31 research outputs found
Targets and cross-reactivity of human T cell recognition of common cold coronaviruses
No full textThe coronavirus (CoV) family includes several viruses infecting humans, highlighting the importance of exploring pan-CoV vaccine strategies to provide broad adaptive immune protection. We analyze T cell reac-tivity against representative Alpha (NL63) and Beta (OC43) common cold CoVs (CCCs) in pre-pandemic sam-ples. S, N, M, and nsp3 antigens are immunodominant, as shown for severe acute respiratory syndrome 2 (SARS2), while nsp2 and nsp12 are Alpha or Beta specific. We further identify 78 OC43-and 87 NL63-specific epitopes, and, for a subset of those, we assess the T cell capability to cross-recognize sequences from repre-sentative viruses belonging to AlphaCoV, sarbecoCoV, and Beta-non-sarbecoCoV groups. We find T cell cross-reactivity within the Alpha and Beta groups, in 89% of the instances associated with sequence conser-vation >67%. However, despite conservation, limited cross-reactivity is observed for sarbecoCoV, indicating that previous CoV exposure is a contributing factor in determining cross-reactivity. Overall, these results pro-vide critical insights in developing future pan-CoV vaccines
Singling out: the effects of targeted training on creativity
No full textDiversity researchers have long examined the outcomes of diversity practices. However, the both positive and negative outcomes from diversity practices have not been thoroughly explained. Therefore, drawing from threat rigidity theory and the unintended consequences of diversity framework (Leslie, 2019), this study proposes that “target” employees will experience an increase in the salience of their stigmatized identity, which sparks countervailing effects of exposure to targeted training through competing mechanisms. On one hand, targeted training can spark stereotype threat and, thus, affective rumination, that can compromise creativity. On the other hand, stereotype threat can boost problem-solving pondering that can increase creativity. It is also expected that the case for diversity (business vs fairness) will influence the likelihood of experiencing stereotype threat. Based on multimethod experimental and survey design, I consistently find that targeted training is positively associated with stereotype threat. Furthermore, I find that targeted training impacts creative process engagement for racial/ethnic minority employees. Additionally, results support a mediating effect of this relationship by stereotype threat and rumination. Finally, results support a moderating effect of case for diversity in the relationship between targeted training and stereotype threat. Limitations and implications for diversity research and organizations are discussed.M.S.Includes bibliographical reference
Three essays on workplace complaining behavior
No full textThis dissertation includes three essays that focus on workplace complaining behavior (WCB) and cover a wide range of topics, including antecedents, mediators, moderators, and consequences of workplace complaining. In the first essay, I create a typology of WCB based on its key dimensions and explore the type of complaining that brings about a more efficient consequence of complaints. In the second and third essays, I explore various factors as antecedents. I use three types of data (i.e., lab study, field study, and archival data) to provide a robust and diverse empirical investigation on my proposed research framework.The first essay defines WCB and creates a framework for workplace complaining. In the essay, I establish WCB’s construct validity and develop and validate a measure of WCB based on a theoretically grounded definition of workplace complaining. First, I examine the content validity of the measure and then assess the psychometric properties (i.e., convergent validity, discriminant validity, and factor structure), after which, using a lab study conducted in the United States, I analyze whether and how different types of complaining (i.e., direct and indirect complaining) influence employees’ performance via emotions. The findings demonstrate that individuals who express indirect complaints achieve a higher performance via emotions than those who express direct complaints or do not complain at all.
In the second essay, based on a field study conducted in a Korean firm, I study whether and how employees express complaints differently to their supervisors or coworkers when they have a high- or low-quality leader–member exchange (LMX) and explore trust and job satisfaction as mediators. The results demonstrate that an individual with a higher LMX expresses more challenging and active complaints to a supervisor but fewer circuitous and passive complaints, with this relationship mediated by trust, whereas LMX will be negatively related to challenging, active, circuitous, and passive complaints to coworkers, with this relationship mediated by job satisfaction.
