bluuebunny/crossref_metadata_2025_split huggingface dataset:
Effector Function-Deficient Memory CD8+ T Cells Clonally Expand in the Liver and Give Rise to Peripheral Memory CD8+ T Cells
Authors: Su Yu-Chia , Lee Chen-Cheng , Kung John T. 
Published: November 2010

AbstractUpon adoptive transfer into histocompatible mice, naive CD8+ T cells stimulated ex vivo by TCR+IL-4 turn into long-lived functional memory cells. The liver contains a large number of so formed memory CD8+ T cells, referred to as liver memory T cells (Tlm) in the form of cell clusters. The CD62Llow expression and nonlymphoid tissue distribution of Tlm cells are similar to effector memory (Tem) cells, yet their deficient cytotoxicity and IFN-γ inducibility are unlike Tem cells. Adoptive transfer of admixtures of TCR+IL-4–activated Vβ8+ and Vβ5+ CD8+ T cells into congenic hosts reveals Tlm clusters that are composed of all Vβ5+ or Vβ8+, not mixed Vβ5+/Vβ8+ cells, indicating that Tlm clusters are formed by clonal expansion. Clonally expanded CD8+ T cell clusters are also seen in the liver of Listeria monocytogenes-immune mice. Tlm clusters closely associate with hepatic stellate cells and their formation is IL-15/IL-15R–dependent. CD62Llow TLM cells can home to the liver and secondary lymphoid tissues, remain CD62Llow, or acquire central memory (Tcm)-characteristic CD62Lhi expression. Our findings show the liver as a major site of CD8+ memory T cell growth and that Tlm cells contribute to the pool of peripheral memory cells. These previously unappreciated Tlm characteristics indicate the inadequacy of the current Tem/Tcm classification scheme and help ongoing efforts aimed at establishing a unifying memory T cell development pathway. Lastly, our finding of Tlm clusters suggests caution against interpreting focal lymphocyte infiltration in clinical settings as pathology and not normal physiology.
Downstream of Tyrosine Kinase 1 and 2 Play Opposing Roles in CD200 Receptor Signaling
Authors: Mihrshahi Robin , Brown Marion H. 
Published: November 2010

AbstractThe CD200 receptor (CD200R) negatively regulates myeloid cells by interacting with its widely expressed ligand CD200. CD200R signals through a unique inhibitory pathway involving a direct interaction with the adaptor protein downstream of tyrosine kinase 2 (Dok2) and the subsequent recruitment and activation of Ras GTPase-activating protein (RasGAP). Ligand engagement of CD200R also results in tyrosine phosphorylation of Dok1, but this protein is not essential for inhibitory CD200R signaling in human myeloid cells. In this paper, we show that CD200R-induced phosphorylation of Dok2 precedes phosphorylation of Dok1, and that Dok2 and Dok1 recruit different downstream proteins. Compared with Dok2, Dok1 recruits substantially less RasGAP. In addition to binding RasGAP, Dok2 recruits the adaptor molecule Nck in response to ligand engagement of CD200R. CD200R-induced phosphorylation of Dok1 results in the recruitment of CT10 sarcoma oncogene cellular homologue-like (CrkL), whereas the closely related CT10 sarcoma oncogene cellular homologue interacts constitutively with Dok1. Knockdown of Dok1 or CrkL expression in U937 cells resulted in increased Dok2 phosphorylation and RasGAP recruitment to Dok2. These data are consistent with a model in which Dok1 negatively regulates Dok2-mediated CD200R signaling through the recruitment of CrkL.
Clinical Utility of the Combined Use of the Canadian Occupational Performance Measure and Goal Attainment Scaling
Authors: Doig Emmah , Fleming Jennifer , Kuipers Pim , Cornwell Petrea L. 
Published: November 2010

