bluuebunny/crossref_metadata_2025_split huggingface dataset:
A new conceptualization of union commitment: Development and test of an integrated theory
Authors: Sverke Magnus , Kuruvilla Sarosh 
Published: July 2007

AbstractAn introductory conceptual and empirical review stresses the need for a stable theoretical basis for union commitment research. The purpose of this paper is to develop a new conceptualization of union commitment based on the integration of two theories (the theory of reasoned action and the rationalistic approach to commitment). The integrated theory suggests that union commitment is composed of two dimensions, one based on instrumentality and one based on ideology, which are causally related to prounion behavioral intentions and, in turn, to union participation. Propositions derived from the integrated theory are tested using data on 1486 blue‐collar workers in Sweden. Results of linear structural equation modelling with latent variables and of multiple regression analyses provide strong support for the construct validity of the commitment dimensions and the overall applicability of the integrated theory. The central findings, their conceptual implications for the understanding of union commitment, and their practical implications for unions are discussed.
Antecedents of union loyalty: The influence of individual dispositions and organizational context
Authors: Iverson Roderick D. , Kuruvilla Sarosh 
Published: July 2007

AbstractPrevious research has consistently found relationships between union loyalty and the antecedent variables of demographics, job related variables, and union related variables. However, little or no research has investigated the relationship between union loyalty and individual dispositions and organizational context. The purpose of this study was to test a causal model which evaluated the influence of individual dispositions and organizational context in predicting union loyalty controlling for the effects of demographics, job related, and union related variables. Contextual data were collected from 405 schools and matched with union loyalty and other attitudinal data from 838 public school teachers in a large U.S. Midwestern city. The LISREL results indicate that the individual dispositions of positive and negative affectivity and the contextual variables of attendance rate, school type, race homogeneity and socio‐economic status had significant total causal effects on union loyalty. Implications of these findings are discussed.
Dysautonomia, a Heuristic Approach to a Revised Model for Etiology of Disease
Authors: Lonsdale Derrick 
Published: July 2007

Dysautonomia refers to a disease where the autonomic nervous system is dysfunctional. This may be a central control mechanism, as in genetically determined familial dysautonomia (Riley‐Day Syndrome), or peripherally in the distribution of the sympathetic and parasympathetic systems. There are multiple reports of a number of different diseases associated with dysautonomia. The etiology of this association has never been explained. There are also multiple publications on dysautonomia associated with specific non‐caloric nutritional deficiencies. Beriberi is the prototype of autonomic dysfunction. It is the best known nutritional deficiency disease caused by an imbalance between ingested calories and the vitamins required for their oxidation, particularly thiamin. Long thought to be abolished in modern medical thinking, there are occasional isolated reports of the full‐blown disease in developed Western cultures.Apart from genetically and epigenetically determined disease, evidence is presented that marginal high calorie malnutrition, particularly with reference to simple carbohydrates, is responsible for widespread dysautonomia. The brain and heart are the organs that have a fast rate of oxidative metabolism and are affected early by any mechanism that reduces oxidative efficiency. It is hypothesized that this results in a chaotic state of the hypothalamic/autonomic/endocrine axis. Due to the lack of adequate automatic controls, this may be responsible in some cases for breakdown of organ systems through long‐standing energy deficiency, thus leading eventually to organic disease.
The ArabidopsisBAP1andBAP2Genes Are General Inhibitors of Programmed Cell Death
Authors: Yang Huijun , Yang Shuhua , Li Yongqing , Hua Jian 
Published: July 2007

AbstractHere we identify the BAP1 and BAP2 genes of Arabidopsis (Arabidopsis thaliana) as general inhibitors of programmed cell death (PCD) across the kingdoms. These two homologous genes encode small proteins containing a calcium-dependent phospholipid-binding C2 domain. BAP1 and its functional partner BON1 have been shown to negatively regulate defense responses and a disease resistance gene SNC1. Genetic studies here reveal an overlapping function of the BAP1 and BAP2 genes in cell death control. The loss of BAP2 function induces accelerated hypersensitive responses but does not compromise plant growth or confer enhanced resistance to virulent bacterial or oomycete pathogens. The loss of both BAP1 and BAP2 confers seedling lethality mediated by PAD4 and EDS1, two regulators of cell death and defense responses. Overexpression of BAP1 or BAP2 with their partner BON1 inhibits PCD induced by pathogens, the proapototic gene BAX, and superoxide-generating paraquat in Arabidopsis or Nicotiana benthamiana. Moreover, expressing BAP1 or BAP2 in yeast (Saccharomyces cerevisiae) alleviates cell death induced by hydrogen peroxide. Thus, the BAP genes function as general negative regulators of PCD induced by biotic and abiotic stimuli including reactive oxygen species. The dual roles of BAP and BON genes in repressing defense responses mediated by disease resistance genes and in inhibiting general PCD has implications in understanding the evolution of plant innate immunity.
Glucan, Water Dikinase Activity Stimulates Breakdown of Starch Granules by Plastidial β-Amylases
Authors: Edner Christoph , Li Jing , Albrecht Tanja , Mahlow Sebastian , Hejazi Mahdi , Hussain Hasnain , Kaplan Fatma , Guy Charles , Smith Steven M. , Steup Martin , Ritte Gerhard 
Published: July 2007

