Voir Dire - Peremptory Challenges on the Basis of Race - Equal Protection Clause - Standing

The United States Supreme Court has held that the Equal Protection Clause prohibits a prosecutor from exercising peremptory challenges to remove jurors of a race other than the defendant\u27s, and that a defendant has standing to contest such use of peremptory challenges although the defendant and the challenged juror do not share the same racial identity. Powers v Ohio, US , 111 S Ct 1364 (1991)

Automated web-based request mechanism for workflow enhancement in an academic customer-focused biorepository

Informatics systems, particularly those that provide capabilities for data storage, specimen tracking, retrieval, and order fulfillment, are critical to the success of biorepositories and other laboratories engaged in translational medical research. A crucial item—one easily overlooked—is an efficient way to receive and process investigator-initiated requests. A successful electronic ordering system should allow request processing in a maximally efficient manner, while also allowing streamlined tracking and mining of request data such as turnaround times and numerical categorizations (user groups, funding sources, protocols, and so on). Ideally, an electronic ordering system also facilitates the initial contact between the laboratory and customers, while still allowing for downstream communications and other steps toward scientific partnerships. We describe here the recently established Web-based ordering system for the biorepository at Washington University Medical Center, along with its benefits for workflow, tracking, and customer service. Because of the system's numerous value-added impacts, we think our experience can serve as a good model for other customer-focused biorepositories, especially those currently using manual or non-Web–based request systems. Our lessons learned also apply to the informatics developers who serve such biobanks

Fee-for-service as a business model of growing importance: the academic biobank experience

Biorepositories offer tremendous scientific value to a wide variety of customer groups (academic, commercial, industrial) in their ability to deliver a centralized, standardized service model, encompassing both biospecimen storage and related laboratory services. Generally, the scientific expertise and economies of scale that are offered in centralized, properly resourced research biobanks has yielded value that has been well-recognized by universities, pharmaceutical companies, and other sponsoring institutions. However, like many facets of the economy, biobanks have been under increasing cost pressure in recent years. This has been a particular problem in the academic arena, where direct support from grant sources (both governmental and philanthropic) typically now is more difficult to secure, or provides reduced financial support, relative to previous years. One way to address this challenge is to establish or enhance a well-defined fee-for-service model which is properly calibrated to cover operational costs while still offering competitive value to users. In this model, customers are never charged for the biospecimens themselves, but rather for the laboratory services associated with them. Good communication practices, proper assessment of value, implementation of best practices, and a sound business plan are all needed for this initiative to succeed. Here we summarize our experiences at Washington University School of Medicine in the expectation they will be useful to others

Water-Resources Investigations Report 83-4194

From purpose and scope: The purpose of this report is to compare and evaluate four methods of estimating flood-frequency skew coefficients for Michigan. These methods are based on use of (1) the generalized skew map of the United States, (2) maps showing lines of equal mean skew of Michigan, (3) mean regional station skews, and (4) skew-prediction equations

Testing the noble gas paleothermometer with a yearlong study of groundwater noble gases in an instrumented monitoring well

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/94795/1/wrcr13235.pd

Copy-number analysis of topoisomerase and thymidylate synthase genes in frozen and FFPE DNAs of colorectal cancers

Archived formalin-fixed, paraffin-embedded specimens represent an important resource for pharmacogenomic analysis in retrospective clinical studies but the quality of results from formalin-fixed, paraffin-embedded samples is of concern due to the fact of the degradation of DNAs and RNAs from formalin-fixed, paraffin-embedded tissues

Antecedents of career goals and their implications for career success across contexts

