bluuebunny/crossref_metadata_2025_split huggingface dataset:
ARGONAUTE4 Is Required for Resistance toPseudomonas syringaeinArabidopsis
Authors: Agorio Astrid , Vera Pablo 
Published: November 2007

AbstractHere, we report the characterization of the Arabidopsis thaliana ocp11 (for overexpressor of cationic peroxidase11) mutant, in which a β-glucuronidase reporter gene under the control of the H2O2-responsive Ep5C promoter is constitutively expressed. ocp11 plants show enhanced disease susceptibility to the virulent bacterium Pseudomonas syringae pv tomato DC3000 (P.s.t. DC3000) and also to the avirulent P.s.t. DC3000 carrying the effector avrRpm1 gene. In addition, ocp11 plants are also compromised in resistance to the nonhost pathogen P. syringae pv tabaci. Genetic and molecular analyses reveal that ocp11 plants are not affected in salicylic acid perception. We cloned OCP11 and show that it encodes ARGONAUTE4 (AGO4), a component of the pathway that mediates the transcriptional gene silencing associated with small interfering RNAs that direct DNA methylation at specific loci, a phenomenon known as RNA-directed DNA methylation (RdDM). Thus, we renamed our ocp11 mutant ago4-2, as it represents a different allele to the previously characterized recessive ago4-1. Both mutants decrease the extent of DNA cytosine methylation at CpNpG and CpHpH (asymmetric) positions present at different DNA loci and show commonalities in all of the molecular and phenotypic aspects that we have considered. Interestingly, we show that AGO4 works independently of other components of the RdDM pathway in mediating resistance to P.s.t. DC3000, and loss of function in other components of the pathway operating upstream of AGO4, such as RDR2 and DCL3, or operating downstream, such as DRD1, CMT3, DRM1, and DRM2, does not compromise resistance to this pathogen.
Arabidopsis FIERY1, XRN2, and XRN3 Are Endogenous RNA Silencing Suppressors
Authors: Gy Isabelle , Gasciolli Virginie , Lauressergues Dominique , Morel Jean-Benoit , Gombert Julie , Proux Florence , Proux Caroline , Vaucheret Hervé , Mallory Allison C. 
Published: November 2007

Abstract
The eukaryotic defense response posttranscriptional gene silencing (PTGS) is directed by short-interfering RNAs and thwarts invading nucleic acids via the RNA slicing activity of conserved ARGONAUTE (AGO) proteins. PTGS can be counteracted by exogenous or endogenous suppressors, including the cytoplasmic exoribonuclease XRN4, which also degrades microRNA (miRNA)-guided mRNA cleavage products but does not play an obvious role in development. Here, we show that the nuclear exoribonucleases XRN2 and XRN3 are endogenous PTGS suppressors. We also identify excised MIRNA loops as templates for XRN2 and XRN3 and show that XRN3 is critical for proper development. Independently, we identified the nucleotidase/phosphatase FIERY1 (FRY1) as an endogenous PTGS suppressor through a suppressor screen in a hypomorphic ago1 genetic background. FRY1 is one of six Arabidopsis thaliana orthologs of yeast Hal2. Yeast hal2 mutants overaccumulate 3′-phosphoadenosine 5′-phosphate, which suppresses the 5′→3′ exoribonucleases Xrn1 and Rat1. fry1 mutant plants recapitulate developmental and molecular characteristics of xrn mutants and likely restore PTGS in ago1 hypomorphic mutants by corepressing XRN2, XRN3, and XRN4, thus increasing RNA silencing triggers. We anticipate that screens incorporating partially compromised silencing components will uncover additional PTGS suppressors that may not be revealed using robust silencing systems.
Measuring the effectiveness of managerial action in SMEs
Authors: Metts Glenn A. 
Published: November 2007

