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Nanoscale topography in improving vascular response in vitro was established previously on various titanium surfaces. In the present study different surface nanotopographies that is different diameters of titanium dioxide (TiO2 ) nanotubes (NTs) were fabricated by electrochemical anodization and conditioned with highly reactive gaseous oxygen plasma. The morphology of different diameter NTs was studied by scanning electron microscopy and atomic force microscopy, while changes in chemical composition on the surface before and after plasma treatment were determined by X-ray photoelectron spectroscopy. Performance of human coronary artery endothelial cells (HCAEC) on those conditioned surfaces was studied in regard to cell proliferation, released IL-6 protein and immunofluorescence microscopy (IFM). We show that HCAEC function is dependent on the diameter of the TiO2 NTs, functioning far less optimally when bound to 100 nm TiO2 NTs as compared to Ti foil, 15 nm NTs or 50 nm NTs. There were improved, morphological cell shape changes, observed with IFM, between HCAEC growing on oxygen-rich plasma-treated versus nontreated 100 nm NTs. These endothelialized conditioned Ti nanosurfaces could elucidate optimization conditions necessary for vascular implants in coronary arteries.

Organizations can be seen as amalgams of languages that can serve as a source of divisive tensions among employees. In our conceptual model, we draw upon social identity and social exclusion research to propose that linguistic diversity increases the potential for language-based exclusion in multilingual work settings. Language may cue listeners to ethnic or cultural stereotypes as well as negatively affect perceptions of speakers’ competence, leading listeners to exclude speakers of certain languages. We contend that when excluded, perception of oneself can be cast in an antagonistic relation to perceptions of others, with detrimental effects on prosocial behaviors. Perceptions of procedural unfairness, a weakened identity, and impaired mood serve to amplify the association between language-based exclusion and prosocial behaviors. However, organizational factors such as positive diversity climate may mitigate experiences with language-based exclusion. We outline an agenda for future research and discuss implications for human resource practice

People with disabilities (PWD) tend to experience less career success than their counterparts without a disability, and their talent and skill remain underutilized. Disability literature also outlines various barriers to careers of PWD. Yet there are those who successfully manage their careers. Our aim in the present interview-based study was to understand which strategies PWD engage in to manage their careers proactively. Findings indicate that strategies include maintaining a positive mind-set; trouncing competence stereotypes by sensitizing people to their ability through learning and applying new skills, and by seeking feedback; engaging in disability advocacy to remove performance myths; and building, leveraging, and contributing to disability networks. We noted gender and tenure differences with regard to strategies employed. Findings imply that career objectives of PWD are not those traditionally expected or lauded by organizations, and motivations for career self-management are unique to PWD as compared to those without a disability

Organizational experts have long touted the importance of delivering negative performance feedback in a manner that enhances employee receptivity to feedback, yet the broader impacts of constructive feedback have received relatively little attention. The present investigation explored the impact of constructive, critical feedback on organizational citizenship behavior (OCB) intentions and job satisfaction. A demographically diverse sample of 128 employees drawn from a variety of organizations completed a survey online. Employees whose supervisors used constructive feedback felt more respected by their supervisors and perceived greater opportunities for advancement within the organization. These variables, in turn, predicted better mood at work, greater job satisfaction, and stronger OCB intentions. The present findings highlight the importance of delivering performance feedback in a manner that emphasizes problematic behaviors over personal weaknesses and makes clear reference to standards and strategies for improvement. Implications for managerial training and human resource development are discussed.

Socialization has crucial outcomes for both the employee and the employer. Through an exploratory qualitative study conducted in India, we examined how people with disabilities (PWD) viewed various aspects of their socialization process. Specifically, we looked at the role of coworkers, supervisors, organizational practices, and employee proactive behaviors in influencing organizational integration. We found that integration was most influenced by coworkers and supervisors. Organizational practices and employee proactive behaviors were less important. Respondent gender and tenure also influenced certain findings. Specifically, PWD with less tenure sought and accepted more help from coworkers and supervisors. Further, more men with disabilities than women with disabilities indicated that they were proactive in terms of obtaining training to make themselves employable, and more men with disabilities indicated that having coworkers with a disability helped them during socialization. We discuss both theoretical and practical implications as well as future research directions based on our findings. © 2011 Wiley Periodicals, Inc.

As employees' international mobility has increased, implementing repatriation processes has become a significant human resource (HR) issue. Through an exploratory study using a semi-structured interview method, we examine repatriated employees' views about HR activities that facilitate and hinder the repatriation process in the emerging economy of India. Respondents described lack of formal repatriation assistance, no contact person in HR to help with repatriation, and lack of re-entry culture-related training as characteristic of the repatriation process. Managing employees' expectations, along with creating a more sensitive, structured, and strategic HR function, are recommended to improve the repatriation process. From a theoretical perspective, results point to the multi-dimensionality of the repatriation construct and provide evidence of the context-specificity of HR practices. © 2010 Wiley Periodicals, Inc.

The retirement of baby boomers along with a smaller cohort group of young people replacing them poses a challenge for employers in the future—where will they find the workers they need? One largely untapped source of human resources is people with disabilities (PWDs). Why have employers mostly ignored this large labor pool? This research used a semistructured interview approach with 38 executives across a broad array of industries and geographic regions to examine why employers don't hire PWDs and what they believe can be done to change this situation. Results show that most employers are not very proactive in hiring PWDs and that most employers hold stereotypical beliefs not supported by research evidence. © 2008 Wiley Periodicals, Inc.