The Private Value of Software Patents

We investigate the value creation or destruction associated with the introduction of software patents in the United States in two ways. The first looks at the cumulative abnormal returns to Information and Communication Technology (ICT) firms around the time of important court decisions that impacted software patents, and the second analyzes the relationship between firms’ stock market value, the sector in which they operate, and their holdings of software patents. We conclude that the market evaluated software patents as a negative development ex ante. Ex post, a greater number of firms in all ICT sectors invested in these patents, and these firms had slightly higher market values than those with no software patents. However, while we obtain clear evidence that the technological importance or quality of patented innovation mattered for the market value of hardware firms both before and after the legal changes, it is less clear that the marginal patent right per se was associated with increases in market value, and there are no significant valuation effects associated with patents for pure software firms after the change.

Dance/Movement Therapy in Inpatient Hematological Cancer Treatment

This quasi-experimental, mixed methods study examined the effects of dance/movement therapy on three types of outcomes (quality of life, anxiety and depression, and coping methods) for adult cancer inpatients who received treatment for a hematological cancer diagnosis. It was hypothesized that if hematological cancer patients participated in three or more dance/movement therapy sessions, then they would find a greater quality of life, decreased feelings of anxiety and depression, and an improvement in coping methods. Those patients who participated in three or more dance/movement therapy sessions while in the hospital formed the intervention group, and those who did not formed the control group. Each study participant completed pre and post tests for quantitative data analysis. The tools included the Functional Assessment of Cancer Therapy- General (Cella, Tulsky, Gray, Sarafian, Linn, Bonomi, Silberman, Yellen, Winnicour & Brannon, 1993), the Hospital Anxiety and Depression Scale (Zigmond & Snaith, 1983), and the Brief COPE Inventory (Carver, 1997). In addition to quantitative data, the principal investigator kept a researcher journal to track individual responses to dance/movement therapy interventions. The Chesler (1987) method of sequential analysis was used to analyze this qualitative data. Quantitative data analysis found that the control group saw greater improvements in all domains of quality of life (except physical well-being) and less anxiety and depression than the intervention group. Qualitative data analysis revealed themes regarding relaxation, anxiety, passivity, physical quality of life, and motivation for staying healthy were most frequent in the researcher journal. Quantitative data minimally supported the hypothesis, however qualitative data suggests that dance/movement therapy helped patients to relax, decrease their anxiety, motivate them to remain physically healthy, and to feel good

Vacation Home Design

A family of four requested a contemporary design for a 900 square-foot vacation home. Due to the husband’s limited mobility, the accessibility standards of the Americans with Disabilities Act (ADA) guided the design because the layout must accommodate a future wheelchair. The two sons requested a loft with a private bath for their sleeping quarters

The effect of a hindgut modifier pelleted product containing Saccharomyces cerevisiae on cecal pH in the equine hindgut

The equine small intestine has a limited capacity to digest starch. Feeding high amounts of starch exceeds the digestive capacity of the small intestine. This allows non-degraded starch to reach the cecum. Non-degraded starch alters the microflora in the cecum, which often causes a decrease in cecal pH. In the first experiment, the control diet consisted of 2 kg of a pelleted corn concentrate and cracked corn, and the treatment diet consisted of 2 kg of a cracked corn pellet containing a proprietary buffer, the yeast Saccharomyces cerevisiae, and cracked corn. Total grain was fed at 1% BW in both the treatment and the control groups. Samples were taken at 0 h (prior to the morning meal), 2 h, 4 h, 6 h, 8 h, and 10 h post-feeding. Samples were immediately analyzed for pH. Horses consuming the treatment diet had a higher cecal pH trend than horses fed the control diet. Cecal pH did not differ between treatments in samples taken at 0 h and 2 h (P\u3e 0.05). There was a significant difference among treatments at 4 h (P \u3c0.05). Cecal pH differed between treatments at 6 h and 8 h, however, it was not found to be a statistically significant difference (P\u3e 0.05). Mean cecal pH did not differ between treatments at 10 h (P\u3e 0.05). This is consistent with evidence that cecal pH tends to decrease quickly during the first few hours after feeding. Adding a pelleted product containing a proprietary buffer and the yeast S. cerevisiae to the diet appeared to reduce the level of undesirable changes in pH in the cecum of the horse. The purpose of the second experiment was to evaluate the buffering capacity of a pelleted product containing the yeast, S. cerevisiae, in the equine hindgut. The mobile bag technique was used to evaluate the apparent buffering capacity within the cecum, along with total buffering capacity remaining after complete digestion by the horse. The efficiency of the HGM pellet to release the buffering capabilities in the equine hindgut was 92% and the HGM crumble was 91%

