Traffic control: p120-catenin acts as a gatekeeper to control the fate of classical cadherins in mammalian cells

Proteins of the p120 family have been implicated in the regulation of cadherin-based cell adhesion, but their relative importance in this process and their mechanism of action have remained less clear. Three papers in this issue suggest that p120 plays a key role in maintaining normal levels of cadherin in mammalian cells, and that it may do so by regulating cadherin trafficking (Chen et al., 2003; Davis et al., 2003; Xiao et al., 2003)

Evaluation of the modified colorimetric resazurin microtiter plate-based antibacterial assay for rapid and reliable tuberculosis drug susceptibility testing

Background: The resazurin microtiter assay (classic REMA), a colorimetric liquid culture-based drug susceptibility assay for Mycobacterium tuberculosis (MTB), has been endorsed by the World Health Organization. The assay requires 8-16 days to obtain results, delaying management of drug resistant tuberculosis patients. A modified REMA which allows results in as little as 24 hours for bacterial strains, has been developed and validated using Staphylococcus aureus, but has not yet been evaluated for MTB. Therefore we assessed the performance of the modified REMA for rifampicin (RIF) and isoniazid (INH) susceptibility, using the classic REMA as the reference standard. We also compared simplicity (from the technicians’ point of view), time taken to obtain results (rank-sum testing), specificity and Kappa statistics of the two methods. Results: The modified REMA, which is a one-step procedure, was found to be simpler to perform and results were obtained in a significantly shorter time (5 versus 9 days, p < 0.0001) compared to the classic REMA due to addition of indicator and strain at the same time. The specificity of the modified REMA was low {46.8% (35.5% - 58.4%) for RIF and 13.9% (7.2% - 23.5%) for INH}. Kappa statistics were 16.0% for RIF and 2.0% for INH. Low specificity and kappa statistics are due to indicator reduction by the strains before complete drug activity. Conclusion: Although modified REMA is faster and simpler compared to classic REMA, it is not reliable for MTB drug susceptibility testing

Evaluation of the SD BIOLINE HIV/syphilis Duo assay at a rural health center in Southwestern Uganda

Background: Point-of-care tests have the capacity to improve healthcare delivery by reducing costs and delay associated with care. A novel point-of-care immunochromatographic test for dual diagnosis of both HIV and syphilis by detecting IgG, IgM and IgA antibodies to HIV, and specific and recombinant Treponema pallidum antigens has recently been developed, but has not been evaluated in rural field settings. We evaluated the performance of the SD Bioline Syphilis/HIV Duo (Duo) assay at a healthcare center in rural Uganda. Methods: A convenience sample of pregnant women attending Kinoni Health Centre IV from March to May, 2013 was enrolled. Venous blood was collected and centrifuged for plasma isolation. Samples were tested with the Duo assay and compared with the Treponema pallidum hemaglutination assay and paired HIV rapid antibody tests as the reference standards. The ease of use and time required for the Duo assay were also assessed by laboratory technicians. Results: Two hundred twenty women were enrolled with a mean age of 25.00 years (SD 5.41). The sensitivity and specificity of the Duo assay were 100% (95% CI 79.0 – 100%) and 100% (95% CI 97.6 – 100.0) respectively, for syphilis, and, 100% (75.9 – 100%) and 99.5% (96.8 – 99.9%) respectively, for HIV. The duo kit was found to be faster and easier to use than the current HIV and syphilis testing techniques. Conclusion: The sensitivity and specificity of the SD Bioline HIV/Syphilis Duo test were excellent in a field setting in Uganda. The Duo assay should be further evaluated in alternate populations and with point-of-care specimens (e.g. whole blood from finger stick specimens), but shows promise as a tool for improved HIV and syphilis surveillance, diagnosis, and treatment in field settings

Google Cardboard for a K12 Social Studies Module

Virtual reality (VR) is an emerging possibility for delivering educational content and experiences to students. To make VR a viable solution, this research study examined Google Cardboard as a low-cost 3D viewer in conjunction with a provided smartphone. The purpose of the instructional design project was to develop a module within a learning management system (LMS) and to gather affective domain research data on student perceptions of those who utilized a Google Cardboard device to view content for a high school social studies class at a Hawai‘i Public Charter School. This study included an even mix of male and female grade 9 students