Abstract
OBJECTIVE. We investigated the clinical utility of combined use of Goal Attainment Scaling (GAS) and the Canadian Occupational Performance Measure (COPM) to plan goals and measure progress in a community rehabilitation setting.
METHOD. Fourteen participants with traumatic brain injury completed an outpatient, goal-directed 12-wk occupational therapy program; 53 goals were generated. Performance and satisfaction self-ratings and GAS ratings were collected before and after intervention. Self-awareness, motivation to change, and perceived client-centeredness measures were taken before intervention.
RESULTS. Sensitivity to change was demonstrated by significant improvements after intervention for total performance self-ratings on the COPM and GAS T scores.
CONCLUSION. Combined use of these tools, although time consuming, resulted in goals that were perceived almost unanimously as client centered, despite most participants' having moderate or severe impairment in self-awareness. The process also enabled subjective and objective demonstration of goal achievement, thereby supporting the clinical utility and treatment validity of the combined use of these tools.
Chronometry of Mentally Versus Physically Practiced Tasks in People With Stroke
Authors: Wu Andy J. , Hermann Valerie , Ying Jun , Page Stephen J. 
Published: November 2010

AbstractOBJECTIVE. The purpose of this study was to determine whether chronometry is appropriate for monitoring engagement in mental practice by comparing the time taken for people with chronic stroke to mentally and physically practice five tasks.METHOD. Eighteen stroke participants mentally and physically rehearsed each task. Time was recorded for each of the three trials per task.RESULTS. Participants required significantly more time to physically practice than to mentally practice tasks (all p &lt; .05). A significantly greater amount of time for mental practice of the more-affected arm than for the less-affected arm was also observed (p &lt; .01).CONCLUSION. Because there was no agreement between the time taken to mentally and physically practice the tasks, chronometry does not appear to be valid for monitoring mental practice in this population.
Rehabilitation for Bilateral Amputation of Fingers
Authors: Stapanian Martin A. , Stapanian Adrienne M. P. , Staley Keith E. 
Published: November 2010

Abstract
We describe reconstructive surgeries, therapy, prostheses, and adaptations for a patient who experienced bilateral amputation of all five fingers of both hands through the proximal phalanges in January 1992. The patient made considerable progress in the use of his hands in the 10 mo after amputation, including nearly a 120% increase in the active range of flexion of metacarpophalangeal joints. In late 1992 and early 1993, the patient had “on-top plasty” surgeries, in which the index finger remnants were transferred onto the thumb stumps, performed on both hands. The increased web space and functional pinch resulting from these procedures made many tasks much easier. The patient and occupational therapists set challenging goals at all times. Moreover, the patient was actively involved in the design and fabrication of all prostheses and adaptations or he developed them himself. Although he was discharged from occupational therapy in 1997, the patient continues to actively find new solutions for prehension and grip strength 18 yr after amputation.
Managing occupational boundaries to improve innovation outcomes in industry-research organisations
Authors: Hayes Kathryn J , Fitzgerald J Anneke 
Published: November 2010

AbstractCommercialisation activities combining the discoveries of one occupational group, such as scientists, with the commercial skills of managers involve interactions across occupational and organisational cultures. This article explores the challenges posed by working across occupational and organisational boundaries, and describes management techniques developed informally in four Australian organisations to address barriers to knowledge transfer. It identifies the existence of Knowledge-stewarding Communities of Practice (CoP) that span organisational boundaries and impact commercialisation outcomes. It also presents recommendations for management practice based upon diversity management and innovation theories. The context of the study is Australian hybrid industry-research organisations composed of academic, government and industry personnel. Semi-structured interviews with a total of twenty scientists, engineers and managers focused on their experiences of knowledge sharing across organisational and occupational cultures, and methods used to manage these boundaries. The existence and efficacy of boundary-crossing individuals and boundary object strategies are explored. A generic process management model of innovation is extended to acknowledge and accommodate occupational and organisational cultural proclivities towards exploration or exploitation, and to stimulate future research.
Untangling the value of information scope: An investigation in retail pharmacies
Authors: Harrison Jennifer L 
Published: November 2010

