bluuebunny/crossref_metadata_2025_split huggingface dataset:
Pinaceae show elevated rates of gene duplication and gene loss that are robust to incomplete gene annotation
Authors: Casola Claudio , Koralewski Tomasz E. 
Published: September 2017

AbstractGene duplications and gene losses are major determinants of genome evolution and phenotypic diversity. The frequency of gene turnover (gene gains and gene losses combined) is known to vary between organisms. Comparative genomic analyses of gene families can highlight such variation; however, estimates of gene turnover rates may be biased when using highly fragmented genome assemblies resulting in poor gene annotations. Here, we address potential biases introduced by gene annotation errors in estimates of gene turnover frequencies in a dataset including both well-annotated angiosperm genomes and the incomplete gene sets of four Pinaceae including two pine species, Norway spruce and Douglas-fir. Previous studies have shown low overall substitution rates, but higher levels of adaptive substitutions, in genes from Pinaceae and other gymnosperms compared to angiosperms. Conversely, our analysis suggests that pines experienced higher gene turnover rates than angiosperm lineages lacking recent whole-genome duplications. This finding is robust to both known major issues in Pinaceae gene sets: missing gene models and erroneous annotation of pseudogenes. A separate analysis limited to the four Pinaceae gene sets confirmed an accelerated gene turnover rate in pines compared to Norway spruce and Douglas-fir. Our results indicate that gene turnover significantly contributes to genome variation and possibly to adaptation and speciation in Pinaceae. Moreover, these findings indicate that reliable estimates of gene turnover frequencies can be discerned in incomplete and potentially inaccurate gene sets.
Salient Experiences are Represented by Unique Transcriptional Signatures in the Brain
Authors: Mukherjee Diptendu , Ignatowska-Jankowska Bogna Marta , Itskovits Eyal , Gonzales Ben Jerry , Turm Hagit , Izakson Liz , Haritan Doron , Bleistein Noa , Cohen Chen , Amit Ido , Shay Tal , Grueter Brad , Zaslaver Alon , Citri Ami 
Published: September 2017

SummaryInducible transcription is essential for consolidation of salient experiences into long-term memory. However, the question of whether inducible transcription relays information representing the identity of the experience being encoded, has not been explored. To this end, we have analyzed transcription across multiple brain regions, induced by a variety of rewarding and aversive experiences. Our results define robust transcriptional signatures uniquely characterizing individual salient experiences. A subset of these induced transcriptional markers suffice for near-perfect decoding of the identity of recent experiences at the level of individual mice. Furthermore, experiences with shared attributes display commonalities in their transcriptional representation, exemplified in the representation of valence, habituation and reinforcement. Taken together, our results demonstrate the existence of a neural transcriptional code that represents the encoding of experiences in the mouse brain. This code is comprised of distinct transcriptional signatures that correlate to the affective attributes of the experiences that are being encoded.
Short-sale prohibitions, firm characteristics and stock returns: evidence from Chinese market
Authors: Li Rui , Li Jiahui , Yuan Jinjian 
Published: September 2017

Purpose
The purpose of this paper is to empirically analyze the impacts of short prohibitions on stock prices.

Design/methodology/approach
The authors adopt event study in this paper. First, the authors match each shortable stocks with one unshortable stocks by the propensity score matching method. Second, the authors check the performance difference between treatment group and control group after the event date. Third, the authors check the performance difference among sub-groups sorted by other factors associated with stock returns.

Findings
The authors find that stocks do not decline necessarily after removal of short prohibitions; only those heavily overpriced stocks, such as small stocks, lower B/M or P/E stocks and higher turnover stocks, decline significantly.

Research limitations/implications
The media falsely stated that short selling lead to market crash; otherwise, short selling is beneficial for improving market efficiency as it is helpful for keeping overpriced stocks in line with the fundamental value.

Originality/value
This is the first paper showing that removal of short prohibitions only impacts heavily overpriced stocks significantly, which is valuable for policy making.
Ethnically diverse workplaces in Irish hospitals
Authors: Bobek Alicja , Devitt Camilla 
Published: September 2017

Purpose
The purpose of this paper is to explore the ethnically diverse workplace in Irish hospitals by examining the perspectives of foreign- and Irish-born professionals and their managers.

Design/methodology/approach
Semi-structured qualitative interviews with 30 health professionals (foreign- and Irish-born) and with hospital managers (Irish-born). All interviews were transcribed and analysed using thematic analysis.

Findings
The managers and professionals interviewed mostly perceived ethnically diverse workplaces as an asset. Health professionals also identified a number of challenges, including internal divisions based on ethnicity, language and communication problems and cultural differences. However, in general, discrimination on the basis of ethnicity was not highlighted by interviewees.

