bluuebunny/crossref_metadata_2025_split huggingface dataset:
A cooling flow around the low-redshift quasar H1821+643
Authors: Russell H R , Nulsen P E J , Fabian A C , Braben T E , Brandt W N , Clews L , McDonald M , Reynolds C S , Sanders J S , Veilleux S 
Published: January 2024

ABSTRACT
H1821+643 is the nearest quasar hosted by a galaxy cluster. The energy output by the quasar, in the form of intense radiation and radio jets, is captured by the surrounding hot atmosphere. Here, we present a new deep Chandra observation of H1821+643 and extract the hot gas properties into the region where Compton cooling by the quasar radiation is expected to dominate. Using detailed simulations to subtract the quasar light, we show that the soft-band surface brightness of the hot atmosphere increases rapidly by a factor of ∼30 within the central $\sim\!{10}\ \rm kpc$. The gas temperature drops precipitously to $\lt 0.4\rm \,\, keV$ and the density increases by over an order of magnitude. The remarkably low metallicity here is likely due to photoionization by the quasar emission. The variations in temperature and density are consistent with hydrostatic compression of the hot atmosphere. The extended soft-band peak cannot be explained by an undersubtraction of the quasar or scattered quasar light and is instead due to thermal interstellar medium. The radiative cooling time of the gas falls to only $12\pm 1\rm \,\, Myr$, below the free fall time, and we resolve the sonic radius. H1821+643 is therefore embedded in a cooling flow with a mass deposition rate of up to $3000\ {\rm M}_{\odot}\,{\rm yr}^{-1}$. Multiwavelength observations probing the star-formation rate and cold gas mass are consistent with a cooling flow. We show that the cooling flow extends to much larger radii than can be explained by Compton cooling. Instead, the active galactic nucleus appears to be underheating the core of this cluster.
On reproduction in the Pacific boreal limpet Erginus (Problacmaea) puniceus Lindberg, 1988 (Patellogastropoda: Rhodopetalidae)
Authors: Buckland-Nicks John , Reunov Arkadiy , Yurchenko Olga 
Published: January 2024

ABSTRACT
Fifty years ago, it was reported that individuals of the Pacific boreal limpet Problacmaea (= Erginus) bear a penis for copulation and brood their young in the pallial cavity. These observations were based on light microscopy, but now we reveal new details of the reproductive biology of Erginus (Problacmaea) puniceus with electron microscopy. Gametogenesis is fundamentally similar to other Patellogastropoda, but there are some key differences. Oocytes develop in the ovary, dorsal to the foot in the posterior half of the body, before passing through the oviduct to the pallial cavity, where they are fertilized and brooded. Development is direct with embryos being brooded to the crawl-away juvenile stage. However, sometimes fertilization occurs internally with embryos beginning development in or near the gonad. Free sperm, which were likely autosperm (self) but could have been allosperm (cross), were found near developing oocytes in the gonad. Spermiogenesis results in the formation of an enta-quasperm with a cap-like acrosome, a bullet-shaped nucleus and spherical mitochondria in the midpiece. Copulation was not observed, but we confirm the presence of a penis with a dorsal penial groove that lies below the right cephalic tentacle in males, which is typical of functional penises of some molluscs. Males were always smaller, but intermediate-sized individuals were hermaphroditic to different extents. The largest individuals were entirely female, and their penises were smaller and often lacked the penial groove. Thus, E. (Problacmaea) puniceus appears to be a protandrous hermaphrodite, passing from male to female phase. Remnants of the testis persist into the female phase, suggesting that they are protandrous hermaphrodites with overlap, possibly allowing for self-fertilization to occur on occasion. However, the largest females lacked any testis remnants, suggesting instead that the species may be protandrous sequential hermaphrodites.
Mating roles, copulation duration and reproductive output in the hermaphroditic freshwater snail Planorbella trivolvis
Authors: Norton Cynthia G 
Published: January 2024

ABSTRACT
Hermaphrodites exhibit a wide variety of reproductive strategies, yet empirical studies lag behind theories about their evolution. Planorbella trivolvis, a simultaneous hermaphrodite capable of reciprocal copulation and rare self-fertilization, provides a unique model system for studying reproduction. This study assessed sex roles during mating, demonstrating that mating is primarily reciprocal, and investigated the relationship between physical coupling and reproductive output for single copulation events. Snails were isolated before sexual maturity and placed in 10-l aquaria in size-matched groups. Upon copulation, pairs were removed to small cups until they separated; they were then kept isolated and eggs counted until egg production ceased. The frequency of reciprocal copulation (both members of a pair produced egg masses following copulation) was 95% (35/37 productive matings), higher than previously reported. The duration of egg production ranged from 19 to 197 days (mean ± SE = 110.13 ± 6.3 days) with a sharp drop in production of egg masses and eggs per mass occurring between 15 and 20 weeks postmating, consistent with previous estimates of sperm storage. There was no relationship between mating duration and total egg production (a biomarker of sperm availability) or the duration of egg production (a marker of sperm longevity). Further investigation is needed to directly estimate sperm transfer and tease apart the duration of reciprocal physical contact from gamete and accessory protein transfer.
Food and social cues modulate reproductive development but not migratory behavior in a nomadic songbird, the Pine Siskin
Authors: Vernasco Ben J , Cornelius Jamie M , Watts Heather E 
Published: January 2024