[eng] In this dissertation, I contribute to the literature that addresses why some people are more successful in their careers than others. Within this stream of research, scholars have increasingly examined the predictors of career success (Ng, Eby, Sorensen, & Feldman, 2005). Despite their relevance in career theorizing, little is known, however, about how career goals affect individuals’ objective and subjective career success. Whereas objective career success refers to tangible indicators of career success such as status and salary, subjective career success makes reference to affective and attitudinal criteria like job and career satisfaction or turnover intentions (e.g., Allen, Eby, Poteet, Lentz, & Lima, 2004). In this thesis, I examine how and when career goals relate to career success. Overall, I aimed to answer in this dissertation 1) whether career goals predict career success, 2) when they matter most for understanding career success, and 3) whether they mediate the relationship between personality traits and career success. These three research objectives are addressed in three related empirical studies. In the first study, I draw on goal-setting theory (Locke & Latham, 1990a) to examine whether individuals with difficult and specific long-term career goals (i.e., career visions) are more likely to be satisfied with their jobs seven years later. For this purpose, I analyzed data of a time-lagged study with 74 MBA alumni. Confirming hypothesis of goal-setting theory, people with specific and difficult long-term career goals were more satisfied with their jobs seven years later, which explained why they reported fewer intentions to leave their jobs. In the second study, I aimed to advance these findings by testing whether people with abstract ambition goals (i.e., self-enhancement values, Schwartz values theory, 1992) are also more likely to attain objective career success. Results from a cross- cultural study sampling approximately 35,000 participants across 29 countries show that ambition goals are positively associated with hierarchical status. In line with the tenet of the trait-activation theory (Tett & Burnett, 2003; Tett & Guterman, 2000) that “strong situations” limit the influence of individual differences, the study’s finding indicate that the relationship between ambition goals and hierarchical status is most pronounced in “weak” situations, specifically in countries that do not highly encourage and reward ambition related behavior. On the contrary in countries with “strong” ambition cues, individuals’ ambition goals no longer explain who makes it to the top. In the third study, I continued examining the boundary conditions of the relationship between career goals and career success. Specifically, I examined how the occupational context alters the relevance of short-term career goals for explaining career satisfaction. Based on self-verification theory (Swann, 1983), I hypothesized that positive goal emotions mediate the relationship between the personality trait of core self-evaluations (Judge, Locke, & Durham, 1997) and career satisfaction. Relying on the situational strength framework (Meyer, Dalal, & Hermida, 2010; Mischel, 1973), I expected that the relationship between positive goal emotions and career satisfaction is most pronounced when individuals are not highly embedded in their occupations. Results of a time-lagged study over 10 months with three measurement waves including responses from 140 MBA alumni support the hypothesized moderated mediation model. Core self-evaluations are both directly and indirectly related to career satisfaction through positive goal emotions. This indirect effect is moderated by occupational embeddedness such that a high level of occupational embeddedness substitutes positive goal emotions. Taken together, these three empirical studies discuss the antecedents, boundary conditions, and implications of career goals for individuals’ career success, providing important contributions to the careers and personal goals literatures. Specifically, the findings presented in this dissertation suggest that people who pursue ambitious, challenging, specific, and emotionally positive career goals are more likely to be successful in their careers. The results furthermore indicate that the appraisals of career goals can partly channel the effects of personality traits on career success. Although all three studies point to the benefits of pursuing career goals, the results of this dissertation also suggest that career goals are not equally relevant across contexts for understanding career success. In this sense, certain cultural and occupational contexts can alter the importance of career goal contents and appraisals, leaving career goals either important or negligible for predicting career success.