2,866 research outputs found
Infrared Observations During the Secondary Eclipse of HD 209458 b II. Strong Limits on the Infrared Spectrum Near 2.2 Microns
We report observations of the transiting extrasolar planet, HD 209458 b,
designed to detect the secondary eclipse. We employ the method of `occultation
spectroscopy', which searches in combined light (star and planet) for the
disappearance and reappearance of weak infrared spectral features due to the
planet as it passes behind the star and reappears. Our observations cover two
predicted secondary eclipse events, and we obtained 1036 individual spectra of
the HD 209458 system using the SpeX instrument at the NASA IRTF in September
2001. Our spectra extend from 1.9 to 4.2 microns with a spectral resolution of
1500. We have searched for a continuum peak near 2.2 microns (caused by CO and
water absorption bands), as predicted by some models of the planetary
atmosphere to be approximately 6E-4 of the stellar flux, but no such peak is
detected at a level of about 3E-4 of the stellar flux. Our results represent
the strongest limits on the infrared spectrum of the planet to date and carry
significant implications for understanding the planetary atmosphere. In
particular, some models that assume the stellar irradiation is re-radiated
entirely on the sub-stellar hemisphere predict a flux peak inconsistent with
our observations. Several physical mechanisms can improve agreement with our
observations, including the re-distribution of heat by global circulation, a
nearly isothermal atmosphere, and/or the presence of a high cloud.Comment: Accepted to the Astrophysical Journal 17 pages, 6 figure
Nash Social Welfare in Multiagent Resource Allocation
We study different aspects of the multiagent resource allocation problem when the objective is to find an
allocation that maximizes Nash social welfare, the product of the utilities of the individual agents. The
Nash solution is an important welfare criterion that combines efficiency and fairness considerations. We
show that the problem of finding an optimal outcome is NP-hard for a number of different languages for
representing agent preferences; we establish new results regarding convergence to Nash-optimal outcomes
in a distributed negotiation framework; and we design and test algorithms similar to those applied in
combinatorial auctions for computing such an outcome directly
Effect of In-ovo Injection of L-Arginine on Hatchability, Chick Quality, Performances and Muscle Histology of Native Chicken
This study aimed to determine the effect of in-ovo injection of L-arginine on hatchability, chick quality, performances, and muscle histology of native chicken. In-ovo injection was carried out on the 10th day. A total of 375 fertile eggs with an average weight ranged  39-43 g were grouped into 5 treatments. The first treatment was without injection (negative control), the second treatment was injection of NaCl solution 0.9% (positive control), the third treatment was injection of L-arginine solution 0.5 g per 100 ml of NaCl 0.9% (0.5%, m/v) The fourth treatment was injection of 1.0 g L-arginine solution per 100 ml of NaCl 0.9% (1.0%, m/v), and the fifth treatment was injection of 1.5 g L-arginine solution per 100 ml of NaCl 0.9% (1.5%, m/v). The injection was carried out at the pointed area of the egg in a vertical position (pointed below, blunt above). The Injection was carried out with a depth of 10 mm from the eggshell using an automatic injector. The results showed that all treatments produced the same hatchability. In-ovo injection of L-arginine has a beneficial effect on chick quality and post-hatch performance, the concentration of L-arginine solution used did not cause embryo death. In-ovo injection of 0.5% L-arginine increased hatching weight, weekly body weight, muscle mass, and myofiber size
Evaluation of an Innovative Student-Led Work Disability Prevention Program
A university-based, role-emerging fieldwork placement for occupational therapy students has been developed to provide work disability prevention services for university managers and workers. Over five years, 24 students have provided holistic interventions across 18 departments. The purpose of this project was to formally evaluate the perceptions of the program and the impact of services on managers and workers and to examine the experience of participating students. A utilization-focused evaluation approach was used as the guiding framework for this project. Methods included a retrospective review of reports and educational materials, a manager and worker survey, and a review of results from an existing student survey. The retrospective review of reports and educational materials demonstrated that students utilized a comprehensive and holistic lens that considered the interaction between the person, environment, and occupation. Workers and managers reported they were satisfied and found that services were beneficial. The majority reported changing their work setup or work habits after receiving student services to prevent workplace disability. Students reported overwhelmingly positive responses about the placement, with 96% (n=23) of students agreeing that they had an excellent experience and 100% (n=24) of students agreeing they were able to use their acquired knowledge. This paper describes the formal evaluation process and the outcomes of the project. Findings support the benefits of a partnership with human resources and occupational therapy in developing a role-emerging placement that benefits students, workers, and the organization and promotes the value of occupational therapy in workplace disability prevention and health promotion
Distribution of selected healthcare resources for influenza pandemic response in Cambodia.