Research limitations/implications
While the qualitative design of the study allowed for an in-depth exploration of experiences in ethnically diverse workplaces in selected Irish hospitals, the relatively small sample size poses some limitations. The study brings to light the need for larger-scale survey-based research on the ethnically diverse workplace in Irish hospitals, which includes Irish- and foreign-born health professionals in the sample.

Originality/value
The study includes a variety of perspectives on experiences in ethnically diverse workplaces in Irish hospitals, including foreign-born health professionals, their Irish-born colleagues and hospital managers.
Relationships between job embeddedness and employees’ life satisfaction
Authors: Ampofo Emmanuel Twumasi , Coetzer Alan , Poisat Paul 
Published: September 2017

PurposeThe purpose of this paper is to explore relationships between organisation embeddedness and life satisfaction, and community embeddedness and life satisfaction. The study also examined relationships between each sub-dimension of organisation embeddedness and community embeddedness and life satisfaction. These sub-dimensions are “links”, “fit” and “sacrifice”.Design/methodology/approachData were collected from 549 employees in organisations located in four major business centres in South Africa. The data were analysed using structural equation modelling.FindingsBoth organisation embeddedness and community embeddedness were positively related to life satisfaction. Regarding the sub-dimensions of organisation embeddedness, only organisation fit and sacrifice were positively related to life satisfaction. As regards the sub-dimensions of community embeddedness, only community fit was positively related to life satisfaction.Practical implicationsAdopting practices which embed employees in the organisation and communities where they live is potentially beneficial for both organisations and employee well-being.Originality/valueThe bulk of research on job embeddedness (JE) and work-related outcomes has focussed on benefits for the organisation. The effects of embeddedness on employee well-being have been largely overlooked. The current study is an attempt to redress this imbalance in JE research.
Lay off employees or terminate consultant contracts? Responses to an external shock in three firms in the Norwegian petroleum industry
Authors: Fijalkowska Anna Paula , Hjartåker Karina Sofie , Nesheim Torstein 
Published: September 2017

PurposePrevious studies on non-standard employment relations have analyzed how firms’ use of non-standard work arrangements are explained by variables related to numerical flexibility. Here, the purpose of this paper is to explore how firms respond to changes in the external environment through reduction in staffing. Since the firms combine employees and external consultants, they are confronted with a dilemma between laying off employees or terminating consultant contracts.Design/methodology/approachThe empirical context is the petroleum sector in Norway. The data consists of 11 interviews with managers at different levels in three firms.FindingsThe authors found that firms terminated over 80 percent of the consultant contracts, while around a forth of employees were downsized. A core-periphery strategy and union power are vital drivers of the prioritization of employees. However, some consultants were retained due to their knowledge of unique aspects of the firm and their role in development and innovation. The authors also found that the firms differed in their emphasis on seniority vs competencies criteria in deciding “survival” among employees.Research limitations/implicationsA main contribution of the study is thus the identification of variables and mechanisms that influence the two interrelated choices of downsizing in such multi-employment contexts. The main limitation is the number of firms analyzed (three), which restricts statistical generalization.Practical implicationsBetter understanding of circumstances and criteria of downsizing choices in employees/external consultants’ constellations.Originality/valueThis study is one of the first to analyze two interrelated issues of downsizing in such constellations lying off employees vs terminating consulting contracts, and whether seniority or competence criteria were prioritized when laying off employees. A main contribution of the study is the identification of variables and mechanisms that influence the two interrelated choices of downsizing in such multi-employment contexts.
Exploring the role of employer forums – the case of Business in the Community Wales
Authors: Bowkett Cassandra , Hauptmeier Marco , Heery Edmund 
Published: September 2017

Purpose
Collective employer representation in the UK has changed in fundamental ways in recent decades. Collective bargaining has declined and instead, the authors have seen the emergence of a significant new form of collective organisation, the employer forum (EF), which promotes good corporate behaviour and typically focusses on issues of equality and diversity, social policy and community engagement. The purpose of this paper is to examine this new form of collective action through a case study on Business in the Community (BITC) Wales. It also compares this EF with traditional employers’ associations (EAs) in order to establish what is significant and distinctive about EFs.

Design/methodology/approach
BITC Wales is a “typical case” (Patton, 2014; Seawright and Gerring, 2008) that shares key characteristics and functions with other EFs across key analytical dimensions, and therefore provides insights into the wider population of EFs in the UK. In addition, the paper compares EFs, examined through a qualitative case study of BITC Wales, and traditional EAs, introduced and discussed in the literature review, along the same analytical dimensions. The aim of contrasting EAs with the case study on BITC Wales is to establish what is distinctive and significant about EFs and to consider the implications for employment relations in the UK.