AbstractThis research investigates whether the importance of information scope for decision making mediates the relations between dimensions of strategic orientation, perceived environmental uncertainty (PEU) and organisational effectiveness in the retail pharmacy industry. Data from a survey of NSW pharmacies was analysed using structural equation modelling. Although two dimensions of strategic orientation – product-market development and market scope – were positively associated with information scope, the direct organisational benefits and mediating role of broad scope information were disconfirmed and no link between information scope and PEU was found. The results suggest the need for rethinking theoretical models of information scope. Implications for retail pharmacies and organisations interested in the effectiveness of those businesses are discussed.
Strategic utilization of entrepreneur's resource-based social capital and small firm growth
Authors: Bratkovic Tina , Antoncic Bostjan , Ruzzier Mitja 
Published: November 2010

AbstractAn entrepreneur's social capital can be important for their firm's growth. The creation of a network can be largely determined by strategy. This study makes a contribution by developing and testing a model of the firm growth driven by the entrepreneur's social capital that considers the entrepreneur's resource acquisition network ties. In the model a controversial combination of strong and weak tie arguments is proposed. Regression analysis was conducted using structured-questionnaire survey data from small firm entrepreneurs in Slovenia. The findings suggest that firm growth can be influenced by strategic utilization of the entrepreneur's resource-based social capital. In particular, resource network intensity can have a positive influence on firm growth, whereas the central resource ‘network person friendship’ can be negatively related to firm growth.
e-Business connections in the health sector: IT challenges and the effects of practice size
Authors: Gibb Jenny L , Haar Jarrod M 
Published: November 2010

AbstractThe use of information technology (IT) in the health sector is critically important for enhanced patient care and ultimately cost savings. However, the uptake of IT in health has been slow when compared with other industry sectors, due to the range of issues and IT inconsistencies associated with the needs of its stakeholders. This study explored the challenges experienced by 108 New Zealand medical practitioners in their IT interface with other key primary and secondary health providers. We found IT interface challenges were negatively related to e-business activity (receiving) but held no effect on e-business activity (sending). Further, we tested for and found significant moderating effects of practice size, based on patient numbers. Large practices were able to buffer the negative influence of IT interface challenges on e-business activity (receiving), while small practices were severely hampered by IT interface challenges. The implications of operating in a modular industry structure are discussed.
Promoting exchange between East and West management cultures: The role of dialogue
Authors: Jabri Muayyad 
Published: November 2010

AbstractThis paper calls on cultural studies as a resource for rethinking East and West management cultures. An analysis of East and West management cultures reveals that much of our prevailing knowledge of East and West management cultures is derived from cross-national comparisons of culture. These comparisons are predicated on assumptions of instrumental rationality and the cultural homogeneity of the self with social others, which effectively presume an ontology of the self as stable, enduring, and the same as social others. For promoting exchange between East and West management cultures, there is a need to move beyond this mistaken assumption of ontological ‘sameness’. To achieve this, the paper argues that at least two changes are required: (i) reversing the tendency to treat culture as an entity that is separate from the individual; and (ii) reversing the tendency to treat the narrative identity of the individual as stable and enduring. With a view to realising these changes, the paper proposes the notion of ‘dialogical encounter’ as a means of enabling individuals to be given a role in determining how their culture is ‘made known’ to others.
Women in management: A personal retrospective
Authors: Still Leonie 
Published: November 2010