INTRODUCTION: Human influenza infection poses a serious public health threat in Cambodia, a country at risk for the emergence and spread of novel influenza viruses with pandemic potential. Prior pandemics demonstrated the adverse impact of influenza on poor communities in developing countries. Investigation of healthcare resource distribution can inform decisions regarding resource mobilization and investment for pandemic mitigation. METHODS: A health facility survey performed across Cambodia obtained data on availability of healthcare resources important for pandemic influenza response. Focusing on five key resources considered most necessary for treating severe influenza (inpatient beds, doctors, nurses, oseltamivir, and ventilators), resource distributions were analyzed at the Operational District (OD) and Province levels, refining data analysis from earlier studies. Resources were stratified by respondent type (hospital vs. District Health Office [DHO]). A summary index of distribution inequality was calculated using the Gini coefficient. Indices for local spatial autocorrelation were measured at the OD level using geographical information system (GIS) analysis. Finally, a potential link between socioeconomic status and resource distribution was explored by mapping resource densities against poverty rates. RESULTS: Gini coefficient calculation revealed variable inequality in distribution of the five key resources at the Province and OD levels. A greater percentage of the population resides in areas of relative under-supply (28.5%) than over-supply (21.3%). Areas with more resources per capita showed significant clustering in central Cambodia while areas with fewer resources clustered in the northern and western provinces. Hospital-based inpatient beds, doctors, and nurses were most heavily concentrated in areas of the country with the lowest poverty rates; however, beds and nurses in Non-Hospital Medical Facilities (NHMF) showed increasing concentrations at higher levels of poverty. CONCLUSIONS: There is considerable heterogeneity in healthcare resource distribution across Cambodia. Distribution mapping at the local level can inform policy decisions on where to stockpile resources in advance of and for reallocation in the event of a pandemic. These findings will be useful in determining future health resource investment, both for pandemic preparedness and for general health system strengthening, and provide a foundation for future analyses of equity in health services provision for pandemic mitigation planning in Cambodia
Flexibility : Whose Choice Is It Anyway?
This paper examines whether flexible work schedules in Canada are created by employers for business reasons or to assist their workers achieve work-life balance. We focus on long workweek, flextime, compressed workweek, variable workweek length and/or variable workweek schedule. In the last three decades, two streams of literature have emerged on flexibility. One stream of literature discusses flexibility as demand-driven, that is, a strategic initiative of employers to enhance the business requirements of the firm. The other stream of literature discusses flexibility as supply-driven, where employees have the ability to influence the decisions about the nature of their work schedules and where employees, especially women, demand flexible work schedules for work-life balance. Thus, we ask are flexible work schedules created for business reasons or to assist workers achieve work-life balance?Statistics Canada’s 2003 Workplace and Employee Survey data linking employee microdata to workplace (i.e., employer) microdata are used in the analysis. Results show that more than half of the workers covered in this data have at least one of the five specified types of flexible work schedules. Approximately 5% of workers have a long workweek, 36% have flextime, 7% a compressed workweek, 13% a variable workweek length, and 16% a variable workweek schedule. Only two in five Canadians have a standard work schedule. Employment status, unionized work, occupation, and sector are factors consistently associated with flexible work schedules. Personal characteristics of marital status, dependent children, and childcare use are not significantly associated with flexible work schedules, while females are less likely to have a flexible work schedule than males. Overall, results suggest that flexible work schedules are created for business reasons rather than individual worker interests. Thus, if public policy makers are committed to facilitating workers’ work-family-life balance interests, then our results suggest that separate policy initiatives designed specifically for workers will be required.Cet essai cherche Ă Ă©tablir si les horaires de travail flexibles sont mis en place par les employeurs pour des raisons d’affaires ou pour aider les travailleurs Ă concilier le travail et leur vie personnelle. Nous avons considĂ©rĂ©s diffĂ©rents horaires de travail : la longue semaine de travail (48 heures et plus), l’horaire variable, la semaine de travail comprimĂ©e, la semaine de travail de longueur variable et l’horaire de travail variable d’une semaine Ă l’autre. Au cours des trois dernières dĂ©cennies, deux courants de pensĂ©e ont Ă©mergĂ© sur la flexibilitĂ©. Un premier courant analyse la flexibilitĂ© sous l’angle de la demande, c’est-Ă -dire comme une initiative stratĂ©gique des employeurs pour mieux rĂ©pondre aux besoins de l’entreprise. L’autre courant considère plutĂ´t la flexibilitĂ© du point de vue de l’offre, c’est-Ă -dire que les salariĂ©s disposeraient d’une certaine marge de manoeuvre pour exercer une influence sur les dĂ©cisions touchant leurs horaires de travail, et plus particulièrement les femmes pour un meilleur Ă©quilibre travail-famille. Alors, nous nous demandons si les horaires de travail ont Ă©tĂ© crĂ©Ă©s pour des raisons d’affaires ou pour aider les travailleurs Ă atteindre un Ă©quilibre travail-famille ?Des donnĂ©es statistiques provenant de l’EnquĂŞte sur le milieu de travail et les employĂ©s de Statistique Canada de 2003 ont Ă©tĂ© retenues pour l’étude car elles contiennent des micro-donnĂ©es concernant un salariĂ© et son lieu de travail. Les rĂ©sultats obtenus montrent que plus de la moitiĂ© des travailleurs couverts par l’enquĂŞte possèdent au moins un des cinq types d’horaire de travail flexible : environ 5 % des travailleurs ont une longue semaine de travail; 36 % bĂ©nĂ©ficient de l’horaire variable; 7 % ont une semaine de travail comprimĂ©e; 13 % ont semaine de travail de longueur variable; enfin, 16 % possèdent un horaire variable d’une semaine Ă l’autre. Seulement deux Canadiens sur cinq jouissent d’une semaine de travail normale. Le statut d’emploi, la nature syndiquĂ©e du travail, l’occupation et le secteur d’activitĂ© sont des facteurs qu’on retrouve constamment associĂ©s aux horaires flexibles. Des caractĂ©ristiques personnelles telles que l’état matrimonial, les enfants en bas âges et le soin des enfants ne sont pas significativement associĂ©es Ă des horaires de travail flexibles, et les femmes sont moins susceptibles de bĂ©nĂ©ficier d’horaires flexibles que les hommes. Dans l’ensemble, les conclusions laissent croire que les horaires de travail flexibles sont crĂ©es pour des raisons d’affaires plutĂ´t que pour tenir compte des intĂ©rĂŞts individuels des travailleurs. Par consĂ©quent, si nous voulons faciliter l’équilibre travail-vie personnelle, il faudrait des politiques publiques spĂ©cifiques Ă cet Ă©gard.Este ensayo intenta establecer si los horarios de trabajo flexibles son implantados por los empleadores por razones de negocio o por deseo de ayudar a sus trabajadores a conciliar el trabajo y la vida personal. Hemos considerado diferentes horarios de trabajo: la semana larga de trabajo (48 horas y más), el horario variable, la semana comprimida de trabajo, la semana de trabajo con duraciĂłn variable y el horario variable de trabajo de una semana a otra. Durante las tres Ăşltimas dĂ©cadas, han emergido dos corrientes de pensamiento sobre la flexibilidad. La primera corriente analiza la flexibilidad desde la perspectiva de la demanda, es decir como una iniciativa estratĂ©gica de los empleadores para responder mejor a las necesidades de la empresa. La otra corriente considera la flexibilidad más bien desde el punto de vista de la oferta, sugiriendo que los asalariados disponen de cierto margen de juego para ejercer una influencia sobre las decisiones relativas a sus horarios de trabajo en miras a alcanzar un mejor equilibrio trabajo – familia, y muy particularmente en el caso de las mujeres. Nos interrogamos entonces a saber si los horarios de trabajo han sido creados por razones empresariales o para ayudar a que los trabajadores alcancen un equilibrio trabajo – familia.Hemos retenido para el estudio los datos estadĂsticos provenientes de la Encuesta sobre el medio de trabajo y los empleados realizada por EstadĂstica Canadá en 2003 pues ellos contienen micro-datos concernientes al asalariado y su medio de trabajo. Los resultados obtenidos muestran que más de la mitad de los trabajadores cubiertos por la encuesta poseen al