Abstract
Glucan phosphorylating enzymes are required for normal mobilization of starch in leaves of Arabidopsis (Arabidopsis thaliana) and potato (Solanum tuberosum), but mechanisms underlying this dependency are unknown. Using two different activity assays, we aimed to identify starch degrading enzymes from Arabidopsis, whose activity is affected by glucan phosphorylation. Breakdown of granular starch by a protein fraction purified from leaf extracts increased approximately 2-fold if the granules were simultaneously phosphorylated by recombinant potato glucan, water dikinase (GWD). Using matrix-assisted laser-desorption ionization mass spectrometry several putative starch-related enzymes were identified in this fraction, among them β-AMYLASE1 (BAM1; At3g23920) and ISOAMYLASE3 (ISA3; At4g09020). Experiments using purified recombinant enzymes showed that BAM1 activity with granules similarly increased under conditions of simultaneous starch phosphorylation. Purified recombinant potato ISA3 (StISA3) did not attack the granular starch significantly with or without glucan phosphorylation. However, starch breakdown by a mixture of BAM1 and StISA3 was 2 times higher than that by BAM1 alone and was further enhanced in the presence of GWD and ATP. Similar to BAM1, maltose release from granular starch by purified recombinant BAM3 (At4g17090), another plastid-localized β-amylase isoform, increased 2- to 3-fold if the granules were simultaneously phosphorylated by GWD. BAM activity in turn strongly stimulated the GWD-catalyzed phosphorylation. The interdependence between the activities of GWD and BAMs offers an explanation for the severe starch excess phenotype of GWD-deficient mutants.
Natural Variation amongArabidopsis thalianaAccessions for Transcriptome Response to Exogenous Salicylic Acid
Authors: van Leeuwen Hans , Kliebenstein Daniel J. , West Marilyn A.L. , Kim Kyunga , van Poecke Remco , Katagiri Fumiaki , Michelmore Richard W. , Doerge Rebecca W. , St.Clair Dina A. 
Published: July 2007

AbstractLittle is known about how gene expression variation within a given species controls phenotypic variation under different treatments or environments. Here, we surveyed the transcriptome response of seven diverse Arabidopsis thaliana accessions in response to two treatments: the presence and absence of exogenously applied salicylic acid (SA), an important signaling molecule in plant defense. A factorial experiment was conducted with three biological replicates per accession with and without applications of SA and sampled at three time points posttreatment. Transcript level data from Affymetrix ATH1 microarrays were analyzed on both per-gene and gene-network levels to detect expression level polymorphisms associated with SA response. Significant variation in transcript levels for response to SA was detected among the accessions, with relatively few genes responding similarly across all accessions and time points. Twenty-five of 54 defined gene networks identified from other microarray studies (pathogen-challenged Columbia [Col-0]) showed a significant response to SA in one or more accessions. A comparison of gene-network relationships in our data to the pathogen-challenged Col-0 data demonstrated a higher-order conservation of linkages between defense response gene networks. Cvi-1 and Mt-0 appeared to have globally different SA responsiveness in comparison to the other five accessions. Expression level polymorphisms for SA response were abundant at both individual gene and gene-network levels in the seven accessions, suggesting that natural variation for SA response is prevalent in Arabidopsis.
The Auxin-Regulated AP2/EREBP GenePUCHIIs Required for Morphogenesis in the Early Lateral Root Primordium ofArabidopsis
Authors: Hirota Atsuko , Kato Takehide , Fukaki Hidehiro , Aida Mitsuhiro , Tasaka Masao 
Published: July 2007

