Isolation of poliovirus 2C mutants defective in viral RNA synthesis

Two poliovirus mutants were isolated that contain an oligonucleotide linker insertion in the 2C-coding region of the viral genome. One, 2C-31, has a strongly temperature-sensitive phenotype and the other, 2C-32, forms small plaques on HeLa cell monolayers at all temperatures. Both mutants have a severe temperature-sensitive defect in viral RNA synthesis but little effect on the types of viral protein that are made. Temperature shift experiments showed that the 2C function is continuously required for viral RNA synthesis to proceed. The 2C mutants could be complemented in trans by mutants with mutations in other viral proteins. Protein 2C is also the locus of the guanidine resistance and dependence mutants, a drug whose action also affects viral RNA synthesis. Thus, protein 2C is one that is needed continually for viral RNA synthesis and, at least with these temperature-sensitive alleles, can be provided in trans

Evolutionary strategy search algorithm for fast block motion estimation

The evolutionary strategy search (ESS) algorithm is a novel method for implementing fast block motion estimation (ME) using evolutionary strategy (ES). ESS uses a combination of ideas based on existing search strategies and employs a novel (1þsl) ES implementation. It is essentially a succession of random searches, but by controlling the placement and distribution of these searches in a simple way, it proves possible to achieve comparable motion vector accuracy to the more established ME strategies, but with enhanced convergence speed

Plasma removal of Parylene C

Parylene C, an emerging material in microelectromechanical systems, is of particular interest in biomedical and lab-on-a-chip applications where stable, chemically inert surfaces are desired. Practical implementation of Parylene C as a structural material requires the development of micropatterning techniques for its selective removal. Dry etching methods are currently the most suitable for batch processing of Parylene structures. A performance comparison of three different modes of Parylene C plasma etching was conducted using oxygen as the primary reactive species. Plasma, reactive ion and deep reactive ion etching techniques were explored. In addition, a new switched chemistry process with alternating cycles of fluoropolymer deposition and oxygen plasma etching was examined to produce structures with vertical sidewalls. Vertical etch rates, lateral etch rates, anisotropy and sidewall angles were characterized for each of the methods. This detailed characterization was enabled by the application of replica casting to obtain cross sections of etched structures in a non-destructive manner. Application of the developed etch recipes to the fabrication of complex Parylene C microstructures is also discussed

A Non-Mainstream Viewpoint on Apparent Superluminal Phenomena in AGN Jet

The group velocity of light in material around the AGN jet is acquiescently one (c as a unit), but this is only a hypothesis. Here, we re-derive apparent superluminal and Doppler formulas for the general case (it is assumed that the group velocity of light in the uniform and isotropic medium around a jet (a beaming model) is not necessarily equal to one, e.g., Araudo et al. (2010) thought that there may be dense clouds around AGN jet base), and show that the group velocity of light close to one could seriously affect apparent superluminal phenomena and Doppler effect in the AGN jet (when the viewing angle and Lorentz factor take some appropriate values).Comment: 4 pages, 2 figures, new version accepted for publication in Journal of Astrophysics and Astronom

Commitment-based HR practices and organizational performance : the mediating role of organizational learning capability and social capital

The main objectives of this study were to investigate (a) the relationship between commitment-based HR practices (e.g. selection, compensation, training and development) and organizational performance, organizational learning capability, and organizational social capital; (b) the relationship between organizational learning capability and organizational performance; (c) the relationship between organizational social capital and organizational performance; and (d) the mediating role of organizational learning capability and organizational social capital on the relationship between commitment-based HR practices and organizational performance. Specifically, this study hypothesized that (a) commitment-based HR practices, organizational learning capability and organizational social capital relationship are positively related to organizational performance and (b) the relationship between commitment-based HR practices and organizational performance is mediated by organizational learning capability and organizational social capital. To test the hypotheses, the Partial Least Square – Structural Equation Modelling (PLS-SEM) statistical technique was employed to analyze the survey data collected from 401 Japanese MNCs organizations in Kedah, Pulau Pinang, Perak, Selangor, Kuala Lumpur, Melaka and Johor. The results of the study showed that (a) commitment- based HR practices are positively related to organizational performance, organizational learning capability and organizational social capital; (b) organizational learning capability has no influence on organizational performance; (c) organizational social capital is positively related to organizational performance; and (d) organizational learning capability does not mediate the relationship between commitment-based HR practices and organizational performance, and organizational social capital fully mediates the relationship between commitment-based HR practices and organizational performance. Theoretically, the study contributes to knowledge by providing support for the importance of commitment-based HR practices and the mediating role of organizational social capital which influence the organizational performance of Japanese MNCs in Malaysia. Practically, this study provides guidelines to policy-makers and HR practitioners to understand that business success depends on the organization’s capabilities and abilities to utilize its human resources to achieve its business objectives and goals. The result of this study is able to offer evidence that commitment-based HR practices help promote mutual and long-term relationships in the organization at all levels. Hence, HR practitioners need to institute HR practices that encourage network-building relationships characterized by trust, cooperation and commitment towards the organization