PurposeThe paper's purpose is to investigate the direct and indirect effects of industry competitive forces on strategy‐making and performance in small‐to‐medium‐sized manufacturing companies.Design/methodology/approachThe paper's approach is a survey design with structural equation modeling used for hypotheses testing.FindingsThe findings provide strong support for the mitigating role of managerial action through the strategy‐making process and indications that this is true regardless of small‐to‐medium‐sized enterprise (SME) size. Also, automotive‐manufacturing SMEs seem to exhibit higher levels of competitive factors compared with non‐automotive manufacturing SMEs.Research limitations/implicationsThe major limitation of this research is that the survey was taken in the Mid‐western USA and involved only SME manufacturing organizations. The research should be extended to other geographic regions, industry types, and larger organizations.Practical implicationsMany small company managers feel that they have little impact on industry‐wide macro‐economic and industry‐specific forces. This research indicates that managers in SMEs can mitigate some of the negative effects of industry competitive factors through strategy‐making activities.Originality/valueThis research is unique in several ways. It is the only research that has clearly identified and successfully measured the impact of managerial action in SMEs. It demonstrates that managerial action can be measured by comparing the direct and indirect effects of industry competitive forces on performance. It further identifies the need for a self‐assessment tool to measure the effectiveness of managerial action of top managers in SMEs.
Determinants of performance amongst shop‐floor employees
Authors: Sarmiento Roberto , Beale Jo , Knowles Graeme 
Published: November 2007

PurposeThe paper aims to explore the determinants of perceived job performance in a sample of shop‐floor employees in a manufacturing plant in northern Mexico.Design/methodology/approachIt is hypothesised that job satisfaction, age and education levels are significant predictors of job performance. A thorough literature review reveals that studies of the variables that influence job performance within a manufacturing setting are basically lacking. A questionnaire distributed amongst shop‐floor employees and their immediate supervisors was used in order to measure the variables included in the study. Statistical analyses were performed with the data in order to test for the reliability and validity of the measures, and also to test the three main research hypotheses.FindingsIt was found that two variables that measure job satisfaction are positively and significantly associated with job performance. This result is consistent with previous studies. Nevertheless, age and education levels do not show a significant association with job performance. Interestingly, it was also found that education levels are negatively related to job satisfaction.Research limitations/implicationsThe sample size is small, and it includes only one manufacturing plant. Consequently, the statistical analyses are limited. These limitations prevent the generalisation of the results. More objective measures of job performance would be preferable. Also, other variables such as leadership style and motivation could be included in future studies.Practical implicationsAlthough exploratory in nature, the results from this study can be used to gain a better understanding of the different factors and relationships that are conducive to higher job satisfaction, and how job satisfaction is related to job performance.Originality/valueJob satisfaction and its influence on performance have been researched across a number of industries and sectors. Nonetheless, to the best of one's knowledge, this is the first study that uses a sample of shop‐floor employees in a manufacturing plant to test this relationship. A similar situation is observed in terms of age and education levels: the effect of those variables on performance within a manufacturing setting has been clearly under‐researched.
Addressing the “gender gap” in the managerial labour market
Authors: Wynarczyk Pooran 
Published: November 2007

PurposeThis paper aims to investigate the “gender management gap” in the scientific labour market in the North East of England. The paper seeks to compare and contrast employment, ownership, management structure and capacity between men and women in the Science, Engineering and Technology (SET) sector.Design/methodology/approachThe empirical investigation is based on a survey of 60 SET‐based small and medium‐sized enterprises (SMEs), operating in the North East of England.FindingsThe results show that women are particularly under‐represented in managerial and senior positions of scientific nature in the private sector in the North East of England. The “glass ceiling” effect appears to be widespread.Research limitations/implicationsThere are very limited empirical data and research on the nature and level of participation of women in the scientific managerial labour market at firm level in the UK. There is a need for more rigorous research at firm and regional levels to examine the cumulative effects of underlying factors that prevent women from progression, beyond the “glass ceiling”, in the scientific labour market.Practical implicationsThis paper builds upon a research project funded by the ESRC Science in Society Programme. The key findings have resulted in a subsequent award from the Economic and Social Research Council (ESRC) Impact Grants to establish the “North East Role Model Platform for Innovative Women” in the light of the Science City Initiative.Originality/valueThe “gender management gap” in the scientific labour market in the North East of England has not, empirically, been investigated before and appears to be a highly neglected area of public policy and research.
Leader‐member exchange and attitudinal outcomes: role of procedural justice climate
Authors: Ansari Mahfooz A. , Kee Mui Hung Daisy , Aafaqi Rehana 
Published: November 2007

