bluuebunny/crossref_metadata_2025_split huggingface dataset:
Involvement of the PI3K/AKT pathway in ATP‐induced proliferation of developing retinal cells in culture
Authors: Ornelas Isis Moraes , Ventura Ana Lucia Marques 
Published: June 2010

AbstractATP induces the proliferation of chick retinal cells in culture through the activation of P2Y1 receptors, PKC and MAP kinases. Together with MAP kinases, the PI3K/AKT pathway has also been implicated as an important mediator in proliferative events during development. Here we investigated the participation of the PI3K/AKT signal pathway on ATP‐induced proliferation of chick embryo retinal cells in culture. When retinal cultures obtained from 7‐day‐old embryos were cultivated for 1 day and treated with ATP, a transient and dose‐dependent phosphorylation of both ERK and AKT was observed, an effect that could be mimicked by 500 μM ADP and blocked by 100 μM PPADS, a P2 receptor antagonist. Maximal stimulation of both enzymes was obtained with 100 μM ATP in 5 min, decreasing thereafter. Activation of these pathways by ATP seemed to be independent, since LY294002 and U0126, inhibitors of PI3K and MEK, did not block the activation of ERK and AKT, respectively, although each compound blocked its respective target. Moreover, when the cultures were incubated with ATP in the presence of LY294002, a decreased incorporation of [3H]‐thymidine was observed, as compared to cultures treated only with ATP, a decline that was also obtained by incubating the cells with ATP plus 0.5 μM API‐59CJ‐Ome, an inhibitor of AKT. No decrease in cell viability was observed with this concentration of API‐59CJ‐Ome. An increase in cyclin D1 expression, that could be inhibited by 10 μM LY 294002 or 20 μM U0126, was observed when cells were incubated with 500 μM ADP. No effect of PI3K and MEK inhibitors was observed in the expression of p27kip1 in the cultures. These results suggest that, besides the involvement of the MAP kinases pathway, ATP‐induced cell cycling of late developing retinal progenitors in culture also involves the activation of the PI3K/AKT pathway.
Does offshoring create value for shareholders?
Authors: Prezas Alexandros P. , Simonyan Karen , Vasudevan Gopala 
Published: June 2010

AbstractWe study the wealth effect of offshoring by analyzing the announcement‐period returns as well as the long‐run operating and stock return performance of firms that offshored their activities in the period 2000–2005. Announcement‐period stock returns are positive for firms that offshore activities primarily to reduce costs but are negative for firms that offshore activities for other reasons. Also, announcement‐period stock returns are higher for firms with a larger size, better operating performance, lower growth potential, and a higher cost of goods sold in the year prior to the offshoring announcement. Firms that offshore activities primarily to reduce costs enjoy improved operating and stock return performance in the years following the offshoring. Overall, our findings indicate that not all firms enjoy the benefits of offshoring; rather, only those that offshore primarily to reduce costs do.
Metabolite-biomarker investigations in the life cycle of and infection withSchistosoma
Authors: Legido-Quigley C. 
Published: June 2010

SUMMARYSchistosome infection is endemic in many Third World countries and affects an estimated 200 million individuals. Over the last few years, a number of investigations have focused on small molecule biomarkers of this infection. These studies were aimed at discovering key molecules relating to the life cycle of the parasite or deciphering metabolic change in the host during infection. In this review these studies are further divided into targeted approaches to find compounds and fingerprinting techniques i.e. metabonomics. A species-specific metabolite or group of biomarkers of the infection have yet to be discovered. For this reason a critical discussion contrasting with established diagnostic methods and future prospects are also provided.
“BUT IT WOULD BE WRONG”
Authors: Darwall Stephen 
Published: June 2010

