organizational learning, notably advocating for taking into account the role of affects, sensibility and the politics of aesthetics.
Beyond the leader-centric approach
Authors: Beau Gaelle
Published: February 2016

Purpose

– The purpose of this paper is to go beyond the leader-centric approach to highlight the shared leadership phenomena happening in organizations where there is no head leader. Seeing interactions between the orchestra members through the lens of aesthetics is a useful way of understanding leadership phenomena.

Design/methodology/approach

– The different approaches used are interviews, participant observation, analysis of video, photo materials and journalist review.

Findings

– The managerial evidence says that without a head leader nothing is possible in organizations with a high level of complexity is not proved in a conductorless orchestra. The orchestra without a conductor shows that leadership is an aesthetic phenomenon. The conductorless orchestra is enhancing the sensitivity of organizational practices in a situation where beauty is a common goal to achieve. Studying leadership through the aesthetic lens is very relevant to understand this phenomenon, and shows that leadership is a co-construction between leaders and followers (and therefore negotiated).

Research limitations/implications

– It has to be compared to a non “amateur” orchestra where power struggles are maybe more visible.

Originality/value

– No study has been done on aesthetics and the no-conductor orchestra.
Integrating the pace‐of‐life syndrome across species, sexes and individuals: covariation of life history and personality under pesticide exposure
Authors: Debecker Sara , Sanmartín‐Villar Iago , de Guinea‐Luengo Miguel , Cordero‐Rivera Adolfo , Stoks Robby
Published: February 2016

The pace‐of‐life syndrome (POLS) hypothesis integrates covariation of life‐history traits along a fast–slow continuum and covariation of behavioural traits along a proactive–reactive personality continuum. Few studies have investigated these predicted life‐history/personality associations among species and between sexes. Furthermore, whether and how contaminants interfere with POLS patterns remains unexplored.

We tested for covariation patterns in life history and in behaviour, and for life‐history/personality covariation among species, among individuals within species and between sexes. Moreover, we investigated whether pesticide exposure affects covariation between life history and behaviour and whether species and sexes with a faster POLS strategy have a higher sensitivity to pesticides.

We reared larvae of four species of Ischnura damselflies in a common garden experiment with an insecticide treatment (chlorpyrifos absent/present) in the final instar. We measured four life‐history traits (larval growth rate during the pesticide treatment, larval development time, adult mass and life span) and two behavioural traits (larval feeding activity and boldness, each before and after the pesticide treatment).

At the individual level, life‐history traits and behavioural traits aligned along a fast–slow and a proactive–reactive continuum, respectively. Species‐specific differences in life history, with fast‐lived species having a faster larval growth and development, a lower mass at emergence and a shorter life span, suggested that time constraints in the larval stage were predictably driving life‐history evolution both in the larval stage and across metamorphosis in the adult stage. Across species, females were consistently more slow‐lived than males, reflecting that a large body size and a long life span are generally more important for females. In contrast to the POLS hypothesis, there was only little evidence for the expected positive coupling between life‐history pace and proactivity. Pesticide exposure decreased larval growth rate and affected life‐history/personality covariation in the most fast‐lived species.

Our study supports the existence of life‐history and behavioural continua with limited support for life‐history/personality covariation. Variation in digestive physiology may explain this decoupling of life history and behaviour and provide valuable mechanistic insights to understand and predict the occurrence of life‐history/personality covariation patterns.
Input Substitution, Productivity Performance and Farm Size
Authors: Sheng Yu , Davidson Alistair , Fuglie Keith , Zhang Dandan
Published: February 2016

This paper develops a theoretical model to examine the relationship between the input elasticity of (technical) substitution and both farm total factor productivity and size. In the presence of ongoing technical change and its factor bias, the ‘income effect’ arising from farms' cost minimising behaviour enables them to increase productivity by saving inputs or, through the dual equivalent, enlarging farm size. As such, farms with higher elasticities of substitution tend to grow larger and become more productive, which provides a new mechanism through which farm heterogeneity in productivity growth can be examined. Empirical evidence from Australian broadacre agriculture supports this theory and points to important policy implications.
A Call for Consensus on Methodology and Terminology to Improve Comparability in the Study of Preventable Prehospital Trauma Deaths: A Systematic Literature Review
Authors: Oliver Govind J. , Walter Darren P.
Published: February 2016

Objectives

The study of preventable deaths is essential to trauma research for measuring service quality and highlighting avenues for improving care and as a performance indicator. However, variations in the terminology and methodology of studies on preventable prehospital trauma death limit the comparability and wider application of data. The objective of this study was to describe the heterogeneity in terminology and methodology.

Methods

We performed a systematic literature review and report this using the PRISMA guidelines. Searches were conducted using PubMed (including Medline), Ovid, and Embase databases. Studies, with a full text available in English published between 1990 and 2015, meeting the following inclusion criteria were included: analysis of 1) deaths from trauma, 2) occurring in the prehospital phase of care, and 3) application of criteria to ascertain whether deaths were preventable. One author screened database results for relevance by title and abstract. The full text of identified papers was reviewed for inclusion. The reference list of included papers was screened for studies not identified by the database search. Data were extracted on predefined core elements relating to preventability reporting and definitions using a standardized form.

