A novel immune-related lncRNA signature predicts the prognosis and immune landscape in ccRCC.

BACKGROUND: As one of the most common tumors, the pathogenesis and progression of clear cell renal cell carcinoma (ccRCC) in the immune microenvironment are still unknown. METHODS: The differentially expressed immune-related lncRNA (DEirlncRNA) was screened through co-expression analysis and the limma package of R, which based on the ccRCC project of the TCGA database. Then, we designed the risk model by irlncRNA pairs. In RCC patients, we have compared the area under the curve, calculated the Akaike Information Criterion (AIC) value of the 5-year receiver operating characteristic curve, determined the cut-off point, and established the optimal model for distinguishing the high-risk group from the low-risk group. We used the model for immune system assessment, immune point detection and drug sensitivity analysis after verifying the feasibility of the above model through clinical features. RESULTS: In our study, 1541 irlncRNAs were included. 739 irlncRNAs were identified as DEirlncRNAs to construct irlncRNA pairs. Then, 38 candidate DEirlncRNA pairs were included in the best risk assessment model through improved LASSO regression analysis. As a result, we found that in addition to age and gender, T stage, M stage, N stage, grade and clinical stage are significantly related to risk. Moreover, univariate and multivariate Cox regression analysis results reveals that in addition to gender, age, grade, clinical stage and risk score are independent prognostic factors. The results show that patients in the high-risk group are positively correlated with tumor infiltrating immune cells when the above model is applied to the immune system. But they are negatively correlated with endothelial cells, macrophages M2, mast cell activation, and neutrophils. In addition, the risk model was positively correlated with overexpressed genes (CTLA, LAG3 and SETD2, P<0.05). Finally, risk models can also play as an important role in predicting the sensitivity of targeted drugs. CONCLUSIONS: The new risk model may be a new method to predict the prognosis and immune status of ccRCC.

Does relational capital matter to food and beverage SMEs' resilience? The mediating role of environmental scanning.

The COVID-19 pandemic's characteristics, including how quickly it spread, and the emergence of new virus variations, raise serious questions about the pandemic's potential repercussions and complications in the food and beverage industry, among other industries. The global COVID-19 pandemic highlights the pressing need to reconsider how we manufacture and market food and beverage goods. During the epidemic, SMEs must build organizational resilience (OR) in order to recover economically, socially, and communally. Relational capital (RC) is a crucial factor that can be deployed by SMEs to acquire the resources existing in the external networks to adapt to disturbances; however, the impact of RC on the resilience of Egyptian food and beverage SMEs is under-examined. Additionally, it is unclear how RC promotes organizational resilience. In this regard, we argue that social interactions and regular communication can let an SME and its business partners exchange information and best practices, thereby enabling it to immediately establish backup plans to deal with the disruption. In order to achieve our aim, we investigated how relational capital affected organizational resilience both directly and indirectly through environmental scanning, utilizing partial least squares structural equation modeling (PLS-SEM).The results from 217 Egyptian food and beverage SMEs demonstrate that relational capital directly and positively affected organizational resilience. Besides, the RC-OR relationship is partially mediated by environmental scanning. Our current study, therefore, adds to the extant literature through being one of the few studies to address the topics of relational capital and resilience altogether during crisis times within a developing country, an issue that has not been sufficiently investigated in exiting literature. Moreover, our current study is the first one to empirically investigate the role of relational capital in facilitating environmental scanning activities of SMEs to ultimately foster their resilience. Our results, thus, prove that a large amount of information relevant for recovery are inherent within an SME's external relations network. We provide implications for theory and practice.

Does Inconsistent Social Support Matter? The Effects of Social Support on Work Absorption Through Relaxation at Work.

Drawing upon the conservation of resources theory and social exchange theory, we examined the effects of family supportive supervisor behavior (FSSB) and family support (FS) on work absorption at the within- and between-person levels. A 10-day study of 91 workers using 710 observations was employed. At the within-person level, the results suggested that daily relaxation at work mediated the relationships between daily FS, daily shifts in FS, and daily work absorption. However, at the between-person level, the results revealed that chronic relaxation at work mediated the relation between the average level of FSSB/FS and chronic work absorption. We conclude that FSSB/FS plays a vital role in relaxation at work and work absorption at the within- and between-person levels.

The effects of work-family interface on domain-specific satisfaction and well-being across nations: The moderating effects of individualistic culture and economic development.

Work-family conflict (WFC) and work-family enrichment (WFE) have been shown to be important predictors of employees' domain-specific satisfaction and well-being. In this meta-analysis, we consider how the effects of WFC/WFE on various outcomes differ across different national cultures and economic settings. We hypothesized that WFC would have stronger effects on employees' domain-specific satisfaction and well-being in high individualistic nations and economies with higher levels of economic development, whereas WFE would have stronger effects on employees' domain-specific satisfaction and well-being in low individualistic nations and economies with lower levels of economic development. Results generally supported these hypotheses, suggesting that employees in more individualistic and more developed countries are more sensitive to how work interferes with family life, whereas employees in less individualistic and less developed countries are more sensitive to how work provides material, social, and cognitive resources that help in the fulfillment of family roles. Further research is needed exploring more detailed explanations for these differences and their implications for spillover theory and work-family practices in organizations.

Chronic and episodic anger and gratitude toward the organization: Relationships with organizational and supervisor supportiveness and extrarole behavior.

Gratitude and anger represent 2 fundamental moral emotions in response to help or harm. Research suggests that individuals perceive organizations to have humanlike qualities and thus hold them responsible for helpful or harmful treatment. Given this line of reasoning, we hypothesized that workers direct gratitude toward their organizations in response to supportive treatment and anger toward their organizations in response to unsupportive treatment. Gratitude and anger, in turn, were expected to influence daily extrarole behavior. After developing short measures of organization-directed anger and gratitude in 2 pilot studies, we tested these hypotheses in a daily diary study of 54 workers providing 421 daily reports. Results indicate that perceived organizational support was related to chronic gratitude and anger, which is stable from day to day, and chronic gratitude was in turn related to chronic differences in organizational citizenship behavior. Episodic anger and gratitude, which vary daily, were related to daily supervisor interactional justice and helping behavior, respectively, and in turn predicted daily episodic variance in organizational citizenship and counterproductive work behavior. These findings suggest that the moral emotions of gratitude and anger toward the organization are indicators of employee affective well-being and play a mediating role in the effects of organizational and supervisor supportiveness on employee performance. (PsycINFO Database Record