본 연구는 다음 두 가지 목표를 가진다. 첫째, 미시오 데이(missio Dei)를 신자들의 삶에서 경험하는 영성으로 측정하는 개념적 틀을 구상하는 것이다. 둘째, 이 틀을 바탕으로 영성을 양적으로 또한 질적으로 조사할 수 있는 설문지를 만드는 것이다. 이 연구는 미시오 데이(missio Dei)와 사람들의 영적 경험 간의 관계를 살펴보는 문헌 조사를 시작으로 수행된다. 그 다음에는 미시오 데이(missio Dei)를 주관적 영성 경험으로 측정할 수 있는 틀을 구상하고, 윤리적 고려사항에 대한 권고와 2020-2021년 봉쇄, 고립, 격리 기간에 사람들의 영성을 측정한 설문 조사 결과의 데이터 분석으로 마무리된다. 본 연구는 미시오 데이(missio Dei)를 영적 양과 질로 측정할 수 있는 개념적 틀을 고안하여 미래 연구 설계의 기반으로 사용된다는데 큰 의의를 가진다.

We investigated the cytotoxic potential of three different commercially available absorbent feminine hygiene products and one transdermal patch using direct contact and extract exposure methods. Two different cell lines were used – mouse fibroblast L929 and normal human skin fibroblast CCD-986sk cell lines. The test samples were extracted using three different methods in accordance to International Organization for Standardization (ISO). Viability of cells was analyzed using MTT assay and morphology of the cells were also observed using phase contrast microscopy. Overall, the direct contact method using L929 cells showed that all the test samples had no toxic effect when exposed to extracts for 1 h. For the exposure method, no toxic effect was observed in both L929 and CCD986sk cells incubated with all the test samples regardless of the extraction methods used.

이전의 스트레스 및 대처 문헌은 효과적인 스트레스 대처 전략이 개인의 복지에 대한 스트레스의 부정적인 영향을 감소시킬 뿐만 아니라 대처가 조직에도 도움이 될 수 있다고 제안한다. 본 연구에서는 노력-보상 불균형이 직원의 잡 크래프팅에 어떠한 영향을 미치는지 알아보고 이 관계에서 직원의 지각이 고용가능성과 조직몰입이 조절역할을 하는지 알아보고자 하였다. 또한, 노력-보상 불균형과 반생산적 과업행동 간 관계를 잡 크래프팅이 매개하는지 알아보고였다. 이를 위하여 본 논문에서는 한국에 종사하는 203명의 직원들을 대상으로 설문조사를 실시하였으며 회귀분석법으로 자료를 분석하였는데, 그 결과는 다음과 같다. 첫째, 노력-보상 불균형이 높을수록 잡 크래프팅이 높아지는 것으로 나타났다. 특히, 노력-보상 불균형과 구조적 직무자원을 증가시키는 행동, 사회적 직무자원을 증가시키는 행동, 그리고 도전적인 직무요구를 증가시키는 행동에 정 (+)의 관계가 있는 것으로 밝혀졌다. 그런데, 노력-보상 불균형과 방해되는 직무요구를 감소시키는 행동에 관계가 없는 것으로 밝혀졌다. 또한 과도위임과 사회적 직무자원을 증가시키는 행동, 도전적인 직무요구를 증가시키는 행동에 정 (+)의 관계가 있는 것으로 밝혀졌다. 둘째, 노력-보상 불균형과 잡 크래프팅 간의 정적 관계는 지각이 고용가능성이 낮을 때보다 높을 때 더 강하게 나타났다. 셋째, 노력-보상 불균형과 잡 크래프팅 간의 정적 관계는 조직몰입이 낮을 때보다 높을 때 더 강하게 나타났다. 넷째, 잡 크래프팅은 노력-보상 불균형과 반생산적 과업행동 간의 관계에서 매개역할을 하는 것으로 나타났다. 추가적으로 해당 연구를 통해 얻어진 결과들을 토대로 연구의 의의 및 한계 점, 향후 연구를 위한 제언 등을 통합적으로 논의하였다.