AbstractOrgan primordia develop from founder cells into organs due to coordinated patterns of cell division. How patterned cell division is regulated during organ formation, however, is not well understood. Here, we show that the PUCHI gene, which encodes a putative APETALA2/ethylene-responsive element binding protein transcription factor, is required for the coordinated pattern of cell divisions during lateral root formation in Arabidopsis thaliana. Recessive mutations in PUCHI disturbed cell division patterns in the lateral root primordium, resulting in swelling of the proximal region of lateral roots. PUCHI expression was initially detected in all of the cells in early lateral root primordia, and later it was restricted to the proximal region of the primordia. Stable expression of PUCHI required auxin-responsive elements in its promoter region, and exogenous auxin increased the level of PUCHI mRNA accumulation. These results suggest that PUCHI acts downstream of auxin signaling and that this gene contributes to lateral root morphogenesis through affecting the pattern of cell divisions during the early stages of primordium development.
Ethylene Upregulates Auxin Biosynthesis inArabidopsisSeedlings to Enhance Inhibition of Root Cell Elongation
Authors: Swarup Ranjan , Perry Paula , Hagenbeek Dik , Van Der Straeten Dominique , Beemster Gerrit T.S. , Sandberg Göran , Bhalerao Rishikesh , Ljung Karin , Bennett Malcolm J. 
Published: July 2007

AbstractEthylene represents an important regulatory signal for root development. Genetic studies in Arabidopsis thaliana have demonstrated that ethylene inhibition of root growth involves another hormone signal, auxin. This study investigated why auxin was required by ethylene to regulate root growth. We initially observed that ethylene positively controls auxin biosynthesis in the root apex. We subsequently demonstrated that ethylene-regulated root growth is dependent on (1) the transport of auxin from the root apex via the lateral root cap and (2) auxin responses occurring in multiple elongation zone tissues. Detailed growth studies revealed that the ability of the ethylene precursor 1-aminocyclopropane-1-carboxylic acid to inhibit root cell elongation was significantly enhanced in the presence of auxin. We conclude that by upregulating auxin biosynthesis, ethylene facilitates its ability to inhibit root cell expansion.
Ethylene Regulates Root Growth through Effects on Auxin Biosynthesis and Transport-Dependent Auxin Distribution
Authors: Růžička Kamil , Ljung Karin , Vanneste Steffen , Podhorská Radka , Beeckman Tom , Friml Jiří , Benková Eva 
Published: July 2007

AbstractIn plants, each developmental process integrates a network of signaling events that are regulated by different phytohormones, and interactions among hormonal pathways are essential to modulate their effect. Continuous growth of roots results from the postembryonic activity of cells within the root meristem that is controlled by the coordinated action of several phytohormones, including auxin and ethylene. Although their interaction has been studied intensively, the molecular and cellular mechanisms underlying this interplay are unknown. We show that the effect of ethylene on root growth is largely mediated by the regulation of the auxin biosynthesis and transport-dependent local auxin distribution. Ethylene stimulates auxin biosynthesis and basipetal auxin transport toward the elongation zone, where it activates a local auxin response leading to inhibition of cell elongation. Consistently, in mutants affected in auxin perception or basipetal auxin transport, ethylene cannot activate the auxin response nor regulate the root growth. In addition, ethylene modulates the transcription of several components of the auxin transport machinery. Thus, ethylene achieves a local activation of the auxin signaling pathway and regulates root growth by both stimulating the auxin biosynthesis and by modulating the auxin transport machinery.
“Wilderness Thinking”: inside out approach to leadership development
Authors: Watson Sally , Vasilieva Elena 
Published: July 2007

PurposeThe purpose of this paper is to report on qualitative research conducted to evaluate the sustainability of learning derived from a novel leadership development process which involves a short period of retreat. The findings aim to provide evidence of the impact of an “inside outside” approach to leadership development on the performance of managers back in their organisations. The paper seeks to challenge the traditional approach to the outdoor management development favoured by trainers in the 1990s and offer an alternative learning method that ensures the transfer of practical outcomes to the workplace.Design/methodology/approachA semi‐structured survey was conducted with 50 senior leaders within two large UK corporations. The survey results were cross‐referenced with desk research to explore reflective approaches to leadership development in the UK and the USA. Participants' written reflections post‐retreat and one year later were used to supplement the findings. The target population included cohorts of leaders who had participated in a leadership development programme from 2003‐2006.FindingsThe paper finds that the process of retreat acts as a catalyst for both emotional and intellectual learning. Through the training the participants were able to access intuitive knowledge about themselves, their lives and the impact of their leadership on the organisation.Practical implicationsLinks were established between the “inside out” approach of Wilderness Thinking and tangible outcomes back on their workplace. The practical changes initiated by leaders exposed to Wilderness Thinking counters the traditional challenge made to outdoor management development in the limited success with learning transfer to sponsoring organisations.Originality/value“Wilderness Thinking” represents a breakthrough in leadership training and development through a unique approach to the use of outdoors to personal change and learning transfer. The findings of the paper add to the debate about the role of outdoor management development in the development of leaders.
Discovery, difference, careers and change. Part 2: difference and careers
Authors: Eales‐White Rupert 
Published: July 2007