AbstractIs the fact that an action would be wrong itself a reason not to perform it? Warranted attitude accounts of value suggest “buck-passing” about value, that being valuable is not itself a reason but “passes the buck” to the reasons for valuing something in which its value consists. Would a warranted attitude account of moral obligation and wrongness, not entail, therefore, that being morally obligatory or wrong gives no reason for action itself? I argue that this is not true. Although warranted attitude theories of normative concepts entail buck-passing with respect to reasons for the specific attitudes that are inherently involved in the concept, the concepts of moral obligation and wrong are normative not in the first instance for action, but for a distinctive set of attitudes (Strawsonian “reactive attitudes”) through which we hold ourselves and one another answerable for our actions. On this analysis, moral obligations are demands we legitimately make as representative persons, and the fact that an act would violate such a demand, and so disrespect the authority these demands presuppose, is indeed a reason not to perform the wrongful act that is additional to whatever features make the act wrong.
The Mg-Chelatase H Subunit ofArabidopsisAntagonizes a Group of WRKY Transcription Repressors to Relieve ABA-Responsive Genes of Inhibition
Authors: Shang Yi , Yan Lu , Liu Zhi-Qiang , Cao Zheng , Mei Chao , Xin Qi , Wu Fu-Qing , Wang Xiao-Fang , Du Shu-Yuan , Jiang Tao , Zhang Xiao-Feng , Zhao Rui , Sun Hai-Li , Liu Rui , Yu Yong-Tao , Zhang Da-Peng 
Published: June 2010

AbstractThe phytohormone abscisic acid (ABA) plays a vital role in plant development and response to environmental challenges, but the complex networks of ABA signaling pathways are poorly understood. We previously reported that a chloroplast protein, the magnesium-protoporphyrin IX chelatase H subunit (CHLH/ABAR), functions as a receptor for ABA in Arabidopsis thaliana. Here, we report that ABAR spans the chloroplast envelope and that the cytosolic C terminus of ABAR interacts with a group of WRKY transcription factors (WRKY40, WRKY18, and WRKY60) that function as negative regulators of ABA signaling in seed germination and postgermination growth. WRKY40, a central negative regulator, inhibits expression of ABA-responsive genes, such as ABI5. In response to a high level of ABA signal that recruits WRKY40 from the nucleus to the cytosol and promotes ABAR–WRKY40 interaction, ABAR relieves the ABI5 gene of inhibition by repressing WRKY40 expression. These findings describe a unique ABA signaling pathway from the early signaling events to downstream gene expression.
Abrasive behavior of discontinuous fiber reinforced polypropylene material
Authors: Subramanian C. , Senthilvelan S. 
Published: June 2010

PurposeThe purpose of this paper is to understand the influence of reinforced fiber length over material‐plastic energy of deformation, clogging, crystallinity, and correlates with the friction and wear behavior of polypropylene (PP) composites under multi‐pass abrasive condition. Also to identify wear mechanisms of glass fiber reinforced PP materials under various abrasive grit sizes and normal loads.Design/methodology/approachMulti‐pass abrasive wear tests were performed for unreinforced, short, and long glass fiber reinforced PP (LFPP) on a pin on disc machine under three different normal loads and two different abrasive grit sizes for a constant sliding velocity. Measured wear volume was correlated with the plastic energy of deformation by carrying out a constant load indentation test using servo hydraulic fatigue test system. Clogging behavior of test materials was examined with the aid of online wear measurement and wear morphology. Test materials crystallinity was estimated with the aid of X‐ray diffraction investigation and correlated with abrasive wear performance.FindingsFiber reinforcement in a PP material is found to improve the plastic deformation energy and crystallinity which results in improved abrasive resistance of the material. Increase in reinforced fiber length is found to improve the material cohesive energy and hence the wear resistance. Reinforcement is found to alter the material clogging behavior under multi‐pass condition. Fiber reinforcement is found to reduce the material coefficient of friction, and increase in reinforced fiber length further reduces the frictional coefficient.Research limitations/implicationsFriction wear tests using pin on disc equipment is carried out in the present investigation. However, in practice, part geometry may not be always equivalent to simple pin on disc configuration.Practical implicationsThe paper's investigation results could help to improve the utilization of LFPP material in many structural applications.Originality/valueInfluence of reinforced fiber length over multi‐pass abrasive wear performance of thermoplastic material, and online wear measurement to substantiate clogging behavior is unique in the present multi‐pass abrasive investigation.
Laser gas‐assisted nitriding of steel: residual stress analysis
Authors: Yilbas Bekir , Arif A.F.M. , Karatas Cihan , Abdul Aleem B.J. , Tabet Nouer 
Published: June 2010

