bluuebunny/crossref_metadata_2025_split huggingface dataset:
Structural analysis of a novel anionic polysaccharide from Porphyromonas gingivalis strain W50 related to Arg‐gingipain glycans
Authors: Paramonov Nikolay , Rangarajan Minnie , Hashim Ahmed , Gallagher Alex , Aduse‐Opoku Joseph , Slaney Jennifer M. , Hounsell Elizabeth , Curtis Michael A. 
Published: September 2005

SummaryThe Arg‐gingipains (RgpsA and B) of Porphyromonas gingivalis are a family of extracellular cysteine proteases and are important virulence determinants of this periodontal bacterium. A monoclonal antibody, MAb1B5, which recognizes an epitope on glycosylated monomeric RgpAs also cross‐reacts with a cell‐surface polysaccharide of P. gingivalis W50 suggesting that the maturation pathway of the Arg‐gingipains may be linked to the biosynthesis of a surface carbohydrate. We report the purification and structural characterization of the cross‐reacting anionic polysaccharide (APS), which is distinct from both the lipopolysaccharide and serotype capsule polysaccharide of P. gingivalis W50. The structure of APS was determined by 1D and 2D NMR spectroscopy and methylation analysis, which showed it to be a phosphorylated branched mannan. The backbone is built up of α‐1,6‐linked mannose residues and the side‐chains contain α‐1,2‐linked mannose oligosaccharides of different lengths (one to two sugar residues) attached to the backbone via 1,2‐linkage. One of the side‐chains in the repeating unit contains Manα1‐2Manα1‐phosphate linked via phosphorus to a backbone mannose at position 2. De‐O‐phosphorylation of APS abolished cross‐reactivity suggesting that Manα1‐2Manα1‐phosphate fragment forms part of the epitope recognized by MAb1B5. This phosphorylated branched mannan represents a novel polysaccharide that is immunologically related to the post‐translational additions of Arg‐gingipains.
Hairpin telomeres and genome plasticity in Borrelia: all mixed up in the end
Authors: Chaconas George 
Published: September 2005

SummarySpirochetes of the genus Borrelia have a highly unusual genome structure composed of over 20 replicons. Most of these replicons are linear and terminated by covalently closed hairpin ends or telomeres. Moreover, the linear replicons are affected by extensive DNA rearrangements, including telomere exchanges, DNA duplications, and harbour a large number of pseudogenes. The mechanism for the unusual genome plasticity in the linear replicons has remained elusive. The enzymatic machinery (the telomere resolvase ResT) responsible for generating the hairpin ends from replicative intermediates has recently been shown to also perform a reverse reaction that fuses telomeres on unrelated replicons. Infrequent stabilization of such fusion events over evolutionary time provides the first proposed biochemical mechanism for the DNA rearrangements that are so prominent in the linear replicons of B. burgdorferi.
LRP and H‐NS – cooperative partners for transcription regulation at Escherichia coli rRNA promoters
Authors: Pul Ümit , Wurm Reinhild , Lux Bianca , Meltzer Michael , Menzel Artur , Wagner Rolf 
Published: September 2005

SummaryThe synthesis of ribosomal RNAs in bacteria is tightly coupled to changes in the environment. This rapid adaptation is the result of several intertwined regulatory networks. The two proteins FIS and H‐NS have previously been described to act as antagonistic transcription factors for rRNA synthesis. Here we provide evidence for another player, the regulatory protein LRP, which binds with high specificity to all seven Escherichia coli rRNA P1 promoter upstream regions (UAS). Comparison of the binding properties of LRP and H‐NS, and characterization of the stabilities of the various complexes formed with the rRNA UAS regions revealed different binding modes. Binding studies with LRP and H‐NS in combination demonstrated that the two proteins interacted with obvious synergism. The efficiency of LRP binding to the rRNA regulatory region is modified by the presence of the effector amino acid leucine, as has been shown for several other operons regulated by this transcription factor. The effect of LRP on the binding of RNA polymerase to the rrnB P1 promoter and in vitro transcription experiments indicated that LRP acts as a transcriptional repressor, thus resembling the activity of H‐NS described previously. The results show for the first time that LRP binds to the regulatory region of bacterial rRNA promoters, and very likely contributes in combination with H‐NS to the control of rRNA synthesis. From the known properties of LRP a mechanism can be inferred that couples rRNA synthesis to changes in nutritional quality.
Role of BvgA phosphorylation and DNA binding affinity in control of Bvg‐mediated phenotypic phase transition in Bordetella pertussis
Authors: Jones Allison M. , Boucher Philip E. , Williams Corinne L. , Stibitz Scott , Cotter Peggy A. 
Published: September 2005

