bluuebunny/crossref_metadata_2025_split huggingface dataset:
Frontiers Beckoning the Organizational Psychologist
Authors: Walton Richard E. 
Published: March 2006

One frontier for research and action focuses on the linkages between an organization and external groups, such as consumers and ecological neighbors. The various communities affected by a firm or a government agency's decisions increasingly expect to be able to influence these decisions. A second frontier is the organization's internal community, which will be reformed and transformed into a community with a more livable organizational ecology, an extended bill of individual rights, and a new morality. The third frontier is the development of mechanisms to achieve collaboration among organizations-mechanisms that cross the traditional boundaries of agencies, firms, industries, and levels of government and bridge the private and public sectors.
The Impact of PROCESS: Self-Administered Exercises for Personal and Interpersonal Development
Authors: Vicino Franco L. , Deci Edward L. , Landy David A. , Krusell Judith , Bass Bernard M. 
Published: March 2006

This report describes the content and evaluation of a program of eight self-administered exercises for personal and interpersonal development, called PROCESS. The program was designed as an educational experience for students and others interested in gaining a better understanding of themselves and the way in which they relate to others. It is based on the laboratoty method of learning and involves a series of learning activities within a small, selfdirected group setting. The program materials obviate the necessity for a professionally trained leader. The program was evaluated in a field experiment using a holdout control procedure. In general, the results indicated that participants in the program improved their concept of themselves, were more able to see themselves as their peers did, and reacted favorably to the total experience.
Power and the Utopian Assumption
Authors: Kinkade Kathleen 
Published: March 2006

Kathleen Kinkade's thoughts on power in the alternative community are based on eight years of communal living, including six years at Twin Oaks, Virginia. Her experience is unusual in that she has founded groups which are profoundly egalitarian in philosophy and conduct, but she is 20 years older than the average member of these communities, a fact which almost inevitably places her in leadership roles. "The trouble with my theories on power," she admits, "is that I have never had the opportunity to be powerless in my communities, so I don't know how good my social theories are." Ms. Kinkade is a founding member of Twin Oaks Community in Louisa, Virginia, a communal group founded in 1967 and based on the ideas set forth in B. F. Skinner's Walden Two. Her account of the early years at Twin Oaks is contained in A Walden Two Experiment, published by William Morrow & Co.
The Control of Knowledge: The Power of the Helping Professions
Authors: Reiff Robert 
Published: March 2006

The basis of professional power is not knowledge itself but the control of knowledge. Historically, the helping professions have been mandated and licensed by society-have been given the reins of expert authority-to define who is deviant, ill, or needy and who is entitled to what help in the promotion of human welfare. While on one hand the helping professions today have a vested interest in maintaining a commodity concept of their services, on the other hand, they have, by the very nature of their service policies, deprived their clients of their rights as consumers, argues the author. If a community wishes to reduce the power of the helping professions it will have to break up their monopolistic control. If the institutions of professionalism-its educational systems and organizations-were compelled to share their power with society, it would inevitably result in the democratization of knowledge and a new social contract between the professions and society. The potential for such a counter-force already exists in the demands for accountability and control by local communities of the poor, the blacks, the students, and the paraprofessional movement.
Toward a Contingency Theory for Designing Work Organizations
Authors: Langdale John A. 
Published: March 2006

The familiar bureaucratic-versus-human-relations distinction-frequently cited in the literature-is-presented as a basis for comparing organizational designs. Instead of adva'ting one particular design, the author hypothesizes that the effectiveness an survival of any design are contingent upon at least 11 situational parameters involving organizational goals, tasks, member personalities, and stress factors. A measure of bureaucratic-to-human-relations design was developed and validated using data supplied by 10 supervisors, 10 nonsupervisors, and one informant from each of 17 work organizations. Through correlational analysis it was found that both actual system design and employees' design recommendations do vary significantly as a function of situational contingencies-yielding the practical finding: Neither bureaucratic nor humanrelations design strategies are universally appropriate across all organizational settings. Several peripheral findings were also reported. Theoretically, these results were interpreted as supporting a contingency theory of organizational design.
A Systems Survey Research Feedback for Management and Organizational Development
Authors: Bass Bernard M. 
Published: March 2006

