Review of Encyclopedia of White-Collar and Corporate Crime. Ed. by Lawrence M. Salinger. Thousand Oaks, Calif.: Sage, 2004.

Frazier reviews Encyclopedia of White-Collar and Corporate Crime edited by Lawrence M. Salinger.

Circadian rhythms in Neurospora crassa: Lipid deficiencies restore robust rhythmicity to null frequency and white-collar mutants

The conidiation rhythm in the fungus Neurospora crassa is a model system for investigating the genetics of circadian clocks. Null mutants at the frq (frequency) locus (frq9 and frq10) make no functional frq gene products and are arrhythmic under standard conditions. The white-collar strains (wc-1 and wc-2) are insensitive to most effects of light, and are also arrhythmic. All three genes are proposed to be central components of the circadian oscillator. We have been investigating two mutants, cel (chain-elongation) and chol-1 (choline-requirer), which are defective in lipid synthesis and affect the period and temperature compensation of the rhythm. We have constructed the double mutant strains chol-1 frq9, chol-1 frq10, chol-1 wc-1, chol-1 wc-2, cel frq9, cel frq10, and cel wc-2. We find that these double mutant strains are robustly rhythmic when assayed under lipid-deficient conditions, indicating that free-running rhythmicity does not require the frq, wc-1, or wc-2 gene products. The rhythms in the double mutant strains are similar to the cel and chol-1 parents, except that they are less sensitive to light. This suggests that the frq, wc-1, and wc-2 gene products may be components of a pathway that normally supplies input to a core oscillator to transduce light signals and sustain rhythmicity. This pathway can be bypassed when lipid metabolism is altered.

Self-Portrait with Curly Hair and White Collar, 2nd state

Rembrandt van Rijn; 2 13/64 in.x 1 59/64 in.; etching on paper

Reasonable accommodation for deaf employees in white collar jobs /

Mode of access: Internet.

Office and technical workers fact book.

Mode of access: Internet.

Office automation and white collar employment.

Mode of access: Internet.

Satisfying the salaried employee; a practical manual for building better relations with all categories of white collar people: technical and professional, clerical and stenographic, staff personnel, supervisory and administrative, engineering and scientific, sales and research.

Mode of access: Internet.

Report of the United States delegation to a meeting of the International Labor Organization [at] the fifth session of the Advisory Committee on Salaried Employees and Professional Workers, Cologne, Germany, Nov. 23-Dec. 4, 1959.

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Office workers : salaries, hours of work, supplementary benefits, New York, N. Y., January-February 1948.

Cover title.

Measuring the effect of the Federal government on the change in the labor market position of Black male workers relative to white male workers : 1966 to 1970 /

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Individual differences in work behaviour of blue-collar workers : a study of rubber tappers in Malaysia

This thesis examines individual differences in work behaviour of rubber tappers. The study examined sex, age, experience and race differences and their interactions with terrain on job performance, absenteeism, and job satisfaction of 1053 rubber tappers. Rubber tappers are unskilled blue-collar workers who essentially do the same type of work and are paid the same rates of pay. There are very few studies that have compared male and female blue-collar workers doing similar jobs in organisational settings. This study is one of the few investigations that examine sex differences in job performance of blue-collar workers doing same job using production data. Studies on age differences in work behaviour encounter numerous methodological difficulties such as high turnover, internal transfers and problems associated with age differences in educational levels. The participation of rubber tappers in this study is envisaged to overcome these difficulties because attrition rates of rubber tappers are low, and internal transfers are non existent. Further, the educational levels of rubber tappers are relatively similar across different age cohorts, as most rubber tappers have little or no education. Two measures of both job performance and absenteeism were derived from payroll records. The two job performance measures were total crop production and attendance. The two absenteeism measures were avoidable and unavoidable absence rates. Overall job satisfaction was determined using a 4-item scale. Significant sex, age, experience and race differences were obtained for job performance, absenteeism and job satisfaction. Significant interactive effects were also obtained for sex, age , experience, race and terrain for job performance and absenteeism. The results are discussed in relation to the abilities and motivation of rubber tappers. The implication of these findings for employee selection and human resource management in rubber estates is discussed.