Teacher Clarity Strategies of Highly Effective Teachers

Teacher clarity supports both cognitive and affective learning for all learners. The scholarly literature lacks research related to teacher clarity in nonlecture learning environments. The purpose of this qualitative study was to discover teacher clarity strategies that effectively promote student learning, particularly in nonlecture learning environments. The conceptual framework involved cognitive load theory and constructivism. The research questions explored how highly effective teachers experience clarity to promote student learning in nonlecture learning environments and what innovative strategies highly effective teachers practice to ensure clarity in nonlecture learning environments. For this in-depth qualitative interview study, data were collected through virtual synchronous focus groups and interviews with 10 State Teachers of the Year and State Teacher of the Year finalists and analyzed using manual and digital coding of emergent themes. Key nonlecture teacher clarity strategies discovered emphasized the importance of interaction, facilitation, and responsiveness through the establishment of safe and inclusive learning environments, active monitoring of student work and understanding, individualized application of strategic ambiguity, and utilization of technology tools. Further research is recommended in strategic ambiguity, interaction through facilitation, safe and inclusive environments, and teacher clarity through technology tools. By contributing to the body of knowledge of educational practices that improve student learning, my study has the potential to empower individual teachers to benefit all learners, and to support organizations in delivering equitable instruction in diverse secondary school settings

Experimental Investigations Into the Role of Dietary Protein on the Control of Energy Intake and Body Mass in Humans

Evidence is needed to inform dietary strategies to promote a healthy weight and reduce cardiovascular risk. Dietary protein (P) may influence both energy intake (EI) and energy expenditure (EE). To determine the relationships between appetite control, body mass regulation and protein from different animal and vegetable sources, healthy lean subjects were studied in tightly controlled experiments. In a 5-way crossover study, 28 subjects aged 19-68 years consumed 2.5 MJ high-protein preload meals (33% energy from protein (P), 34% fat (F), 33% carbohydrate (C)) rich in meat, dairy, nuts and legumes, soy, or control (15%P, 34%F, 51%C), followed by test meals 180 min later. Appetite control mechanisms before, during and for 5 hours after eating, were assessed from analysis of serial blood samples and other physiological measurements. Mean EI was lower after soy (4.1±0.4 MJ) than control (4.6±0.4 MJ), meat (4.7±0.4 MJ), dairy (4.6±0.4 MJ) or nuts/legumes (5.0±0.5 MJ) preloads. Gastric emptying was slower and hunger decreased after soy, and after nuts/legumes, satiation increased and hunger reduced. Blood glucose and insulin excursions were significantly lower after the nuts/legumes and soy meals. Similar parameters, plus urinary nitrogen, EI and EE were measured in 10 adults during 3 five-day residential experiments. On days 1-3, they ate ad libitum diets providing 10%, 15%, or 25% protein, 30% fat and the remainder as carbohydrate. EI was fixed at maintenance requirements on day 4 and EE was measured by calorimeter. EI was lower during the 25%P (8.1±1.0 MJ/d) than the 15%P diet (8.7±1.0 MJ/d) with higher fullness scores, flatter glucose curves and higher pancreatic polypeptide concentration. EE was similar but fat oxidation was higher on the 25%P diet. Higher dietary protein promotes energy balance, through decreased energy intake and increased fat oxidation, improves metabolic risk factors, and may be useful to prevent weight gain and related metabolic diseases

Is Amitriptyline Effective in Reducing Headache Days in Pediatric Patients with Migraines and Chronic Headaches Compared to Topiramate, Propranolol, or No Treatment?