menos uno de los cinco tipos de horario de trabajo flexible: cerca de 5% de los trabajadores tienen una semana larga de trabajo; 36% benefician del horario variable; 7% tienen una semana comprimida de trabajo; 13% tienen la semana de trabajo a duraciĂłn variable; finalmente, 16% poseen un horario variable de semana en semana. Solo dos canadienses sobre cinco disfrutan de una semana normal de trabajo. El estatuto de empleo, la condiciĂłn sindicaliza del empleo, la ocupaciĂłn y el sector de actividad son factores que se encuentran constantemente asociados a los horarios flexibles. Ciertas caracterĂsticas personales como el estado matrimonial, la presencia de niños de corta edad y el cuidado de niños no son asociados de manera significativa a los horarios flexibles de trabajo y las mujeres son menos susceptibles de beneficiar de horarios flexibles comparativamente a los hombres. En general, las conclusiones dejan pensar que los horarios flexibles de trabajo son creados mucho más por razones empresariales que por consideraciĂłn de los intereses individuales de los trabajadores. Por consecuencia, si se quiere facilitar el equilibrio trabajo – vida personal, es necesario promover polĂticas pĂşblicas especificas a este propĂłsito
Employer Offered Family Support Programs, Gender and Voluntary and Involuntary Part-Time Work
This paper examines the availability of employer offered childcare and eldercare support in Canada. In addition, the associations between these support programs, gender and voluntary and involuntary part-time work are also examined. Using Statistics Canada’s 2003 Workplace and Employee Survey, results show that employer offered childcare programs exist in a very small number of workplaces, and eldercare support programs are almost nonexistent. Moreover, women are less likely than men to be offered family support programs. Voluntary and involuntary part-time workers are less likely to be offered family support programs than full-time workers. We argue that if individuals are going to receive assistance for childcare and eldercare, that assistance is more likely going to come from the government as opposed to employers. We suggest publicly funded universal family support programs to assist workers.Cet essai s’intĂ©resse aux questions suivantes : Que font les employeurs pour aider les travailleurs ? Offrent-ils des programmes d’aide Ă la famille Ă leurs salariĂ©s ? Est-ce que le sexe du salariĂ© et son statut d’emploi (Ă plein temps, Ă temps partiel involontaire ou volontaire) sont liĂ©s aux programmes d’aide offerts par l’employeur ? Pour rĂ©pondre Ă ces questions, nous avons retenu les donnĂ©es uniques de l’EnquĂŞte sur le milieu de travail et les employĂ©s (EMTE) de Statistique Canada (2003). Nous avons analysĂ© l’ampleur des programmes d’aide offerts par l’employeur et vĂ©rifiĂ© l’existence ou non de liens entre ces programmes, le sexe et le statut d’emploi. Dans l’EnquĂŞte, l’aide offerte pour la garde des enfants est dĂ©finie par la prĂ©sence de services de garde sur les lieux de travail, l’assistance auprès de fournisseurs et l’assistance pour des amĂ©nagements informels. L’aide offerte par l’employeur pour les soins aux personnes âgĂ©es est dĂ©finie comme de l’aide pour l’obtention de services de soins aux aĂ®nĂ©s. Pour une assise thĂ©orique Ă cet essai, nous avons intĂ©grĂ© deux cadres de rĂ©fĂ©rence complĂ©mentaires : le modèle des choix stratĂ©giques des organisations (Galbraith, 1977) et la thĂ©orie des systèmes de relations industrielles (Dunlop, 1958). Nous soutenons qu’un pourcentage Ă©levĂ© d’employeurs offrant des programmes d’aide aux soins des enfants et des aĂ®nĂ©s indiqueront le soutien qu’ils donnent Ă leurs salariĂ©s dans la rĂ©alisation d’un Ă©quilibre travail-famille. Nous ne prĂ©voyons pas que le sexe soit associĂ© Ă l’offre de services de soutien Ă la famille par les employeurs. Nous anticipons que les travailleurs Ă plein temps, ceux qui constituent le groupe noyau, se voient vraisemblablement offrir des programmes d’aide Ă la famille, mais que les travailleurs Ă temps partiel (volontaire et involontaire) ne se voient probablement pas offrir de tels programmes de soutien.Comme on peut le voir Ă la figure 1, environ le tiers des employĂ©s reconnaissent se voir offrir une forme ou une autre d’aide Ă la famille. Dans la mĂŞme foulĂ©e, quand on demande Ă ces personnes si l’employeur offre ou non de l’aide aux soins des enfants, une sur cinq donne une rĂ©ponse positive et dans l’ensemble des rĂ©pondants, ces travailleurs reprĂ©sentent seulement sept pour cent. Quant Ă