PurposeBuilding upon the “fair exchange in leadership” notion (Hollander; Scandura), the purpose of this paper was to hypothesize the mediating impact of procedural justice climate on the relationship between leader‐member exchange (LMX) and two attitudinal outcomes: organizational commitment and turnover intentions.Design/methodology/approachA total of 224 managers voluntarily participated in the study. They represented nine multinational companies located in northern Malaysia. Data were collected by means of a structured questionnaire containing widely used scales to measure LMX (contribution, affect, loyalty, and professional respect), procedural justice climate, organizational commitment (affective, normative, and continuance), and turnover intentions. After establishing the goodness of measures, hypothesized relationships were examined using Structural Equation Modeling (SEM). While commitment and LMX were, respectively, conceptualized as 3‐ and 4‐dimensional constructs, procedural justice climate and turnover intentions were each treated as unidimensional constructs.FindingsWhereas hypotheses for direct effects received low‐to‐moderate support, the mediation hypothesis received substantial support only in the case of professional respect dimension of LMX.Research limitations/implicationsThe study has obvious implications for leader‐member exchange and procedural justice in organizations. Though findings are in line with those in the past research, they should be viewed with caution – given the nature of cross‐sectional data.Originality/valueManagement needs to pay attention to the quality of LMX, as today's employees look for mutual trust.
Leadership in context: investigating hierarchical impacts on transformational leadership
Authors: Bruch Heike , Walter Frank 
Published: November 2007

PurposeThe purpose of this paper is to empirically investigate hierarchical impacts on specific transformational leadership (TFL) behaviors (i.e. idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration).Design/methodology/approachSurvey data on TFL, job satisfaction, and hierarchy were collected from 448 managers from a multinational corporation in Sweden.FindingsIdealized influence and inspirational motivation occurred more frequently among upper rather than middle managers, while there were no differences for intellectual stimulation and individualized consideration. Also, idealized influence, inspirational motivation, and intellectual stimulation were more effective in strengthening subordinates' job satisfaction among upper rather than middle managers, while individualized consideration was similarly effective in both groups.Research limitations/implicationsThe cross‐sectional research design precludes causal conclusions and potentially allows for common method bias. With the main research interest pertaining to hierarchical differences in TFL, however, method bias seems unlikely to fully account for the results.Practical implicationsStudy results emphasize the necessity to strengthen TFL on lower managerial levels. Organizations might achieve this by cutting administrative constraints and empowering lower level leaders.Originality/valueThe study addresses repeated calls for a consideration of contextual factors in TFL research. It points to the role of hierarchy as a boundary condition of TFL.
Leadership, administrative heritage and absorptive capacity
Authors: Dixon Sarah E.A. , Day Marc 
Published: November 2007

PurposeThe purpose of this paper is to identify critical success factors for the management of change in transition economies.Design/methodology/approachFour longitudinal case studies of Russian oil companies covering a ten‐year period from 1995, based on 71 in‐depth interviews. Examines organisational change from a resource‐based and organisational learning perspective.FindingsExplains how top managers firstly, break with administrative heritage to increase absorptive capacity and secondly, leverage administrative heritage for rapid implementation of change. Intra‐ and cross‐case analyses demonstrate that absorptive capacity increases and organisational change occurs where the top management team has radically different skills and mindsets from the dominant logic of the post‐Soviet organisation, an entrepreneurial orientation and the capability to drive through change due to a top‐down management style.Research limitations/implicationsThe research is restricted to four case studies. However, the critical success factors identified could apply to any large, conservative and bureaucratic organisation undergoing change. This represents an interesting avenue for research on organisational turnaround in the West.Practical implicationsAn understanding of the critical success factors for dealing with administrative heritage will assist managers in transition economies and in turnaround situations in the West.Originality/valueThe speed of change in the Russian oil industry provided a unique setting for research into organisational change in transition economies. On the basis of cross‐case analyses, a new theoretical framework was developed to explain the change process.
Using emotional intelligence to identify high potential: a metacompetency perspective
Authors: Dries Nicky , Pepermans Roland 
Published: November 2007