PurposeThe purpose of this paper is to enable the reader to recognise that from each natural preference on the four Jungian dimensions flow opposite beliefs, behaviours and language; that difference initially is perceived negatively; and to provide strategies that will create real value from difference, improving their ability to manage relationships and enhancing their career prospects.Design/methodology/approachThe paper defines each preference on each of the four dimensions: extroverted or introverted preference for obtaining energy and focusing; practical or concept preference for gathering and using information; logical or harmony preference for taking decisions; and structured or flexible preference for operating in the outside world. It sets out the words and phrases used for each preference and proves that they are polar opposites. The paper highlights the importance of relationships to career prospects in large diverse organisations. It demonstrates that the most effective profile for career success in such organisations is ECLS. The study details how the use of the technique reflective listening enables the individual to calm down an angry boss and leave him/her with a perception of competence. The paper also indicates how, whatever the reader's profile, he/she can gain a competitive edge in career and relationship terms if he/she both follows a personal path to completeness in all the dimensions and develops empathy by adopting a matching strategy.FindingsThe paper finds that there is a difference in the dimensions results in difficult relationships with opposite profiles. In modern, large, diverse organisations, the ECLS profile has a competitive edge in career terms. This natural edge can be overturned by individuals who are prepared to pursue a personal path to completeness and use an effective empathetic approach to managing relationships.Originality/valueThe paper provides a demonstration of how the distribution of introverted and extroverted preferences in the chain of command can have a major impact on career prospects. It also shows how individuals, who use a positive approach to managing differences, can maximise relationship and career success, whereby they themselves follow the path to completeness in the four dimensions, and others adopt a strategy where they match the other person's (particularly the boss's) beliefs, behaviours and language.
The role of HR actors in knowledge networks
Authors: Zupan Nada , Kaše Robert 
Published: July 2007

PurposeThe paper aims to examine structural positions of individuals, especially HR actors (line managers and HR specialists) within relational networks for creating and sharing knowledge and to explore implications for designing and implementing HR practices in knowledge‐intensive firms (KIF).Design/methodology/approachThis article used exploratory research design conducting a single case study of a KIF. Social network analysis (SNA) – network centrality measures and visualization tools – was used to examine the structural position of individuals.FindingsLine managers who are HR actors are centrally positioned within examined knowledge networks, while the HR specialist is not, which implies that the decentralized approach to HRM in KIF can be effective. Results also show that the more operational (instrumental) the information or knowledge flow is, the denser the knowledge networks.Research limitations/implicationsThis study provides support for devolution of HRM to the line in KIF. It suggests that HRM could affect the process of knowledge creation and sharing by implementing HR practices through centrally positioned line managers. A limitation of the research is a single case study and observed intensity rather than quality of relations.Practical implicationsSNA appears to be an effective tool for mapping relationships in an organization. Centrally positioned HR actors (especially line managers involved in HRM) in knowledge networks are advantageous for HRM effectiveness only if obstacles to their effectiveness are properly managed. HR specialists should relate strongly to these actors to enable successful design and implementation of HR practices.Originality/valueThe paper applies SNA to the HRM field, thus expanding the traditional view of HRM into examining the position of HR actors in relational networks and exploring their role in effectively executing HR practices.
Coaching leaders in middle and executive management: goals, performance, buy‐in
Authors: Bowles Stephen , Cunningham Christopher J.L. , De La Rosa Gabriel M. , Picano James 
Published: July 2007

PurposeThis article aims to test the effectiveness of coaching for middle and executive level managers within a large recruiting organization.Design/methodology/approachParticipants set goals to achieve during a 12‐month coaching programme. The sample consisted of middle managers (n=30) and executive managers (n=29) involved in US Army recruiting. Outcomes included measures of coached participants' achievement of quota and personal goals, and assessment on nine leader competencies and buy‐in over the one‐year coaching period.FindingsCoached managers outperformed un‐coached, but experienced/incumbent counterparts. The strongest impact of coaching on performance was for middle managers and their subordinates (as opposed to executive managers). Both groups of participants demonstrated growth on some dimensions of recruiter‐leader competencies and achievement of self‐set goals.Research limitations/implicationsA small and nontraditional sample of military recruiters was used. Future researchers can build on the approach outlined here to more concretely evaluate the impact of their coaching efforts in other populations.Practical implicationsCoaching all recruiter managers could translate into a return on investment of several thousand additional recruits. In addition, the achievement of personally relevant goals with the help of coaching, the development of leader competencies indicates real benefit associated with this form of goal‐based coaching.Originality/valueWe offer one of the first empirical evaluations of the effectiveness of a goal‐based leader coaching intervention. Practitioners and researchers can benefit from this approach by using it to improve coaching effectiveness and demonstrate value to the clients they serve.