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Objective This article explores the impact of race, gender, age, and intersectionality on attorneys' perceptions of unfair treatment by other lawyers and on satisfaction with their legal careers. Method Using an original survey of over 2,000 attorneys, ordered logit is utilized to analyze attorneys’ perceptions of disparate treatment based on race, gender, and age and to test whether minority female attorneys face unique barriers within their professional relationships. Results We find that minority women are more likely than others to perceive unfair treatment based on race, gender, and age. This also contributes to lower career satisfaction for attorneys who are women of color than for other groups. Conclusion The findings have important implications for understanding attorney relationships and potential barriers for minority groups within a profession's culture. These obstacles not only impact attorneys, but could also influence attorney choice for citizens and the prospects for a representative judiciary.

In this paper we explore the question of how an employee's family role identification, as driven by family structure (marital and parental status combined), affects their leadership behaviors at work. Using survey data from working professionals and executives pursuing a Master of Business Administration degree (MBA), we found that, as expected, those respondents who were both married and had children reported higher levels of family role identification relative to other respondents. The effect of family structure on family role identification was moderated by sex such that the positive effect of being married with children was stronger for women than for men. Further, we found evidence of an indirect effect of family structure on leadership behaviors such that being married with children was indirectly associated with higher supervisor ratings of the respondents’ leadership behaviors via family role identification and the transfer of resources from the family role to the work role. Contrary to traditional expectations, and consistent with enrichment theorizing, our findings suggest that investment in the family role can enhance employees’ display of valuable leadership behaviors in the workplace. This article is protected by copyright. All rights reserved

Tumor necrosis factor (TNF) is a cytokine which, among other properties, is a principle mediator of inflammation and septic shock. It acts upon target cells by binding to specific cell surface receptors. A10G10 is a murine monoclonal antibody which recognizes human TNF and neutralizes its activity. A rabbit polyclonal antibody directed at the antigen-binding site of A10G10 was raised and affinity purified over an A10G10 column. The resultant anti-idiotypic antibody recognized not only A10G10 but also both TNF receptors. It showed TNF agonist activity in two different TNF bioassays, and competed with several anti-TNF receptor monoclonal antibodies and TNF itself for binding to cells. These results represent an example of a method for obtaining antibodies to a ligand-specific receptor in the absence of the receptor itself.

Purpose: At our Institute some measured parameters for daily quality assurance (DQA) of dynamic arc therapy plans showed an unexpected behavior, therefore an investigation of the influence of the magnitude of modulation was conducted. Methods: In our clinical practice all DQAs of dynamic arc therapy plans are measured and analyzed prior to treatments using commercial software. For this study these plans were additionally exported to our in-house software written in MATLAB.The developed software extracted the leaf position, gantry angle, cumulative meterset weight of each control point (CP) and the total number of Monitor Units (MU) of each arc. Based on this information we calculated the leaf travel distance, irradiated segment area, number of MUs and dose rate for each CP. These data allowed us to calculate the modulation indexes (MI) of the plans, applying five different definitions of MI. The results were then correlated to the results of our DQA measurements.To validate the software, additional plans of known MIs were created and analyzed. For confirmation, the calculated parameters were compared to the segmented treatment table (STT) coming from the treatment planning system. Results: All calculated CP-parameters matched the STT by 99% or better. For linac 1, the comparison of the MI evaluation and the DQA results showed a slight tendency: 91.3% failed DQA plans had a MI lower than the average value. For this definition we consider that the lower the MI the higher the modulation. The results of the linac 2 present no significant relevance due to the low sample sizes for each DQA software. Conclusion: Available data and given definitions of the modulation index do not bring conclusive results; one cannot find a clear and distinct correlation with the failure of the DQA. The ongoing analysis with an increased sample size might lead to another conclusion.