bluuebunny/crossref_metadata_2025_split huggingface dataset:
A salt-induced kinase (SIK) is required for the metabolic regulation of sleep
Authors: Grubbs Jeremy J. , Lopes Lindsey E. , der Linden Alexander M. van , Raizen David M. 
Published: March 2019

ABSTRACTMany lines of evidence point to links between sleep regulation and energy homeostasis, but mechanisms underlying these connections are unknown. DuringC. eleganssleep, energetic stores are allocated to non-neural tasks with a resultant drop in the overall fat stores and energy charge. Mutants lacking KIN-29, theC. eleganshomolog of a mammalian Salt-Inducible Kinase (SIK) that signals sleep pressure, have low ATP levels despite high fat stores, indicating a defective response to cellular energy deficits. Liberating energy stores corrects adiposity and sleep defects ofkin-29mutants.kin-29sleep and energy homeostasis roles map to a small number of sensory neurons that act upstream of fat regulation as well as of central sleep-controlling neurons, suggesting hierarchical somatic/neural interactions regulating sleep and energy homeostasis. Genetic interaction betweenkin-29and the histone deacetylasehda-4coupled with subcellular localization studies indicate that KIN-29 acts in the nucleus to regulate sleep. We propose that KIN-29/SIK acts in nuclei of sensory neuroendocrine cells to transduce low cellular energy charge into the mobilization of energy stores, which in turn promotes sleep.HighlightsSleep is associated with fat mobilization and low ATP levelsMetabolic regulation of sleep requires the salt-induced kinase (SIK) homolog KIN-29KIN-29 acts in sensory neurons upstream of sleep-promoting neuronsNuclear localization of KIN-29 is required for the metabolic regulation of sleepA type 2 histone deacetylase acts down stream of KIN-29 in the regulation of sleep.Liberation of energy from fat-storage cells promotes sleep.Beta-oxidation promotes sleep.
ERK1/2 signalling dynamics promote neural differentiation by regulating the polycomb repressive complex
Authors: Semprich Claudia I. , Metzis Vicki , Patel Harshil , Briscoe James , Storey Kate G. 
Published: March 2019

AbstractFibroblast Growth Factor (FGF) is a neural inducer in many vertebrate embryos, but how it regulates chromatin organization to coordinate the activation of neural genes is unclear. Moreover, for differentiation to progress FGF signalling has to decline. Why this signalling dynamic is required has not been determined. Here we show that dephosphorylation of the FGF effector kinase ERK1/2 rapidly increases chromatin accessibility at neural genes in mouse embryos and, using ATAC-seq in human embryonic stem cell derived spinal cord precursors, we demonstrate that this occurs across hundreds of neural genes. Importantly, while Erk1/2 inhibition induces precocious neural gene transcription, this step involves dissociation of the polycomb repressive complex from gene loci and takes places independently of subsequent loss of the repressive histone mark H3K27me3 and transcriptional onset. We find that loss of ERK1/2 activity but not its occupancy at neural genes is critical for this mechanism. Moreover, transient ERK1/2 inhibition is sufficient for polycomb protein dissociation and this is not reversed on resumption of ERK1/2 signalling. These data indicate that ERK1/2 signalling maintains polycomb repressive complexes at neural genes, that its decline coordinates their increased accessibility and that this is a directional molecular mechanism, which initiates the process of neural commitment. Furthermore, as the polycomb repressive complexes repress but also ready genes for transcription, these findings suggest that ERK1/2 promotion of these complexes is a rite of passage for subsequent differentiation.
Exploring the impact of training, job tenure, and education-job and skills-job matches on employee turnover intention
Authors: Ju Boreum , Li Jessica 
Published: March 2019

PurposeThe purpose of this study is to explore how training, job tenure and education-job and skills-job matches impact employees’ turnover intention by using a representative national sample from the Korean Labor and Income Panel Study in which 1,531 individuals were followed from 2003 to 2014.Design/methodology/approachA hierarchical-regression analysis was conducted to examine the relationships among training, job tenure, education-job match, skills-job match and turnover intention. This analysis focused on 12 year-to-year time points from 2003 to 2014 (one for each year), and the data were measured for each individual.FindingsThe results from the hierarchical-regression analysis supported the hypotheses that on-the-job training, off-the-job training, distance training, job tenure and education-job and skills-job matches are significantly associated with turnover intention.Originality/valueThe findings of this study, based on human capital theory and firm-specific human capital theory, contribute to an understanding of how training and the education-job and skills-job matches may impact turnover intention in a non-Western context. It also provides a longitudinal perspective of the impact of training on employee turnover intention to inform human resource development professionals when planning employee training.
Human resource development (HRD) practices and banking industry effectiveness
Authors: Otoo Frank Nana Kweku 
Published: March 2019

