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SUMMARY: Redox changes of pyridine nucleotides in cellular compartments are highly dynamic and their equilibria are under the influence of various reducing and oxidizing reactions. To obtain spatiotemporal data on pyridine nucleotides in living plant cells, typical biochemical approaches require cell destruction. To date, genetically encoded fluorescent biosensors are considered to be the best option to bridge the existing technology gap, as they provide a fast, accurate, and real‐time readout. However, the existing pyridine nucleotides genetically encoded fluorescent biosensors are either sensitive to pH change or slow in dissociation rate. Herein, we employed the biosensors which generate readouts that are pH stable for in planta measurement of NADH/NAD+ ratio and NADPH level. We generated transgenic Arabidopsis lines that express these biosensors in plastid stroma and cytosol of whole plants and pollen tubes under the control of CaMV 35S and LAT52 promoters, respectively. These transgenic biosensor lines allow us to monitor real‐time dynamic changes in NADH/NAD+ ratio and NADPH level in the plastids and cytosol of various plant tissues, including pollen tubes, root hairs, and mesophyll cells, using a variety of fluorescent instruments. We anticipate that these valuable transgenic lines may allow improvements in plant redox biology studies. Significant Statement: Monitoring dynamic changes in pyridine nucleotides (e.g., NADPH and NADH/NAD+ ratio) in plants at the subcellular level is a major obstacle in plant bioenergetics research. Genetically encoded fluorescent biosensors are considered to be the best option so far because they provide fast, accurate, and real‐time readouts. Here, we present a detailed study on the application of pyridine nucleotide biosensors, and we anticipate that these transgenic lines will be useful in plant redox biology studies. [ABSTRACT FROM AUTHOR]

Compatibility of polymeric dispersant with other components in a coating is an important criterion to formulate coating with desirable optical properties, particularly surface gloss. This study detailed the synthesis of polymeric dispersant incorporated with fatty acid pigment anchoring group, PD-1, and its subsequent application in various types of organic coating binder systems. 1H-NMR analysis indicated about 98% of monomer conversion has taken place during the synthesis. Incorporation of oleic acid in the dispersant was highly strategic, resulting with long alky side chain along the dispersant chain for better steric stabilization effect, long hydrocarbon chain terminated with -COOH to serve as flexible and efficient pigment anchoring group, as well as improved the compatibility of the dispersants in wide range of organic coating binder systems. The synthesized fatty acid-based polymeric dispersant adsorbed well on the titania pigment surface and could effectively disperse and stabilize them. Titania paste prepared with PD-1 recorded the lowest viscosity close to 180 cps and the value remained approximately constant after 2 weeks of aging. The good compatibility of the PD-1 with other components in a coating mixture enabled the formation of relatively small particle size that correlates well with the surface gloss of the coatings. From benchmarking exercise, the synthesized dispersant performed equally well, if not better than the commercial dispersants. The color stability of coatings formulated with PD-1 remained the highest (dE = 0.1 to 0.3), recorded lowest rub out values (dE = 0.5 to 0.6), and highest contrast ratio in various coating systems. [ABSTRACT FROM AUTHOR]

Family managers are found to get lower pay, especially when family members are involved in management. This paper examines whether managerial ability has a positive impact on CEO pay in family firms. We further examine whether the relationship is higher for nonfamily CEOs compared with that for family CEOs, and whether family involvement in management affects the relationship. The data covered were hand-collected information on CEOs of 362 listed family firms in Bursa Malaysia during the 2009–2015 period. We found a positive relationship between pay and managerial ability for Malaysian family firms, and nonfamily managers are found to be compensated with a higher pay for their managerial ability compared with family managers. Also, when a family has a dominant involvement in management by chairing the board and remuneration committee, they accord pay increment for every unit increase in a CEOs ability. In the case of family chairing the board, nonfamily CEOs tend to get a higher pay with higher managerial ability compared with family CEOs. Our finding shows that family firms, especially those with a dominant involvement in management, adhere to devising first-best contract when rewarding nonfamily CEOs. [ABSTRACT FROM AUTHOR]

We examine whether managerial ability is an essential factor that determine CEO remuneration, and as means in resolving both Type I and Type II agency conflicts. Our sample is based on Malaysian family listed companies over 2009-2015, and our results show that, apart from being a crucial determinant of professional CEO remuneration, managerial ability also plays an important role in enhancing the pay-performance sensitivity of outsider manager of Malaysian family firms. Our results also show that the positive association between managerial ability and remuneration of family CEO only helps to mitigate the risk of Type II agency conflict. This agency risk is further heightened by the existence of a significant negative effect of managerial ability on CEO payperformance sensitivity in firms which appoint family CEO as board chairman; and firms with CEO who serves on the remuneration committee. These results are robust to alternative measures of firm performance as well as tests of endogeneity. [ABSTRACT FROM AUTHOR]