Helping and hurting others: Person and situation effects on aggressive and prosocial behavior as assessed by the Tangram task

Peer Reviewedhttps://deepblue.lib.umich.edu/bitstream/2027.42/136251/1/ab21669.pdfhttps://deepblue.lib.umich.edu/bitstream/2027.42/136251/2/ab21669_am.pd

Further development of high-sensitivity targeted MRM Assays for peptide and protein quantification

Comunicaciones a congreso

A Time Purified Separated Antiproton Beam At The AGS

Physic

Triple coalescence singularity in a dynamical atomic process

We show that the high energy limit for the amplitude of the double electron capture to the bound state of the Coulomb field of a nucleus with emission of a single photon is determined by behavior of the wave function in the vicinity of the singular triple coalescence point.Comment: 3 page

Energy loss of fast quarks in nuclei

We report an analysis of the nuclear dependence of the yield of Drell-Yan dimuons from the 800 GeV/c proton bombardment of $^2H$, C, Ca, Fe, and W targets. Employing a new formulation of the Drell-Yan process in the rest frame of the nucleus, this analysis examines the effect of initial-state energy loss and shadowing on the nuclear-dependence ratios versus the incident proton's momentum fraction and dimuon effective mass. The resulting energy loss per unit path length is $-dE/dz = 2.32 \pm 0.52\pm 0.5$ GeV/fm. This is the first observation of a nonzero energy loss of partons traveling in nuclear environment.Comment: 5 pages, including 4 figure

Global configurations in multinational enterprises, duality, and the challenge of LGBT inclusivity in unsympathetic host countries within Africa

MNEs’ HRM practices need to be mindful of the institutional differences between the local context of host countries and that of their home countries. Balancing the localization of HRM practices with the desire for global standardization and integration is a dilemma for MNEs. We examine this tension utilizing a unique perspective, namely by analyzing the HRM challenges that MNEs face with regard to LGBT employees in Africa. We find that MNEs experience difficulty in reconciling their global corporate values and HR policies with local institutions and legislative requirements. Several contributions result. First, by bringing issues of duality to the fore both at the organizational and individual level. Second, we contribute towards the global configuration literature in international HRM as regards global standardization and national differentiation, by focusing on developing countries, where the scale of the cultural or institutional distance between home and host countries are likely to be larger, which allows us to examine the difficulties of the transfer of HR practices to these sites. Third, we embed our analysis of localization within institutional theory, and finally, we integrate these contributions into an analysis of HRM challenges of LGBT employees in hostile contexts and make recommendations

Multiple Motherhoods: The Effect of the Internalization of Motherhood Ideals on Life Satisfaction

Purpose – This study examined whether life satisfaction varied among women who occupy different motherhood statuses, and if these variations were influenced by differences in women’s internalization of cultural motherhood norms. We distinguished among women as biological mothers, stepmothers, and “double mothers,” who were both biological and stepmothers. We also included two groups of women without children: voluntary childfree and involuntary childless women. Design/methodology/approach – Data were drawn from the National Study of Fertility Barriers and analyzed using OLS regression. Findings – Biological mothers reported greater life satisfaction than women in other motherhood statuses. Accounting for the internalization of motherhood norms, double mothers had significantly lower life satisfaction compared to biological mothers, but voluntary childfree women had significantly greater life satisfaction. More detailed analyses indicated that internalization of cultural norms only appears to influence the life satisfaction of women with biological children. Research limitations/implications – The results suggest that it may not simply be motherhood that affects women’s well-being, but rather that women’s internalization of motherhood ideals, particularly when it corresponds with their motherhood status, significantly impacts well-being. Limitations of this study include small cell sizes for some categories of women where additional distinctions may have been useful, such as lesbian or adoptive mothers. Future work should incorporate diverse family forms and expand on the newly named category “double mothers.” Originality/value – By providing a more nuanced approach to categorizing motherhood status, including identifying double mothers, stepmothers-only, and two groups of childless women, the study added detail that has been overlooked in previous work on well-being

Sustainable Food Systems At Urban Public Universities: A Survey Of U‐21 Universities

Urban communities are challenged by the conventional food system in diverse ways. To mitigate these challenges, a growing sustainable food system (SFS) movement mobilizes existing resources—including public institutions—to resolve disparities in access to healthy food, increase economic opportunities, conserve natural resources, and build a stronger, more local food system. Many public universities located in inner cities have adopted missions committing themselves to the improvement of their cities and regions. They also perform anchoring roles to revitalize their immediate neighborhoods, and, in a contemporary extension of their civic purposes, embrace sustainability as an institutional goal. Urban public universities therefore can play many SFS leadership roles, including through links to innovative scholarship, campus dining halls, other food retail such as farmers markets, and civic engagement activities such as community gardens. Through a study of 21 urban public universities, this paper investigates the presence and characteristics of SFS leadership, underlying rationales, and factors that support and oppose leadership.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/112274/1/juaf12149.pd