PurposeThe purpose of this paper is to examine the mediating role of employee competencies in the relationship between human resource development (HRD) practices and organizational effectiveness.Design/methodology/approachAn integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 550 employees of the selected banks. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis.FindingsThe results indicate that some HRD practices impact organizational effectiveness through their influence on employee competencies. The study further revealed that employee competencies mediate the relationship between HRD practices and organizational effectiveness.Research limitations/implicationsThe research was undertaken in the banking industry and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors.Practical implicationsThe findings of the study will help policymakers and management of banks in espousing suitable and well-articulated HRD practices to harness the competencies of employees and inordinately enhance organizational effectiveness.Originality/valueThis study extends the literature by empirically adducing evidence that employee competencies mediated the relationship between HRD practices and organizational effectiveness of the banking industry in Ghana.
Exploring women-only training program for gender equality and women’s continuous professional development in the workplace
Authors: Chuang Szufang 
Published: March 2019

PurposeWomen make up about half of the overall workforce, but they are still underrepresented in higher pay, leadership and senior-level positions. Literature indicated genders are different in information processing, values, learning styles, behaviors and leadership styles. A customized women-only training program (WOTP) has been implemented cross-disciplinary; yet, the literature has limited discussions on the principle and outcome of WOTP. The purpose of this paper is to explore the purpose, application, challenges, advantages and disadvantages of WOTP.Design/methodology/approachSocial learning theory was applied to investigate the fundamental principle of WOTP.FindingsThe implication of WOTP to human resource development (HRD) discipline was discussed, and three propositions were created in this paper.Originality/valueThis paper is expected to contribute to adult education and HRD research and practices on promoting gender equality in the workplace and to provoke dialogue about a training strategy – WOTP.
Case study: establishing a social mobility pipeline to degree apprenticeships
Authors: McKnight Stella , Collins Sarah-Louise , Way David , Iannotti Pam 
Published: March 2019

Purpose
The government’s ambition is to have three million more apprentices by 2020. The newness of degree apprenticeships and insufficient data make it difficult to assess their relative importance in boosting the UK economy, meeting higher skills needs of employers, closing educational attainment gaps, increasing social mobility and supporting under-represented groups into professional employment. The purpose of this paper, led by the University of Winchester and delivered by a new collaboration of private and public sector partners, is to build a pipeline between those currently failing to progress to, or engage with, degree apprenticeships and employers seeking higher skills and a broader pool of applicants.

Design/methodology/approach
The paper provides an analysis of collaborative initiatives and related research in England as the context for university involvement in degree apprenticeships. The case study illustrates the benefits of collaboration in targeted outreach initiatives within the local region to address gaps in progression to degree apprenticeships.

Findings
This paper illustrates how establishing a regional picture of degree apprenticeship provision, access and participation can inform effective partnerships and build capacity locally to deliver the higher skills employers need, further demonstrating the potential benefits of university involvement in degree apprenticeship provision in contributing to local and national policy ambition. It also shows how effective targeted interventions can help under-achieving groups, including those in social care and women in digital enterprises.

Originality/value
The authors believe this paper is the only academic analysis of the impact of Degree Apprenticeship Development Fund activity in the region.
Graduate employability
Authors: Okolie Ugochukwu Chinonso , Nwosu Hyginus Emeka , Mlanga Sunday 
Published: March 2019

Purpose
Following the outcry of several employers that many higher education (HE) graduates do not possess employability skills and therefore are not employable, the purpose of this paper, therefore, is to examine what the labour market (LM) actually demands from the higher education institutions (HEIs) and how the demands of the LM can be met by the HEIs in Nigeria.

Design/methodology/approach
The study is based on interviews and focus group with 28 university professors, executives of the students’ industrial work scheme (SIWES), industry executives, executive officers of the Directorate of Employment and the HE course/programme leaders that revealed substantial information about what the LM actually requires from the HE, and how the HE can meet the demands of the LM in terms of supply of quality graduates.

Findings
The key findings reveal that with adequate teaching resources and competent teachers, graduate employability skills (technical and soft), which the LM demands from the HEIs, can be imparted to the students. Concerning LM and HEIs partnerships, it is found that understanding the demands of the LM by the HEIs can enhance the graduates’ outcomes and their prospects in the LM.

Research limitations/implications
The study argues that the graduate employability is still relevant to the existing practice, but further engagement and research surrounding how the HEIs in the developing countries, especially Nigeria, can meet the actual demands of the LM in terms of competent graduates are needed to examine this range of HE.