Panel: ICT-enabled global work - Past, present, and future

In spite of the economic downturn, demographic factors are expected to continue to produce a labour shortage particularly in the Information and Communications Technology (ICT) sector. In Canada, the sector has signaled that critical skills shortages exist in certain areas although the extent of these shortages is the subject of much debate. While economists have suggested that by the year 2011, all labor force growth in Canada will come from immigration, research has shown that immigrants often face barriers to full employment. Similarly, women are under-represented in ICT and face a range of barriers to employment and advancement. Increasingly, both government and industry have asserted that more effective “management of diversity” could help alleviate the skills shortage. To date, research has focused on barriers to entering the workplace but less has focused career satisfaction even though there is evidence to suggest that these may have significant impact on employee retention and productivity. The role of demographic factors is complex. For example, in Canada, while all immigrants are not visible minorities and all visible minorities are not immigrants; recent immigrants are more likely to be visible minorities. In addition, the intersection of variables, such as gender and visible minority status, complicates the analysis. Our study examines demographic factors affecting career satisfaction among 7110 managers with a minimum of 10 years experience in nine large Canadian companies in the Information Communications and Technology Sector. We found that the gap between visible minorities and white/Caucasian respondents in perceptions of career satisfaction and factors affecting it, to be larger than the gap in perceptions of male and female respondents. More work is needed to address these issues if the ICT Sector is to effectively deal with the skills shortage

Career Satisfaction: A Look behind the Races

Previous studies have largely focused on the career success of white employees (Heslin, 2005). Using recent survey data, this paper examines the career satisfaction levels of white/Caucasian and visible minority managerial, professional and executive employees in the information and communications technology [ICT] and financial services sectors in corporate Canada. Given that the demographic makeup of organizations in Canada is drastically changing with the aging population and the increasing participation of visible minorities in the labour force, it is crucial for managers and organizations to understand their employees’ level of career satisfaction. Studies have found that employees who are more satisfied with their careers are more engaged and thus are more likely to actively contribute to the organization’s success (Peluchette, 1993; Harter, Schmidt and Hayes, 2002). Findings from this paper showed that the average career satisfaction scores were lower for visible minority employees than for white/Caucasian employees. In addition, variations were found between white/Caucasian employees and Chinese, South Asian and Black visible minority employees. While Black employees were 13.0% less satisfied than white/Caucasian employees, Chinese employees were only 8.3% less satisfied than their white/Caucasian counterparts, and the difference between South Asian and white/Caucasian employees was found to be insignificant. Decomposition analyses show that over 58% to 82% of the difference in career of satisfaction scores, depending on the ethnic group, can be accounted for by factors included in this paper. Of the unexplained portion, most of the differences in career satisfaction between white/Caucasian and minority groups are attributable to higher returns to white/Caucasian employees’ human capital and demographic characteristics.Des études antérieures sur le thème cité en titre ont mis largement l’accent sur le succès à l’égard de la carrière chez les employés de race blanche (Heslin, 2005). Utilisant les données d’une récente enquête, la présente étude examine les niveaux de satisfaction à l’égard de la carrière d’employés blancs (type caucasien) et en provenance des minorités visibles dans des emplois de niveau managérial, professionnel et exécutif dans les secteurs de l’information et des communications (TIC) et des services financiers corporatifs canadiens. Étant donné l’évolution dramatique du visage démographique dans les organisations au Canada attribuable au vieillissement de la population et à l’accroissement de la présence de personnes en provenance des minorités visibles dans la main-d’oeuvre, il est crucial pour les dirigeants et les organisations de mieux comprendre le niveau de satisfaction à l’égard de la carrière de leurs employés.Des études ont montré que les employés qui sont davantage satisfaits de leur carrière sont davantage engagés dans leur organisation et sont ainsi davantage susceptibles de contribuer au succès de celle-ci (Peluchette, 1993; Harter, Schmidt et Hayes, 2002). Les résultats de notre étude indiquent que les scores moyens en matière de satisfaction à l’égard de la carrière se révèlent plus faibles chez les employés des minorités visibles que chez les employés de race blanche. De plus, des différences sont observées entre employés blancs et ceux d’origines chinoise, sud-asiatique et de race noire. Alors que les employés de race noire affichent une satisfaction de 13 % moindre que ceux de race blanche, ceux d’origine chinoise sont seulement 8,3 % moins satisfaits que les employés de race blanche tandis que l’écart entre employés sud-asiatiques et ceux de race blanche n’est pas significatif sur le plan statistique.Des analyses de décomposition montrent que de 58 % à 82 % des différences dans les scores de satisfaction à l’égard de la carrière, selon le groupe ethnique, peuvent être attribuables à des facteurs pris en compte dans l’étude. Pour ce qui est de la portion non expliquée, la plupart des différences dans la satisfaction à l’égard de la carrière entre employés blancs et ceux provenant des minorités visibles, sont attribuables aux rendements supérieurs affichés par les employés de race blanche en matière de capital humain et à des caractéristiques démographiques.Estudios previos se han focalizado ampliamente en el éxito profesional de empleados blancos (Heslin, 2005). Usando datos recientes de encuesta, este documento examina los niveles de satisfacción profesional de directivos, profesionales y ejecutivos blancos/caucasianos y de proveniencia de minorías visibles, empleados en el sector de Tecnología de la información y de comunicaciones (TIC) y del sector de servicios financieros de una corporación canadiense. Dado que la conformación demográfica de las organizaciones en Canadá está cambiando drásticamente con el envejecimiento de la población y la participación creciente de las minorías visibles en la fuerza laboral, es crucial para los directivos y organizaciones comprender el nivel de satisfacción profesional de sus empleados. Diversos estudios han establecido que los empleados que son más satisfechos con sus carreras son más implicados y son entonces más susceptibles de contribuir activamente al éxito de la organización (Peluchette, 1993; Harter, Schmidt y Hayes, 2002). Los resultados de este documento mostraron que los puntajes promedio de satisfacción profesional fueron más bajos por los empleados de minorías visibles comparativamente con los empleados blancos/caucasianos. Además, se establecieron variaciones entre empleados blancos/caucasianos y empleados de minorías visibles chinos, sud-asiáticos y negros. Mientras los empleados negros fueron 13% menos satisfechos que los empleados blancos/caucasianos, los empleados chinos fueron solo 8,3% menos satisfechos que su contraparte blanca/caucasiana, y la diferencia entre empleados sud-asiáticos y empleados blancos/caucasianos fue no significativa. Los análisis de descomposición muestran que entre 58 a 82% de la diferencia de puntajes de satisfacción profesional que depende del grupo étnico, pueden ser explicados por los factores incluidos en este documento. Por la porción inexplicada, la mayoría de diferencias de satisfacción profesional entre blancos/caucasianos y grupos minoritarios son atribuibles a los beneficios más elevados reportados por el capital humano de los empleados blancos/caucasianos y a las características demográficas