Two commonly used ceramics in molten salt research are alumina and mullite. The two ceramics were exposed to a combination of rare earth chlorides (YCl3, SmCl3, NdCl3, PrCl3, and CeCl3; each rare earth chloride of 1.8 weight percent) in LiCl-KCl at 773 K for approximately 13 days. Scanning electron microscopy with wave dispersion spectra was utilized to investigate a formation layer or deposition of rare earths onto the ceramic. Only the major constituents of the ceramics (Al, Si, and O2) were observed during the wave dispersion spectra. X-ray fluorescence was used as well to determine concentration changes in the molten salt as a function of ceramic exposure time. This study shows no evidence of ionic exchange or layer formation between the ceramics and molten chloride salt mixture. There are signs of surface tension effects of molten salt moving out of the tantalum crucible into secondary containment.

In veterinary medicine, anaesthesia is fundamental for many medical acts, as complementary tests or surgical procedures. This discipline has evolved enormously in recent years, both in terms of practices as well as in terms of materials and used molecules.The aim of the present study was to compare three anaesthetic protocols, using injectable anaesthesia Ketamine/xylazine/acepromazine, ketamine/xylazine, and ketamine/xylazine /meloxicam in rabbits. Nine adult males, Neo-Zealand breed rabbits, weighing between 2.5 and 3.5 Kg were randomly divided into three groups, housed indoor to accommodate the place of experiments to evaluate their effects on risk factors associated with peri-anaesthetic mortality, along with gastrointestinal complications, in order to establish a suitable anaesthetic protocol, coupled with continuous monitoring of the anaesthetized animal. The association of acepromazine, xylazine, and ketamine, which give a deep myorelaxation and remarkable analgesia, obtained the anaesthesia. Fixed products do not lead to any myorelaxation of the mandibular muscles. The addition of a non-steroidal anti-inflammatory drug increased the effect of the peri-anaesthetic analgesia. The protocol using acepromazine, xylazine, and ketamine is the best schema for the potentiated general anaesthesia in rabbit, because of its insignificant effect on the intestinal motility.

본 연구는 현대 교회의 모습이 성경의 에클레시아와 다르다는 전제를 갖고 시작한다. 교회 내의 여러 위기는 기독교 신앙에 대한 신뢰의 선교적 위기로 분석되고 표현된다. 이러한 위기를 극복하기 위해서 “교회”를 신약 성경 에클레시아의 번역으로 사용할 수 있는지를 질문할 필요가 있다. 모순과 시대착오의 이유로 성경에서 “교회”를 타당한 번역으로 볼 수 있는지 의문이 제기된다. 에클레시아와 까할(qahal)의 더 올바른 번역인 “집회”를 사용하는 것이 성경의 에클레시아와 현대 교회를 구분하기 위한 방법으로 제안되기도 한다. 이러한 차별화의 의미는 현재의 선교학에 대해, 그리고 신뢰성의 선교적 위기에 대한 해결책으로 논의된다.

An options study was performed for the treatment of residual elemental sodium in driver plenums following the chopping operation during the pyroprocessing of used nuclear fuel. Given the pending availability of a multi-function furnace for distillation and consolidation operations in the Fuel Conditioning Facility, the furnace was considered for the processing of driver plenums. Although two options (oxidation and distillation) could be performed in the multi-function furnace, neither option has been developed sufficiently to date to warrant the use of the furnace for treatment operations. Thus, it was decided to defer the treatment of elemental sodium from driver plenums in the multi-function furnace until more developed technologies and/or furnaces become available. In the interim, storage of the plenums and characterization efforts are recommended.

This study investigated the efficacy of four Brucella (B.) abortus recombinant proteins, namely adenylate kinase (Adk), nucleoside diphosphate kinase (Ndk), 50S ribosomal protein (L7/L12) and preprotein translocase subunit (SecB), as a combined subunit vaccine (CSV) against B. abortus infection in BALB/c mice. Immunoblotting assay showed that these four recombinant proteins as well as pcold-TF vector reacted individually with Brucella-positive serum, but not with Brucella-negative serum. The peripheral blood CD4+ T cell population was increased in CSV-immunized mice compared to PBS and pcold-TF vector groups. In addition, CSV and pcold-TF groups displayed induced IgG1 and IgG2a antibodies production compared to PBS and RB51 group, whereas IgG2a titer was higher than IgG1 titer in CSV group. The secretion profiles of IgG1 and IgG2a production together with an enhancement of CD4+ T cell population suggested that CSV did not only induce T helper 1 (Th1) T cell immunity but also humoral immunity. Therein, Th1 T cell immunity is more predominant in eliminating intracellular bacteria B. abortus. Furthermore, CSV immunization significantly reduced the bacterial burden in the spleen as well as the spleen weight in comparison to PBS and pcold-TF groups. Altogether, combination of these antigens could be potential to induce protective immunity against B. abortus infection in animals.

