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The purpose of this paper is to focus on the advantages of a robotic time‐lapsed microscopic imaging system for tracking stem cells in in vitro biological assays which measure stem cell activities.

The unique aspects of the system include robotic movement of stem cell culture flasks which enables selection of a large number of regions of interest for data collection. Numerous locations of a cell culture flask can be explored and selected for time‐lapsed analysis. The system includes an environmentally controlled chamber to maintain experimental conditions including temperature, gas levels, and humidity, such that stem cells can be tracked by visible and epifluorescence imaging over extended periods of time.

This is an extremely unique system for both individual cell tracking and cell population tracking in real‐time with high‐throughput experimental capability. In comparison to a conventional manual cell culture and assay approach, this system provides stem cell biologists with the ability to quantify numerous and unique temporal changes in stem cell populations, this drastically reduces man‐hours, consumes fewer laboratory resources and provides standardization to biological assays.

Fundamental basic biology questions can be addressed using this approach.

Stem cells are often available only in small numbers – due both to their inherent low frequency in the post‐natal tissue as compared to somatic cells, and their slow growth rates. The unique capabilities of this robotic cell culture system allow for the study of cell populations which are few in number.

The robotic time‐lapsed imaging system is a novel approach to stem cell research.

The purpose of this paper is to develop a greater understanding of the effect of innovation leadership (participative, supportive, and instrumental) on supervisory-rated employee creativity through greater employee regulatory focus (i.e. promotion and prevention).

Data were collected from dyads of 103 employees and employee supervisors working in Taiwan’s high-tech industry. A structural equation modelling approach was used to examine the relationship posited in this study.

Results reveal that both participative and supportive leadership are positively associated with the creativity of supervisory-rated subordinates when those subordinates adopted a focus on promotion. The data also show that these relationships are partially mediated by employee promotion focus. At the same time, the positive relationship between instrumental leadership and employee creativity is fully mediated by employee prevention focus.

The results of this study show that participative and supportive leaders cultivate employee promotion focus, which then enhances employee creativity. Instrumental leaders will induce employee prevention focus, which also enhances employee creativity. These findings imply that when enhancing employee creativity, employees with a promotion focus are more suited to participative and supportive leaders, while employees who do not have a promotion focus may be more suited to leaders who provide these employees with specific instructions on the rules, regulations, and procedures to follow to accomplish given tasks and common goals.

Mohammad Azharuddin's arrival in professional cricket served, to quote Karl Marx, as a reform of consciousness that awakened the sport ‘from its dream about itself’. His expertise with the bat invoked the wide expanse of human sensorium, provoking reactions of shock and admiration among observers. In this chapter, I examine Azharuddin's life in cricket and public through a dialectical probing of the relationship between shock and aesthetics. Azhar and cricket appear as a productive terrain to carry out the analysis, as it pushes the possibility of what or who can be considered as a valid subject for theoretical scrutiny. Taking cues from Walter Benjamin and CLR James, I theorise the shock effects created by a cricketer most unusual. From his wristy wizardry with the bat to his appointment as captain of the Indian men's cricket team during the rise of Hindu nationalism in the country, Azharuddin's presence and popularity extended beyond the boundaries that are often imposed on a sportsperson. Through his involvement in the match-fixing scandal that was exposed at the turn of the 21st century, Azhar (the name by which he was popularly known) challenged the mores of a game that had emphasised Victorian notions of purity on and off the field. For the purposes of this chapter, I discuss how Azhar constructed a bodily discourse that pushes us to reassess our very notions of art and aesthetics.

In the context of worker–firm complementarities, the extant literature has focused primarily on worker–firm dyads that generate additional revenue for the firm. However, we extend the study of worker–firm complementarities by examining matches that create value through the generation of additional nonpecuniary utility for employees. Through this lens, we hypothesize that mobile employees will receive lower wages to offset the benefits they receive from these nonpecuniary complementarities. Further, we hypothesize that star employees who create unique revenue-generating complementarities receive higher wages than otherwise predicted as they can capture a share of the additional revenue they generate. We test this conceptualization using panel data on all US National Basketball Association players from 2000 to 2009. We demonstrate that NBA players accept lower than predicted wages to play for their home teams which reflects worker utility-generating complementarities. We also show that superstars receive higher than predicted wages to play for their home teams, consistent with firm revenue-generating complementarities.

Motivated by the growing importance of the expected shortfall in banking and finance, this study aims to compare the performance of popular non-parametric estimators of the expected shortfall (i.e. different variants of historical, outlier-adjusted and kernel methods) to each other, selected parametric benchmarks and estimates based on the idea of forecast combination.

Within a multidimensional simulation setup (spanned by different distributional settings, sample sizes and confidence levels), the authors rank the estimators based on classic error measures, as well as an innovative performance profile technique, which the authors adapt from the mathematical programming literature.

The rich set of results supports academics and practitioners in the search for an answer to the question of which estimators are preferable under which circumstances. This is because no estimator or combination of estimators ranks first in all considered settings.

To the best of their knowledge, the authors are the first to provide a structured simulation-based comparison of non-parametric expected shortfall estimators, study the effects of estimator averaging and apply the mentioned profiling technique in risk management.

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Term. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.

In job ads, employers express demand for personality traits when seeking workers to perform tasks that can be completed with different behaviors (e.g., communication, problem-solving) but not when seeking workers to perform tasks involving narrowly prescribed sets of behaviors such as routine and mathematics tasks. For many tasks, employers appear to demand narrower personality traits than those measured at the Big Five factor level. The job ads also exhibit substantial heterogeneity within occupations in the tasks mentioned. Workers may thus sort based on personality-derived comparative advantages in tasks into jobs rather than occupations. In the National Longitudinal Survey of Youth 1997, we confirm that personality sorting based on tasks occurs at both the occupation and job levels. In this sample, however, there is little evidence of task-specific wage returns to personality traits, which would influence the supply of traits to jobs with particular tasks. This may explain why personality sorting based on tasks in the sample is very limited in spite of the correlations between tasks and employers' demands for traits.

This issue is a selected bibliography covering the subject of leadership.

This chapter introduces the Technology Pedagogy and Content Knowledge (TPACK) model as it relates to technology-enhanced learning design. The key features of the framework are unpacked, along with a brief examination of what TPACK looks like in practice. Approaches to developing TPACK capacity are considered, with learning-by-design emerging as the most promising technique. Issues relating to TPACK are also critically discussed, including those relating to measurement and the capacity of the framework to support educational design practice.