Discovery of X-ray pulsations in the Be/X-ray binary LS992/ RX J0812.4-3114

We report on the discovery of X-ray pulsations from the Be/X-ray system LS 992/RX J0812.4-3114 during an RXTE observation. From a timing analysis of the source we obtained a barycentric pulse period of 31.8851 \pm 0.0004 s. The pulse profile is highly structured and departs from a pure sinusoidal shape. It shows a sharp dip that may indicate absorption by the accretion flow. The energy spectrum from 3-30 keV can be fitted by a power-law model with an exponential cut-off in accordance with other X-ray pulsars. The X-ray luminosity is estimated to be $\sim 1.1 \times 10^{36} erg/s$ in the energy range 3-30 keV, assuming a distance of $\sim 9 kpc$.Comment: 5 pages, 6 fgures, 2 tables, to appear in MNRA

Discovery of two new persistent Be/X-ray pulsar systems

We present RXTE observations of two recently identified massive X-ray binaries. RX J0440.9+4431/BSD 24-491 and RX J1037.5-564/LS 1698 are confirmed as accreting Be/X-ray systems following the discovery of X-ray pulsations, with barycentric pulse periods of 202.5$\pm$0.5 s and 860$\pm$2 s respectively. The X-ray spectral analysis shows that the energy spectra of the pulsars can be represented by a power-law, modified at low energy by an absorption component and at high energy by a cut-off. Very weak Fe lines may be present. Both sources appear to display a low cut-off energy when compared to typical X-ray pulsars, low X-ray variability (factor of < 10), and no dependence of the X-ray spectrum with energy. Given the similarity of these X-ray properties with those of the other persistent BeXRB pulsars, 4U0352+309/X Per and RX J0146.9+6121/LS I +61 235, we suggest that RX J0440.9+4431/BSD 24-491 and RX J1037.5-564/LS 1698 are also members of this subclass.Comment: 8 pages 7 figures, accepted for publication in MNRA

ADR-based Workplace Conflict Management Systems: A Case of American Exceptionalism

[Excerpt] The diffusion of ADR-based conflict management systems is a development increasingly highlighted in the literature. Organizations are seen as putting in place multiple procedures and practices so that different varieties of workplace conflict can be effectively addressed. Just why organizations are electing to introduce these integrated bundles of innovative conflict management practices is a matter of debate, but many view the development as transforming the manner in which workplace problems are managed in modern organizations, with some even pronouncing that it amounts to the rewriting of the social contract at work (Lipsky and Seeber 2006). This paper argues that to the extent to which conflict management systems are being diffused, it is occurring mainly in the USA became the institutional context for the management of the employment relationship creates considerable incentives for the adoption of ADR-inspired conflict management innovations. Other Anglo-American countries, where it might be thought reasonable to expect a similar pattern of ADR innovation at the workplace to emerge, are not experiencing any discernible shift towards conflict management systems inside organizations. It is suggested that in the absence of institutional incentives to adopt workplace management systems, organizations are unlikely to opt for radical conflict management innovations. At the same time, drawing on research in the Irish context, it is argued that tried-and-tested conflict management practices do change over time, with an incremental and evolutionary approach adopted by some organizations to upgrade practices considered the most interesting development. The paper is organized as follows. The first section assesses why the emergence of integrated conflict management systems in organizations is considered to be a significant new development in the USA. The next section evaluates evidence and suggests that a similar pattern of workplace conflict management innovation is not occurring in other Anglo-American countries. After this evaluation, it is suggested that the institutional context in the USA creates uniquely strong incentives for organizations to adopt integrated bundles of ADR practices at the workplace - causing the emergence of conflict management systems to be a case of ‘American exceptionalism’. The following section argues that in the absence of strong institutional incentives to do so, organizations are unlikely to move radically away from established conflict management systems. The penultimate section explains that even in the presence of organizational inertia, conflict management practices seldom stay the same and uses research in the Irish context to suggest that organizations sometimes use an evolutionary approach to upgrade conflict management practices in an incremental yet continuous manner. The final section presents a number of case studies of this evolutionary approach to conflict management innovation. The conclusions bring together the arguments of the paper

HLA-DM: An in vivo facilitator of MHC class II peptide loading

AbstractInitiation of cell-mediated immune responses requires processing of intracellular pathogens into peptide fragments and presentation of these fragments to effector T cells. In the past few years, considerable progress has been made in understanding the molecular mechanisms underlying antigen processing and presentation. In particular, recent work has led to an understanding of the function of HLA-DM (DM), a key player in antigen presentation, whose importance was first appreciated only 1 year ago

Interorganizational relationships in higher education: A case study

American higher education is moving into a new phase in which environmental challenges are likely to intensify, threatening the survival of some institutions. Small private colleges, especially those that are reliant on enrollments and the tuition revenue that enrollments generate, are especially vulnerable to environmental challenges. This puts them at a competitive disadvantage with stronger private institutions and state-supported institutions. The formation of interorganizational relationships (IORs) is one coping strategy that may be an important factor for survival.;The purpose of this study is to examine interorganizational relationships in higher education using a comprehensive, theory-based model. The model examines both the partner characteristics and relationship characteristics of IORs. Partner characteristics describe the motivations institutions have for engaging in IOR behavior. It is the resource-based aspect of the model. Relationship characteristics describe the social aspects that help enable and maintain the IOR over time. The performance outcome is essentially the result of the IOR. It is a function of the level of perceived satisfaction among members in the IOR, and the measure of success by which members judge the relationship. Both partner characteristics and relationship characteristics contribute to success.;This was an instrumental case study examining a consortium of six small, private liberal arts colleges. Findings show that partner and relationship characteristics both contribute to the success of the IOR in this case; however, the desire for institutional autonomy is also an important factor in the perceived success of the IOR

Robotic Astronomy with the Faulkes Telescopes and Las Cumbres Observatory Global Telescope

We present results from ongoing science projects conducted by members of the Faulkes Telescope (FT) team and Las Cumbres Observatory Global Telescope (LCOGT). Many of these projects incorporate observations carried out and analysed by FT users, comprising amateur astronomers and schools. We also discuss plans for the further development of the LCOGT network.Comment: 8 pages, 2 figures, conference proceedings from "Workshop on Robotic Autonomous Observatories", held at Malaga, Spain from 18-21 May 2009, acccepted for publication in Advances in Astronom

The X-Ray Position and Infrared Counterpart of the Eclipsing X-Ray Pulsar OAO 1657-415

We have measured the precise position of the 38-s eclipsing X-ray pulsar OAO 1657-415 with the Chandra X-Ray Observatory: RA = 17h00m48.90s, Dec = -41d39m21.6s, equninox J2000, error radius = 0.5 arcsec. Based on the previously measured pulsar mass function and X-ray eclipse duration, this 10.4-d high-mass X-ray binary is believed to contain a B supergiant companion. Deep optical imaging of the field did not detect any stars at the Chandra source position, setting a limit of V>23. However, near-IR imaging revealed a relatively bright star (J=14.1, H=11.9, K_s=10.7) coincident with the Chandra position, and we identify this star as the IR counterpart of OAO 1657-415. The IR colors and magnitudes and the optical non-detections for this star are all consistent with a highly reddened B supergiant (A_V= 20.4 +/- 1.3) at a distance of 6.4 +/- 1.5 kpc. This implies an X-ray luminosity of 3e36 erg/s (2-10 keV). IR spectroscopy can verify the spectral type of the companion and measure its radial velocity curve, yielding a neutron star mass measurement.Comment: 4 pages. ApJ in press (Vol. 573, July 10 issue