Synonymous codon usage of protein coding genes of thirty two completely sequenced mycobacteriophage genomes was studied using multivariate statistical analysis. One of the major factors influencing codon usage is identified to be compositional bias. Codons ending with either C or G are preferred in highly expressed genes among which C ending codons are highly preferred over G ending codons. A strong negative correlation between effective number of codons (Nc) and GC3s content was also observed, showing that the codon usage was effected by gene nucleotide composition. Translational selection is also identified to play a role in shaping the codon usage operative at the level of translational accuracy. High level of heterogeneity is seen among and between the genomes. Length of genes is also identified to influence the codon usage in 11 out of 32 phage genomes. Mycobacteriophage Cooper is identified to be the highly biased genome with better translation efficiency comparing well with the host specific tRNA genes.

authority, bureaucracy, corruption, opportunity, motivation, justification, types of organizational corruption, weber, white-collar crime,

ABSTRACT:Despite a significant increase in whistle-blowing practices in work organizations, we know little about what differentiates whistle-blowers from those who observe a wrongdoing but chose not to report it. In this review article, we first highlight the arenas in which research on whistle-blowing has produced inconsistent results and those in which the findings have been consistent. Second, we propose that the adoption of an identity approach will help clarify the inconsistent findings and extend prior work on individual-level motives behind whistle-blowing. Third, we argue that the integration of the whistle-blowing research with that on ethics programs will aid in systematically expanding our understanding of the situational antecedents of whistle-blowing. We conclude our review by discussing new theoretical and methodological arenas of research in the domain of whistle-blowing.

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A lthough research has shown that there may be very different types of workplace crimes, scholarly work in this area (a) is currently fragmented with very little communication between very similar streams of research and (b) tends to be incomplete and can lead to conflicting findings. We address both of these shortcomings. First, we propose a typology of different types of workplace crimes (consisting of pro-organizational, nonaligned-organizational, and anti-organizational crimes) based on the intentions of the perpetrators. Second, we link these intentions to various identification "pathologies"-such as over-identification and over-disidentification, under-identification and ambivalent identification-and argue that these pathologies are linked to propensities to commit certain types of workplace crimes. Specifically, we contend that over-identification and over-disidentification have direct effects on workplace crimes, whereas under-identification and ambivalent identification indirectly influence the propensity to engage in workplace crimes. We suggest that this research aids us in clarifying the inconsistent conclusions in previous work in the domain of workplace crimes and that it emphasizes the importance of including organizational identification as a key factor in the extant models of workplace crimes. This research also highlights policy implications regarding workplace crimes in that it suggests that different agencies may be more effective in enforcing the law and disciplining those engaged in the different types of workplace crimes. IntroductionIn the wake of several corporate scandals, there has been a renewed interest in better understanding workplace crimes. In addition to reputation-based costs, U.S. corporations estimate that they lose 5% of their revenues because of workplace crimes (Association of Certified Fraud Examiners 2010). In dollar terms, this figure translates to approximately $2.9 trillion in losses, with more than one quarter of companies losing at least $1 million. Even after Enron and similarly salient instances of misconduct, episodes of workplace crime remain high (Ethics Resource Center 2009). In fact, a 2008-2009 study on ethics in the workplace revealed that "nearly three out of four employees (74%) report that they have personally observed or have firsthand knowledge of wrongdoing within their organizations during the previous 12 months" (KPMG 2009, p. iii).Such significant losses provide renewed motivation to better understand the underpinnings of workplace crimes so that episodes of such activity can be minimized. However, attempts to explore the antecedents of workplace crimes have been hindered in at least two ways. 1996). Further, research in this area is fragmented and is conducted in silos with very little communication between similar streams of scholarly work. Thus, broad-brush approaches to understanding all workplace crimes are often limited in scope . Second, although the investigation of the precursors of workplace crimes has informed our knowledge of the cond...

Studies show that abusive leader behaviors "trickle down" to lower organizational levels, but this research ignores that many abused supervisors do not perpetuate abuse by harming their own subordinates. Drawing on social-cognitive theory and related research, we suggest abused supervisors might defy rather than emulate their managers' abusive behavior. Specifically, we predicted that some abused supervisors-namely, those with strong moral identities-might in effect "change course" by engaging in less abuse or demonstrating ethical leadership with their subordinates to the extent they disidentify with their abusive managers. Across 2 experiments (n ϭ 288 and 462 working adults, respectively) and a field study (n ϭ 500 employees and their supervisors), we show that relations between manager abuse and supervisors' abusive and ethical behaviors were carried by supervisors' disidentification, and that the direct and indirect effects of manager abuse were stronger for supervisors with comparatively higher moral identity levels. We discuss our findings' implications and avenues for future research.

Building on social role theory, we extend a contingency perspective on intergroup competition proposing that having groups compete against one another is stimulating to the creativity of groups composed largely or exclusively of men but detrimental to the creativity of groups composed largely or exclusively of women. We tested this idea in two separate studies: a laboratory experiment (Study 1) and a field study (Study 2). Study 1 showed that competition had the expected positive effects on the creativity of groups composed mostly or exclusively of men and produced the predicted negative effects on the creativity of groups composed of women, even though the latter effects emerged at the high end of the competition spectrum and for sex-homogeneous groups only. Results of Study 1 also revealed that within-group collaboration mediated the joint effects of competition and sex composition on group creativity. Study 2 replicated the results of Study 1 in a field setting involving research and development teams. We discuss the implications of these findings for theory and practice.

Five studies are conducted to examine how ideology and perceptions regarding gender, race, caste, and affiliation status affect how individuals judge researchers' credibility. Support is found for predictions that individuals judge researcher credibility according to their egalitarian or elitist ideologies and according to status cues including race, gender, caste, and university affiliation. Egalitarians evaluate low-status researchers as more credible than high-status researchers. Elitists show the opposite pattern. Credibility judgments affect whether individuals will interpret subsequent ambiguous events in accordance with the researcher's findings. Effects of diffuse status cues and ideological beliefs may be mitigated when specific status cues are presented to override stereotypes. (PsycINFO Database Record