Abstract
Many animals rely on photoperiodic and non-photoperiodic environmental cues to gather information and appropriately time life-history stages across the annual cycle, such as reproduction, molt, and migration. Here, we experimentally demonstrate that the reproductive physiology, but not migratory behavior, of captive Pine Siskins (Spinus pinus) responds to both food and social cues during the spring migratory-breeding period. Pine Siskins are a nomadic finch with a highly flexible breeding schedule and, in the spring, free-living Pine Siskins can wander large geographic areas and opportunistically breed. To understand the importance of non-photoperiodic cues to the migratory-breeding transition, we maintained individually housed birds on either a standard or enriched diet in the presence of group-housed heterospecifics or conspecifics experiencing either the standard or enriched diet type. We measured body condition and reproductive development of all Pine Siskins and, among individually housed Pine Siskins, quantified nocturnal migratory restlessness. In group-housed birds, the enriched diet caused increases in body condition and, among females, promoted reproductive development. Among individually housed birds, female reproductive development differed between treatment groups, whereas male reproductive development did not. Specifically, individually housed females showed greater reproductive development when presented with conspecifics compared to heterospecifics. The highest rate of female reproductive development, however, was observed among individually housed females provided the enriched diet and maintained with group-housed conspecifics on an enriched diet. Changes in nocturnal migratory restlessness did not vary by treatment group or sex. By manipulating both the physical and social environment, this study demonstrates how multiple environmental cues can affect the timing of transitions between life-history stages with differential responses between sexes and between migratory and reproductive systems.
Frontiers of Cross-Cultural Organizational Behavior
Authors: Gelfand Michele J. , Erez Miriam 
Published: January 2024

Abstract
The quest to understand work behavior has been a global concern since antiquity. Yet, global perspectives in organizational behavior (OB) have only recently become a theoretical and empirical force within the field. Joining this intellectual momentum, contributors to this volume have collectively paved the way for a new global revolution in the field of organizational behavior. This chapter highlights common themes across all the Handbook chapters, including the call to (1) increase the global scope in the questions we ask and the contexts we study; (2) broaden our cultural toolkit to unpack the proximal and distal factors that explain cultural differences; (3) understand the complexity of the global context and the duality of global integration with local responsiveness; (4) focus on the dynamics of culture across levels of analysis; (5) cross-fertilize research in cross-cultural OB; and (6) build bridges between theory and practice.
The Technology-Enabled, Task-Specific, and Time-Variant Role of Culture in Teams
Authors: Gibson Cristina B. , Chia Terence , Singh Rukman 
Published: January 2024

Abstract
This chapter examines the role of culture in organizational teams, moving beyond the direct effects of culture that was the focus of prior reviews to evidence the more complex interaction of culture with other team features, including technology, task, and time. We explore questions such as: Can technology level the playing field such that culture takes a back seat? Or does technology play a catalytic role and accentuate cultural differences? Does team task type modify the influence of culture in guiding team processes? Does the effect of culture change over the lifespan of a team? We address these questions by reviewing and integrating the literature in the past decade. Theoretical and practical implications, as well as new research directions, are discussed.
Culture and Communication
Authors: Sharma Suraj , Liu Leigh Anne 
Published: January 2024

Abstract
Human cultural values and norms are developed and maintained through communication between and within individuals and between and within groups. The relationship between culture and communication is complex and challenging to study. On one hand, communication is the carrier of human interaction and culture, as values and norms are shared among its members through communication. On the other hand, culture may dictate how we communicate, since values and norms may prescribe our thinking and communication styles. In this chapter, we review the extant literature on culture and communication and explore how they influence and coevolve over time. We then propose new directions of research with theoretical and practical implications.
Culture and Conflict and Negotiation Strategy
Authors: Brett Jeanne M. 
Published: January 2024

