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Rx3 encodes a typical CC-NBS-LRR resistance protein and confers the resistance to Xanthomonas euvesicatoria pv. euvesicatoria race T1 causing bacterial spot in tomato. Bacterial spot caused by at least four species of Xanthomonas is an epidemic disease severely affecting tomato production worldwide. The use of resistant cultivars is an economical and effective approach to control the disease. An unimproved tomato breeding line Hawaii 7988 has been considered as the most reliable source for resistance to X. euvesicatoria pv. euvesicatoria race T1, and the Rx3 locus located at a 4.53-Mb region on chromosome 5 (SL4.0) is the major locus for resistance to race T1 in this line. In the current study, the Rx3 locus was firstly located to a 1.05-Mb region based on comparisons of marker polymorphisms between the susceptible line Ohio 88119 and resistant lines Hawaii 7998, Ohio 9834 and FG02-7530. Using recombinant inbred lines (F

While male leaders are rewarded for expressing anger in the workplace, female leaders are punished through negative characterizations and employee-manager relationship outcomes. Research has demons...

In recent years, researchers have paid increasing attention to relationships across difference (RADs), or interpersonal relationships between coworkers who have different cultural identities (e.g.,...

The increase in workforce diversity is a global phenomenon and puts extra pressure on organizations to manage employee diversity. This organizational challenge is reflected in the 2019 All-Academy theme, “Understanding the Inclusive Organization.” However, despite a strong body of research on employee experiences and diversity climate, diversity scholars have not been as prolific at providing practitioners robust evidence-based advice regarding organizational-level diversity efforts. This symposium has brought together researchers who are using various methodologies to examine organizational level, “above the line” elements of diversity management systems. Specifically, the first two papers in our symposium develop measurements of “above the line” diversity paradigms, which can help HR professionals identify their organizational expectations and values regarding diversity and inclusion. The third paper extends this work by qualitatively examining secondary data to show that organizations with more strategic focus on gender equality also have more robust diversity efforts throughout the organization. The next three papers examine various ways that managers can connect organizational level initiatives to employee experiences “below the line,” culminating in specific strategies for HR personnel. Taken together, these papers extend the research in diversity, human resource management and organizational behavior to provide a more comprehensive picture of the complete diversity management system across various levels of the organization.

Women working in STEM fields are aware of negative stereotypes about women’s lack of abilities in math and sciences. They are also working in an environment with an underrepresentation of female pr...