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Heterogeneity in SARS-CoV-2 vaccine responses is not understood. Here, we identify four patterns of live-virus neutralizing antibody responses: individuals with hybrid immunity (with confirmed prior infection); rare individuals with low responses (paucity of S1-binding antibodies); and surprisingly, two further groups with distinct serological repertoires. One group – broad responders – neutralize a range of SARS-CoV-2 variants, whereas the other – narrow responders – neutralize fewer, less divergent variants. This heterogeneity does not correlate with Ancestral S1-binding antibody, rather the quality of the serological response. Furthermore, IgDlowCD27-CD137+B cells and CCR6+CD4+T cells are enriched in broad responders before dose 3. Notably, broad responders have significantly longer infection-free time after their third dose. Understanding the control and persistence of these serological profiles could allow personalized approaches to enhance serological breadth after vaccination.

BackgroundSARS-CoV-2 variant Omicron rapidly evolved over 2022, causing three waves of infection due to sub-variants BA.1, BA.2 and BA.4/5. We sought to characterise symptoms and viral loads over the course of COVID-19 infection with these sub-variants in otherwise-healthy, vaccinated, non-hospitalised adults, and compared data to infections with the preceding Delta variant of concern (VOC).MethodsIn a prospective, observational cohort study, healthy vaccinated UK adults who reported a positive PCR or lateral flow test, self-swabbed on alternate days until day 10. We compared symptoms and viral load trajectories between infections caused by VOCs Delta and Omicron (sub-variants BA.1, BA.2 and BA.4/5), and tested for relationships between vaccine dose, symptoms and PCR Ct value as a proxy for viral load.Results555 infection episodes were reported among 483 participants. Across VOCs, symptom burden and duration were similar, however symptom profiles differed among infections caused by Delta compared to Omicron sub-variants; symptoms of all Omicron sub-variants BA.1, BA.2 and BA.4/5 were very similar. Anosmia was reported in 7-13% of participants with Omicron sub-variants, compared to 25/60 (42%) with Delta infection (P= 1.31e-08 or 1.03e-05 or 5.63e-05; χ2test d2+Delta vs. Omicron BA.1 or vs. BA.2, or BA.5, respectively), fever was more common with Omicron BA.5 (30/55, 55%) than Delta (20/60, 33%) (p 0.03). Amongst infections with all Omicron sub-variants, symptoms of coryza, fatigue, cough and myalgia predominated. Viral load trajectories and peaks did not differ between Delta, and Omicron, irrespective of symptom severity (including asymptomatic participants), VOC or vaccination status. Ct values were negatively associated with time since vaccination in participants infected with BA.1; however, this trend was not observed in BA.2/BA.4/5 infections.ConclusionOur study emphasises both the changing symptom profile of COVID-19 infections in the Omicron era, and ongoing transmission risk of Omicron sub-variants in vaccinated adults.Trial registrationNCT04750356

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The rapid increase of wireless technologies and body area networks has enabled the continuous healthcare monitoring of patients from a remote location using various sensors. This paper describes a remote health monitoring system using WBAN where different sensors are used to collect a patient’s vital signs. Once the data is received, the captured data are evaluated by the Arduino and sent to the patient’s Android Smartphone using a Bluetooth module and a newly developed android application named Health Monitoring App. Data can be accessed by the patient himself, by doctor or patient’s family members. In critical conditions such as when body temperature and pulse rate goes beyond a predefined value or patient fall down, then application from patient’s smart phone triggers a message to deliver to the doctor or relatives with the location of the patient using built-in GPS in patient’s phone. This remote health monitoring system is very feasible and cost-effective for a developing country like Bangladesh.

The aim of this research to determine the relationship between organizational culture (OC) and employee performance (EP) mediated by work engagement (WE); and to make the proposed conceptual model on these three variables based on the prior literature review. In addition, this research focuses on airline business (AirAsia Berhad) which is one of the most famous and affordable airline companies in the Asia region. From the secondary data of AirAsia Berhad, it is demonstrated that for AirAsia succeed and to be a leading airline organization in Asia, employees are the main asset and contributor for succeed goal with a competitive advantage. Research has shown that AirAsia Berhad comes to this position due to the supported of leadership, organizational culture, employee’s engagement and overall relay on employee’s performance. However, the contribution of this study is two way explainable; one is theoretically – first of all, this research is proven the relationship among these three variables (OC, WE, EP) and determined the mediator role of work engagement between organizational culture and employee performance. Secondly, this research is developed the conceptual framework supported the previous literature that will facilitate the researcher for further study on this field. Another way is practical- this research will help the superior manager to induce plan to manage employees to succeed their goal with a competitive advantage. Secondly, it will help the manager to understood with concern; why employees have to be compelled to engage and, why solid organizational culture is vital for work engagement and employee performance. Hence, this research is not out of limitation, which is described in the conclusion paragraph, consequently, these gaps need to fulfil by the future study.

The purpose of this review study to determine the impact of human resource management practices on job satisfaction. In addition, in this research is deeply focusing on job satisfaction, various human resource management practices, hotel industry of Malaysia, providing some prior relevant theoretical model, the relationship between HRM practices and job satisfaction and hypotheses has been developed. Based on this review of existing literature has been identified that there is a lot of HR management lacking in the hotel industry of Malaysia namely; shortage of talented people, high turnover issue, lack of adequate training, lack of motivation and lack of quality services. However, based on the existing literature it is proven that there is a significant relationship between HRM practices and job satisfaction. Therefore, this study will contribute in two ways namely; In practically- helps the management of hotel industry to understand the relationship between HRM practices and job satisfaction, keep motivating and retaining skillful employees, attract talent people and reduce the turnover issue and finally developed the competitive advantage among its rivals. In theoretically- this research will be the reference for the future research on HRM practices and job satisfaction. Other than that, the conceptual framework is plain and simple that is easy to understand for the relationship between HRM practices and job satisfaction which will help other researchers to think wisely about the relationship.