Assessment of Cell Disruption and Carotenoids Extraction from Sporidiobolus salmonicolor (CBS 2636)

The increasing demand for carotenoids by industries has drawn attention to their bio-production. Since pigments are intracellular, extraction steps are then needed after cell cultivation. In this work, different strategies for extraction of carotenoid pigments from Sporidiobolus salmonicolor (CBS 2636) were studied. Different solvents (dimethyl sulfoxide, petroleum ether, hexane, ethyl acetate, chloroform, and acetone), liquid N₂, and diatomaceous earth were used to disrupt the cell and thus release the intracellular carotenoids. The results of this study showed that when multiple solvents were used, a synergistic effect on the extent of carotenoids recovery was obtained. Maximum concentration of total carotenoids (913 μg/L) was obtained in the treatment using liquid N₂ and dimethyl sulfoxide to disrupt the cell, followed by the extraction with a solution of acetone/methanol (7:3, v/v).     

Posttraumatic stress disorder patients' readiness to change alcohol and anger problems.

Notes that recovery from combat-related posttraumatic stress disorder (PTSD) is often complicated by unacknowledged problems with alcohol and anger. 102 males combat veterans (aged 42–63 yrs) entering a residential PTSD rehabilitation program completed University of Rhode Island Change Assessment and process-of-change questionnaires based on J. O. Prochaska and C. C. DiClemente's transtheoretical model (TTM; J. O. Prochaska et al, 1992). Separate assessments were made for alcohol abuse and anger control. Four motivational subtypes were identified for both problems. Motivation to change alcohol problems was independent of that for anger. Relative to less-motivated peers highly motivated patients were more like to spontaneously identify alcohol or anger as problems in their life and made greater use of change strategies specified by the TTM. These results support extension of the TTM to anger management and to PTSD management. Treatment implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relational self revealed: Integrative conceptualization and implications for interpersonal life.

The authors offer a new, integrative conceptualization of the relational self based on a synthesis of recent approaches to the self and significant others. This conceptualization provides a sharper and fuller definition of the relational self than does any existing approach alone and a common framework to interpret findings from separate literatures. The authors then present 5 propositions and evidence to support the thesis that relational selves exert a pervasive influence on interpersonal life. Specifically, relational selves (a) shape a wide range of psychological processes and outcomes, (b) exert their influence automatically, (c) serve basic orientation and meaning functions, (d) provide continuity and context-specific variability in personality, and (e) carry implications for psychological well-being. Discussion focuses on remaining issues and implications for future research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managing People to Promote Innovation

There is growing evidence available to suggest that Human Resource Management (HRM) practice is an important predictor of organizational performance. Drawing upon organizational learning perspectives, we argue that HRM systems also have the potential to promote organizational innovation. We present longitudinal data from thirty‐five UK manufacturing organizations to suggest that effective HRM systems – incorporating sophisticated approaches to recruitment and selection, induction, appraisal and training – predict organizational innovation in products and production technology. We further show that organizational innovation is enhanced where there is a supportive learning climate, and inhibited (for innovation in production processes) where there is a link between appraisal and remuneration.     

Indirect Discrimination in Construction Organizations and the Impact on Women’s Careers

Over the last 20?years, equality legislation and positive action on diversity has increased awareness of the detrimental impact of sex discrimination and has begun to address harassment and inequality in many large organizations. While this may yield positive benefits for underrepresented groups working within the construction industry, it remains to be seen whether this legislative drive has overcome indirect forms of discrimination brought about by the ingrained culture and working practices of the sector. This paper explores the impact of indirect discrimination by systematically combining the results of two research projects which explored perspectives on women’s careers in the industry. The first examined the ways in which women’s careers were affected by the nature of working practices within the U.K. construction industry, while the second explored gendered perspectives on work-life balance within the context of the Australian construction sector. Taken in combination, the findings provide prima facie evidence of how construction companies disadvantage women’s careers through their work practices and cultures. Based on this evidence, this paper develops a grounded proposition that the ingrained structures and work cultures of the sector, combined with women’s restricted occupational choices, stymie attempts to create an equitable workplace environment. Suggestions are made as to how construction companies can encourage the structural and cultural shift necessary to overcome the corrosive effect of indirect discrimination on women’s careers in the future.     

Facilitation of sociomoral reasoning in delinquents.

An intervention involving 60 incarcerated juvenile delinquents (ages 14–18 yrs) yielded significant gains in sociomoral reasoning that were attributable to a dilemma-discussions treatment. The treatment consisted of 8 weekly small-group discussions of sociomoral dilemmas. Ss were pretested on the Sociomoral Reflection Measure (SRM) and the Dilemma Decisions Survey and were assigned to either consensus dilemma-discussion, nonconsensus dilemma-discussion, or no-discussion groups. Pretest results show that Ss initially differed in both sociomoral stage and dilemma opinion. Of the dilemma-discussions Ss, 87.5% were pretested at Modal Stage 2 on the SRM and shifted to Modal Stage 3 on the posttest, whereas only 14.3% of the Modal Stage 2 control Ss did so. Pretest Modal Stage 3 Ss remained at Stage 3 on the posttest. Across the experimental groups, no difference was found between groups where a consensus was required for the discussion and groups having no consensus requirement. Investigations of the possible in-program and postrelease behavioral ramifications of the dilemma-discussions treatment are recommended. (40 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)