PurposeThe laser nitriding process is involved with high temperature heating and high cooling rates. This, in turn, results in high levels of thermal stresses in the heated region. Moreover, the residual stress in the heated region remains high after the completion of the heating process, which limits the application of the laser nitriding process. The purpose of this paper is to investigate thermal stresses development and residual stress levels in the nitrided region.Design/methodology/approachThe microstructural changes and residual stress development in the laser gas‐assisted nitrided zone are examined. Finite element modeling is carried out to predict temperature and stress fields in the laser nitrided layer. The indentation tests and X‐ray diffraction (XRD) technique are used to determine the residual stress levels while previously derived analytical formula is used to predict the residual stress levels in the nitrided region.FindingsThe residual stress predicted attains values within 230 MPa, which remains almost uniform in the nitrided layer, except in the surface region. In this case, residual stress reduces slightly due to the low temperature gradient developed in this region and the unconstrained expansion of the free surface. When comparing the residual stress predicted with the measurement results as obtained from the XRD technique as well as the indentation tests, all the results are in reasonably good agreement. The small discrepancies between the experimental data and predictions are attributed to the assumptions made in the model study and the measurement errors.Research limitations/implicationsThe depth of nitrided layer is limited 60 μm. This limits the applicability of the coating for high wearing rates.Practical implicationsThe nitrided surface improves the surface properties of steel, which can be used in industry more efficiently.Originality/valueThe paper describes an original model study on stress formation, an experiment for surface characterization and estimation of residual stress formation and contains new findings.
Wear properties of magnesium matrix composites reinforced with SiO2 particles
Authors: Aydin Mustafa , Findik Fehim 
Published: June 2010

PurposeThe purpose of this paper is to improve the wear resistance and tribological properties of magnesium and its alloys in order to apply them to the friction components.Design/methodology/approachWear test, microhardness measurements, X‐ray diffraction (XRD), optical and electron microscopy examinations were applied.FindingsThe ceramic SiO2, which has different particle‐sized reinforced pure Mg‐SiO2 composites, is produced by powder metallurgy using high ball milling, pressing and sintering. Mg2Si and MgO intermetallic phases produced by powder metallurgy in the Mg‐SiO2 composite are dispersed as homogeneous into the Mg matrix. Mg‐SiO2 composites exhibited a lower wear rate than the unreinforced pure magnesium specimens. Despite the pure Mg, the wear resistance of the composite is 61 per cent and the wear volume decrease with reducing SiO2 particle size. The hardness of the composite is increased in a ratio of 70 per cent with the distribution of the Mg2Si and MgO phases into the Mg matrix.Practical implicationsIn this paper, pure Mg powder with purity of 99.9 per cent and SiO2 powders with a mean particle size of −500, −250, −125, −75 and −10 μm are mixed by mechanical alloying. The wear behaviour of Mg‐SiO2 composite, with the different particle‐sized composites dispersed with Mg2Si and MgO intermetallic phases under dry friction condition is studied. The microstructural and mechanical properties of composite material samples are determined by differential scanning calorimeter, XRD, microhardness, optical and scanning electron microscopy tests.Originality/valueSiO2 particles distributed in the matrix are effective to improve hardness and wear resistance when contacting counter materials. In the present study, the magnesium powders with different particle size SiO2 powders are mechanically alloyed with a Turbola Spex 80000 mixer.
Talent on demand?
Authors: Burbach Ralf , Royle Tony 
Published: June 2010

