Using Worker Participation and Buyouts to Save Jobs

This book probes the effectiveness of two job-saving strategies, worker buyouts and QWL (quality of worklife) programs, used to try to reverse the shutdown of a chain of supermarkets in Philadelphia.https://research.upjohn.org/up_press/1113/thumbnail.jp

Job-Saving Strategies: Worker Buyouts and QWL

This book probes the effectiveness of two job-saving strategies, worker buyouts and QWL (quality of worklife) programs, used to try to reverse the shutdown of a chain of supermarkets in Philadelphia.https://research.upjohn.org/up_press/1113/thumbnail.jp

Transitioning from manual to stirred-tank bioreactor manufacturing of IDCT, An allogeneiccell therapy to treat lumbar degenerative disc disease

DiscGenics is a clinical stage regenerative medicine company focused on developing cell therapies that alleviate pain and restore function in patients with degenerative disc disease (DDD), a major cause of low back pain which is a driver of disability worldwide. The Company’s lead product candidate, IDCT, is a homologous, allogeneic, off-the-shelf, injectable cell therapy under investigational use in the US (ClinicalTrials.gov Identifier: NCT03347708). The manufacturing process for IDCT involves isolating cells from donated intervertebral disc tissue and expanding them into proprietary progenitor cells known as discogenic cells. For preclinical and early clinical testing, cell production was a manual process which relied on pooling individual flasks to achieve the desired lot size. For successful scale-up and commercial production, DiscGenics seeks to modify the IDCT manufacturing process to utilize one large, single vessel per lot, while also applying bioprocess controls and more robust analytical methods to ensure consistent and optimal production of drug product. Once these changes are implemented, the product critical quality attributes (CQAs) must be maintained. DiscGenics has engaged GE Healthcare (GEHC) and the Centre for Commercialization of Regenerative Medicine (CCRM) for assay, media, and process development at the Centre for Advanced Therapeutic Cell Technologies (CATCT) in Toronto, ON., Canada. In partnership with the Federal Economic Development Agency for Southern Ontario (FedDev Ontario), CATCT accelerates the development, industrialization, and adoption of cell manufacturing technologies to improve patient access to cell and gene therapies. In this collaborative project, discogenic cells were generated in traditional static culture using CellStacks (Corning), in PBS-MINI bioreactor systems (PBS Biotech), and in stirred-tank reactors (STRs) (Eppendorf), which was led by the GEHC/CCRM team. Parameters such as cell viability, fold growth, and identity via flow cytometry were compared across modalities. For the STRs, multiple control parameters were evaluated to improve cell growth and assess successful maintenance of a consistent environment for cell quality. In this study, we found that we are able to maintain CQAs between the production modalities, with cell growth being significantly improved in the STR platform. In the STRs, in-process measurements of metabolites aligned with cell growth found using a custom sampling method. Increased cell expansion was facilitated by modified agitation, inoculation, and perfusion feeding strategies. Additionally, the process-controlled STRs provide non-invasive, continuous process data monitoring which allow for development of specified control ranges of manufacturing parameters. The quality by design (QbD) approach taken for the STR process development and improvement has allowed an increase in the lot size, process knowledge, and data-driven process definition. This presentation describes the approach and benefits of transitioning from a manual process to a suspension-based, process-controlled, stirred-tank reactor to produce allogeneic cell therapies

Advancing international human resource management scholarship on paternalistic leadership and gender: the contribution of postcolonial feminism

This article aims to inspire international human resource management (IHRM) scholarship that incorporates postcolonial feminist theory, using the under-researched topic of paternalistic leadership and gender to illustrate the opportunities and challenges such an endeavour can present. Paternalistic leadership is utilised because it represents one of the most widely used indigenous frameworks for examining leadership in Chinese contexts. The principal theoretical contribution of this article centres on providing IHRM scholars with postcolonial feminist ideas, perspectives and sites of inquiry for cultivating future research on gender and paternalistic leadership. The salience of postcolonial feminism resides in its capacity to address the representation of non-western women in feminist theory as a universal, transhistorical category, to centralise cultural difference in theorising gender, to shatter binaries reproduced by colonialism and imperialism (e.g. ‘West/East’, 'Western/Third World Woman') and to generate indigenous, localised knowledge on non-western women. Three sites of inquiry are discussed: 1) Chinese feminisms and genders; 2) Chinese cultures and gender norms; 3) voice, agency and the subaltern woman. This article provides research propositions for IHRM scholars seeking to translate postcolonial feminist ideas into empirical research. The article concludes by outlining implications for practice and providing research questions to guide future IHRM scholarship

Reassessing the protean career concept: Empirical findings, conceptual components, and measurement

This article was published in the serial Journal of Organizational Behavior [© John Wiley & Sons, Ltd.] The definitive version is available at: http://dx.doi.org/10.1002/job.1908The protean career concept is a widely acknowledged contemporary career model, but conceptual and empirical analysis of the model is scarce. We provide an integrative literature review of empirical research and note that the research is hampered by inconsistent use of terminology and methodological limitations. First, we show that the two protean metacompetencies-adaptability and identity-have been relatively neglected as the research has evolved. Second, we describe how preexisting protean measures are limited in covering the full range of the concept. Finally, we draw on career theory to suggest four conceptual components as a basis for future model development and offer suggestions for research that tests the utility of the protean career concept in relation to other similar constructs. © 2013 John Wiley & Sons, Ltd