A questionnaire completed by a manager and his immediate subordinates generates scores on organizational, group, task, personal and interpersonal factors; management styles; and outputs of effectiveness and satisfaction. After the raw data from a particular workgroup or system are analyzed, the manager obtains a computerized printout called a PROFILE of the discrepancies between his subordinates and himself as well as normative data to help him plan change. This constitutes the feedback phase of the OD intervention. Initial follow-up suggests that the PROFILE procedure is seen to promote change particularly in situations where subordinates had no decision-making input and perceived conditions as disorderly and poorly managed. Correlational analyses of the data suggest that authoritative managerial direction is more frequent when situations are regular, clear, and structured; but such direction is perceived to be more effective under reverse conditions. Manipulative bosses are downgraded, while consultative superiors are favored under most conditions. Ultimately this paper represents an approach to research in social psychology where subjects gain practical on-the-job self-knowledge directed toward change, and the researcher gains new understanding leading to model building and theory development of the factors that describe supervisory behavior in various situations.
Characteristics of Successful and Unsuccessful Organization Development
Authors: Franklin Jerome L. 
Published: March 2006

A comparison between 11 organizations with successful OD efforts and 14 organizations with unsuccessful efforts reveals characteristics identifiable with each category. Eight major clusters of characteristics served as the foci for the comparison: 1) the organization's environment, 2) the organization itself, 3) initial contact for the OD projects, 4) formal entry procedures and commitment, 5) data-gathering activities, 6) internal and 7) external changeagent characteristics, and 8) exit procedures. Results indicated an absence of single dimensions that are either essential or sufficient to distinguish between the successful and unsuccessful organizations. Three general areas, however, did serve to differentiate organizations in the two categories: 1. Organizations that are more open to and involved in adjusting to change are more likely to be successful in their OD effort than are those that are more stable and status-quo oriented. 2. Internal change agents who are more carefully selected, did not receive training prior to the current OD efforts, and who possess assessment-prescriptive skills are most evident in the successful organizations. 3. More specific interest in and greater commitment to the OD projects are associated with successful change. Implications for managers and consultants interested in applying these findings to increase the likelihood of success in OD projects are explored, with consideration given to the importance and alterability of each characteristic.
Effects of a T Group as a Function of Trainers' Liking and Members' Participation, Involvement, Quantity, and Quality of Received Feedback
Authors: Babad Elisha Y. , Melnick Irene 
Published: March 2006

In this study we examine the validity of the hypothesis that in order to gain from a T Group, members must actively participate, be emotionally involved in the process, and must open themselves to feedback from other members. We also examine the effect of the T Group as a function of trainers' differential liking for each member. Subjects in this study were 37 occupational therapy students in three T Groups, led by the same three trainers. Participation, involvement, quantity, and quality of received feedback were rated by the three trainers after each group session, followed by a discussion which yielded one set of consensus scores. Trainers' liking scores were obtained following the completion of all three T Groups. Postgroup evaluations of effect for each member were obtained both from the members themselves (twice) and from the trainers. Global and analytic evaluations were collected, the latter based on a two-dimensional operative model of group goals and outcomes. In light of the initial correlations, the four in-group variables were grouped into two factors, representing each member's activity (output) and received feedback (input). Trainers' liking was related most closely to the first factor. Postgroup global evaluations of effect were found to be mostly a function of members' activity, while analytic evaluations (concluded to be more balanced and more valid) were related to both activity and feedback factors. Trainers' liking was related to global evaluations more strongly than to analytic evaluations, but the results clearly indicated that both types of effect are functions of trainers' liking. The validity of the conditional demands regarding members' behavior in the group was confirmed even when the effects of trainers' liking were partialed out. The results of analytic postgroup evaluations done by members of nine groups showed that the in-group variables predicted, in the main, the intensity of the members' immediate experience and excitement following the group. After the dissipation of excitement (in the delayed assessment), the significant predictions of effect were found in the "learning" and "interaction" categories, as were the significant predictions of trainers' evaluations. It was suggested that trainers' liking and members' participation, involvement, and openness to receive feedback are interactive, spiral processes, the complementarity of which is an important determinant of the effects of the T Group.
Intervention and Evaluation: A Proactive Team Approach to OD
Authors: Gavin James F. , Mcphail S. Morton 
Published: March 2006

