A Social Institutionalist Perspective on HR Diffusion: Histrorical and Cultural Receptivity to HRM in a Post-Comminist Context

This research considers cross-national diffusion of international human resource management (IHRM) ideas and practices by applying an emergent frame of sociological conceptualisation – ‘social institutionalism’ (SI). We look at cultural filters to patterns of diffusion, assimilation and adoption of IHRM, using Romania as a case study. The paper considers the former Communist system of employment relations, suggesting that through institutionalisation former ways of thinking continued to influence definitions and practice of people management in post-Communist Eastern Europe. The paper provides a new perspective on HRM by discussing the value of SI as a general model for understanding cross-cultural receptivity to HR ideas, sensitising the HR practitioner and academic to institutionalised culture as a historical legacy influencing receptivity to international management ideas.

Two divergent ways to manage HR and to get to the top: an exploratory study in micro firms

Aim of the paper: The purpose of this paper is to examine human resources management practices (HRM practices) in small firms and to improve the understanding of the relationship between this kind of practices and business growth. This exploratory study is based on the resource-based view of the firm and empirical work carried out in two small firms by relating HRM practices with the firms’ results. Contribution to the literature: This is an in-depth study of HRM practices and its impact on performance growth in micro firms, isolating and controlling for most of the contextual and internal variables considered in the literature that relate HRM to growth. Firm growth analysis was broadened by the use of several dependent variables: employment growth and operational and financial performance growth. Some hypotheses for further research in identifying HRM practices in small business and its relation with firm growth are suggested. Methodology: Case study methodology was used to study two firms. The techniques used to collect data were semi-structured interviews to the owner and all the employees, unstructured observation at the firms’ facilities (during two days), entrepreneur profile definition (survey answer) and document data collection (on demographic characterization and performance results). Data was analyzed through content analysis methodology, and categories derived from the interviews’ protocols and literature. Results and implications: Results revealed that despite the firms’ organizational characteristics similarities, they differ significantly in owners’ motivation to grow, HRM practices and organizational performance and growth. Future studies should pay special attention to owner willingness to grow, to firms’ years of experience in business, to staff’s years of experience in their field of work and turnover. HRM practices in micro/small firms should be better defined and characterized. The external image of management posture relating to longitudinal financial results and growth should also be explored.

Cohort profile: Antiretroviral Therapy Cohort Collaboration (ART-CC).

The advent of effective combination antiretroviral therapy (ART) in 1996 resulted in fewer patients experiencing clinical events, so that some prognostic analyses of individual cohort studies of human immunodeficiency virus-infected individuals had low statistical power. Because of this, the Antiretroviral Therapy Cohort Collaboration (ART-CC) of HIV cohort studies in Europe and North America was established in 2000, with the aim of studying the prognosis for clinical events in acquired immune deficiency syndrome (AIDS) and the mortality of adult patients treated for HIV-1 infection. In 2002, the ART-CC collected data on more than 12,000 patients in 13 cohorts who had begun combination ART between 1995 and 2001. Subsequent updates took place in 2004, 2006, 2008, and 2010. The ART-CC data base now includes data on more than 70,000 patients participating in 19 cohorts who began treatment before the end of 2009. Data are collected on patient demographics (e.g. sex, age, assumed transmission group, race/ethnicity, geographical origin), HIV biomarkers (e.g. CD4 cell count, plasma viral load of HIV-1), ART regimen, dates and types of AIDS events, and dates and causes of death. In recent years, additional data on co-infections such as hepatitis C; risk factors such as smoking, alcohol and drug use; non-HIV biomarkers such as haemoglobin and liver enzymes; and adherence to ART have been collected whenever available. The data remain the property of the contributing cohorts, whose representatives manage the ART-CC via the steering committee of the Collaboration. External collaboration is welcomed. Details of contacts are given on the ART-CC website (www.art-cohort-collaboration.org).