Objective: The objective of this selective EBM review is to determine whether or not “Is amitriptyline effective in reducing headache days in pediatric patients with migraines and chronic headaches compared to topiramate, propranolol, or no treatment?” Study design: Systematic review of two randomized control trials (RCTs) and one case series published in peer-reviewed journals in English after 2007. Data Sources: Two RCTs and one case series were found using PubMed. Outcome(s) Measured: Headache frequency was measured using a headache diary or calendar. A secondary objective included headache severity that was measured using a ten-point scale or the Pediatric Migraine Disability Assessment (PedMIDAS). Results: Powers et al. found that headache frequency did not vary significantly between amitriptyline, topiramate, or placebo.2 It was also recorded that there was no significant variation among reduction in scores on the PedMIDAS.2 Eidlitz-Markus et al. stated that this trial showed no significant difference between amitriptyline and propranolol(p-value=0.8).4 Sezer et al. found that 31% of patients in the topiramate group and 28% of patients in the amitriptyline group “reported freedom from headache.”5 It was also recorded that the severity of headaches also decreased 4.5 points on a visual analog scale in both treatment groups. Conclusions: Amitriptyline in these three trials is less effective in reducing the frequency of chronic headaches and migraines when compared to topiramate, propranolol, or a placebo.2,4,5 These results could be affected by subjectivity, drug adherence, or misunderstanding between younger subjects and their parents. The safety of amitriptyline should always be in question because the FDA warns that antidepressants can cause suicidal thoughts or actions in children under eighteen years old