Findings
The paper argues that EFs and EAs support employers in dealing with the challenges of managing the employment relationship and threats to profitability in different political contexts. The organisation of employers in EAs was a response to increasing trade union power and labour costs. EFs are helping employers to deal with a different set of challenges, including declining social cohesion in communities in which employers operate, reputational and legal risks posed by new equality and diversity legislation and expectations of good corporate citizenship by consumers and their own employees. EFs address these challenges by engaging in social projects in local communities, by promoting good corporate behaviour through benchmarking and codes of conduct, and by boosting the reputation of employers through award schemes and promotion of corporate social responsibility activities of member companies.

Originality/value
Previous literature has not examined EFs and their role in employment relations. This paper considers EFs as a new actor in employment relations.
Institutional logics perspective in management control research
Authors: Damayanthi Sujeewa , Gooneratne Tharusha 
Published: September 2017

PurposeThis paper reviews management control literature which draws on the institutional logics perspective as the theoretical lens to understand the current grounding of this perspective on management control research. It identifies gaps in the current literature and offers possible future research directions.Design/methodology/approachFor the purpose of this paper, five search engines (ABI INFORM, EBSCO, Emerald insight, JSTOR and Science Direct) were consulted, and 35 papers across 16 journals, which specifically fall within the area of management controls and institutional logics, were reviewed.FindingsThe review revealed that the institutional logics perspective has provided theoretical anchoring to management control-related areas such as budgeting, performance management and control tools in organizations. The extant studies have either used institutional logics as a single theoretical perspective or have integrated it with other theories such as neo-institutional theory, agency theory and structuration theory. The research settings of the papers span across firm level, industry level and government organizations and non-profit organizations. Most of the studies have used the qualitative case study approach, whereas a few have taken the mixed method research design.Originality/valueAlthough there are a number of review papers in the area of management controls as well as on institutional theory in general, such reviews have not specifically been focused on the institutional logics perspective, which is a significant development within institutional theory, having provided theoretical backing to a wide range of management control studies over the years. Addressing this omission, this paper provides important insights for future researchers on what research has been done using the lens of institutional logics and what else is worth doing. In that sense, this paper contributes to the domain of management control research, as well as to the development of institutional theory in general and the institutional logics perspective in particular.
The indirect effect of strategic management accounting in the relationship between CEO characteristics and their networking activities, and company performance
Authors: Amanollah Nejad Kalkhouran Abolfazl , Hossein Nezhad Nedaei Bahareh , Abdul Rasid Siti Zaleha 
Published: September 2017

PurposeThe purpose of this paper is to investigate the effect of chief executive officer (CEO) characteristics and involvement in networks on strategic management accounting (SMA) and, in turn, the indirect effect of SMA on company performance.Design/methodology/approachA model is advanced and tested using partial least-squares path modelling and data were collected from a sample of 121 service small and medium-sized enterprises (SMEs) in Malaysia.FindingsThe results indicate significant and positive relationships between the CEO education and the application of SMA as well as between involvement in networks and SMA. Moreover, it is found that SMA has an indirect effect in relations of CEO education, involvement in networks and company performance.Practical implicationsSMEs’ leaders may realize their important role in affecting outcomes by their choices, which are in turn affected by their characteristics and activities.Originality/valueThis study provides an empirical evidence on the impact of two new factors on the SMA by considering contingency theory and upper echelons theory simultaneously for explaining relationships and developing a new model.
Disclosure effects of the PCAOB part II reports
Authors: Udeh Ifeoma 
Published: September 2017

Purpose
The purpose of this paper is to examine the effect of the PCAOB part II report disclosures on US triennially inspected audit firms’ deregistration decisions, the likelihood and the timing of audit firms’ dismissals and resignations.

Design/methodology/approach
The paper anchored on US regulations used 158 publicly available records of disclosed PCAOB part II reports from 2004 to 2012.

Findings
The number of the quality control deficiencies disclosed in the part II report affects US triennially inspected audit firms’ decisions to deregister from the PCAOB. Additionally, audit firms’ dismissals and resignations, both occur mostly within the first year after the part II report disclosure, although audit firms that subsequently deregister are more likely to be dismissed.

Practical implications
The paper provides support that the disclosure of the PCAOB part II inspection report motivates audit quality improvement.

Social implications
The PCAOB inspection and subsequent disclosure of the part II inspection report enhances audit quality, which in turn, enhances investor confidence in the accuracy and reliability of audited financial statements.