In the third essay, based on archival data scrapped from Glassdoor.com (155,000 samples), I study whether and how job satisfaction affects WCB and examine the mediating effects of organizational commitment and the moderating effects of employment status. I find robust results demonstrating that an individual who has higher job satisfaction expresses more instrumental complaints than an individual who has lower job satisfaction, whereas an individual who has higher job satisfaction expresses fewer noninstrumental complaints than an individual who has lower job satisfaction. Further, these relationships are mediated by organizational commitment.Ph.D.Includes bibliographical reference
The attitudinal consequences of individual versus organizational pay for performance: the mediated moderation model
No full textThe present study investigates the relationship between pay for performance (PFP) plans and collective perceptions of organizational commitment. This study proposes a model of the process through which the intensity of individual PFP and organizational PFP affect collective perceptions of clan culture and collective organizational commitment differentially depending on collective perceptions of organizational trust. The proposed mediated moderation model was tested with a sample of 322 organizations and 9677 employees in South Korea. The results did not support the mediated moderation model. The intensity of individual PFP was not significantly related to the clan culture perceptions, and collective perceptions of trust did not moderate the relationship between the intensity of the two PFP plans and clan culture perceptions. Instead, the post-hoc analysis indicated that collective perceptions of clan culture mediate the relationship between the intensity of organizational PFP and collective organizational commitment. The theoretical and practical implications are discussed.M.S.Includes bibliographical referencesby Eugene So
Female leadership in the HR function and the adoption of high-involvement HR practices
No full textDrawing on the upper echelons theory and research on gender leadership, this study proposes that the gender of chief HR officers (CHRO) can have an impact on the adoption of high-involvement HR practices. I specifically expect that female CHROs are more committed to the adoption of high-involvement HR practices because of their characteristics in their leadership styles, cognitive styles, and values, compared with male CHROs. While I propose that the direct effects of CHRO gender on the adoption of high-involvement HR practices are positive, the total effects of CHRO gender may also be conditioned by three organizational factors—the proportion of female top executives, the proportion of female middle managers and the level of financial slack. I test the research model using eight-wave panel data in South Korea from 2005 to 2019.Ph.D.Includes bibliographical reference
Understanding the construct and measure of job performance over time
No full textIn the present study, I propose a multilevel model of dynamic performance in which the short-term behaviors of performance dimensions emerge as mean, trend, and variation over the long-term and influence long-term ratings of the performance dimensions and overall job performance. Specifically, I examine (1) how each dimension of performance unfolds in terms of mean, trend and variation from the short to the long-term, (2) how one’s self-control capacity state influences the behaviors of each dimension at the short-term within-individual level, (3) how performance-identity discrepancies influence the dynamic factors of performance dimensions over the subsequent long-term period, and (4) how the dynamic factors of performance dimensions relate to the long-term evaluations of the dimensions which in turn compose the overall job performance rating for each long-term timeframe. To test the theoretical model, I collected longitudinal panel data from the 58 supervisors and their 733 product designers at a large auto-manufacturing firm in South Korea over 30 weeks. The main results of the study reveal different patterns of relationships between the dynamic factors of each performance dimension and the long-term rating of each dimension as well as the overall job performance rating. I discuss the implications for theory and practice on dynamic performance and offer future research directions.Ph.D.Includes bibliographical reference
Comparing the performance of three data weighting methods when allowing for time-varying selectivity