To attenuate and control the spread of infectious disease, a body of research has been conducted to generate safe vaccines and to continue national-level surveillance. However, understanding on viability and persistence of avian influenza virus (AIV) in infected carcasses, and effective disposal approaches are still limited up to date. Here, using HA test and RT-PCR, we assessed active status of AIV and degradation of viral RNA in collected specimens at different sites and time points. First, AIV infectivity was recovered until day 2, and viral nucleic acids persisted to day 14 and 21 in inorganic and organic samples, respectively, in sealed vials incubated at room temperature. Second, AIV was totally inactivated in all examined specimens, and viral RNA was not detectable at all time points tested at least one month post-infection in AIV-inoculated carcasses buried directly in soil or fiber reinforced plastic (FRP) bin. Lastly, among different burial sites in South Korea, 6 out of 17 sampling sites in Jeonbuk province showed the presence of viral genetic materials, while the rest of the field samples displayed neither the presence of infective AIV nor detectable viral RNA. This study showed a linear relation between time and degradation degree of viral RNA in buried samples suggesting that burial disposal method is effective for the control or at least attenuation of spread of AI infection in infected animals although consistent monitoring is required to verify safety of disposal.

에클레시아[ecclesia (ἐκκλησία)]의 성경적 개념과 오늘날 현대교회 의 차이를 다루는 교회 문헌의 세 가지 경향을 밝힌 연구에 기초하여, 본 연구는 교회가 성경적 에클레시아와 약간 다른 조직이라는 것을 인정하는 네번째 접근을 취하고 있다. 본 연구에서는 성경적 에클레시아의 형태, 기능, 목적을 탐구하기 위해 신약의 에클레시아를 분석하고 구약의 카할 [qahal ( קה ל )]과 연결한다. 천국과 그 계시에 연결되어 성령의 인도 하에 이 땅에서 사는 것뿐 아니라 예루살렘과 유다의 한계를 넘는 에클레시아의 팽창을 조사한다. 에클레시아에 적용되는 성전, 몸, 신부의 비유뿐만 아니라, 성경적 에클레시아의 단일성과 다양성을 관찰하고 논의한다. 본 연구의 결론은 남한과 북한의 선교적 관계와 아시아의 다른 현대적 접근을 참고하여 논의된다.

BALB/c mice were vaccinated with Brucella (B.) abortus recombinant protein L27 (50S ribosomal protein L27) cloned into a pMal vector system. L27 was induced, purified and injected intraperitoneally (IP). Mice were vaccinated on 0-, 15- and 35-day. Serum cytokines were evaluated on 36- and 49-day from first vaccination. Mice were intraperitoneally infected with 5×104 CFU of virulent B. abortus 544 on day-50 and sacrificed after two weeks from infection. Bacterial burden from the spleen was quantified and showed a 0.7- and 0.9-log reduction in vaccinated mice in comparison to PBS and MBP (maltose binding protein) groups respectively. Cytokines in the serum demonstrated increased interferon-gamma (IFN-γ) and other pro-inflammatory cytokines such as macrophage chemoattractant protein-1 (MCP-1) and interleukin 6 (IL-6). On the other hand, interleukin 10 (IL-10) was attenuated in the sera of vaccinated mice. This cytokine profile is indicative of a cell-mediated type of immune response which is favorable for the eradication of intracellular infections. The current study showed the potential of another B. abortus ribosomal protein in inducing protective immunity against B. abortus infection.

Spotted wing drosophila (SWD), Drosophila suzukii (Diptera: Drosophilidae), is an important quarantine insect pest on blueberry and strawberry exportation in Korea. Due to IPPC recommendations of replacement of methyl bromide (MB) and recent critical issue about its chronic inhalation toxicity to fumigator and related workers along with post-fumigation, alternatives to MB is urgently required. Thus, we evaluated efficacies of ethyl formate (EF) to SWD eggs using two different bioassay methods; using eggs oviposited on artificial diet and on blueberries naturally infested with SWD adults. In results, there was no differences between two bioassay methods in terms of LCT99 value of EF.