[spa] En esta tesis doctoral, contribuyo a la investigación que busca responder por qué algunas personas son más exitosas que otras en sus carreras profesionales. Dentro de esta línea de investigación, los/las académicos/as frecuentemente han examinado cuáles son los predictores de éxito de la carrera (Ng, et al., 2005). Sin embargo, a pesar de su relevancia para la creación de teoría sobre carreras profesionales, poco es conocido sobre cómo los objetivos profesionales afectan el éxito laboral. Puntualmente, en esta tesis busco responder las siguientes cuestiones: 1) predicen los objetivos profesionales el éxito laboral, 2) cuándo son los objetivos más importantes para entender el éxito laboral, y 3) tienen los objetivos un rol mediador en la relación entre rasgos de personalidad y el éxito laboral. Abordo estas preguntas de investigación en tres estudios empíricos separados, pero conceptualmente vinculados. En el primer estudio, me baso en la teoría Goal-setting (Locke & Latham, 1990a) para analizar si los individuos con objetivos difíciles y específicos, tienen mayores probabilidades de estar satisfechos con sus empleos siete años después. Con este propósito, analizo data longitudinal de 74 ex-alumnos de un programa MBA. Los resultados confirman las hipótesis de que las personas que plantearon objetivos específicos y difíciles, estuvieron más satisfechas con sus trabajos siete años después, lo que explica porqué reportaron menores intenciones de dejar sus empleos. En el segundo estudio examiné si las personas con “objetivos ambiciosos” (valores self-enhancement, Schwartz, 1992) tienen también más probabilidades de conseguir estatus jerárquico (ascenso laboral). Los resultados de este estudio multinivel y transcultural, con aproximadamente 35.000 participantes de 29 países, muestran que los objetivos ambiciosos están positivamente asociados con el estatus jerárquico. En línea con la teoría Trait-activation (Tett & Burnett, 2003; Tett & Guterman, 2000), que plantea que las situaciones fuertes limitan la influencia de las características individuales, mis resultados indican que la relación entre objetivos ambiciosos y estatus jerárquico es más pronunciada en situaciones débiles específicamente en culturas que no incentivan ni recompensan las conductas relacionadas con el logro o la ambición. En el tercer estudio continúo analizando las condiciones en las que los objetivos profesionales predicen el éxito laboral. Específicamente, pruebo cómo el contexto ocupacional modifica el impacto de los objetivos a corto plazo en la satisfacción con la carrera. Tomando la teoría Situational strength (Meyer, et al., 2010), planteo la hipótesis que la relación entre las emociones positivas asociadas a los objetivos y la satisfacción con la carrera sea más pronunciada cuando los individuos no están altamente involucrados con sus ocupaciones. Utilizando la teoría Self-verification (Swann, 1983), pruebo además que las emociones positivas asociadas a la consecución de objetivos, tienen un rol mediador en la relación entre el rasgo de personalidad core- self evaluation (Judge, et al., 1997) y la satisfacción con la carrera. Estas hipótesis fueron probadas en un estudio longitudinal de diez meses, con tres momentos de recogida de datos en 140 antiguos alumnos de MBA. Los resultados confirman el modelo de mediación moderación propuesto. Las core self-evaluations están directa e indirectamente ligadas a la satisfacción con la carrera a través de las emociones positivas vinculadas a los objetivos. Este efecto indirecto está moderado por el involucramiento ocupacional, de tal manera que un alto nivel de involucramiento compensa emociones positivas asociadas a los objetivos. Tomados en conjunto, estos tres estudios empíricos discuten los antecedentes, condiciones contingentes e implicaciones de los objetivos profesionales en el éxito laboral. Los resultados proveen nuevas e importantes contribuciones para la investigación en las áreas de carreras profesionales y en la de objetivos individuales. Específicamente, los resultados presentados en esta disertación, sugieren que las personas que tienen objetivos ambiciosos, retadores y específicos; así como emociones positivas asociadas a ellos, tienen más probabilidades de tener éxito laboral. Más aún, los resultados indican que los objetivos profesionales pueden explicar parcialmente los efectos de los rasgos de personalidad en el éxito laboral. Aún cuando los tres estudios señalan los beneficios de perseguir objetivos profesionales, también demuestro que para entender el éxito en la carrera, los objetivos no son igualmente relevantes en diferentes contextos. Algunos contextos culturales y ocupacionales pueden alterar la relevancia de los objetivos profesionales, dándoles o mucha importancia o quitándosela como predictores de éxito laboral