Women Managers' Careers in China: Theorizing the Influence of Gender and Collectivism

This article is concerned with developing an understanding of the careers of women managers in China. Existing literature suggests that while women in China are comparatively well represented in management roles, they face distinctive pressures and barriers to their progress arising from entrenched patriarchal and collectivist aspects of the Chinese cultural tradition. However, little is known about how these aspects impact on women's orientations towards their careers and to what extent influential Western career theories are adequate in interpreting their experience. Drawing on interviews with 20 women managers in China, the article interprets women's orientations towards their careers in relation to their adherence to traditional gender roles and collectivist values. Using this framework, a fourfold taxonomy is developed which identifies "conformist," "revolutionary," "soloist," and "dissident" orientations. The article suggests that Western career theories fail to capture the collective dimension, and thus do not account fully for the range of experience and orientations of Chinese women managers that are captured in the taxonomy. Implications, both practical and theoretical, are discussed. Recommendations are also made as to how management and career development policies might be developed in organizations in China in order to address the diverse needs and preferences of women managers

Perceived managerial and leadership effectiveness in a Korean context: An indigenous qualitative study

Multinational corporations (MNCs) across the world have sent an increasing number of managers abroad to leverage unprecedented opportunities in the era of globalization. However, their failure rate has been above 33% for decades, resulting in substantial costs (Puck, Kittler, & Wright, 2008). One of the primary reasons for this failure is a lack of understanding of the national and organizational cultures within the host countries (Festing & Maletzky, 2011). For example, while a number of MNCs have entered the Korean market, several such as Yahoo, Motorola, and Walmart have failed and withdrawn due to the companies’ lack of adjustment to the Korean cultural context (Choe, 2006; Woo, 2013). In spite of the significance of culturally embedded practices, most researchers who have explored management and leadership in Asian countries, whether they were Western or indigenous researchers, have implemented studies using extant Western management and leadership theories derived within the Western cultural context (Leung, 2007; Tsui, 2006). Numerous scholars have claimed that this could be problematic because the findings of such studies may not be applicable to non-Western countries (Li, 2012; Liden & Antonakis, 2009), and may fail to provide insights and understanding of novel contexts or to reveal indigenous aspects of management and leadership (Tsui, 2007). Consequently, there have been increasing calls for indigenous management and leadership research within Asian countries (see Li et al., 2014; Lyles, 2009; Tsui, 2004; Wolfgramm, Spiller, & Voyageur, 2014). Over the past 30 years, managerial effectiveness and leadership effectiveness have been substantially neglected areas of management research (Noordegraaf & Stewart, 2000; Yukl, Gordon, & Taber, 2002). In addition, there has been little agreement on what specific behaviors distinguish effective managers from ineffective ones. Furthermore, more research is needed to examine the managerial and leadership behaviors that are critical for shaping the performance of individuals, groups and organizations (see Borman & Brush, 1993; Cammock, Nilakant & Dakin, 1995; Mumford, 2011; Noordegraaf & Stewart, 2000; Yukl et al., 2002). While most of the research related to managerial and leadership effectiveness has been conducted in the U.S., the few notable non-U.S. studies include that of Cammock et al. (1995) in New Zealand who developed a behavioral lay model of managerial effectiveness using the repertory grid technique. Another notable exception is the cumulative series of perceived managerial and leadership effectiveness studies conducted by Hamlin with various indigenous co-researchers in Western and non-Western countries (see Hamlin & Patel, 2012; Ruiz, Wang, & Hamlin, 2013) using Flanagan’s (1954) critical incident technique (CIT)

The Implications of Psychological Studies of Conscience for Ethics.

Ph.D.PhilosophyUniversity of Michiganhttp://deepblue.lib.umich.edu/bitstream/2027.42/156915/1/6701749.pd

Quality by Design Bioprocess Development and Characterization For IDCT: An Allogeneic Cell Therapy for Lower Back Pain

Allogeneic cell therapies provide a new tool to regrow, repair, or replace damaged tissues for large populations of patients by using cells derived from unrelated donor tissue. Lower back pain is the most prevalent cause of disability and is frequently characterized by the breakdown of intervertebral disc tissue, making it a prime candidate for regenerative cell therapy. Our team is developing an allogeneic progenitor cell therapy to treat painful disc degeneration called IDCT (rebonuputemcel). Unfortunately, regenerative cell therapies have seen limited commercial success due largely to unclear regulatory expectations, high levels of variation in product quality from unrelated donor tissue, and difficulties culturing therapeutic cells at a commercially viable scale. Quality by Design is an approach employed by the biopharmaceutical field to build quality into a product by first defining a quality target and then building biomanufacturing methods around the ability to match that quality target. Herein we discuss the primary challenges in the bioprocess development of IDCT using a Quality by Design approach. The first chapter introduces the challenges associated with identification and management of variability for cell therapies in a commercial context. The second explores the challenges, successes, and failures we had with transitioning our cell sphere process to a large-scale bioprocess&nbsp;modality. The third chapter shows our use of QbD and Design of Experiments to build a multi-dimensional process design space where the impact of media, donor, and process&nbsp;variability on our final quality target is quantified. In the final chapter, we significantly improve upon a linear regression-based process model using artificial neural networks.&nbsp;By exploring regulatory pathways, scale-up of cell spheres, media, process, and donor variability, as well as modeling and optimization approaches, we illustrate a practical approach to bioprocess development and characterization for a cell therapy product.&nbsp;</p