Deoxyribonucleic Acid Synthesis in Ultraviolet-Light-Irradiated Chinese Hamster Cells

Two mammalian cell lines, Chinese hamster ovary (CHO) which can recover colony-forming ability between fractionated doses of ultraviolet light (UV), and Chinese hamster B-14FAF28 which cannot recover, were tested for the ability to bypass UV-induced photoproducts in DNA during postirradiation DNA synthesis. The molecular weight distributions of newly synthesized DNA in UV-irradiated populations of both cell lines showed evidence for photoproduct bypass. Hence, the bypass mechanism does not correlate with recovery after UV

The benefits of merging leadership research and emotions research

A closer merging of the literature on emotions with the research on leadership may prove advantageous to both fields. Leadership researchers will benefit by incorporating the research on emotional labor, emotional regulation, and happiness. Emotions researchers will be able to more fully consider how leadership demands influence emotional processes. In particular, researchers can better understand how the workplace context and leadership demands influence affective events. The leadership literature on charisma, transformational leadership, leader-member exchange, and other theories have the potential to shed light on how rhetorical techniques and other leadership techniques influence emotional labor, emotional contagion, moods, and overall morale. Conversely, the literature on emotional labor and emotional contagion stands to provide insights into what makes leaders charismatic, transformational, or capable of developing high quality leader-follower relationships. This review examines emotions and leadership at five levels: within person, between persons, interpersonal, groups and teams, and organizational wide and integrates research on emotions, emotional contagion, and leadership to identify opportunities for future research for both emotions researchers and leadership researchers

How Entrepreneurial Leaders Use Emotional Labor to Improve Employee Attitudes and Firm Performance

This study takes a deep look at how entrepreneurial leaders use all three forms of emotional labor. The results from this analysis of 147 dyadic pairs of entrepreneurial leaders and their subordinates are presented herein. This study is the first to investigate the relationship between emotional labor strategy and the display of discrete genuine emotions (enthusiasm, liking, irritation). Leader genuine emotional labor and leader displays of positive discrete emotions were positively correlated with employee job satisfaction, affective commitment, and lower intentions to quit. Additionally, this study provides empirical evidence that the display of discrete emotions moderates the effects of leader genuine emotion on firm performance. From a practical standpoint this study benefits entrepreneurs by outlining emotionally healthy methods to display the appropriate emotions when interacting with stakeholders to enhance firm performance

Oxidation Kinetics of a NiPtTi High Temperature Shape Memory Alloy

A high temperature shape memory alloy (HTSMA), Ni30Pt50Ti, with an M(sub s) near 600 C, was isothermally oxidized in air for 100 hr over the temperature range of 500 to 900 C. Parabolic kinetics were confirmed by log-log and parabolic plots and showed no indication of fast transient oxidation. The overall behavior could be best described by the Arrhenius relationship: k(sub p) = 1.64 x 10(exp 12)[(-250 kJ/mole)/RT] mg(sup 2)/cm(sup 4)hr. This is about a factor of 4 reduction compared to values measured here for a binary Ni47Ti commercial SMA. The activation energy agreed with most literature values for TiO2 scale growth measured for elemental Ti and other NiTi alloys. Assuming uniform alloy depletion of a 20 mil (0.5 mm) dia. HTSMA wire, approx. 1 percent Ti reduction is predicted after 20,000 hr oxidation at 500 C, but becomes much more serious at higher temperatures

New Clock Comparison Searches for Lorentz and CPT Violation

We present two new measurements constraining Lorentz and CPT violation using the Xe-129 / He-3 Zeeman maser and atomic hydrogen masers. Experimental investigations of Lorentz and CPT symmetry provide important tests of the framework of the standard model of particle physics and theories of gravity. The two-species Xe-129 / He-3 Zeeman maser bounds violations of CPT and Lorentz symmetry of the neutron at the 10^-31 GeV level. Measurements with atomic hydrogen masers provide a clean limit of CPT and Lorentz symmetry violation of the proton at the 10^-27 GeV level.Comment: 11 pages, 5 figures. To appear in the Proceedings of the 3rd International Symposium on Symmetries in Subatomic Physic

Institutionalized Affect in Organizations:Not an Oxymoron

Can affective states – emotions, moods, and sentiments – become institutionalized in an organization such that they become “objective” factors that are exterior to any one person and resistant to change? We argue that the answer is yes, through intertwined top-down and bottom-up processes that shape an organization’s (or subunit’s) affective climate and affective culture, resulting in a dynamic equilibrium. The top-down processes include leadership, attraction-selection-attrition, and socialization, coupled with the physical, task, and social context, while the bottom-up process of emergence occurs via affective events, appraisal, affective sharing, and affect schemas. We also consider how identification with the organization (or subunit) enhances the likelihood of institutionalized affect. We conclude that institutionalized affect in organizations is far from an oxymoron

The Challenges of Lean Management Research and Practice in the Field of Entrepreneurship:The Roles of I-O Psychology Theories and I-O Psychologists

Balzer, Brodke, Kluse, and Zickar (2019) present a focal article to discuss why Lean management, in spite of its popularity in some other areas, receives little attention in the field of industrial and organizational (I-O) psychology. Moreover, they argue that I-O psychologists can play a role in improving Lean management and in amplifying its impact. Specifically, Balzer et al. identify a set of topics that may stimulate I-O psychologists’ interest in Lean management. Based on our review of the cited literature in Balzer et al., we found that major entrepreneurship journals were not cited. Entrepreneurship was depicted as “an exciting field of inquiry for I/O psychology” (Frese & Gielnik, 2014, p. 430), and it is known to enhance and enrich our knowledge in I-O psychology (Frese & Gielnik, 2014). Given the recent rise of the “psychology of entrepreneurship” (Frese & Gielnik, 2014), we argue that this omission in Balzer et al. may have to be addressed because Lean management is an important topic in the field of entrepreneurship. Although the field of entrepreneurship has begun paying attention to I-O psychology, more needs to be done. Research on Lean management may help to reduce the gap between I-O psychology and entrepreneurship. We will discuss the status quo of Lean management in entrepreneurship studies, the challenges of Lean management research and practice in the field of entrepreneurship, and how I-O psychology theories address these challenges and enrich the current understanding of Lean management in entrepreneurship

Integrating emotions and affect in theories of management

Scholars have studied emotions and affect in organizational settings for over twenty years, providing numerous insights into understanding how organizations and the people who work in them behave. With such a rich accumulation of knowledge, the time seemed right to call for today’s scholars of management to propose new and exciting theory. The eight articles in this Special Topic Forum address topics that cross multiple levels of analysis and include a range of different theories, explicating: how anger and fear can spark productivity, how employees respond to abusive supervision over time, how leader-member exchanges are shaped by affective events, the social functions of emotional complexity for leaders, team entrepreneurial passion, the effects of institutional beliefs on emotional displays, the nexus of affective climate and organizational effectiveness, and the role of gratitude in organizations. In this introduction, we briefly summarize the main points from each article, and discuss new research directions arising from the articles. To spur even deeper research into this important and still unfolding field of discovery, and stimulated by the articles in this STF, we conclude with additional thoughts and ideas on the role of emotions and affect in organizations