No full textHow to properly weight composition data is an important ongoing research topic for fisheries stock assessments, and multiple methods for weighting composition data have been developed. Although several studies indicated that properly accounting for time-varying selectivity can reduce estimation biases in population biomass and management-related quantities, no study to date has compared the performance of widely used data-weighting methods when allowing for time-varying selectivity. Here, we conducted four simulation experiments on this topic, aiming to provide guidance on weighting age-composition data given time-varying selectivity. The first simulation experiment showed that over-weighting should be avoided in general and even when estimating time-varying selectivity. The second simulation experiment compared three data-weighting methods (McAllister–Ianelli, Francis, and Dirichlet-multinomial), within which the Dirichlet-multinomial method outperformed the other two methods when selectivity is time-varying. The third and fourth simulation experiments further showed that given time-varying selectivity, the Dirichlet-multinomial method still performed well when age-composition data were over-dispersed and when the level of selectivity variation needed to be simultaneously estimated. Our simulation results support using the Dirichlet-multinomial method when estimating time-varying fishery selectivity. Also, the simulations suggest that improving stock assessments by accounting for time-varying selectivity requires simultaneously addressing data weighting and time-varying selectivity.The presentation of the authors' names and (or) special characters in the title of the pdf file of the accepted manuscript may differ slightly from what is displayed on the item page. The information in the pdf file of the accepted manuscript reflects the original submission by the author
A new semi-parametric method for autocorrelated age- and time-varying selectivity in age-structured assessment models
No full textSelectivity is a key parameter in stock assessments that describes how fisheries interact with different ages and sizes of fish. Here, we introduce a new semi-parametric selectivity method, which we implement and test in Stock Synthesis. This selectivity method includes a parametric component and an autocorrelated non-parametric component, consisting of deviations from the parametric component. We explore the new selectivity method using two simulation experiments, which show that the two autocorrelation parameters for selectivity deviations of data-rich fisheries are estimable using either mixed-effect or simpler sample-based algorithms. When selectivity deviations of a data-rich fishery are highly autocorrelated, using the new method to estimate the two autocorrelation parameters leads to more precise estimations of spawning biomass and fully-selected fishing mortality. However, this new method fails to improve model performance in low data-quality cases where measurement error in the data overwhelms the pattern caused by the autocorrelated process. Finally, we use a case study involving North Sea herring to show that our new method substantially reduces autocorrelations in the Pearson residuals in fit to age-composition data.The accepted manuscript in pdf format is listed with the files at the bottom of this page. The presentation of the authors' names and (or) special characters in the title of the manuscript may differ slightly between what is listed on this page and what is listed in the pdf file of the accepted manuscript; that in the pdf file of the accepted manuscript is what was submitted by the author
Damages in investment disputes
No full textResumé: This thesis titled "Damages in Investment Disputes" deals with analysis of various types of damages in investment arbitrations. To approximate this theme author tries to use the case study methot for various terms of international investment law. The aim of this thesis was to try to summarize theoretical definition of damages, using its various types and reasons of their origin. Described is contractual basis, from which damages arise in causal nexus, but also particular instrumets of investment arbitration and its jurisdictional practice. Thesis is divided (without counting the introduction and conclusion) into three chapters, which are further divided into sub-chapters, possibly into additional parts. First chapter is an excursion into common theory of international investment law with focus on damages. It encloses though theoretical basis, but also individual contractual recourse. The theory basics is suplemented with evaluation of basic terms, like investment and damages in international investment arbitration. Its component is also definition of investment from jurisdictional practice (Salini test). Second chapter is focused on definition of damages and its various types. Starting point to this is also definition of mostly used methods to determine amount of damages. As basics is used fair and..
ANALISIS RASIO KEUANGAN PADA PD BERKAT MULIA
No full textThe title of this final report is “Analysis of financial ratio in PD Berkat Mulia”. The purpose of this writing is to investigate and analysis financial statement in the PD Berkat Mulia company. In completing this final report, the writer get the data of the balance sheet and profit and lost statement for the company in 2012-2014. The methot that are used in collecting data on this company are interview and documentation. Based on the data that has been obtained form PD Berkat Mulia company, it is known that, there is a lack of inventory turn over, and this company has not been effective in managing the cash available at the compny on 2012 calculated by using cash ratio. Based on these problems, the author suggest that the company improve management of inventoy by making supplies based on orders from curtomer, and could control the activities of incoming cash and outs cash effectively. So the company can ensure current liabilities with available cash