The status of women in employment in general and in management in particular has interested researchers in Australia since the mid-1970s, although interest in women's industrial and occupational employment segregation and pay inequality has an even longer history. However, this overview concentrates on developments in the ‘women in management’ field since the 1970s, primarily because of the concerted and concentrated efforts to raise the employment status of women since that time.The overview also concentrates on the Australian experience, in an attempt to determine if ‘the more things change the more they remain the same’ or if actual change and progress has been made. My credentials for undertaking this retrospective are that I have been researching in the women in management area since the early 1980s and have tracked the main changes, influences and dimensions since that time. Readers who are expecting a critique of the impact of feminism and other ideologies in the area will be disappointed. My research perspective is, and always has been, managerial and organizational. I will thus not be mentioning a whole raft of substantive thinkers and researchers from other perspectives who have contributed to this area over the years. To assist the process of review, I have divided developments into a number of eras to illustrate the progression of both policy and research over the various periods.
Reflections on Professor Still's retrospective: A trans-Tasman response
Authors: Pringle Judith K 
Published: November 2010

Professor Still presents a succinct and insightful piece, reflecting on the development for women in management within Australia over the past three decades. She rightly focuses on women in management rather than to try and map the multitudinous developments of the women/gender in organisation literature that has mushroomed into a sub-discipline of its own over the past three decades.In considering any parallel development for women in New Zealand it seems compelling to start in the late 19th century. As a result of direct and indirect action by the suffrage movement; fuelled by activities of the women's temperance union, NZ women gained the vote in 1893. Like Australia, the colonial women were perceived very much as Damned Whores and God's Police (Summer, 1994). In these brief reflections, I focus on the last 30 years of changes since the second wave of the feminist movement. In summary, the conclusions are somewhat depressingly similar to Australia; however, there are some noteworthy differences.
Obeying organizational ‘rules of relevance’: Gender analysis of policy
Authors: Eveline Joan , Bacchi Carol 
Published: November 2010

AbstractThere is considerable research showing that gender is deemed irrelevant to organizations and to policy. This paper examines the results of a research project that sought to reverse those ‘rules of relevance’. The project required policy actors in several public sector organizations to undertake a gender analysis of their policies. We found that it was through the collaborative work of doing the gender analysis that policy actors came to see why such an analysis was needed. This necessarily meant seeing the relevance of gender to the policies they dealt with, which could also highlight gender bias in their organizations. Yet, a bureaucratic and gendered division of labour ensured that those who got to do the gender analysis were those in relatively powerless positions, predominantly women. We draw on the ‘turn to practice’ in organizational studies and feminist strategies of ‘sudden seeing’ to consider what our results might offer future projects of gender analysis and organizational intervention.
‘Girl disease’: Women managers' reticence and ambivalence towards organizational advancement
Authors: Ross-Smith Anne , Chesterman Colleen 
Published: November 2010

AbstractThis paper addresses the theme of the special issue by drawing attention to ways in which gender scholarship can influence management and organizational studies in an analysis of the pathways to senior management. Based on an Australia-wide study of the experiences of women and men in senior management, it adds new empirical data to the body of knowledge on women's career advancement at senior levels of organizations. Many women interviewed expressed reticence and ambivalence about the advancement of their careers and their prospects for promotion, which was called ‘girl disease’ by one woman. Forms of ambivalence varied according to different age and sector cohorts; in particular difficulties were identified in reconciling family responsibilities with the demands of senior level appointments. We analyse expressions of ambivalence and reticence by exploring the tensions between women's gender identity and the organizational factors that shape their ‘managerial’ identity. We conclude by suggesting strategies to improve organizational practices in relation to women's career development and promotion.
Profitable margins: The story behind ‘our stories’
Authors: Ryan Irene 
Published: November 2010

AbstractInstitutionalised sport offers a context of ‘profitable margins’ for gender and diversity scholars in management and organisation studies to understand the intersections of different identity categories. Sport is about gendered bodies which are sorted into overt, pre-determined categories, such as sex, chronological age, ethnicity and disability. The storyline is illustrative of this as it traces a methodological journey and identifies three challenges that evolved in research aimed at exploring the intersections of gender and age in sport. It will discuss how further contributions can be made by placing self as the subject and object of the research through the use of the method known as memory-work. Memory-work is a method theoretically constructed as non-hierarchical, inclusive research. In this article this method is applied from an individual stance which created tensions and unexpected challenges. Despite its limitations memory-work opens up possibilities to those researchers wanting to adopt a multiple lens within gender and diversity research.
Socially responsible diversity management
Authors: Syed Jawad , Kramar Robin 
Published: November 2010