Abstract
This chapter summarizes research and theory documenting cultural differences in the use of strategy in deal making and conflict management negotiations. Negotiation is the process by which parties with conflicting goals try to reach agreement. Negotiation strategy is the goal-directed behavior that people use when negotiating (Weingart et al., 1990). The strategy of sharing information is not effective in generating joint gains in non-Western cultures because of low trust. Negotiators can use multi-issue offers to generate insight into the counterpart’s priorities and joint gains, but doing so may require second-order processing of information from the offers. Cultural differences in how people express emotion and communicate may generate misunderstanding and conflict escalation. A major opportunity for future research is to use the emerging science of artificial intelligence (AI) and negotiation to understand strategic adjustment in intercultural negotiations.
Culture and Social Networks
Authors: Wang Mo , Fang Yanran 
Published: January 2024

Abstract
In this chapter, we will first introduce the importance of investigating the relationship between culture and social networks. In answering the question of why the social network approach should be adopted to understand the central role of culture in impacting employee work behaviors, we highlight two core characteristics of culture and social networks that connect them: the multilevel structures and the dynamic processes. We then derive an overarching theoretical framework to explain how culture and social networks at multiple levels are mutually constitutive and coevolving. On the basis of this theoretical framework, we review the literature on the effects of culture on social networks, the roles of social networks in relation to culture and the acculturation process, and discuss new theoretical and empirical directions for future research. We also summarize five key theoretical principles and five practical implications that we discovered in our review. Future research questions and directions are proposed at the end of the chapter.
National Culture and Organizational Change
Authors: Sverdlik Noga , Oreg Shaul 
Published: January 2024

Abstract
In this chapter, we examine the role of national culture for understanding organizational change. We review extant cross-cultural studies of organizational change and offer an integrative framework of micro and macro approaches. We then highlight the dimensions of national culture that are conceptually related to the notion of change and elaborate on a recently developed taxonomy of cultural change orientations, including the dimensions of cultural rigidity, cultural affective reactance, and cultural routine seeking. Drawing on this taxonomy we develop conceptual propositions linking national culture to key events and components in the evolution of organizational change, including the initiation of change, the change process, and recipients’ responses to organizational change. We conclude by discussing the implications of our framework for theory and practice.
Culture and Work–Family Dynamics
Authors: Shen Winny , Shockley Kristen M. 
Published: January 2024

Abstract
Awareness of the influence of culture has permeated work–family research since its inception. In this chapter, we first briefly review the history and evolution of cross-cultural work–family research, followed by a focus on the current state of work–family research in the last decade. Although cross-cultural work–family research has experienced stunning growth over the last three decades, it still tends to be heavily centered on a limited set of constructs (i.e., work–family conflict), use a narrow range of methods (i.e., quantitative cross-sectional survey research), concentrate on certain world regions (i.e., Anglo-Asian comparisons), and predictions are based predominantly on specific cultural values (i.e., individualism–collectivism). We identify key controversies in the literature and set an agenda for future research that expands our understanding of cross-cultural work–family concerns in multiple ways, including a call for a focus on process to refine theory-building and theory-testing and diversification of research designs and methods (e.g., experiments). Implications for theory and practice are also discussed.
National Culture and Alliances
Authors: Cuypers Youtha , Piaskowska Dorota , Cuypers Ilya R. P. 
Published: January 2024

Abstract
A large and diverse literature on the effects of national culture on cross-border alliances has developed in recent decades. This chapter provides a review and critical assessment of this literature and lays out a path for future research. First, we provide an overview of the evolution of scholarship on this topic, and we identify some trends in recent work. Second, we provide a roadmap for navigating this literature by conducting a structured and sequential review of how cultural traits and cultural distance affect each of the key stages in the life cycle of an alliance. Finally, we propose an agenda for future research by highlighting several overarching avenues worth pursuing in future research. We believe that our review of the impact of national culture on cross-border alliances offers valuable insights to both scholars and practitioners.
Multinational Enterprises and Global Human Resource Management
Authors: Cascio Wayne F. , Collings David G. 
Published: January 2024

Abstract
This chapter considers global or international human resource management (IHRM) and its role in multinational enterprises (MNEs). We begin by providing a brief history of international business and global HRM. We then introduce the role of strategy in IHRM, emphasizing the crucial role of competitive strategy in formulating an HR strategy. We consider the critical question of how MNEs balance standardization and localization of HR policies and practices in their global operations. We highlight a number of controversies in global HRM research, including the backlash against globalization; convergence versus divergence of HR practices; evolving structures in MNEs; job aid for spouses of overseas executives; and low retention rates among repatriates. We conclude by identifying key boundary conditions on the effects of global HRM, including HR practices as cultural variables, the effects of tight versus loose cultures, individualistic versus collectivistic cultures on HR practices, and the practical implications of these influences.
Cultural Intelligence and Global Identity
Authors: Ang Soon , Rockstuhl Thomas , Erez Miriam 
Published: January 2024