A team of 8 change agents initiated an intensive, organization development program in a nonacademic, service department of a midwestern university. A contract whereby consultation services were exchanged for research opportunities was negotiated equally with management and nonmanagement employees. Interventions included interviews and questionnaires, data feedback, problem solving meetings, and team building exercises. Consultations were provided to nonmanagement and management groups, separately and together. Changes assessed by questionnaires in a pretest-posttest design over a 1-year interval suggested the following: Self-perceptions of legitimate, reward, coercive, expert and referent power changed significantly, indicating for the most part an increase in employees' sense of power within the system. Role stresses tended to decrease over time, and yet an important index of role strain rose significantly. These data argue for increased awareness of possible job strains induced by OD interventions per se. Organizational climate measures evidenced little change despite the extensive intervention work; on the other hand, perceptions of specific factors in the work setting were altered. An implication of these data is that "narrow band" interventions might have more visible effects than those resulting from global change strategies. Reflections on the results have provided some useful learnings for future interventions. Concluding comments explore the feasibility of substantive organizational change in short-term OD programs, the possibility of nonlinear relations between OD outcomes and time investments in change activities, some dilemmas resulting from participatively oriented OD programs, and some advantages and disadvantages of team work in OD.
Effects of Team Development Intervention: A Field Experiment
Authors: Woodman Richard W. , Sherwood John J. 
Published: March 2006

A team development intervention was conducted with 22 three- and four-person work groups from an engineering survey course. For comparison purposes, 22 work groups from the surveying course served as controls and an additional 23 groups were observed to measure any possible Hawthorne effect. Random assignment of subjects to groups and groups to conditions resulted in a post-test-only control group experimental design. The major findings were: 1. Work groups experiencing team development did not perform better than controls. 2. Individuals in groups receiving team development perceived their group as being more effective and reported greater participation than members of control groups. 3. There was a nonsignificant tendency for individuals in groups receiving team development to express greater agreement on group goals. 4. There were no statistically significant differences between individuals in treatment and control groups in terms of: (a) perceived learning, (b) expressed satisfaction with group performance, or (c) expressed satisfaction with the group.
The use of anticonvulsants in the aftermath of mania
Authors: Cookson John , Elliott Brent 
Published: March 2006

This paper reviews the evidence for the efficacy of anticonvulsants in the continuation and maintenance phases of treatment of bipolar disorder, when there has been an episode of mania (Bipolar-I disorder). The evidence to be considered is primarily that arising from randomized controlled trials. A literature search was performed to identify all randomized controlled trials of anticonvulsants used as maintenance treatment for bipolar-I disorder. Placebo-controlled studies were preferred, however there have been relatively few of these and clinical practice must therefore be guided by evidence carrying a lower level of conviction. Valproate monotherapy lacks a convincing evidence base. The view that valproate is more effective than lithium in rapid cycling has not been borne out. Lamotrigine is effective in preventing depression after an episode of mania. As monotherapy, lithium appears superior to carbamazepine in bipolar patients not previously treated with either drug. The combination of lithium and carbamazepine may be superior to either drug alone, in certain treatment-resistant patients, but is associated with increased side effects. Other anticonvulsants lack evidence supporting their use in bipolar disorder except in treating co-morbid alcohol dependence, anxiety and bulimic symptoms. Valproate continues to be recommended by most current guidelines despite the lack of evidence.
A staged screening strategy for prenatal alcohol exposure and maternal risk stratification
Authors: Burd Larry , Klug Marilyn G , Martsolf John T , Martsolf Cathy , Deal Eric , Kerbeshian Jacob 
Published: March 2006

Aims: To present an incremental process for a staged screening strategy to identify women at increased risk of having a child with fetal alcohol spectrum disorder (FASD) and to enhance the management of women using alcohol during pregnancy. We include an illustrative example of the development of a screening component using an existing data set. Methods: We describe a seven-step protocol to screen for alcohol use during pregnancy. The screening process begins with a one-question initial screen, followed by exposure assessment, maternal risk stratification to estimate risk for FASD, and concludes with recommendations for intervention and monitoring of exposure for women drinking during pregnancy. Conclusions: This screening process has very modest time commitments in the early stages. Time commitments increase for women drinking during pregnancy and the process focuses on the population at highest risk of having a child with FASD. The process has the benefit of risk specificity, since the process refines risk estimates for an adverse outcome specific for FASD. The process concludes with a programme to facilitate intervention and to monitor changes in prenatal alcohol exposure during pregnancy. Prevention of FASD is an important public health priority. In addition to the ongoing study of clinical strategies to improve detection rates of alcohol exposure at all stages of pregnancy, additional research on the tools and the process used in screening efforts is urgently needed. The efforts should also include research on both the screening tools and the outcome of the screening process in routine prenatal care settings.
Protein protein interactions, evolutionary rate, abundance and age
Authors: Saeed Ramazan , Deane Charlotte M 
Published: March 2006

Abstract

Background
Does a relationship exist between a protein's evolutionary rate and its number of interactions? This relationship has been put forward many times, based on a biological premise that a highly interacting protein will be more restricted in its sequence changes. However, to date several studies have voiced conflicting views on the presence or absence of such a relationship.