AbstractThe purpose of this article is to develop a conceptual framework to describe ‘socially responsible diversity management’. This framework seeks to demonstrate that the desired social justice outcomes of affirmative action programs and the business benefits of diversity management programs can be achieved but only by undertaking initiatives at a number of levels. Traditional approaches to afirmative action have been unsuccessful in achieving their goal of equitable labour market outcomes and it is unclear that diversity management programs have contributed to business outcomes. The article argues that neither affirmative action nor diversity management has been able to fully achieve its objectives because of a number of limitations. The article argues that organisations can achieve better business outcomes, as well as equity outcomes associated with a diverse workforce, by adopting a relational, multilevel framework of managing diversity. Such a framework provides for the creation of what is termed ‘socially responsible diversity management’.
Subtle sexism: Re-informing intergroup bias and regulating emotion in an Australian police organization
Authors: Melgoza Alberto R. , Cox Julie Wolfram 
Published: November 2010

AbstractFrom a liberal feminist perspective, we argue that gender can both inform, and should continue to be informed by, social identity studies in efforts to understand and manage subtle sexism in contemporary workplaces. We investigated the presence of a form of subtle sexism, affective aversive sexism, in an Australian male-dominated organization: a police force. To do this we surveyed 159 policemen and examined relationships between individual emotional experience, emotional intensity and emotion regulation. Results indicated that, in a subtle display of intergroup bias, policemen experienced both higher positive and higher negative emotions in the presence of other policemen than of policewomen who, we argue, may be less central in the men's identities and relationships at work. Implications for research, training, and emotion management in the workplace are discussed and it is suggested that liberal feminist research can contribute much to understanding the dynamics that reproduce structural segregation in the workplace.
HRM: A Management Science in Need of Discipline
Authors: Cooksey Ray W. , Gates G. Richard 
Published: November 2010

AbstractHuman Resource Management (HRM), as a sub-discipline of management science, is in its infancy. HRM practices are often Utopian in expectation and fail to incorporate a realistic view of existing knowledge bases in the psychological, social, and biological sciences. The HRM discipline relies upon theoretical approaches (eg theories of motivation, satisfaction, and performance) which are: (1) almost invariably linear in conceptualisation and depend largely upon correlational evidence, (2) frequently validated within nonrepresentative contexts that are overly constrained by researchers and (3) overly simplistic in that the constraints and patterns imposed by our biological, psychological and social systems are frequently ignored or assumed to constitute random error within the models. This frequently translates into HRM practices which map reasonably well onto theory yet fall short of yielding expected outcomes. The theories do not match the realities observed. We point to nonlinear dynamics and chaos theory as a way of conceptualising how common HRM practices may translate into observable outcomes. Such an approach will force managers to pull back from simple reliance on linear predictions and realise that truly effective HRM practices should be sensitive to the unique, complex and less systematically predictable patterns of human behaviour.
Distinguishing the Purpose and Objectives of Working Arrangements
Authors: Mammam Aminu 
Published: November 2010

AbstractThis paper addresses some of the limitations of the current approach to the conception, adoption and installation of working arrangements. It has been argued that emphasis on bottom line, shortermism and control can result in short term benefits. This partly explains the continuous reorganization of the workplace in some companies. The paper underscores the need for organizations to articulate a “purpose” for working arrangements. It is argued that there are two dimensions of the purpose of novel working arrangement: (a) providing appropriate “intrinsic” and “extrinsic” reward for internal stakeholders and (b) achieving organizational objectives (eg meeting customer expectations). The paper proposes a framework for adopting and installing a working arrangement which is based on auditing the work system.