Results

Twenty‐seven studies meeting the inclusion criteria were identified: 12 studies used two categories to assess the preventability of death while 15 used three categories. Fifteen variations in the terminology of these categories and combination with death descriptors were found. Eleven different approaches were used in defining what constituted a preventable death. Twenty‐one included survivability of injuries as a criterion. Methods used to determine survivability differed and eight variations in parameters for categorization of deaths were used. Nineteen used panel review in determining preventability with six implementing panel blinding. Panel composition varied greatly by expertise of personnel. Separation of prehospital deaths differed with 10 separating those dead at scene (DAS) and dead on arrival, three excluding those DAS, three excluding deaths prior to EMS arrival, and 11 not separating prehospital deaths.

Conclusions

The heterogeneity in methodology, terminology, and definitions of “preventable” between studies render data incomparable. To facilitate common understanding, comparability, and analysis, a commonly agreed ontology by the prehospital research community is required.
Differential effect of lithium on cell number in the hippocampus and prefrontal cortex in adult mice: a stereological study
Authors: Rajkowska Grazyna , Clarke Gerard , Mahajan Gouri , Licht Camilla MM , van de Werd Henri JJM , Yuan Peter , Stockmeier Craig A , Manji Husseini K , Uylings Harry BM
Published: February 2016

Objectives

Neuroimaging studies have revealed lithium‐related increases in the volume of gray matter in the prefrontal cortex (PFC) and hippocampus. Postmortem human studies have reported alterations in neuronal and glial cell density and size in the PFC of lithium‐treated subjects. Rodents treated with lithium exhibit cell proliferation in the dentate gyrus (DG) of the hippocampus. However, it is not known whether hippocampal and PFC volume are also increased in these animals or whether cell number in the PFC is altered.

Methods

Using stereological methods, this study estimated the total numbers of neurons and glia, and the packing density of astrocytes in the DG and PFC of normal adult mice treated with lithium, and evaluated the total volume of these regions and the entire neocortex.

Results

Lithium treatment increased the total numbers of neurons and glia in the DG (by 25% and 21%, respectively) and the density of astrocytes but did not alter total numbers in the PFC. However, the volumes of the hippocampus and its subfields, the PFC and its subareas, and the entire neocortex were not altered by lithium.

Conclusions

Both neuronal and glial cells accounted for lithium‐induced cell proliferation in the DG. That the numbers of neurons and glia were unchanged in the PFC is consistent with the view that this region is not a neurogenic zone. Further studies are required to clarify the impact of lithium treatment on the PFC under pathological conditions and to investigate the dissociation between increased cell proliferation and unchanged volume in the hippocampus.
Impact of brief self‐affirmation manipulations on university students' reactions to risk information about binge drinking
Authors: Knight Rebecca , Norman Paul
Published: February 2016

Objectives

Binge drinking is associated with an array of negative health consequences and is particularly prevalent in university students. Health‐risk messages about alcohol may fail to change such behaviour because they are dismissed or derogated. The present study sought to compare the effect of three brief self‐affirmation manipulations on message processing, message acceptance, and subsequent alcohol‐related behaviour in university students.

Design

Participants (N = 307) were randomly allocated to condition (kindness questionnaire, values essay, attributes questionnaire, control questionnaire) before reading a health‐risk message about binge drinking.

Methods

After reading the message, participants completed measures of message processing (message reactance, message evaluation, counter‐arguing) and message acceptance (perceived risk, intention, plans) as well as a manipulation check. Alcohol consumption was assessed 1 week later.

Results

Participants in all three self‐affirmation conditions scored significantly higher than participants in the control condition on the manipulation check measure. All other self‐affirmation effects were non‐significant.

Conclusions

While the three self‐affirmation manipulations were found to be self‐affirming, they failed to impact on measures of message processing, message acceptance, or subsequent behaviour. The findings concur with previous research that questions the use of self‐affirmation to reduce alcohol consumption in university students. Current self‐affirmation manipulations may not be strong enough to overcome defensive processing of health‐risk messages about alcohol in students and/or prime social goals that are related to the domain under threat (i.e., alcohol consumption), thereby nullifying any positive self‐affirmation effects.

Statement of contribution

What is already known on this subject?

Health‐risk messages to reduce alcohol consumption (e.g., binge drinking) in university students may fail due to defensive processing (e.g., message derogation).

Self‐affirmation has been proposed as a technique to bolster one's self‐integrity and promote open‐minded processing of health‐risk messages.

Most previous studies that have presented health‐risk messages about alcohol to university students have used a values essay to self‐affirm participants with equivocal results.

What does this study add?

There are few studies that have directly compared different self‐affirmation manipulations.

All three self‐affirmation manipulations were found by participants to be self‐affirming, consistent with the idea that there are multiple ways individuals can self‐affirm, but had no significant effects on message processing, message acceptance, or behaviour.

Self‐affirmation manipulations may lead individuals to reflect on interpersonal values that are related to alcohol consumption in students and may therefore prime the very cognitions and behaviour that they seek to reduce.