Originality/value
The paper provides insights about the effect of the disclosures of PCAOB part II report, over and above any benefits from the PCAOB part I report disclosures, which is the dominant focus of related literature.
The relationship between customer orientation, emotional labour and job burnout
Authors: Wu Xue , Shie An-Jin 
Published: September 2017

Purpose
Drawing on the conservation of resources theory, this study aims to apply the emotional labour concept to illustrate about the relationship between customer orientation (CO) and job burnout, further demonstrating how the relationship is established in the hospitality industry. This study intends to find that emotional intelligence moderates the relationship between CO and emotional labour.

Design/methodology/approach
The study uses descriptive statistical analysis and reliability analysis. Then, the study uses confirmatory factor analyses to ensure the model fit and discriminant validity of the measures. Finally, the hypothesised relationship model is tested and analysed via regression analysis.

Findings
The study finds three dimensions of emotional labour all partially mediated the relationship between CO and job burnout. Meanwhile, the study finds that emotional intelligence would moderate the relationship between CO and three dimensions of emotional labour.

Research limitations/implications
First, the respondents in this study come from five-star hotels in Beijing, China. As the results of this study are based on a sample of Chinese five-star hotel employees, the selection of a single service setting and a single country may raise concerns for the issue of generalisability. Thus, the findings of this study may not generalise to other hospitality contexts, other cultures or other times; research in other settings, geographical areas or times might yield different results.

Practical implications
High employee job burnout is a thorny problem in the hospitality industry, so it is a great challenge for hospitality management to solve high employee job burnout. As a personality resource, CO will decrease job burnout. Emotional labour is a common issue in hospitality. The study intends to explore the lived experiences of the frontline employees in hospitality industry to explain the role of CO directives on employee job burnout in an emotional labour perspective. The results give suggestions for the hospitality management.

Social implications
After reviewing of relevant literature, two research gaps are found. First, despite the amount of research showing a negative relationship between CO and job burnout, remarkably little is known about how these relationships are established. Second, a more important gap lies in overlooking the emotional nature of hospitality service work. The results of the study can fill the theoretical gap.

Originality/value
First, the recruitment and selection of frontline employees should incorporate an assessment of the level of CO. Second, hospitality management should teach and train the employees about the proper control of emotional labour. Third, the recruitment and selection of frontline employees should incorporate an assessment of the level of emotional intelligence; meanwhile, it is necessary to strengthen the emotional intelligence training.
Preparing junior doctors for emergency psychiatric experience: a peer-led teaching programme
Authors: Till Alex , Shaw Elizabeth Jane , Royles Bethan , Banat Malik , Singh Krishna , Wilson Peter , Vinjamuri Indira 
Published: September 2017

Purpose
Junior doctors rotating through psychiatry often practise in isolated environments with little prior experience in this field. This can cause anxiety amongst doctors, and may potentially lead to patient safety concerns. The paper aims to discuss these issues.

Design/methodology/approach
A novel peer-led simulation style teaching session was developed to improve junior doctor knowledge and confidence when working with psychiatry rotations out of hours.

Findings
Following successful completion of two iterations of the teaching, junior doctors reported increased confidence, reduced anxiety and a more positive attitude following the session. Facilitators were similarly positive in their feedback, being able to gain formal teaching experience and appraisal.

Originality/value
A novel, inexpensive and easily replicable teaching session is introduced, which can improve junior doctors’ practice and experience when working in psychiatry settings out of hours.
It is your fault! How blame attributions of breach predict employees’ reactions
Authors: Costa Sandra , Neves Pedro 
Published: September 2017

PurposeUsing insights from attributions, planned behavior, and fairness theories, this study examines the effect of blame attributions of psychological contract breach on employees’ attitudes (affective organizational commitment) and behaviors (organizational citizenship behavior (OCB)). The purpose of this paper is to understand whether employees’ reactions depend on the attributions they make concerning who is responsible for the breach.Design/methodology/approachCross-lagged design in which data were collected from 220 employees and their supervisors in a public company at two times. Moderated mediation was tested using the bootstrapping analysis outlined by Hayes (2012).FindingsThe results supported the authors’ predictions: employees’ blame attributions to the organization have a negative impact on OCBs (as rated by supervisors in time 2) through decreased affective organizational commitment, but blame attributions to the economic context act as a buffer to the relationship between blame attributions to organization and affective organizational commitment, with consequences for OCBs.Research limitations/implicationsAttributions can also be made to concrete persons (i.e. supervisor, coworker, self) rather than to just the organization or context.Practical implicationsWhen hiring, recruiters should provide accurate and realistic promises to the candidates. When facing hard times, managers should provide additional information to employees and adjust their expectations to the current situation of the firm.Originality/valueThis study makes a unique contribution to the literature by questioning the “single story” perspective about reactions to psychological contract breach, in which it is assumed that employees always respond negatively to such event.