Antecedents of career goals and their implications for career success across contexts

In this dissertation, I contribute to the literature that addresses why some people are more successful in their careers than others. Within this stream of research, scholars have increasingly examined the predictors of career success (Ng, Eby, Sorensen, & Feldman, 2005). Despite their relevance in career theorizing, little is known, however, about how career goals affect individuals’ objective and subjective career success. Whereas objective career success refers to tangible indicators of career success such as status and salary, subjective career success makes reference to affective and attitudinal criteria like job and career satisfaction or turnover intentions (e.g., Allen, Eby, Poteet, Lentz, & Lima, 2004). In this thesis, I examine how and when career goals relate to career success. Overall, I aimed to answer in this dissertation 1) whether career goals predict career success, 2) when they matter most for understanding career success, and 3) whether they mediate the relationship between personality traits and career success. These three research objectives are addressed in three related empirical studies. In the first study, I draw on goal-setting theory (Locke & Latham, 1990a) to examine whether individuals with difficult and specific long-term career goals (i.e., career visions) are more likely to be satisfied with their jobs seven years later. For this purpose, I analyzed data of a time-lagged study with 74 MBA alumni. Confirming hypothesis of goal-setting theory, people with specific and difficult long-term career goals were more satisfied with their jobs seven years later, which explained why they reported fewer intentions to leave their jobs. In the second study, I aimed to advance these findings by testing whether people with abstract ambition goals (i.e., self-enhancement values, Schwartz values theory, 1992) are also more likely to attain objective career success. Results from a cross- cultural study sampling approximately 35,000 participants across 29 countries show that ambition goals are positively associated with hierarchical status. In line with the tenet of the trait-activation theory (Tett & Burnett, 2003; Tett & Guterman, 2000) that “strong situations” limit the influence of individual differences, the study’s finding indicate that the relationship between ambition goals and hierarchical status is most pronounced in “weak” situations, specifically in countries that do not highly encourage and reward ambition related behavior. On the contrary in countries with “strong” ambition cues, individuals’ ambition goals no longer explain who makes it to the top. In the third study, I continued examining the boundary conditions of the relationship between career goals and career success. Specifically, I examined how the occupational context alters the relevance of short-term career goals for explaining career satisfaction. Based on self-verification theory (Swann, 1983), I hypothesized that positive goal emotions mediate the relationship between the personality trait of core self-evaluations (Judge, Locke, & Durham, 1997) and career satisfaction. Relying on the situational strength framework (Meyer, Dalal, & Hermida, 2010; Mischel, 1973), I expected that the relationship between positive goal emotions and career satisfaction is most pronounced when individuals are not highly embedded in their occupations. Results of a time-lagged study over 10 months with three measurement waves including responses from 140 MBA alumni support the hypothesized moderated mediation model. Core self-evaluations are both directly and indirectly related to career satisfaction through positive goal emotions. This indirect effect is moderated by occupational embeddedness such that a high level of occupational embeddedness substitutes positive goal emotions. Taken together, these three empirical studies discuss the antecedents, boundary conditions, and implications of career goals for individuals’ career success, providing important contributions to the careers and personal goals literatures. Specifically, the findings presented in this dissertation suggest that people who pursue ambitious, challenging, specific, and emotionally positive career goals are more likely to be successful in their careers. The results furthermore indicate that the appraisals of career goals can partly channel the effects of personality traits on career success. Although all three studies point to the benefits of pursuing career goals, the results of this dissertation also suggest that career goals are not equally relevant across contexts for understanding career success. In this sense, certain cultural and occupational contexts can alter the importance of career goal contents and appraisals, leaving career goals either important or