Identification of four novel susceptibility loci for oestrogen receptor negative breast cancer

Common variants in 94 loci have been associated with breast cancer including 15 loci with genome-wide significant associations (P<5 × 10−8) with oestrogen receptor (ER)-negative breast cancer and BRCA1-associated breast cancer risk. In this study, to identify new ER-negative susceptibility loci, we performed a meta-analysis of 11 genome-wide association studies (GWAS) consisting of 4,939 ER-negative cases and 14,352 controls, combined with 7,333 ER-negative cases and 42,468 controls and 15,252 BRCA1 mutation carriers genotyped on the iCOGS array. We identify four previously unidentified loci including two loci at 13q22 near KLF5, a 2p23.2 locus near WDR43 and a 2q33 locus near PPIL3 that display genome-wide significant associations with ER-negative breast cancer. In addition, 19 known breast cancer risk loci have genome-wide significant associations and 40 had moderate associations (P<0.05) with ER-negative disease. Using functional and eQTL studies we implicate TRMT61B and WDR43 at 2p23.2 and PPIL3 at 2q33 in ER-negative breast cancer aetiology. All ER-negative loci combined account for ∼11% of familial relative risk for ER-negative disease and may contribute to improved ER-negative and BRCA1 breast cancer risk prediction

Identification of four novel susceptibility loci for oestrogen receptor negative breast cancer

Common variants in 94 loci have been associated with breast cancer including 15 loci with genome-wide significant associations (PPeer reviewe

Retinoblastoma seeds: impact on American Joint Committee on Cancer clinical staging

AimTo investigate whether the American Joint Committee on Cancer (AJCC) clinical category cT2b needs to be subclassified by the type and distribution of retinoblastoma (RB) seeding.MethodsMulticentre, international registry-based data were collected from RB centres enrolled between January 2001 and December 2013. 1054 RB eyes with vitreous or subretinal seeds from 18 ophthalmic oncology centres, in 13 countries within six continents were analysed. Local treatment failure was defined as the use of secondary enucleation or external beam radiation therapy (EBRT) and was estimated with the Kaplan-Meier method.ResultsClinical category cT2b included 1054 eyes. Median age at presentation was 16.0 months. Of these, 428 (40.6%) eyes were salvaged, and 430 (40.8%) were treated with primary and 196 (18.6%) with secondary enucleation. Of the 592 eyes that had complete data for globe salvage analysis, the distribution of seeds was focal in 143 (24.2%) and diffuse in 449 (75.8%). The 5-year Kaplan-Meier cumulative globe-salvage (without EBRT) was 78% and 49% for eyes with focal and diffuse RB seeding, respectively. Cox proportional hazards regression analysis confirmed a higher local treatment failure risk with diffuse seeds as compared with focal seeds (hazard rate: 2.8; pConclusionThis international, multicentre, registry-based analysis of RB eyes affirmed that eyes with diffuse intraocular distribution of RB seeds at diagnosis had a higher risk of local treatment failure when compared with focal seeds. Subclassification of AJCC RB category cT2b into focal vs diffuse seeds will improve prognostication for eye salvage

I do it for myself : A study on motivational differences between contracted and permanent employees in Sweden

Over the past decades outsourcing decades outsourcing has become an increasing trend.Firms decide to outsource in order to increase their profits or flexibility and many differentfunctions of the firm may be outsourced, one of them being the Human Resource (HR)function. When it comes to HR outsourcing, recruitment and selection are among the morecommon functions to be outsourced (Ordanini &amp; Silvestri, 2008:373). The motivation foroutsourcing of HR is to reduce cost and increase efficiency (Elmuti, Grunewald and Abebe,2010:177). Outsourcing of HR functions like recruitment can also have negative aspect, forexample lack of loyalty and high turnover (Fisher et al, 2008:202). Previous research hasinvestigated how commitment and loyalty is affected by HR outsourcing (Connelly &amp;Gallagher, 2004:963) and one aspect that has been touched upon but not dealt withexclusively is motivation and therefore this paper will explore it further. Using the following research question: How does motivation vary between individuals working at a company butare hired through a staffing firm versus hired directly by the company? This paper tries to both evaluate the existing literature and provide practicalimplications for managers. In order to explore this question and abductive research approachhas been used where the data and theory are intertwined and played of each other to achievethe purpose (Alvesson &amp; Sköldberg, 2009:4). The data collection consists of eight semistructuredinterviews, four with people hired directly by the company and four that are orhave previously been hired through a staffing company. The study found that the theoretical framework does for the most part explain themotivational behavior of both groups studied, and that the two groups are not alwaysmotivated in the same way. Those hired directly by the company are more interested inreceiving praise, relationships at work, and receiving small tokens of appreciation. The grouphired by staffing companies was more often motivated by an internal drive to satisfythemselves and did not value work relationships to the same extent. The research also showedthat the individual rather than the form of employment plays a big role when it comes to howpeople are motivated. It was also made apparent that education and work situation wereimportant factors influencing the respondent’s motivation