PurposeThis paper aims to demonstrate the utility of using some indication of emotional intelligence (EI) to identify high potential in managers. Presupposed correspondences between the EI Personal Factors Model (Bar‐On) and Briscoe and Hall's metacompetency model of continuous learning are elucidated.Design/methodology/approachThe study sample consisted of 51 high potentials and 51 “regular” managers, matched onto one another by managerial level, gender and age. All participants completed an online survey containing Bar‐On's Emotional Quotient Inventory, Blau's career commitment scale and a self‐anchored performance item.FindingsEQ‐i subscales: assertiveness, independence, optimism, flexibility and social responsibility appear to be “covert” high‐potential identification criteria, separating between high potentials and regular managers. Furthermore, high potentials display higher levels of job performance and, supposedly, less boundaryless career attitudes.Practical implicationsUsing emotional intelligence – or at least some of its subscales – in identifying high potential may well contribute to the validity of such processes. Furthermore, the importance of cultivating positive emotions at work is spelled out in relation to high‐potential identification and development policies and retention management.Originality/valueIn the majority of studies on high potentials, direct supervisors serve as research samples or a non‐empirical, rather normative approach is taken to the matter. The empirical study presented in this paper is rather unique since it departs from the viewpoints of high‐potential individuals, thus delivering added value to the study domain.
Dynamics of fiscal and current account deficits in Thailand: an empirical investigation
Authors: Zubaidi Baharumshah Ahmad , Lau Evan 
Published: November 2007

PurposeThe purpose of this paper is to contribute further on the twin deficits debate in a developing economy.Design/methodology/approachThe data for Thailand over three decades are used as a case study.FindingsThe major findings are: first, a stable, long‐run equilibrium relationship between fiscal deficit, interest rate, exchange rate, and current account was found. Second, the causal relationship between the two deficits runs from fiscal deficit to current account deficit. This evidence is supportive of the twin deficits hypothesis. Further econometric analysis reveals that the two financial variables (interest rate and exchange rate) act as intermediating variables – that is an increased fiscal deficit causes interest rate to rise, and this in turn puts pressure on the exchange rate. The appreciation of the domestic currency causes a current account deficit.Originality/valueThe paper is of value by showing both direct and indirect channels to uncover the twin deficits phenomena. Based on a persistent profile response, it was found that the adjustment process may take as long as a year to complete.
Economic transparency and effectiveness of monetary policy
Authors: Ferreira de Mendonça Helder , Simão Filho José 
Published: November 2007

PurposeThe purpose of this paper is to study if the central bank (BC) communications affect the effectiveness of the monetary policy.Design/methodology/approachFor this analysis, a new Keynesian theoretical model and the ordinary least squared methodology were used. The objective to be achieved was to determine if there is some effect of economic transparency on accountability, inflation average, output gap, interest and central bank credibility.FindingsThe results highlighted that central banks with greater transparency contribute to decrease inflation rate and interest rate. The findings denote that an increase in the information quality (clarity) implies a significant change in the rate of readjustment of market expectations. Furthermore, central bank transparency contributes to anchor the public expectations and to affect long‐run interest rates.Research limitations/implicationsImpulse‐answer research was employed to show how the central bank transparency affects the credibility of monetary authorities.Practical implicationsThis paper suggests that the central bank publicizes its outlook, its policy monetary decisions, its expectations and its preferences.Originality/valueThe originality of the paper resides in the fact that empirical and theoretical studies were made in the single work. Also, new results were found denoting that economic transparency reduces uncertainty effect and increases the power of incentive contract made between the BC and public.
Dispositional and situational sources of control
Authors: Andreassi Jeanine K. , Thompson Cynthia A. 
Published: November 2007