Originality/value
The study provides significant suggestions on the improvement needs of the HE teachers to inspire and motivate students to increase the knowledge (know-how), skills (how to do), self-efficacy (effectiveness) and qualities (technical and creative knowledge) required by the LM.
Post-levy apprenticeships in the NHS – early findings
Authors: Baker Denise 
Published: March 2019

Purpose
The purpose of this paper is to investigate apprenticeship developments in two National Health Service (NHS) organisations since the introduction of the apprenticeship levy in April 2017 and considers potential impact on social mobility. This is a pilot for a broader exploration of implementation of government apprenticeship policy in the NHS.

Design/methodology/approach
Following ethical approval, semi-structured interviews were conducted with two key informants with responsibility for education and training in their respective organisations. Interviews were recorded and transcribed verbatim. Thematic analysis was undertaken to identify major and sub-themes of the interviews.

Findings
Four major themes were identified – organisational readiness, the apprenticeship offer, opportunities for further development and potential problems with implementation. Both organisations were actively seeking opportunities to spend their levy and had developed local strategies to ensure this. The levy was being used to develop both new and existing staff, with leadership and management being particularly identified as an area of growth. Similarly, both organisations were using levy monies to develop the bands 1–4 roles, including the nursing associate. The affordability and bureaucracy of apprenticeships were seen as potential problems to the wider implementation of apprenticeships in the NHS.

Practical implications
Although the apprenticeship levy is being spent in the NHS, there are some challenges for employers in their delivery. The levy is offering new and existing staff the opportunity to undertake personal and professional development at a range of educational levels. This has the potential to increase and upskill the NHS workforce, improve social mobility and possibly lead to larger cultural and professional changes.

Originality/value
This paper offers an early insight into the implementation of apprenticeship policy in a large public sector employer such as the NHS.
Content validation of flood disaster preparedness action (FDPA) items among small and medium enterprises (SME) business
Authors: Hashim Hajar Mariah , Ng Yee Guan , Talib Othman , Md Tamrin Shamsul Bahri 
Published: March 2019

Purpose
This paper aims to present the process of construction and content validity of flood disaster preparedness action (FDPA) items to measure flood preparedness characteristics and activities among the small and medium enterprises (SME).

Design/methodology/approach
The content validity process involved the act of conceptualization, development and validation. In short, it was implemented to develop the FDPA items that were used to measure flood preparedness at the SME level. The steps began with literature review (adopt and adapt) and judgment of expert panel on the item development process. The list of 54 items was developed. A panel of eight experts rated its content validation during a focus group discussion.

Findings
In total, 52 items were acceptable to be passed on to the next stage of data collection. The items content validity (I-CVI) measurement of the items was within an acceptable range of more than 0.75, except for two items: Q38 and Q39. The scale content validity (S-CVI) value gave an excellent score of 0.95. Several items with low I-CVI score values for relevancy and clarity were subject to modification.

Practical implications
Content validity ensured accurate interpretations of results. To support the construct validity of an instrument, documenting findings from content validity was essential.

Originality/value
This paper demonstrated the initial phase of scale development on FDPA items. This newly developed item allows the integration of several flood disaster preparedness activities construct by review and judgment process by the panel of experts in the field.
Executive compensation of immigrant-founder firms in the USA
Authors: Hsieh Chialing , Pandey Vivek , Wang Hongxia 
Published: March 2019

PurposeThe purpose of this paper is to examine CEO compensation in immigrant-founder firms vs CEO compensation in non-immigrant-founder firms.Design/methodology/approachUnivariate and multi-variate tests are implemented. CEO compensation is designed as a function of the origin of a firm’s founder (immigrant or native), executive characteristics and firm characteristics with firm and year fixed effect regressions. CEO compensation is measured with cash pay, equity-based pay and total compensation.FindingsCEOs of immigrant-founder firms receive higher equity-based compensation and higher total pay than CEOs of non-immigrant-founder firms and the levels of their equity-based and total compensation are contingent upon their stock ownership. CEOs in high-growth immigrant-founder firms receive higher stock-based pay than their counterparts in non-immigrant-founder firms. Immigrant-founder family firms compensate their CEOs with higher equity-based pay than immigrant-founder non-family firms.Practical implicationsThe paper provides some explanations on the success of immigrant-founder firms. CEO compensation designs in immigrant-founder firms can be adopted in other firms.Social implicationsThe paper provides some rationale for immigration legislation to encourage the talented to come to the USA and start their business in the USA.Originality/valueThis paper is the first to study executive compensation practice in immigrant-founder firms. The findings provide some practical and policy implications on immigration reform.
Project management methods as a way to ambidexterity
Authors: Sailer Patrick 
Published: March 2019

Purpose
Ambidexterity has been shown to contribute to project performance. Recent studies of ambidexterity on the project level focus on multilevel knowledge resources, individual actions and structural ambidexterity. However, the role of project management methods remains unclear. This is surprising because project management methods are broadly disseminated as standards. The purpose of this paper is to theorize how project management methods affect ambidexterity on the project level.