SummaryTo investigate the mechanism by which the Bordetella BvgAS phosphorelay controls expression of at least three distinct phenotypic phases, we isolated and characterized two B. pertussis mutants that were able to express Bvg– and Bvgi phase phenotypes but not Bvg+ phase phenotypes. In both cases, the mutant phenotype was due to a single nucleotide change in bvgA resulting in a single amino acid substitution in BvgA. In vitro phosphorylation assays showed that BvgA containing the T194M substitution was significantly impaired in its ability to use either BvgS or acetyl phosphate as a substrate for phosphorylation. Binding studies indicated that this mutant protein was able to bind an oligonucleotide containing a high‐affinity BvgA binding site in a manner similar to wild‐type BvgA, but was defective for binding the fhaB promoter in the absence of RNA polymerase (RNAP). By contrast, BvgA containing the R152H substitution had wild‐type phosphorylation properties but was severely defective in its ability to bind either the high‐affinity BvgA binding site‐containing oligonucleotide or the fhaB promoter by itself. Both mutant BvgA proteins were able to bind the fhaB promoter in the presence of RNAP however, demonstrating the profound effect that RNAP has on stabilizing the ternary complexes between promoter DNA, BvgA and RNAP. Our results are consistent with the hypothesis that BvgAS controls expression of multiple phenotypic phases by adjusting the intracellular concentration of BvgA∼P and they demonstrate the additive nature of BvgA binding site affinity and protein–protein interactions at different Bvg‐regulated promoters.
Abnormal gastroesophageal flap valve is highly associated with gastroesophageal reflux disease among subjects undergoing routine endoscopy in Taiwan
Authors: LIN BOR‐RU , WONG JAU‐MIN , CHANG MEI‐CHI , LIAO CHIEN‐CHUNG , YANG PEI‐MING , JENG JIIANG‐HUEI , LIAO WAN‐RU , WANG TEH‐HONG 
Published: September 2005

AbstractObjective:  Gastroesophageal flap valve (GEFV) grade predicts severe gastroesophageal reflux disease in Caucasians, but its role in other populations is unclear. This study evaluated the significance of endoscopic grading of the GEFV in Taiwanese subjects.Methods:  Five hundred and six consecutive patients undergoing routine check‐ups at the National Taiwan University Hospital were enrolled. Symptoms of upper gastrointestinal disease and endoscopic severity of esophageal mucosal injury were correlated to GEFV grades according to the Hill classification.Results:  The frequency of abnormal valves (Hill grades III or IV) was 27.3%. Of these, 42.7% had erosive esophagitis (EE). The majority of patients with EE were classified as Los Angeles grades A and B (79.7 and 16.9%, respectively). The prevalence of EE, hiatal hernia and, to a lesser degree, non‐erosive reflux disease, increased with altered GEFV. Patients with abnormal valves were younger and more likely to be male, overweight, and to have atypical and extraesophageal symptoms.Conclusions:  Taiwanese patients with abnormal GEFVs share similar characteristics and risk factors with the patients who have EE. Endoscopic grading of the GEFV is highly associated with GERD, and in particular EE, in subjects undergoing routine endoscopy.
The Interaction of Attraction and Selection: Implications for College Recruitment and Schneider's ASA Model
Authors: Slaughter Jerel E. , Stanton Jeffrey M. , Mohr David C. , Schoel William A. 
Published: September 2005