In this study, we examined the protective immunity of a combination of seven Brucella abortus recombinant proteins; superoxide dismutase (rSodC), riboflavin synthase subunit beta (rRibH), 50S ribosomal protein (50s rL7/L12), nucleoside diphosphate kinase (rNdk), malate dehydrogenase (rMDH), arginase (rRocF), and elongation factor (rTsf) cloned in a pMal vector system and expressed in DH5α. Mice groups were immunized thrice with a combined subunit vaccine (CSV-7) at 0, 2, and 5 weeks and subsequently challenged with B. abortus at 5 × 104 CFU at 6 weeks. At four weeks post-infection, the mice were sacrificed and the bacterial burden in their spleens was quantified. Results revealed bacterial log reductions of 0.63 and 0.34 in comparison to PBS and maltose-binding protein (MBP), respectively. Cytokine profiling revealed a marked increase in IFN-γ (interferon-gamma), MCP-1 (macrophage chemoattractant protein-1) and IL-6 (interleukin 6) cytokines at 5-weeks post-immunization. On the other hand, only TNF was heightened at 7-weeks post-immunization. In general, this cytokine profile is consistently reflective of a Th1 immune response, which is beneficial for host immunoresistance.

This study evaluated the protective effects of a combination of eight B. abortus recombinant proteins that were cloned and expressed into a pMal vector system and DH5α: nucleoside diphosphate kinase (rNdk), 50S ribosomal protein (rL7/L12), malate dehydrogenase (rMDH), DNA starvation/stationary phase protection protein (rDps), elongation factor (rTsf), arginase (rRocF), superoxide dismutase (rSodC), and riboflavin synthase subunit beta (rRibH). The proteins were induced, purified, and administered intraperitoneally into BALB/c mice. The mice were immunized three times at weeks 0, 2, and 5 and then infected intraperitoneally (IP) with 5×104 CFU of virulent B. abortus 544 one week after the last immunization. The spleens were collected and the bacterial burden was evaluated at four weeks post-infection. The results showed that this combination produced a significant reduction of the bacterial burden in the spleen with a log reduction of 1.01 compared to the PBS group. Cytokine analysis revealed induction of the cell-mediated immune response in that TNF (tumor necrosis factor) and proinflammatory cytokines IL-6 (Interleukin 6) and MCP-1 (macrophage chemoattractant protein-1) were elevated significantly. In summary, vaccination with a combination of eight different proteins induced a significant protective effect indicative of a cell mediated immune response.