Results
Here we perform a large scale study over multiple data sets in order to demonstrate that the major reason for conflict between previous studies is the use of different but overlapping datasets. We show that lack of correlation, between evolutionary rate and number of interactions in a data set is related to the error rate. We also demonstrate that the correlation is not an artifact of the underlying distributions of evolutionary distance and interactions and is therefore likely to be biologically relevant. Further to this, we consider the claim that the dependence is due to gene expression levels and find some supporting evidence. A strong and positive correlation between the number of interactions and the age of a protein is also observed and we show this relationship is independent of expression levels.

Conclusion
A correlation between number of interactions and evolutionary rate is observed but is dependent on the accuracy of the dataset being used. However it appears that the number of interactions a protein participates in depends more on the age of the protein than the rate at which it changes.
SNA – a toolbox for the stoichiometric analysis of metabolic networks
Authors: Urbanczik Robert 
Published: March 2006

Abstract

Background
Despite recent algorithmic and conceptual progress, the stoichiometric network analysis of large metabolic models remains a computationally challenging problem.

Results
SNA is a interactive, high performance toolbox for analysing the possible steady state behaviour of metabolic networks by computing the generating and elementary vectors of their flux and conversions cones. It also supports analysing the steady states by linear programming. The toolbox is implemented mainly in Mathematica and returns numerically exact results. It is available under an open source license from: http://bioinformatics.org/project/?group_id=546.

Conclusion
Thanks to its performance and modular design, SNA is demonstrably useful in analysing genome scale metabolic networks. Further, the integration into Mathematica provides a very flexible environment for the subsequent analysis and interpretation of the results.
Extraction of phylogenetic network modules from the metabolic network
Authors: Yamada Takuji , Kanehisa Minoru , Goto Susumu 
Published: March 2006

Abstract

Background
In bio-systems, genes, proteins and compounds are related to each other, thus forming complex networks. Although each organism has its individual network, some organisms contain common sub-networks based on function. Given a certain sub-network, the distribution of organisms common to it represents the diversity of its function.

Results
We extracted such "common" sub-networks, defined as "phylogenetic network modules," using phylogenetic profiles and cluster analysis. The enzymes in the same "phylogenetic network module" have similar phylogenetic profiles and related functions. These modules are shown to be phylogenetic building blocks. Furthermore, the network of the modules illustrated hierarchical feature as well as the network of enzymes involved in the metabolism.

Conclusion
We conclude that phylogenetic network modules are evolutionary conserved functional units in the metabolic network. We claim that our concept of phylogenetic modules provides a more accurate understanding of the evolution of biological networks.
Paths of lateral gene transfer of lysyl-aminoacyl-tRNA synthetases with a unique evolutionary transition stage of prokaryotes coding for class I and II varieties by the same organisms
Authors: Shaul Shaul , Nussinov Ruth , Pupko Tal 
Published: March 2006

Abstract

Background
While the premise that lateral gene transfer (LGT) is a dominant evolutionary force is still in considerable dispute, the case for widespread LGT in the family of aminoacyl-tRNA synthetases (aaRS) is no longer contentious. aaRSs are ancient enzymes, guarding the fidelity of the genetic code. They are clustered in two structurally unrelated classes. Only lysine aminoacyl-tRNA synthetase (LysRS) is found both as a class 1 and a class 2 enzyme (LysRS1-2). Remarkably, in several extant prokaryotes both classes of the enzyme coexist, a unique phenomenon that has yet to receive its due attention.

Results
We applied a phylogenetic approach for determining the extent and origin of LGT in prokaryotic LysRS. Reconstructing species trees for Archaea and Bacteria, and inferring that their last common ancestors encoded LysRS1 and LysRS2, respectively, we studied the gains and losses of both classes. A complex pattern of LGT events emerged. In specific groups of organisms LysRS1 was replaced by LysRS2 (and vice versa). In one occasion, within the alpha proteobacteria, a LysRS2 to LysRS1 LGT was followed by reversal to LysRS2. After establishing the most likely LGT paths, we studied the possible origins of the laterally transferred genes. To this end, we reconstructed LysRS gene trees and evaluated the likely origins of the laterally transferred genes. While the sources of LysRS1 LGTs were readily identified, those for LysRS2 remain, for now, uncertain. The replacement of one LysRS by another apparently transits through a stage simultaneously coding for both synthetases, probably conferring a selective advantage to the affected organisms.

Conclusion
The family of LysRSs features complex LGT events. The currently available data were sufficient for identifying unambiguously the origins of LysRS1 but not of LysRS2 gene transfers. A selective advantage is suggested to organisms encoding simultaneously LysRS1-2.