l’aide aux aĂ®nĂ©s, douze pour cent des travailleurs se sont vus offrir un tel type d’aide et ils reprĂ©sentent quatre pour cent de l’ensemble des rĂ©pondants. La faible proportion des employeurs offrant ces programmes est un indice de la faible prioritĂ© que les employeurs accordent Ă l’équilibre travail-famille chez leurs employĂ©s. Ceux qui se sont vus offrir de l’aide pour le soin des enfants se situent plus du cĂ´tĂ© des employĂ©s masculins et Ă plein temps et moins du cĂ´tĂ© des salariĂ©s Ă temps partiel volontaire ou non. La proportion de ceux Ă qui on a offert des soins aux personnes âgĂ©es est la mĂŞme, sauf pour les temps partiels involontaires oĂą elle moindre encore.Dans le modèle multivariĂ©, le facteur sexe est significativement liĂ© au fait chez les employeurs d’offrir de l’aide pour le soin des enfants, la proportion des femmes se voyant offrir cette forme d’aide Ă©tant du tiers moindre que celle des hommes, toute chose Ă©tant Ă©gale par ailleurs. Les travailleurs Ă temps partiel volontaire ou non ont moins de probabilitĂ© de se voir offrir de l’aide pour le soin aux enfants que ceux Ă temps plein, mais cet Ă©cart est significatif seulement pour les temps partiels involontaires. Nous ne pouvons pas fournir une analyse pour l’aide aux personnes âgĂ©es, parce que les employeurs y donnant accès constituent une trop faible proportion de l’ensemble, et dans quelques cas, nĂ©gligeable. La figure 1 et le tableau 1 illustrent clairement l’ampleur extrĂŞmement limitĂ©e de l’offre d’aide pour les personnes âgĂ©es chez les employeurs dans les Ă©tablissements au Canada.Il semble que l’expĂ©rience des quatre dernières dĂ©cennies de l’entrĂ©e des femmes issues de la classe moyenne sur le marchĂ© du travail avec rĂ©munĂ©ration et les rĂ´les rattachĂ©s au sexe dans la famille n’ont pas engendrĂ© de changements dans les lieux de travail. Les structures de la famille ont changĂ©Â : les couples Ă double revenus ont augmentĂ© en nombre, les gains chez les femmes ont constituĂ© une part significative du revenu familial en Ă©levant souvent la famille au statut de classe moyenne, et les hommes ont acceptĂ© plus de responsabilitĂ©s dans le domaine de l’éducation des enfants et des soins aux personnes âgĂ©es. Tous les travailleurs ont besoin Ă une certaine pĂ©riode de leur vie d’une aide pour les soins aux enfants et aux personnes âgĂ©es. Ce support est crucial si on s’attend Ă ce que la population dans la force de l’âge s’adonne pleinement Ă du travail rĂ©munĂ©rĂ©. Des politiques qui facilitent l’équilibre travail-famille sont nĂ©cessaires et de telles politiques vont prendre une allure critique dans l’avenir, quand, en plus des soins aux enfants, la population qui aura besoin de soins va augmenter par rapport Ă celle des travailleurs fournisseurs de soins. On peut Ă©galement soutenir qu’aujourd’hui, dans un environnement de mondialisation, on ne peut s’attendre Ă ce que les employeurs au Canada fournissent des programmes de support Ă la famille, mĂŞme lorsque de tels programmes sont dĂ©sirĂ©s par leurs employĂ©s.Selon notre vision de choses, il est temps de considĂ©rer les soins aux enfants et aux personnes âgĂ©es comme des responsabilitĂ©s sociales plutĂ´t que des responsabilitĂ©s incombant Ă des personnes en particulier et mĂŞme Ă des entreprises. Nous sommes en faveur de programmes de support Ă la famille qui auraient un caractère universel et seraient financĂ©s par les gouvernements. Les enfants forment l’avenir d’une sociĂ©tĂ© et les personnes âgĂ©es ont dĂ©jĂ contribuĂ© Ă son Ă©dification; ces deux groupes mĂ©ritent que le système s’en occupe au moment oĂą ils sont dans le besoin. Il existe au Canada une certaine forme de support dans le cas des personnes âgĂ©es, quoiqu’elle ne rĂ©pond pas tout Ă fait Ă la demande, de mĂŞme que l’aide aux soins des enfants dans le reste du Canada ne rejoint pas celle offerte au QuĂ©bec. Malheureusement, la volontĂ© politique de formuler des recommandations de politiques publiques manque encore au Canada. Étant donnĂ© les intĂ©rĂŞts des pays industrialisĂ©s et ceux des organisations gouvernementales eu Ă©gard au travail Ă temps partiel et Ă l’équilibre travail-famille, les conclusions que nous prĂ©sentons ici peuvent servir de guides Ă d’autres pays qui envisagent d’apporter des solutions aux prĂ©occupations d’un Ă©quilibre travail-famille.Este documento estudia la capacidad de los empleadores de ofrecer apoyo al cuidado de los niños y de los ancianos en Canadá. Se examina además las asociaciones entre estos programas de apoyo, el gĂ©nero y el trabajo parcial voluntario