Organizational Socialization

What is organizational socialization? Organizational socialization—also referred to as onboarding—is “…the process by which newcomers make the transition from being organizational outsiders to being insiders” (Bauer, Bodner, Erdogan, Truxillo, & Tucker, 2007, p. 707). The overall goal of organizational socialization is to facilitate newcomer adjustment (Bauer & Erdogan, 2011). Specifically, adjustment means that new employees understand the key tasks of their job (i.e., role clarity), have confidence in their ability to perform the key tasks of their job (i.e., self-efficacy), feel like they are an accepted member of the organization (i.e., social acceptance), and understand the organization’s culture (e.g., goals, values, norms). Both individual-level characteristics and behaviors and organizational-level efforts are related to newcomer adjustment (Bauer et al., 2007). At the individual level, employee characteristics (e.g., proactive personality, extraversion) and behaviors (e.g., information seeking, relationship building) are both associated with adjustment (see Bauer & Erdogan, 2011 for a review). However, since many individual-level characteristics and behaviors may not be malleable, they represent less promising intervention targets overall; thus, this summary will focus on organizational-level efforts. Organizational socialization tactics can be characterized in six dimensions (Van Maanen & Schein, 1979): ► Collective or individual: the degree to which newcomers share common group experiences versus individual ones ► Formal or informal: formal tactics involve giving newcomers a set of officially prescribed and customized experiences apart from experienced employees, such as through an academy or internship, whereas informal tactics involve unplanned learning through trial and error, while working amongst experienced employees ► Sequential or random: the degree to which newcomers progress through distinct phases ► Fixed or variable sequencing: the degree to which the socialization process has a stated timetable ► Serial or disjunctive: the degree to which existing workers help socialize and mentor newcomers ► Investiture or divestiture: the degree to which a newcomer’s identity is affirmed versus stripped away September 2, 2020 The most common way to assess organizational socialization tactics is through a 30-item selfreport measure called the Socialization Tactics Scale (Jones, 1986). Examples include, “This organization puts all newcomers through the same set of learning experiences,” “Much of my job knowledge has been acquired informally on a trial and error basis,” and “Experienced organizational members see advising or training newcomers as one of their main job responsibilities in this organization.” Newcomer adjustment, which serves as the primary sign of the effectiveness of organizational socialization efforts, has been measured in two ways (Bauer & Erdogan, 2011). The more common approach is to use independent measures of each primary adjustment indicator (role clarity, self-efficacy, and social acceptance; culture has not been typically included in this approach). Alternatively, there are a few multidimensional socialization measures (e.g., Chao, O’Leary-Kelly, Wolf, Klein, & Gardner, 1994; Haueter, Macan, & Winter, 2003). The literature to date does not provide clear guidance on a preferred approach, but it is important to note that all of the findings discussed below are based on the first approach; more research is needed to explore the second approach. Why is organizational socialization important? Organizational socialization tactics and newcomer adjustment are important because they are associated with several workforce outcomes. In general, socialization strategies are moderately associated with perceptions of fit, job satisfaction, organizational commitment, and intentions to quit. They are modestly associated with job performance and turnover (Bauer et al., 2007; Saks, Uggerslev, & Fassina, 2007). Socialization strategies are thought to operate by improving newcomer adjustment, which then improves outcomes. The evidence thus far provides preliminary support for this assertion, though experimental research is needed to deliberately implement and test the effects of different socialization strategies. What organizational socialization strategies are thought to be most effective? Broadly speaking and for the most part, both newcomer adjustment and workforce outcomes are better when organizational socialization tactics involve collective and formalized experiences among newcomers, sequenced experiences according to an established schedule, support and mentoring from existing workers, and recognition and support of newcomers’ attitudes, skills, and abilities (Bauer et al., 2007; Saks et al., 2007). More specific connections between tactics, newcomer adjustment, and workforce outcomes vary by the type of socialization tactic. The tactics most strongly connected to outcomes are support from existing employees and support of newcomers’ attitudes, skills, and abilities (Saks et al., 2007). In light of this, organizations should foster connections between new and experienced employees. This may include opportunities for job shadowing; using established organization members to guide and nurture new employees; providing positive, consistent feedback on new employees’ performance; ongoing professional mentoring; and validating new employees’ unique identities. It is less important that socialization of newcomers be done as a set of experiences that are exclusively for groups of newcomers, apart from experienced employees. If this is practical and can be achieved, it may be helpful, but the remaining strategies have stronger connections to newcomer adjustment. Again, it is important to caution that due to the nature of the research thus far, there is no evidence that such strategies directly cause changes in newcomer adjustment or outcomes; further testing is needed. QIC-WD Takeaways ► Organizational socialization (or onboarding) strategies are characterized in accordance with six dimensions—collective or individual, formal or informal, sequential or random, fixed or variable, serial or disjunctive, and investiture or divestiture. ► Newcomer adjustment is considered the most immediate goal and indicator of the effectiveness of socialization efforts. Adjustment is most often defined as role clarity, self-efficacy, and social acceptance, though there is some research that departs from this approach. ► In general, socialization strategies are moderately associated with perceptions of fit, job satisfaction, organizational commitment, and intentions to quit. They are modestly associated with job performance and turnover. ► Both newcomer adjustment and workforce outcomes are better when organizational socialization tactics involve collective and formalized experiences among newcomers, sequenced experiences according to an established schedule, support and mentoring from existing workers, and recognition and support of newcomers’ attitudes, skills, and abilities. ► The socialization strategies that are most strongly connected to outcomes are support from existing employees and support of newcomers’ attitudes, skills, and abilities. ► In terms of both newcomer adjustment and workforce outcomes, it is less important that socialization of newcomers be done as a set of experiences that are exclusively for groups of newcomers, apart from experienced employees. ► Experimental research is needed to test the effect of organizational socialization tactics on newcomer adjustment and workforce outcomes. ► Practitioners or researchers who would like to assess organizational socialization tactics should consider the 30-item Socialization Tactics Scale. Note that if socialization strategies are standardized and known (e.g., whether there are cohorts, whether there is a fixed schedule), using this scale is not informative and could create a false sense of variability where none exists. ► For an overview of best practices in employee socialization, see Bauer (2010)

Nutritional Manipulation of One-Carbon Metabolism: Effects on Arsenic Methylation and Toxicity

Exposure to arsenic (As) through drinking water is a substantial problem worldwide. The methylation of As, a reactive metalloid, generates monomethyl- (MMA) and dimethyl-arsenical (DMA) species. The biochemical pathway that catalyzes these reactions, one-carbon metabolism, is regulated by folate and other micronutrients. Arsenic methylation exerts a critical influence on both its urinary elimination and chemical reactivity. Mice having the As methyltransferase null genotype show reduced urinary As excretion, increased As retention, and severe systemic toxicity. The most toxic As metabolite in vitro is MMAIII, an intermediate in the generation of DMAV, a much less toxic metabolite. These findings have raised the question of whether As methylation is a detoxification or bioactivation pathway. Results of population-based studies suggest that complete methylation of inorganic As to DMA is associated with reduced risk for As-induced health outcomes, and that nutrients involved in one-carbon metabolism, such as folate, can facilitate As methylation and elimination