PurposeAs the interest in talent management (TM) gathers momentum, this paper aims to unravel how talent is managed in multinational corporations, what factors mediate the talent management process and what computerised systems may contribute to the management of talent.Design/methodology/approachThe study employs a single case study but multiple units of analysis approach to elucidate the factors pertaining to the transmission and use of talent management practices across the German and Irish subsidiaries of a US multinational corporation. Primary data for this study derive from a series of in‐depth interviews with key decision makers, which include managers at various levels in Germany, Ireland and The Netherlands.FindingsThe findings suggest that the diffusion of, and success of, talent management practices is contingent on a combination of factors, including stakeholder involvement and top level support, micro‐political exchanges, and the integration of talent management with a global human resource information system. Furthermore, the discussion illuminates the utility and limitations of Cappelli's “talent on demand” framework.Research limitations/implicationsThe main limitation of this research is the adoption of a single case study method. As a result, the findings may not be applicable to a wider population of organisations and subsidiaries. Additional research will be required to substantiate the relevance of these findings in the context of other subsidiaries of the same and other corporations.Practical implicationsThis paper accentuates a number of practical implications. Inter alia, it highlights the complex nature of institutional factors affecting the talent management process and the potential efficacy of a human resource information system in managing talent globally.Originality/valueThe paper extends the body of knowledge on the transfer of talent management practices in the subsidiaries of multinational corporations. The discussion presented herein may engender further academic debate on the talent management process in the academic and practitioner communities. The link between talent management and the use of human resource information systems established by this research may be of particular interest to human resource practitioners.
Age, discrimination, and achievement motives
Authors: Rabl Tanja 
Published: June 2010

PurposeThe aim of this paper is to challenge the person‐related aspect of the stereotype that older employees are unmotivated. In an overall model, it seeks to examine how age, perceived age discrimination, and perceived organizational support relate to each other and how they affect the achievement motives' hope of success and fear of failure.Design/methodology/approachData were collected in six large German enterprises using a standardized questionnaire. The sample included 631 older employees aged 50 to 64 and 624 younger employees aged 30 to 40. For the data analysis, PLS structural equation modeling was used.FindingsThe results showed that older employees were more strongly affected by age discrimination than their younger colleagues. Perceived age discrimination, in turn, led to less perceived organizational support and a higher fear of failure. Age, in contrast, was not substantially related to achievement motives. Thus, the stereotype of unmotivated older employees is not justified.Practical implicationsThe findings outline the central role of perceived age discrimination. Thus, with an increasingly aging workforce, organizations have to amplify their anti‐discrimination efforts by applying suitable human resource management and leadership practices.Originality/valueThis paper contributes to the literature by challenging a stereotype common in Western societies and examining the achievement motives of older employees. Moreover, it tries to shed light on the organization's role regarding the perception of discriminating and non‐supporting environments.
Personality and career decisiveness
Authors: Gunkel Marjaana , Schlaegel Christopher , Langella Ian M. , Peluchette Joy V. 
Published: June 2010

PurposeThe purpose of this paper is two‐fold: first, the degree to which career adaptability, career optimism, and career knowledge predict career decisiveness in China, Germany, and the US is to be examined; second, the effect of the five personality traits on the determinants of career decisiveness, on career decisiveness, and on the relation between career decisiveness and its determinants in the three countries is to be investigated.Design/methodology/approachA survey was conducted using a structured questionnaire. The sample consists of 555 business students from three countries: China (196), Germany (210), and the USA (149). A two‐stage OLS regression analysis was applied for assessing the relation between career decisiveness, its determinants, and the personality traits.FindingsThe results show that personality traits have direct and moderating effects on career decisiveness and its antecedents. In addition, the influence of personality and the antecedents of career decisiveness differ in the three countries examined.Research limitations/implicationsThe conclusions of this study may be subject to several limitations that suggest further possibilities for empirical research, e.g. the study does not examine the influence of cultural traits on career decisiveness, its determinants, and their relation.Practical implicationsThe identified cross‐country differences lead to the need for diverse career counseling for students with different personalities in different countries.Originality/valueSo far research on students' career decisiveness has focused only on national samples. The explorative paper examines the influence of personality traits on business students' career decisiveness in three countries.
Performance measurement of high yield bond mutual funds
Authors: Trainor William J. 
Published: June 2010