e involuntario. A partir de los datos de la Encuesta 2003 de EstadĂsticas Canadá sobre los centros de trabajo y el empleo, los resultados muestran que existen muy pocos empleadores que ofrecen programas de guarderĂa de niños y que los programas de apoyo al cuidado de ancianos son inexistentes en la mayorĂa de casos. Los trabajadores a tiempo parcial, voluntarios o no voluntarios, parecen beneficiar en menor medida de los programas de apoyo a la familia, comparativamente a los trabajadores a tiempo completo. Se argumenta aquĂ que si los individuos van a recibir asistencia para el cuidado de niños o de ancianos, dicha asistencia va provenir sobre todo del gobierno y en menor medida de parte de los empleadores. Se sugiere fondos pĂşblicos para los programas universales de apoyo a la familia en ayuda a los trabajadores
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LRP1 Has a Predominant Role in Production over Clearance of Aβ in a Mouse Model of Alzheimer's Disease.
The low-density lipoprotein receptor-related protein-1 (LRP1) has a dual role in the metabolism of the amyloid precursor protein (APP). In cellular models, LRP1 enhances amyloid-β (Aβ) generation via APP internalization and thus its amyloidogenic processing. However, conditional knock-out studies in mice define LRP1 as an important mediator for the clearance of extracellular Aβ from brain via cellular degradation or transcytosis across the blood-brain barrier (BBB). In order to analyze the net effect of LRP1 on production and clearance of Aβ in vivo, we crossed mice with impaired LRP1 function with a mouse model of Alzheimer's disease (AD). Analysis of Aβ metabolism showed that, despite reduced Aβ clearance due to LRP1 inactivation in vivo, less Aβ was found in cerebrospinal fluid (CSF) and brain interstitial fluid (ISF). Further analysis of APP metabolism revealed that impairment of LRP1 in vivo shifted APP processing from the Aβ-generating amyloidogenic cleavage by beta-secretase to the non-amyloidogenic processing by alpha-secretase as shown by a decrease in extracellular Aβ and an increase of soluble APP-α (sAPP-α). This shift in APP processing resulted in overall lower Aβ levels and a reduction in plaque burden. Here, we present for the first time clear in vivo evidence that global impairment of LRP1's endocytosis function favors non-amyloidogenic processing of APP due to its reduced internalization and subsequently, reduced amyloidogenic processing. By inactivation of LRP1, the inhibitory effect on Aβ generation overrules the simultaneous impaired Aβ clearance, resulting in less extracellular Aβ and reduced plaque deposition in a mouse model of AD
Changes in Physiological Condition of Broiler Chickens Sprayed with Water before Transportation
Transportation to the slaughterhouse is a series of processes that can cause high levels of stress in broilers. Heat stress will increase if the distance between the farm and the slaughterhouse is far. One of the solutions to overcome heat stress due to transportation is to do watering a few minutes before the transportation so that the broilers are still able to maintain their homeostatic conditions. This study aims to determine the effect of watering methods before transportation with different distances on the haematological, hormonal, and quality status of broiler chickens. This study was arranged based on a factorial randomized block design (RAK). A total of 54 broilers of the Cobb strain aged 35 days were divided into 2 treatments, namely; without watering (P0) and watering (P1). Chickens in each treatment were transported to the poultry slaughterhouse with 2 different distances; 30km (J1) and 60km (J2), as well as 1 control treatment (without transport) (J0). Watering is done just before the transportation process. The results showed that the transportation distance increased the yellowness value (b*) of the breast meat, decreased the brightness value (L*), and increased the pH of the broiler thigh meat (P0.05). Hematocrit values, hemoglobin levels, and concentrations of the hormone triiodothyronine (T3), other meat color components, as well as the pH of the breast meat, did not change significantly, both in terms of watering, distance traveled, and the interaction between the two (P0.05). The solution of water spraying before transportation on different distances could not restore the hematology and hormonal status, as well as the meat quality of the broiler. However, the decline in meat quality was shown in transported broilers
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