Abstract
Global leaders navigate complex intercultural interfaces. Cultural intelligence (CQ) and global identity are two major constructs that explain why some leaders are more effective in bridging cultural divides than others. Despite addressing the same question, CQ and global identity stem from very different theoretical bases. In this chapter, we review research on CQ and global identity, and we offer future research directions to integrate them more systematically. We begin with a review of the theoretical origins and conceptualizations of both constructs. We delineate their conceptual distinctiveness vis-à-vis intercultural competence and other cultural identities; and we also highlight key empirical findings. We then offer ideas to extend existing CQ and global identity research to the firm level. Specifically, we suggest that CQ and global identity complement each other in important ways to help global leaders (1) internationalize local firms; (2) sustain competitive advantage through building cosmopolitan human capital; and (3) resolve global–local tensions.
The Research-Practice Gap in Cross-Cultural Organizational Psychology and Behavior
Authors: Saari Lise 
Published: January 2024

Abstract
Today’s organizational psychology practitioners need to have cross-cultural expertise to effectively carry out their work for global organizations. This requires a deep understanding of cross-cultural research and theories. However, there are research-practice gaps. This chapter describes relevant cross-cultural theories and constructs for practitioners, such as Power Distance, Harmony, and Cultural Distance. Areas in need of additional research for practitioners where there are gaps are also described. The chapter then summarizes some of the challenges faced by practitioners and the practical solutions used by practitioners to carry out their global work. The chapter closes with key takeaways, including the point that although current cross-cultural theories may not be comprehensive for all practitioners’ needs, they are important as one set of information for working successfully across cultures.
Cross-Cultural Studies of Career Theories
Authors: Leong Frederick T. L. , Fan Weiqiao , Li Mengting , Wang Ting 
Published: January 2024

Abstract
To address the challenges of WEIRD science (Henreich et al., 2010) in vocational psychology. we adopted the framework of cultural validity and cultural specificity delineated by Leong and Brown (1995). Using this framework. this chapter provides a critical review of cross-cultural studies of career theories, including the career developmental theory, career trait and factor theory, social cognitive career theory, and career decision-making theory. Empirically, the cultural validity and cultural specificity of these career theories were supported across cultures. However, most evidence was based mainly on cross-sectional research design, and the corresponding longitudinal evidence is very much needed in future studies. The implications for career theory and practice across cultures are discussed, as are limitations of current research and promising directions for future research.
Culture and Job Attitudes
Authors: Wasti S. Arzu , Erdil Selin Eser 
Published: January 2024

Abstract
We reviewed the cross-cultural job attitudes research spanning the last decade (2010–2020), most of which focused on the moderating role of national culture regarding the antecedents of job attitudes. The findings largely support the role of individualism versus collectivism as it relates to the impact of job demands, supervisor and organizational support, the effectiveness of different leadership styles, and the binding nature of extra-organizational ties (e.g., family embeddedness). Although the implications of fairness and work–life balance appear to have many generalizable aspects, findings speak to the moderating effect of gender egalitarianism and power distance on the predictive value of organizational practices that influence perceived fairness and inclusiveness. The scarce evidence on the outcomes of job attitudes suggests that the turnover intentions–turnover link is stronger in countries higher in individualism and power distance and lower in masculinity. Finally, several studies show the importance of incorporating economic, political, and regulatory differences, in addition to cultural values.
The Palmyrene
Authors: Meyer Jørgen Christian 
Published: January 2024

Abstract
The Palmyrene area can be described as arid land best suited for pasture, but in the Roman period, villages and estates were founded in the northern hinterland, based on agriculture and horticulture, and other districts were put under the plough to feed Palmyra’s growing population. This chapter discusses how it was possible to practise stable agriculture with floodwater farming and the construction of check dams. The settlements were also centres for semi-nomadic groups integrated into the social and political structure of the city and part of the migration pattern of nomadic groups, outsiders, entering the territory from the southern dry steppe. This chapter discusses the changing relationship between the desert and the sown, from the Roman to the Umayyad period, after which the settlements disappeared. This was not due to climatic deterioration, but to changes in the political landscape in the Middle East.
Palmyra
Authors: Gawlikowski Michał 
Published: January 2024

Abstract
The city of Palmyra was not founded by an external power but grew progressively without a preconceived plan. Attempts to introduce an urban organization were limited and unsuccessful. Palmyra became a city only in the Roman period, and it developed for three centuries before shrinking in surface area and importance in the late Roman, Byzantine, and early Islamic periods. Finally, it reverted to the state of insignificant village that had been its lot during the millennia before the coming of Rome and the international caravan trade. At its height, Palmyra illustrates the process of assimilation of Graeco-Roman architectural forms while retaining inherited local characteristics, both formal and functional.