Evaluation of Bond Retainage in Portland Cement Concrete Overlays Using Infrared Thermography and Ground Penetrating Radar, HR-537, Final Report, 1989

When concrete deterioration begins to occur in highway pavement, repairs become necessary to assure the rider safety, extend its useful life and restore its riding qualities. One rehabilitation technique used to restore the pavement to acceptable highway standards is to apply a thin portland cement concrete (PCC) overlay to the existing pavement. First, any necessary repairs are made to the existing pavement, the surface is then prepared, and the PCC overlay is applied. Brice Petrides-Donohue, Inc. (Donohue) was retained by the Iowa Department of Transportation (IDOT) to evaluate the present condition with respect to debonding of the PCC overlay at fifteen sites on Interstate 80 and State Highway 141 throughout the State of Iowa. This was accomplished by conducting an infrared thermographic and ground penetrating radar survey of these sites which were selected by the Iowa Department of Transportation. The fifteen selected sites were all two lanes wide and one-tenth of a mile long, for a total of three lane miles or 190,080 square feet. The selected sites are as follows: On Interstate 80 Eastbound, from milepost 35.25 to 35.35, milepost 36.00 to 36.10, milepost 37.00 to 37.10, milepost 38.00 to 38.10 and milepost 39.00 to 39.10, on State Highway 141 from milepost 134.00 to 134.10, milepost 134.90 to milepost 135.00, milepost 135.90 to 136.00, milepost 137.00 to 137.10 and milepost 138.00 to 138.10, and on Interstate 80 Westbound from milepost 184.00 to 184.10, milepost 185.00 to 185.10, milepost 186.00 to 186.10, milepost 187.00 to 187.10, and from milepost 188.00 to 188.10.

HR-asiantuntijapalveluiden käyttö PK-yrityksissä. Case: Virvo Oy palveluiden tarjoajana

Tutkielma on kvalitatiivinen haastattelututkimus, jonka tavoitteena on tarkastella HR-asiantuntijapalveluiden;konsultoinnin, ulkoistamisen ja vuokrajohtajuuden käyttöä sekä mahdollisuuksia PK-sektorilla. Tutkimuksessa perehdytään myös työn toimeksiantajan, case-yritys Virvon liiketoimintaan HR-asiantuntijapalveluiden markkinoilla ja siihen, miten Virvo pystyy vastaamaan näihin haasteisiin. HR-asiantuntijapalveluiden markkinoiden selvittämiseksi on haastateltu neljää HR-asiantuntijaa. Tämän pohjalta on tehty 15 PK-yrityksen toimitusjohtajan haastattelua HR-asiantuntijapalveluiden käytön selvittämiseksi. Tehdyt haastattelut ovat olleet puolistrukturoituja, jolloin on käytetty valmiita kysymyspohjia. Tutkimuksessa on selvinnyt, että HR-asiantuntijamarkkinat ovat vasta muotoutumassa ja että ala on varsin uusi. PK-yritysten HR-toimintojen haasteisiin pystytään parhaiten vastaamaan HR-asiantuntijapalveluilla, jotka ovat selkeitä kokonaisuuksia ja järkevästi hinnoiteltuja. Tärkeinä asioina on nähty esimerkiksi käytännön toteutus sekä lisäajan saaminen varsinaisen liiketoiminnan hoitamiseen. Palveluiden käyttö korostuu erityisesti erilaisissa muutostilanteissa kuten esimerkiksi yrityksen kasvuvaiheessa. Voidaan todeta myös, että liiketoiminnan tila vaikuttaa HR-asiantuntijapalveluiden käyttöön.

Novel glutathione disulfide transferase function of CC-glutaredoxins involved in disease resistance and flower development

