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The Open University's repository of research publications and other research outputs The organisation of sexuality and the sexuality of organisation: A genealogical analysis of sexual 'inclusive exclusion' at work

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The effect of light on the process of root hair formation in phytochrome-deficient mutants of Arabidopsk thaliana lacking phytochrome A, phytochrome B or both (double mutant) were analyzed by comparing their photoresponse with that of the wild type. Results indicate that root hair formation in Arabidopsk was strongly stimulated by light irradiation. Both phytochrome A and phytochrome B are responsible for photoinduction by continuous red light irradiation, while only phytochrome A mediates the response under continuous far-red light. The fluence response relationships to a red light pulse in the wild type displayed a biphasic trend similar to that previously observed in lettuce seedlings, with the first phase showing a sharp maximum at 78.3Jnr2, and the second one operating over a wider fluence range (3,100-9,400 J m 2 ) two orders of magnitude higher than the first one. Analysis of the fluence response curves for red light induction in the phytochrome mutants revealed that phytochrome A is responsible for the first phase in the wild type, while the second is the result of the combined action of both phytochrome A and phytochrome B.

The role of light for the low-pH-induced root hair formation process in lettuce seedlings was reported. A high rate of root hair formation was induced by low-pH (pH4.0) treatment under continuous white light, while no root hairs were observed in the dark irrespective of pH conditions. The fluence requirement for root hair initiation was lower than that for root hair elongation, indicating that two different mechanisms operate in the photoinduction of mature root hairs. With regard to root hair initiation, red and blue light were equally effective, even more than white light, while l i e initiation was obtained with far-red light. The fluence response curve for red and blue light was biphasic and showed two maxima at about 100 and 1,OOO Jm2. The inductive effect of 100 J m 2 red light could be partially reversed by subsequent far-red light only one time. On the other hand, the inductive effect of 1,OOO Jm-* red liht was partially reversed by subsequent far-red light irradiation at least twice. These results indicate the involvement of phytochrome in this response. The inductive effect of blue light was repeatedly reversed by subsequent far-red light irradiation, suggesting that the blue-light induction was mainly mediated by phytochrome.

The recent COVID-19 pandemic and related social distancing measures have significantly changed worldwide employment conditions. In developed economies, institutions and organizations, both public and private, are called upon to reflect on new organizational models of work and human resource management, which - in fact - should offer workers sufficient flexibility in adapting their work schedules remotely to their personal (and family) needs. This study aims to explore, within a Job Demands-Resources framework, whether and to what extent job demands (workload and social isolation), organizational job resources (perceived organizational support), and personal resources (self-efficacy, vision about the future and commitment to organizational change) have affected workers’ quality of life during the pandemic, taking into account the potential mediating role of job satisfaction and perceived stress. Using data from a sample of 293 workers, we estimate measurement and structural models, according to the Item Response Theory and the Path analysis frameworks, which allow us to operationalize the latent traits and study the complex structure of relationships between the latent dimensions. We inserted in the model as control variables, the socio-economic and demographic characteristics of the respondents, with particular emphasis on gender differences and the presence and age of children. The study offers insights into the relationship between remote work and quality of life, and the need to rethink human resource management policies considering the opportunities and critical issues highlighted by working full-time remotely.