Design/methodology/approach
It is demonstrated how routine theory adds to a better theoretical conceptualization and understanding of project management methods. The analysis of this paper contains, first, the reconstruction of the contribution of each action in “Scrum” to either exploitation or exploration and, second, the discussion of roles in Scrum. To conclude, a “big picture” of what ambidexterity in projects can look like is developed.

Findings
The main findings suggest that Scrum facilitates sequential and contextual ambidexterity by producing a pattern of alternating exploitation and exploration actions and by assigning specific roles.

Practical implications
For practitioners this leads to steps they can take to enhance ambidexterity in projects. It is suggested to staff explicitly ambidexterity-related roles like a Scrum Master and to persist on explorative actions like adaption of project goals and Customer Feedback.

Originality/value
First, the present paper contributes an analysis of the underlying micro-mechanisms of sequential and contextual ambidexterity in projects. Second, it informs practitioners on what aspects of project management methods they should pay attention to.
A moderated mediation model of the relationship between organizational justice and turnover intention
Authors: Ekmekcioglu Emre Burak , Aydogan Enver 
Published: March 2019

PurposeThe purpose of this study is to examine the mediating role of organizational identification (OI) on the relationship between organizational justice (OJ) and turnover intention (TI), as well as the moderating role of psychological contract fulfillment (PCF) in those relationships.Design/methodology/approachData were collected from 339 employees of a financial institution in Turkey. Regression analyses were conducted to investigate a moderated mediation model.FindingsThis study found that OI was partially mediated the relationship between OJ and TI. The results also indicated that the indirect effect of OJ on TI through OI was moderated by PCF.Research limitations/implicationsThe generalizability of the findings is limited. As this study is cross-sectional, causal inferences cannot be inferred regarding the hypothesized relationships.Practical implicationsTo reduce TI, organizations should ensure the fair allocation of resources and rewards among employees. Moreover, organizations should pay attention to the expectations of employees and the promises made to them in an attempt to fulfill psychological contract obligations.Originality/valueThis study explores the mediating role of OI in the relationship between OJ and TI. In addition, this research sheds light on the moderating role of PCF in this mediation model.
Transformational leadership behaviours of women in a socially dynamic environment
Authors: Sharif Khurram 
Published: March 2019

PurposeThis paper aims to provide insights into the female transformational leadership behaviours within a socially dynamic environment. Research was conducted in the State of Qatar, a country that is going through a rapid social change.Design/methodology/approachThe research framework was based on the transformational leadership framework (TLF) initially proposed by Burns (1978) and further developed by Bass (1985). A respondent set, consisting of 25 Qatari female managers, was taken from the largest public university in the State of Qatar. In-depth interviews were the main source of collected data. The data were analysed using NVivo 11.FindingsPredominantly, Qatari female leadership behaviours were reflective of transformational leadership. In their dealings, Qatari female managers displayed motherly instincts, encouraged open communication, used relationship adaptations and used trust. From time to time, Qatari female managers displayed non-transformational leadership behaviours. This occasional leadership style switch was part of behavioural flexibility that was required in a mixed age, mixed gender, mixed experience and mixed nationalities work environment. The key reason for the change in transformational leadership approach came as a reaction to subordinates’ attitude. In particular, the male-dominated work environment required behavioural adjustments (such as being more assertive and autocratic) to deal with masculine subordinates.Research limitations/implicationsA range of respondent perceptions were related to defining leadership. There was some overlapping between the tested determinants. For example, idealised influence and individualised consideration shared a degree of similarity in terms of how they were perceived.Social implicationsSocially dynamic environment should be seen as an opportunity for female transformational leadership development. Social dynamism may result in an evolved TLF that could be more appropriate for Qatari organisations. Hence, experience and problem sharing between Qatari female managers may help in developing a socially and culturally fitting transformational leadership model.Originality/valueThe study presented a perspective of a socially dynamic environment where women were practicing transformational leadership primarily through behavioural flexibility and change management. The study suggests an extended version of TLF that would be more suitable for female leadership within a socially dynamic environment.