PurposeThe high yield debt market has evolved into a $1 trillion market over the last 25 years. The purpose of this paper is to analyze the risk‐adjusted performance of individual mutual funds that investors use to invest in this asset class.Design/methodology/approachConditional excess returns are calculated for individual high yield bond mutual funds. Performance persistence over time is measured and size, asset growth, asset duration, the expense ratio, turnover, and manager tenure are used to determine if differences across funds can be explained.FindingsOverall, high yield bond funds significantly underperform the CSFB high yield index by 1.6 percent on an annualized basis which is 0.5 percent more than the average expense ratio. Individually, funds do exhibit performance persistence and top ranked funds in one period outperform bottom ranked funds over the proceeding period by an average of 2.7 percent annually. However, except for the expense ratio, commonly used explanatory variables do not appear useful for explaining risk‐adjusted excess return differences across funds leaving 86 percent of the variation unexplained.Research limitations/implicationsThis paper examines only no‐load mutual funds that have at least ten years of return data. Historical data for the explanatory variables used to explain alpha differences are limited which constrains any long‐term definitive conclusions.Practical implicationsFor investors wishing to invest in this asset class, it appears that past performance does indicate future success, and investors should concentrate on the top performing funds with the lowest expense ratios.Originality/valueThis paper usefully reaffirms previous evidence on the persistence of high yield bond mutual funds, but casts doubt on the viability of using standard variables other than the expense ratio to explain risk‐adjusted returns across funds.
The manager as coach as a driver of organizational development
Authors: Ladyshewsky Richard K. 
Published: June 2010

PurposeThe purpose of this paper is to explore the manager as coach (MAC) role as an organisational development strategy, in particular, aspects of the relationship between manager and employee that make it successful. The purpose of the MAC in the business context is to help employees consider how they might work and behave differently with more effective behaviours that produce better outcomes, without a reliance on the formal authority the manager possesses.Design/methodology/approachA qualitative case study approach was adopted in which individuals shared their experiences as MAC and/or as an employee receiving coaching from a manager in an asynchronous online discussion forum. These discussions were then qualitatively analysed.FindingsThe findings illustrate the complexity of the MAC role and why many managers fail in this role, leading to a loss of engagement and motivation of staff. Similarly, factors, which strengthen the relationship between the MAC and employee, such as trust, shared values, and benevolence lead to success in this organisational relationship.Practical implicationsManagers need to understand how to operate as a MAC to elevate organisational performance. Similarly, organisational developers need to understand what is required in training programs to develop managers into coaches if they are to employ this strategy successfully.Originality/valueThis practitioner oriented paper builds upon a case study, which explores the MAC role and integrates the findings with contemporary knowledge on performance management and coaching.
Understanding dysfunctional leader‐member exchange: antecedents and outcomes
Authors: Othman Rozhan , Fang Ee Foo , Lay Shi Ng 
Published: June 2010

PurposeThe purpose of this paper is to identify a number of limitations of the theory on leader‐member exchange (LMX). This paper aims to argue that under certain conditions high quality LMX can be dysfunctional. It proceeds to identify the antecedents and outcomes of dysfunctional LMX.Design/methodology/approachThis paper examines the theory on LMX and justice to identify the conditions that lead to dysfunctional LMX and its consequences.FindingsA review of the extant literature indicates that favouritism by the leader and the reliance on impression management by followers can lead to dysfunctional LMX. This can then lead to negative reactions from group members and undermine work group cohesiveness.Research limitations/implicationsThis paper points to new directions for research in LMX. It highlights the need to recognize that under certain conditions high quality LMX can be perceived as unfairness.Practical implicationsManagers need to recognize issues needing their attention in developing quality exchange with their subordinates. Failure to address these issues can undermine work group performance.Originality/valueThis study contributes to the debate on the role of LMX. Specifically, it attempts to add to the discussion in the emerging literature on dysfunctional LMX.