Les jeunes qui viennent d’obtenir leur premier diplôme universitaire (≪college≫) constituent un potentiel important de candidats à l’embauche dans les grandes entreprises. Les responsables des organisations ont besoin de savoir en quoi les profils de ces futurs diplômés susceptibles d’être attirés et sélectionnés par l’organisation se différencient des profils de la population générale des candidats. Nous avons, dans cette recherche, étudié la relation existant entre les profils de 223 étudiants sur le point d’obtenir leur diplôme du ≪college≫ et l’attirance pour une organisation, l’obtention d’un score satisfaisant à une procédure de sélection et l’interaction de ces deux variables. Les résultats montrent que ceux qui sont attirés par l’organisation diffèrent de ceux qui ne le sont pas. Ceux qui seraient retenus pour la poursuite du recrutement sont différents de ceux qui seraient éliminés. Mais l’interaction de l’attirance et de la sélection n’est en rapport avec aucune des differences individuelles. En outre, l’attirance et la sélection n’interagissent pour réduire la variance sur aucune des variables de différences individuelles. Ces résultats ouvrent une nouvelle perspective sur les conséquences modélisées dans le schéma Attirance‐Sélection‐Elimination de B. Schneider (1987). On discute enfin des implications de notre recherche pour ce modèle et pour le recrutement des étudiants de ≪college≫.New college graduates are an important source of hires in large firms. Of interest to organisational decision makers are how the individual‐difference profiles of soon‐to‐be college graduates that are likely to be attracted to, and selected by, the organisation compare with the profiles of the overall applicant population. In this research, we investigated how self‐reported attraction to an organisation, achievement of a passing score on an organisation's screening device, and the interaction of these two variables related to the individual‐difference profiles of 223 senior‐level college undergraduates. Results indicated that those who were attracted to the organisation differed from those who were not attracted. Those who would be screened in for further selection by the organisation differed from those who would be rejected. However, the interaction of attraction and screening was unrelated to any of the individual differences. Moreover, attraction and screening did not interact to restrict variance on any of the individual‐difference variables. These results provide a new perspective on the effects hypothesised in B. Schneider's (1987) Attraction‐Selection‐Attrition model. Implications for this model and for recruiting from the college student population are discussed.
Normative Controls and Self‐Reported Counterproductive Behaviors in the Workplace in China
Authors: Kwok Chi‐Ko , Au Wing Tung , Ho Jane M.C. 
Published: September 2005

Les comportements contre‐productifs (CPB) sont des comportements déviants de salariés qui violent les normes et les valeurs de l’organisation et nuisent à la fois à l’entreprise et à son personnel. Il est montré, dans cet article, que des réactions négatives de la part de l’entourage professionnel peuvent avoir un effet de contrôle normatif et contrecarrer les CPB. On a posé l’hypothèse que le contrôle normatif formel perçu (c’est‐à‐dire les réactions de la hiérarchie envers les CPB) et le contrôle normatif informel perçu (c’est‐à‐dire les réactions des collègues envers les CPB) médiatisaient l’effet du nombre de personnes présentes au travail sur la fréquence d’apparition des CPB. 155 salariés ont répondu à un questionnaire d’auto‐évaluation. Les résultats confirmèrent que le contrôle normatif formel de la hiérarchie médiatisait significativement l’effet de la taille de l’équipe sur les CPB, mais aucun effet médiateur n’est apparu en ce qui concerne le contrôle normatif informel des collègues.Counterproductive behaviors (CPBs) are employee deviant behaviors that violate the norms and values of organisations, and bring harm to both the company and its employees. This paper examined how negative reactions as a normative control from other employees may reduce CPB. It was hypothesised that perceived formal normative control (i.e. supervisor's reactions towards CPB) and perceived informal normative control (i.e. colleagues’ reactions towards CPB) mediated the effect of the number of staff at the workplace on the prevalence of CPB. One hundred and fifty‐five employees participated in this self‐report questionnaire study. Results showed that supervisor's formal normative control significantly mediated the effect of staff size at the workplace on CPB, but the mediating effect was not found for colleagues’ informal normative control.
Unidimensionality of Abbreviated Proactive Personality Scales across Cultures
Authors: Claes Rita , Beheydt Colin , Lemmens Björn 
Published: September 2005