PurposeThe purpose of this paper is to assess the relative influence of personality (locusof control) and situational control (job autonomy) on the experience of work‐to‐family conflict (WFC), family‐to‐work conflict (FWC), and positive work‐family spillover (PS).Design/methodology/approachUsing data from the 2002 National Study of the Changing Workforce (n=3,504) and from O*Net, an independent database of occupational characteristic ratings, regression analysis was used to test direct effects, relative weights analysis was used to determine the relative influence oflocusof control and job autonomy on work‐family outcomes, and mediation analysis was used to examine the mediating influence of perceived job autonomy.FindingsDispositional control (i.e. internallocusof control) was more strongly associated with the outcome variables than was situational control (i.e. objective job autonomy). As expected, internallocusof control was negatively related to WFC and FWC, and positively related to PS. Job autonomy, however, was unexpectedly related to higher levels of FWC and was unrelated to WFC and PS. Relative weights analysis revealed that situational vs dispositional control were differentially related to the outcome variables. Perceived job autonomy mediated the relationship betweenlocusof control and WFC and PS.Research limitations/implicationsThe correlational design prevents conclusions about causality.Practical implicationsKnowing that both personality and job autonomy are important in understanding work‐family outcomes enables managers to intervene appropriately.Originality/valueThis study increases our understanding of the role of personality in relation to work‐family outcomes. In addition, it used a novel technique to partial the effects of situational and dispositional control, and used an objective measure of job autonomy.
When do job demands particularly predict burnout?
Authors: Xanthopoulou Despoina , Bakker Arnold B. , Dollard Maureen F. , Demerouti Evangelia , Schaufeli Wilmar B. , Taris Toon W. , Schreurs Paul J.G. 
Published: November 2007

PurposeThe purpose of this paper is to focus on home care organization employees, and examine how the interaction between job demands (emotional demands, patient harassment, workload, and physical demands) and job resources (autonomy, social support, performance feedback, and opportunities for professional development) affect the core dimensions of burnout (exhaustion and cynicism).Design/methodology/approachHypotheses were tested with a cross‐sectional design among 747 Dutch employees from two home care organizations.FindingsResults of moderated structural equation modeling analyses partially supported the hypotheses as 21 out of 32 (66 per cent) possible two‐way interactions were significant and in the expected direction. In addition, job resources were stronger buffers of the relationship between emotional demands/patient harassment and burnout, than of the relationship between workload/physical demands and burnout.Practical implicationsThe conclusions may be particularly useful for occupational settings, including home care organizations, where reducing or redesigning demands is difficult.Originality/valueThe findings confirm the JD‐R model by showing that several job resources can buffer the relationship between job demands and burnout.
Managerial level, personality and intelligence
Authors: Furnham Adrian , Crump John , Chamorro‐Premuzic Tomas 
Published: November 2007

PurposeThe purpose of this paper is to investigate whether managers at different levels differ in terms of ability and personality.Design/methodology/approachAssessment centre results for over a thousand managers on two cognitive and two non‐cognitive tests were subject to analysis of variance.FindingsNon‐manager specialists scored highest on one ability test, but lowest on the other. Senior managers had highest Expressed Inclusion and Control scores but lowest Wanted Inclusion and Control scores. Non‐managers were found to be most diligent and dutiful.Research limitations/implicationsLevel is inevitably confounded with age and experience, which may impact onto the individual difference variables making it difficult to accurately attribute causality.Practical implicationsIt is important to use psychometric test data to help in selection of all managers. Different levels require different profiles.Originality/valueAn exploration of individual differences in a large sample of managers that may relate to promotion to senior management levels.