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During June-October 2022, the SARS-CoV-2 Omicron BA.5 sublineage accounted for most of the sequenced viral genomes in the United States, with further Omicron sublineage diversification through November 2022.* Bivalent mRNA vaccines contain an ancestral SARS-CoV-2 strain component plus an updated component of the Omicron BA.4/BA.5 sublineages. On September 1, 2022, a single bivalent booster dose was recommended for adults who had completed a primary vaccination series (with or without subsequent booster doses), with the last dose administered ≥2 months earlier (1). During September 13-November 18, the VISION Network evaluated vaccine effectiveness (VE) of a bivalent mRNA booster dose (after 2, 3, or 4 monovalent doses) compared with 1) no previous vaccination and 2) previous receipt of 2, 3, or 4 monovalent-only mRNA vaccine doses, among immunocompetent adults aged ≥18 years with an emergency department/urgent care (ED/UC) encounter or hospitalization for a COVID-19-like illness.

During the past 10 years, the field of human capital resources (HCR), often referred to as strategic human capital (SHC), has gained interest in both micro and macro disciplines. This increase in attention from a diverse set of researchers has shifted the focus of the field to topics such as identifying different types of HCR, HCR emergence, and links between collective HCR and higher level outcomes. The first decade of dedicated HCR research led to the growth of distinct research streams and forged its own robust and growing literature. However, after a decade of progress, the field is splintered. To unite the field and create a solid foundation for building future research, we provide a cohesive perspective of lessons learned in the first decade of dedicated HCR research, which has primarily focused on collective HCR. This review examines 194 articles, revealing several themes that have emerged, an integrated model that flows from the review, and rich opportunities for future research to both integrate and expand the growing HCR field for the next decade and beyond.

This work provides a theoretical explanation for the mechanisms that can drive collective turnover in response to a unit-level shock by applying event systems theory to collective turnover. Specifically, we recognize the importance of modeling a disruption phase following a shock, the social mechanisms that influence the collective turnover response, and boundary conditions on the impact of the shock on the collective turnover response. We examine collective turnover following 239 general manager departures in a large U.S. retailer from 2012 to 2014 to observe how a unit-relevant shock affects the collective turnover response across time. In doing so, we identify and explain a potential delay before the disruption phase and the cumulative abnormal voluntary turnover that occurs in the disruption phase following a unit-level shock. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Research Summary Extant research rarely explores the relationship between executive compensation and chief executive officer (CEO) succession planning, despite practitioner claims that executive pay disparities indicate succession planning (in)effectiveness. Leveraging signaling theory, we use 830 succession events from 2010 to 2017 to show that pay disparity between the CEO and the highest paid non‐CEO executive is positively related to the likelihood of outside CEO succession. Thus, boards need to be aware of the implications of possible unintentional signals sent via executive compensation decisions. We do not find evidence of an interactive effect when compensation and CEO succession are co‐managed using linking pin directors—directors with compensation and CEO succession responsibilities—but supplemental analyses suggest a positive main effect of linking pin directors on the likelihood of inside CEO succession. Managerial Summary Powerful watchdog agencies assert that high pay differences between a firm's CEO and its next highest paid executive (CEO–HPE pay disparity) indicate succession planning challenges. This assertion has profound implications for stakeholders, but evidence supporting it is unclear. Our study examines the relationship between CEO–HPE pay disparity and the board's choice of an outside CEO, an indicator of ineffective succession planning. We find evidence that higher pay disparity signals an increased likelihood of choosing an outside CEO successor. We also find that boards who co‐manage compensation and succession may be more likely to hire an inside CEO successor. Our findings suggest that boards need to understand how compensation decisions may be inadvertently signaling future CEO succession choices.

This study acknowledges the tremendous demands that the COVID-19 pandemic has placed on working mothers and its impact on their careers. In Study 1, we examine the phenomenon of cross-domain identi...

s Background Pigs with SCID can be a useful model in regenerative medicine, xenotransplantation, and cancer cell transplantation studies. Utilizing genome editing technologies such as CRISPR/Cas9 system allows us to generate genetically engineered pigs at a higher efficiency. In this study, we report generation and phenotypic characterization of IL2RG knockout female pigs produced through combination of CRISPR/Cas9 system and SCNT. As expected, pigs lacking IL2RG presented SCID phenotype. Methods First, specific CRISPR/Cas9 systems targeting IL2RG were introduced into developing pig embryos then the embryos were transferred into surrogates. A total of six fetuses were obtained from the embryo transfer and fetal fibroblast cell lines were established. Then IL2RG knockout female cells carrying biallelic genetic modification were used as donor cells for SCNT, followed by embryo transfer. Results Three live cloned female piglets carrying biallelic mutations in IL2RG were produced. All cloned piglets completely lacked thymus and they had a significantly reduced level of mature T, B and NK cells in their blood and spleen. Conclusions Here, we generated IL2RG knockout female pigs showing phenotypic characterization of SCID. This IL2RG knockout female pigs will be a promising model for biomedical and translational research. Electronic supplementary material The online version of this article (doi:10.1186/s12958-016-0206-5) contains supplementary material, which is available to authorized users.

Supplemental material, sj-docx-1-jom-10.1177_01492063221085912 for Human Capital Resources: Reviewing the First Decade and Establishing a Foundation for Future Research by Caitlin Ray, Spenser Essman, Anthony J. Nyberg, Robert E. Ployhart and Donnie Hale in Journal of Management

Supplemental material, sj-docx-1-jom-10.1177_01492063221085912 for Human Capital Resources: Reviewing the First Decade and Establishing a Foundation for Future Research by Caitlin Ray, Spenser Essman, Anthony J. Nyberg, Robert E. Ployhart and Donnie Hale in Journal of Management