Vu la pertinence de la personnalité proactive et du comportement proactif pour l’efficacité des individus, des équipes et des organisations dans un environnement de plus en plus multiculturel, cette étude a examiné l’unidimensionnalité des formes abrégées de l’Echelle de Personnalité Proactive (PPS) de Bateman & Crant (1993) sur des données ni américaines, ni britanniques. L’unidimensionnalité des PPS à 10, 6, 5 et 4 items a été mise à l’épreuve grâce à une analyse factorielle et à une analyse de fidélité interne sur des échantillons indépendants provenant de trois pays: la Belgique (N= 822), la Finlande (N= 100) et l’Espagne (N= 100). Les résultats montrent que les versions de 4 et 5 items ne présentent aucune fidélité interne en Belgique, en Finlande et en Espagne, tandis que les deux autres formes abrégées sont satisfaisantes. L’analyse factorielle confirme qu’un modèle à facteur unique est une solution quasi optimale pour la PPS à 10 items. La PPS à 6 items mesure la personnalité proactive avec une fidélité interne cohérente à partir d’un facteur unique. Le score total sur l’échelle a été calculé par l’addition des scores sur les 6 items. On a obtenu sur un autre échantillon belge (N= 499) une corrélation des plus satisfaisantes (r= .92) entre la PPS de 6 items et la version originelle de 17 items.Given the relevance of proactive personality and proactive behavior for effectiveness of individuals, teams, and organisations in an increasingly multicultural context, this study investigated the unidimensionality of abbreviated forms of the Proactive Personality Scale (PPS; Bateman & Crant, 1993) beyond American and British data. The unidimensionality of the 10‐item, the 6‐item, the 5‐item, and the 4‐item PPS was tested through internal reliability analysis and factor analysis across independent samples in three countries (Belgium, N= 822; Finland, N= 100; Spain, N= 100). The results showed that the 5‐item and the 4‐item versions were not internally reliable in Belgium, Finland, and Spain, while the two other abbreviated forms of the PPS were. Factor analysis showed that a one‐factor solution for the 10‐item PPS was a sub‐optimal solution. The 6‐item PPS, however, measured the proactive personality in an internally consistent manner and through a single factor. The total score on the scale was calculated by adding up scores on the six items. In a separate Belgian sample (N= 499), correlations of the 6‐item PPS with the original 17‐item PPS proved satisfactory with r= .92.
A Cross‐Cultural Study of the Work/Nonwork Interface among Israeli Nurses
Authors: Cohen Aaron , Kirchmeyer Catherine 
Published: September 2005

Cette recherche analyse les effets différentiels des exigences du travail et du hors‐travail et de la gestion des rôles sur le conflit travail/hors‐travail, le projet de démission, la démission et l’absentéisme dans trois groupes ethniques. Des questionnaires ont été proposés à des infirmières juives (N= 102), musulmanes (N= 88) et chrétiennes (N= 50) dans trois hôpitaux israéliens. Des renseignements objectifs sur l’absentéisme et le turnover ont été obtenus auprès de l’administration de ces hôpitaux. Certaines liaisons parmi les variables de travail et de hors‐travail différaient selon le groupe ethnique. Par exemple, l’emploi à plein temps influençait le conflit travail/hors‐travail seulement chez les Juives et le contrôle hiérarchique avaient des effets opposés dans deux groupes. Davantage d’enfants entrainait plus de projets de démission chez les Arabes et moins chez les Juives. Plus de prise en charge personnelle provoquait moins de démissions réelles pour les Arabes et plus pour les Juives. Pour ce qui est du taux d’absentéisme, le contrôle hiérarchique et les pressions émanant du travail avaient des effets favorables chez les Arabes et des effects inverses mais plus faibles chez les Juives; le résultat est le méme en ce qui concerne le soutien organisationnel. Ces observations doivent rendre prudents les spécialistes des sciences‐humaines quand il s’agit d’extrapoler à d’autres situations culturelles les relations travail/hors‐travail découvertes dans une société.This study examined the differential effects of both work and nonwork demands and inter‐role management on work/nonwork conflict, turnover intention, turnover, and absenteeism across three ethnic groups. Data from Jewish (N= 102), Muslim (N= 88), and Christian (N= 50) female nurses at three Israeli hospitals were collected by survey questionnaires. Objective data on absenteeism and turnover were collected from the hospitals’ records. Several relationships among the work and nonwork variables differed across the ethnic groups. For example, full‐time employment had an effect on work/nonwork conflict only for Jews and supervision had opposite effects across the two groups. More children meant more intention of turnover among Arabs and less among Jews. More personal coping meant lower actual turnover for Arabs and higher turnover for Jews. In the case of absence frequency, supervision and job tension had favorable effects for Arabs and smaller, adverse effects for Jews. Organisational support had a favorable effect for Arabs and a smaller, adverse effect for Jews. The findings serve to caution social scientists about generalising work and nonwork relationships identified in one society to other cultural settings.
Comparing Attribute Importance and Reason Methods for Understanding Behavior: An Application to Internet Job Searching
Authors: Westaby James D. 
Published: September 2005