Glutaredoxins are oxidoreductases capable of reducing protein disulfide bridges and glutathione mixed disulfides through the process of deglutathionylation and glutathionylation. Lately, redox-mediated modifications of functional cysteine residues of TGA1 and TGA8 transcription factors have been postulated. Namely, GRX480 and ROXY1 glutaredoxins have been previously shown to interact with TGA proteins and have been suggested to regulate redox state of these proteins. TGA1, together with TGA2, is involved in systemic acquired resistance (SAR) establishment in the plant Arabidopsis thaliana through PR1 (Pathogenesis related 1) gene activation. They both form an enhanceosome complex with the NPR1 protein (non-expressor of pathogenesis related gene 1) which leads to PR1 transcription. Although TGA1 is capable of activating PR1 transcription, the ability of the TGA1 NPR1 enhanceosome complex to assembly is based on the redox status of TGA1. We identified GRX480 as a glutathionylating enzyme that catalyzes the TGA1 glutathione disulfide transferase reaction with a Km of around 20μM GSSG (oxidized glutathione). Out of four cysteine residues found within TGA1, C172 and C266 were found to be glutathionylated by this enzyme. We also confirmed TGA1 glutathionylation in vivo and showed that this modification takes place while TGA1 is associated with the PR1 promoter enzymatically via GRX480. Furthermore, we show that glutathionylation via GRX480 abolishes TGA1's interaction with NPR1 and consequently prevents the TGA1-NPR1 transcription activation of PR1. When glutathionylated, TGA1 is recruited to the PR1 promoter and acts as a repressor. Therefore, glutathionylation is a mechanism that prevents TGA1 NPR1 interaction, allowing TGA1 to function as a repressor of PR1 transcription. Surprisingly, GRX480 was not able to deglutathionylate proteins demonstrating the irreversible nature of the reaction. Moreover, we demonstrate that other members of CC-class glutaredoxins, namely ROXY1 and ROXY2, can also catalyze protein glutathionylation. The TGA8 protein was previously shown to interact with NPR1 analogs, BOP1 and BOP2 proteins. However, unlike the case of TGA1 NPR1 interaction, here we demonstrate that TGA8-BOP1 interaction is not redox regulated and that TGA8 glutathionylation by ROXY1 and ROXY2 enzymes does not abolish this interaction in vitro. However, TGA8 glutathionylation results in TGA8 oligomer disassembly into smaller complexes and monomers. Our results suggest that CC-Grxs are unable to reduce mixed disulfides, instead they efficiently catalyze the opposite reaction which distinguishes them from traditional glutaredoxins. Therefore, they should not be classified as glutaredoxins but as protein glutathione disulfide transferases.

Expediente relativo al proyecto de reformas a la constitución política del estado, iniciadas por los cc. diputados Manuel Rivas Mercado, Tirso García y Alfonso M. Veraza : publicado conforme a lo dispuesto en la fracción IV del artículo 145 del mismo código

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Manuale ad usum sacerdtoum qui facultate venedicendi scapulare coreleum in honorem B.María V. Immaculatae a. p. praeposito generali cc. rr. donati sunt.

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Sentencias pronunciadas por los cc. magistrados de la 1a. y 2a. salas del superior tribunal de justicia del estado de Coahuila

UANL

Innovative Human Resource Practices and Selected HR Outcomes in Software Firms in Kerala

In this study the relationship between Innovative HR practices and selected HR outcomes is investigated.The current study represents a unique attempt to study the effects of innovative HR practices,with job satisfaction,organisational commitment and organisational citizenship bahaviour considered as the consequent variables.Results have affirmed the role of intervening variables such as job satisfaction and organisational commitment in establishing the link between IHRP and OCB obliterating any direct relation between IHRP and organisational citizenship behaviour.This finding may enable researchers in the human resource management to develop more robust understandings of the positive effects of innnovative HR practices on HR outcomes.Thus the present study provides the obvious contribution of weaving up yet another linkage between the two complimentary disciplines of Human Resource Management and Organisational Behaviour.The present study also contributes to the understanding of OCB by exploring its antecedents and extending the intervening role of job satisfaction and organisational commitment.The findings indicate that a higher level of introduction/initiation and satisfaction of innovative HR practices produces high job satisfaction and organisational commitment which lead to OCB.The researcher drew upon the perception-attitude-behaviour model to further realise the expected relationship among innovative HR practices,job satisfaction,organisational commitment and organisational citizenship behaviour.Consequently,this study makes a contribution to the broader organisational citizenship behaviour literature by manifesting the extended relationship path from innovative HR practices to organisational citizenship behaviour,and demonstrating that innovative Hr practices at the organisational level has an effect on employee attitudes and behaviours as well.

Team CC INFO2009 Assignment2 Poster

This is the collection of all our work for the INFO2009 Assignment2 Poster.