negligible for predicting career success.En esta tesis doctoral, contribuyo a la investigación que busca responder por qué algunas personas son más exitosas que otras en sus carreras profesionales. Dentro de esta línea de investigación, los/las académicos/as frecuentemente han examinado cuáles son los predictores de éxito de la carrera (Ng, et al., 2005). Sin embargo, a pesar de su relevancia para la creación de teoría sobre carreras profesionales, poco es conocido sobre cómo los objetivos profesionales afectan el éxito laboral. Puntualmente, en esta tesis busco responder las siguientes cuestiones: 1) predicen los objetivos profesionales el éxito laboral, 2) cuándo son los objetivos más importantes para entender el éxito laboral, y 3) tienen los objetivos un rol mediador en la relación entre rasgos de personalidad y el éxito laboral. Abordo estas preguntas de investigación en tres estudios empíricos separados, pero conceptualmente vinculados. En el primer estudio, me baso en la teoría Goal-setting (Locke & Latham, 1990a) para analizar si los individuos con objetivos difíciles y específicos, tienen mayores probabilidades de estar satisfechos con sus empleos siete años después. Con este propósito, analizo data longitudinal de 74 ex-alumnos de un programa MBA. Los resultados confirman las hipótesis de que las personas que plantearon objetivos específicos y difíciles, estuvieron más satisfechas con sus trabajos siete años después, lo que explica porqué reportaron menores intenciones de dejar sus empleos. En el segundo estudio examiné si las personas con “objetivos ambiciosos” (valores self-enhancement, Schwartz, 1992) tienen también más probabilidades de conseguir estatus jerárquico (ascenso laboral). Los resultados de este estudio multinivel y transcultural, con aproximadamente 35.000 participantes de 29 países, muestran que los objetivos ambiciosos están positivamente asociados con el estatus jerárquico. En línea con la teoría Trait-activation (Tett & Burnett, 2003; Tett & Guterman, 2000), que plantea que las situaciones fuertes limitan la influencia de las características individuales, mis resultados indican que la relación entre objetivos ambiciosos y estatus jerárquico es más pronunciada en situaciones débiles específicamente en culturas que no incentivan ni recompensan las conductas relacionadas con el logro o la ambición. En el tercer estudio continúo analizando las condiciones en las que los objetivos profesionales predicen el éxito laboral. Específicamente, pruebo cómo el contexto ocupacional modifica el impacto de los objetivos a corto plazo en la satisfacción con la carrera. Tomando la teoría Situational strength (Meyer, et al., 2010), planteo la hipótesis que la relación entre las emociones positivas asociadas a los objetivos y la satisfacción con la carrera sea más pronunciada cuando los individuos no están altamente involucrados con sus ocupaciones. Utilizando la teoría Self-verification (Swann, 1983), pruebo además que las emociones positivas asociadas a la consecución de objetivos, tienen un rol mediador en la relación entre el rasgo de personalidad core- self evaluation (Judge, et al., 1997) y la satisfacción con la carrera. Estas hipótesis fueron probadas en un estudio longitudinal de diez meses, con tres momentos de recogida de datos en 140 antiguos alumnos de MBA. Los resultados confirman el modelo de mediación moderación propuesto. Las core self-evaluations están directa e indirectamente ligadas a la satisfacción con la carrera a través de las emociones positivas vinculadas a los objetivos. Este efecto indirecto está moderado por el involucramiento ocupacional, de tal manera que un alto nivel de involucramiento compensa emociones positivas asociadas a los objetivos. Tomados en conjunto, estos tres estudios empíricos discuten los antecedentes, condiciones contingentes e implicaciones de los objetivos profesionales en el éxito laboral. Los resultados proveen nuevas e importantes contribuciones para la investigación en las áreas de carreras profesionales y en la de objetivos individuales. Específicamente, los resultados presentados en esta disertación, sugieren que las personas que tienen objetivos ambiciosos, retadores y específicos; así como emociones positivas asociadas a ellos, tienen más probabilidades de tener éxito laboral. Más aún, los resultados indican que los objetivos profesionales pueden explicar parcialmente los efectos de los rasgos de personalidad en el éxito laboral. Aún cuando los tres estudios señalan los beneficios de perseguir objetivos profesionales, también demuestro que para entender el éxito en la carrera, los objetivos no son igualmente relevantes en diferentes contextos. Algunos contextos culturales y ocupacionales pueden alterar la relevancia de los objetivos profesionales, dándoles o mucha importancia o quitándosela como predictores de éxito laboral