Pour tenter de comprendre le comportement de recherche d’emploi sur Internet, cette recherche compare les méthodes de l’importance attribuée et des causes motivationnelles. La méthode de l’importance attribuée évalue l’importance perçue de divers facteurs en jeu dans la décision d’utiliser Internet pour trouver un emploi. La méthode des causes motivationnelles évalue les facteurs spécifiques auxquels les gens font appel pour expliquer leur comportement à venir de recherche d’emploi sur Internet, ce qui implique une différenciation des raisons favorables ou non à l’adoption du comportement. A partir des données obtenues sur 224 demandeurs d’emploi ayant en moyenne 27.9 ans, une régression logislique montra que les variables d’importance attribuée expliquaient 5% de la variance du comportement objectivement mesuré de recherche d’emploi. Les variables de causes motivationnelles expliquaient 15% de la variance des comportements, ce qui représente un gain significatif en sus de ce que prédit la méthode de l’importance attribuée. De plus, la méthode des causes motivationnelles était en mesure d’identifier plusieurs antécédents du comportement de recherche d’emploi qui ěchappaient à la méthode de l’importance attribuée. Les résultats sont en faveur de l’exploitation des variables de causes motivationnelles par la recherche on psychologic appliquée.This study compared attribute importance and reason methods for understanding internet job search behavior. The attribute importance method assessed the perceived importance of various factors involved in decisions to use the internet for job search. The reason method assessed the specific factors people use to explain their anticipated internet job search behavior, which included a differentiation of reasons for and reasons against performing the behavior. Logistic regression results from 224 job searchers (mean age 27.9 years) indicated that attribute importance variables explained 5 per cent of the variance in objectively measured job search behavior. Reason variables explained 15 per cent of the variance in behavior, which represents a significant increment in prediction over and above that explained by the attribute importance method. Moreover, the reason method was able to identify several determinants of job search behavior that were unidentified by the attribute importance method. Results provide strong support for using reason variables in applied psychological research.
Visual attention in deaf and hearing infants: the role of auditory cues
Authors: Harris Margaret , Chasin Joan 
Published: September 2005

Background:  Successful communication with profoundly deaf children is heavily dependent on visual attention. Previous research has shown that mothers of deaf children – notably those who are deaf themselves – use a variety of strategies to gain their children's attention. This study compares patterns of visual attention in deaf and hearing children to determine how they are affected by the absence of auditory cues, especially when looking to the mother's face.Method:  The visual attention of 18‐month‐old infants to their mothers was examined in two groups of deaf children (6 with deaf mothers and 6 with hearing mothers) and two of hearing children (6 with deaf mothers and 8 with hearing mothers). Dyads were observed in free play and 10 minutes of videorecorded interaction was analysed. All looks to the mother were classified as Spontaneous, Responsive (Child turns in response to something done by mother) or Elicited (Mother actively seeks to gain child's attention by, e.g., tapping or waving). The kind of event that attracted the child's attention in Responsive and Elicited episodes was also determined (e.g., object movement, speech, physical contact), as was the focus of the child's attention (e.g., mother's face, mother's body).Results:  Responsive looks to the mother were the most frequent for all groups but on only about 25% of occasions were they directed to her face. Elicited and spontaneous looks occurred less often but were frequently directed to the mother's face. Spontaneous looking occurred in all groups but elicited looking very seldom occurred in Hearing–Hearing dyads. Overall, there were fewer looks to the mother in the two groups where mother and child had congruent hearing status, although the proportion of the looks to the mother's face was similar.Conclusions:  Both spontaneous and elicited looks are likely to involve attention to the mother's face. However, while active elicitation of attention is an important part of successful communication with young deaf children, this does not appear necessary for typically developing hearing children who turn to look at their mother's face on hearing her voice. The implications of these findings for differences in the dynamics of communication with young deaf and hearing children are discussed.