Introduction This study intends to analyse the impact of the engagement and employee experience towards the employee and employer success. The results demonstrate that organisations are conscious of the importance of retain and create happiness at work and are starting to create an internal experience for their workforce. They want to have employees engaged and retain talent. When employees are more committed to be happier at work they tend to take part of the ownership of their organisations. Employers and employees are more focused on people and the value that they can add to every single product and/or service they design, create and deliver. All this investment on internal world is feeding a better consumer experience as the quality standards are getting higher. Theoretical development The main goal is to evidence how the engagement is attaining more importance on both sides: employee and employer. In the past years, a growing number of studies and are giving more importance to the human side on organisations (e.g., Sinek, 2009; Nayar, 2010; Medeiros 2017). From the transactional economy, organizations are walking to an emotional, experience economy. In the customer-centric dynamics, organisations are taken employees first because these, once deep involved with the mission and goals of the organization, will be more devoted to customers. People “who love going to work are more productive and more creative. They go home happier and have happier families. They treat their colleagues and customers better. Inspired employees make stronger economies.” (Sinek, 2009, p.14) Without happy and empowered employees, the service will never achieve the best and higher levels to then be delivered to the customers. Company “can (should) focus on its value creators – the frontline employees. (…) in his or her knowledge, creativity commitment to tasks, and capacity to collaborate. In fact, (…) “the true value is created in the interface between the customer and the employee. (…) When a company puts its employees first, the customer actually does ultimately come first and gains the greatest benefit.” (Nayar, 2010, p.7). Internal engagement is crucial to companies’ reputation, to brand/service perception and ultimately for the business survival and successful future: “Employees who are dispositionally self-efficacious and proactive are likely to use their initiative, engage in proactive service performance, take charge to bring about change, proactively solve problems and implement ideas.” (Patterson et al., 2009). Research design According to the authors of the model applied, “we define engagement as the attitude, behaviour, the level of connectedness among customers, between customers and employees and of customers and employees with the firm.” (Kumar and Pansari, 2016, p. 498). This was the starting point for our interviews and our study. To complete this exploratory study, we’ve decided to follow a qualitative research by creating a script and interviewed 4 people in 10 organisations based in Lisbon. “Qualitative research starts from and returns to words, talk, and texts as meaningful representations of concepts.” (Pratt, 2009, p.856). The original script was written in English, then translated to Portuguese to be applied on the organisations. Each interview was fully transcript in Portuguese and the main findings and relevant content were enlightened in English to produce this paper. On each organisation, four employees were chosen: two women and two men from different departments and positions - board management, executive leadership, line managers and individual contributors. All interviewed people have Portuguese nationality and have a labour contract with their employer organisation. None outsourced employees have been selected to this study. All employees have between 25 and 50 years old. Interviews were done individually on the headquarters of each organisation. Interviews took between 45 and 60 minutes each. All conversations have been recorded with the individual’s authorisation. The note of confidentiality was explained and applied to all of them. The interviews followed the same script: three main blocks on a semi-structure script. Participants were asked to think about engagement and experience and share their thoughts and examples. Different organisations were chosen: multinational companies, agencies, national companies, private funds. The diversity of the organisations was accepted and taken as an added value to our work. To convert all audio into text, we’ve applied the google audio tool and a Huawei phone app that can transform audio into text. A final check was done in order to verify all sentences and avoid mishaps. After all transcription, a content analysis has been done and the most relevant facts, insights and details have been listed. The content analysis was done using the MAXQDA software. Results and conclusions The main goal of this exploratory study was to determine how engagement and experience are taking such an important role on employees and employers success. In order to be happier at work, employees are more committed and accountable. In the same equation, and to retain more talent, organisations are more focused on employees and how to design and delivery to them a better internal experience. The main finding confirm that happier and recognised employees work better, work more and have the ownership of the organisations they work for. Once people are happy and have good work conditions – financial, physic and technological – they will go further and beyond to deliver their tasks and when needed they will internally cooperate with their teammates or with other departments. To promote this good environment and to keep workforce with them, employers are changing the future of work, nevertheless a few organisations are not applying this or taking these questions as a priority. According to the content analysis of all interviews below a few findings that we would like to highlight: 1) Most of the interviewees say they like their jobs and they are happy at work. They feel that they are part of something: family, team, organisation, culture. 2) The feeling of belonging was mentioned multiple times – the emotional link and the human aspect of being accepted and valuable inside the organisation. 3) All interviewed people, despite the job and the position they have, spoke about the power of recognition and the importance of this aspect to retain talent. 4) All interviewed people raised the importance of happiness at work, the wellbeing variable and the crucial aspect of work/life balance. 5) All interviewed employees agreed that their organisations value more the individual, their soft skills, than the job position and the tasks that there are committed and designated to do. 6) From the point of view of organisations, as leaders and builders of a strategy, we could note that only a few are planning and designing a structured employee experience. Nevertheless, all companies have a list of benefits and create events to get together their employees and promote a better life for them. Following a more structured or more informal way, all interviewed organisations implement a list of actions to create a good work environment: flexibility on the work hours, the possibility to work from home, the team/company dinners and parties; the physical structure with infrastructures to have lunch or to have a break; the empowerment of the employees by asking them to be part of the decisions. 7) Only a few of the interviewed claim that their organisations are promoting situations of work mobility and career progression. Most of the people explained that is difficult to grow or to move from departments. 8) Both, organisations and employees, understand that the salary is not an imperative condition to work or to retain people. Employees value more other work conditions and benefits. The fact is that different and heterogeneous organisations understand and reveal concern in taking care of their people and on the importance of retain their employees. Strategies, or more simple activities, are taking place. All of 40 employees, aside their gender, ages, under all circumstances and positions, want the same: recognition, to be happy and to balance, the best way possible, their work and their life. People want to be treated as people, as an exclusive human being as each of one of human beings are: a unique person and to be recognise whenever they do an extra effort. And this is the part of the key for the success of employers and employees (see figure 1).