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Episode 1: Dr. Mattox sits down for an interview with IASBO Executive Director Dr. Chris Monn to discuss the valuable services that the Illinois School Business Officials Association offers to school superintendents in Illinois
No full textThe Role of Liver-Specific Transcription Factor HNF4 in Reprogramming of Fibroblasts
Get PDFThe mammalian liver, a vital organ with complex functions, relies on a network of transcription factors to regulate gene expression. Fusion of hepatoma cells with fibroblasts often leads to gene extinction, silencing approximately 400 liver-enriched genes, including critical transcription factors such as HNF4. Previous studies revealed that ectopic expression of HNF4 in fibroblasts failed to prevent the extinction of SERPINA1, a liver-specific gene, upon subsequent fusion with hepatoma cells. Here, we sought to investigate the extent to which ectopic expression of HNF4 can reprogram fibroblast cells and prevent gene extinction in hybrid cells.
Using whole-genome expression analysis, we compared RAT1 fibroblasts with RAT1 cells expressing ectopic HNF4 (Rn16 cells) and evaluated their extinction profiles upon fusion with hepatoma cells. Results revealed that HNF4 expression activated 394 genes (\u3e2.5-fold), with 73 (20%) classified as liver-enriched. Promoter analysis identified only 9 (12%) liver-enriched genes with direct HNF4 binding sites, highlighting the limited scope of HNF4-mediated activation. Upon fusion of Rn16 cells with hepatoma cells, 529 genes were repressed, a higher number compared to the 355 genes repressed in RAT1-hepatoma hybrids. Notably, all HNF4 and HNF1α target genes activated in Rn16 cells were silenced in the resulting hybrids, indicating that the gene extinction process overrides transcription factor activity.
This study underscores the challenges of reprogramming fibroblasts into hepatocyte-like cells and highlights the dominance of gene extinction mechanisms in hybrid cells. Further analyses are underway to uncover the regulatory networks driving these changes and to explore strategies to enhance the stability and efficacy of liver-specific reprogramming. These findings have significant implications for regenerative medicine, disease modeling, and therapeutic applications
Don\u27t Worry, Be Happy: Exercise Effects on Depression
No full texthttps://thekeep.eiu.edu/ksr_student_posters/1010/thumbnail.jp
Building A Better Future For Christian Higher Education
Get PDFThis paper is an exploratory study concerning the perceptions of 16 diversity, equity, and inclusion (DEI) officers at nine Protestant evangelical Christian universities and six Catholic universities. Among these 16 DEI officers, 15 are people of color. 13 possess Ph.D. degrees and hold the highest administrative positions at their institutions. They are often required to address justice issues in their diversity initiatives if they don’t want to reproduce systematic institutional injustices in historically white-dominated Christian universities. They are working across multiple boundaries (i.e., boundary spanners) for institutional-level diversity changes. They all voice motivations to make institutional changes and 11 DEI officers treat justice as a religious or vocational calling. These DEI officers use their Christian faith to frame their struggles and sustain their long-term institutional changes for a better future. They perceive the following challenges in Christian higher education: the denial of the existence of race issues on campus; the resistance of their fellow staff and faculty members; meager financial resources; being threatened by board members and alumni; and the difficult quest for campus-wide support.
DEI officers with fewer than five years of experience in managing diversity tend to focus on generating more revenue from different kinds of students and developing many hidden activities to serve a particular group of students that may challenge the dominant identities at their institutions. More experienced DEI officers, those who choose to work in institutions that are really committed to diversity, intentionally cultivate institutionalized relational and healing spaces. They show signs of being sensitive to broader social, political, and economic conditions that shape stakeholders’ receptivity to their diversity initiatives. They leverage the history, routines, and/or rhythms of their institutions when proposing or implementing institutional changes. DEI officers are in better suit to exemplify healing space and to develop institutional justice when the institutions have already started some social justice programs and the key administrators are deeply committed to racial justice without showing fear of being rejected by the governance board
Ashaureah Reed: The Come Back
No full textThis piece was made from a cashmere sweater, converting it into a mini-dress with pull up sleeves