Visible Minority Work Experiences in Canadian IT/ICT Sectors

Corporate leaders have joined industry associations and government in maintaining that supporting diversity is an important part of the solution to the skills shortage in the Information and Communications Technology Sector (ICT). Considerable research and discussion has focused on the plight of minority groups in Canada and the gap between their potential and their experience in the workforce generally, and in the ICT sector. Less attention has been focused on the gaps between visible minority groups and gender. Our study makes an important contribution by examining workplace perceptions of more than 6783 managers with a minimum of 10 years experience in nine large Canadian companies in the ICT Sector. The principal conclusions of the paper are that there is a significant gap between the workplace perceptions of visible minorities and white/Caucasians, and to a lesser degree, men and women employees in the ICT sector

11-(2,2-Dimethylpropyl)-12-{2-[12-(2,2-dimethylpropyl)- 9,10-dihydro-9,10-ethenoanthracen-11-yl]- ethyl}-9,10-dihydro-9,10-ethenoanthracene

Reaction of tert-butyllithium with 11,12-dimethylene-9,10- dihydro-9,10-ethanoanthracene and 4,5-diiodopentacyclo- [4.3.0.02,4.03,8.05,7]nonane gives three products, one of which crystallizes from petroleum ether as the title compound, C44H46, (I). Molecules of (I) are positioned on inversion centers (Z0 = 0.5) in the space group P21/n and lack any discernible intermolecular interactions

11-(2,2-Dimethylpropyl)-12-{2-[12-(2,2-dimethylpropyl)- 9,10-dihydro-9,10-ethenoanthracen-11-yl]- ethyl}-9,10-dihydro-9,10-ethenoanthracene

Reaction of tert-butyllithium with 11,12-dimethylene-9,10- dihydro-9,10-ethanoanthracene and 4,5-diiodopentacyclo- [4.3.0.02,4.03,8.05,7]nonane gives three products, one of which crystallizes from petroleum ether as the title compound, C44H46, (I). Molecules of (I) are positioned on inversion centers (Z0 = 0.5) in the space group P21/n and lack any discernible intermolecular interactions

FingerSlide: Investigating Passive Haptic Sliding As A Tacton Channel

The haptic sensation of sliding a surface under a probing finger can be used to convey surface information or coded data to the user. In this paper, we investigate users' ability to discern different sliding profiles based on the velocity and direction of sliding for use as haptic-tactons. We built FingerSlide, a novel haptic device which can position and control moving surfaces under a user's finger and used this to run two independent studies. The first study investigates if users can identify the direction of sliding at different velocities. The second study investigates if the users can distinguish a difference between two velocities. Our results show a faster response for higher velocities in the direction study and high error rates in identifying differences in the direction study. We discuss these results and infer design considerations for haptic devices that use the sliding effect to convey information