抗原变异可使得多种致病微生物易于逃避宿主免疫应答。表达在感染红细胞表面的恶性疟原虫红细胞表面蛋白1（PfPMP1）与感染红细胞、内皮细胞、树突状细胞以及胎盘的单个或多个受体作用，在黏附及免疫逃避中起关键的作用。每个单倍体基因组var基因家族编码约60种成员，通过启动转录不同的var基因变异体为抗原变异提供了分子基础。

疟原虫var基因转换速率变化导致抗原变异[英]／Paul H, Robert P, Christodoulou Z, et al//Proc Natl Acad Sci U S A

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Using Multivariate Statistics

世界経済・社会統計 = World development indicators

BIOE 402. Medical Technology Assessment. 2 or 3 hours. Bioentrepreneur course. Assessment of medical technology in the context of commercialization. Objectives, competition, market share, funding, pricing, manufacturing, growth, and intellectual property; many issues unique to biomedical products. Course Information: 2 undergraduate hours. 3 graduate hours. Prerequisite(s): Junior standing or above and consent of the instructor.

“Bioinformatics” 특집을 내면서

Social Network Analysis

The idea that emotions regulate social interaction is increasingly popular. But exactly how do emotions do this? To address this question, I draw on research on the interpersonal effects of emotions on behavior in personal relationships, parent–child interactions, conflict, negotiation, and leadership, and propose a new framework that can account for existing findings and guide future research: the emotions as social information (EASI) model. I demonstrate that emotional expressions affect observers' behavior by triggering inferential processes and/or affective reactions in them. The predictive strength of these two processes—which may inspire different behaviors—depends on the observer's information processing and on social-relational factors. Examples of moderators that determine the relative predictive strength of inferences and affective reactions include power, need for cognitive closure, time pressure, display rules, and the appropriateness and target of the emotional expression, which are all discu...

/pdf/how-emotions-regulate-social-life-the-emotions-as-social-43r4lrd9am.pdf

How Emotions Regulate Social Life The Emotions as Social Information (EASI) Model

Humans regulate intergroup conflict through parochial altruism; they self-sacrifice to contribute to in-group welfare and to aggress against competing out-groups. Parochial altruism has distinct survival functions, and the brain may have evolved to sustain and promote in-group cohesion and effectiveness and to ward off threatening out-groups. Here, we have linked oxytocin, a neuropeptide produced in the hypothalamus, to the regulation of intergroup conflict. In three experiments using double-blind placebo-controlled designs, male participants self-administered oxytocin or placebo and made decisions with financial consequences to themselves, their in-group, and a competing out-group. Results showed that oxytocin drives a "tend and defend" response in that it promoted in-group trust and cooperation, and defensive, but not offensive, aggression toward competing out-groups.

/pdf/the-neuropeptide-oxytocin-regulates-parochial-altruism-in-38cmi5dwpv.pdf

The Neuropeptide Oxytocin Regulates Parochial Altruism in Intergroup Conflict Among Humans

Three experiments investigated the interpersonal effects of anger and happiness in negotiations In the course of a computer-mediated negotiation, participants received information about the emotional state (anger, happiness, or none) of their opponent Consistent with a strategic-choice perspective, Experiment 1 showed that participants conceded more to an angry opponent than to a happy one Experiment 2 showed that this effect was caused by tracking--participants used the emotion information to infer the other's limit, and they adjusted their demands accordingly However, this effect was absent when the other made large concessions Experiment 3 examined the interplay between experienced and communicated emotion and showed that angry communications (unlike happy ones) induced fear and thereby mitigated the effect of the opponent's experienced emotion These results suggest that negotiators are especially influenced by their opponent's emotions when they are motivated and able to consider them

The Interpersonal Effects of Anger and Happiness in Negotiations

Human ethnocentrism--the tendency to view one's group as centrally important and superior to other groups--creates intergroup bias that fuels prejudice, xenophobia, and intergroup violence. Grounded in the idea that ethnocentrism also facilitates within-group trust, cooperation, and coordination, we conjecture that ethnocentrism may be modulated by brain oxytocin, a peptide shown to promote cooperation among in-group members. In double-blind, placebo-controlled designs, males self-administered oxytocin or placebo and privately performed computer-guided tasks to gauge different manifestations of ethnocentric in-group favoritism as well as out-group derogation. Experiments 1 and 2 used the Implicit Association Test to assess in-group favoritism and out-group derogation. Experiment 3 used the infrahumanization task to assess the extent to which humans ascribe secondary, uniquely human emotions to their in-group and to an out-group. Experiments 4 and 5 confronted participants with the option to save the life of a larger collective by sacrificing one individual, nominated as in-group or as out-group. Results show that oxytocin creates intergroup bias because oxytocin motivates in-group favoritism and, to a lesser extent, out-group derogation. These findings call into question the view of oxytocin as an indiscriminate "love drug" or "cuddle chemical" and suggest that oxytocin has a role in the emergence of intergroup conflict and violence.

/pdf/oxytocin-promotes-human-ethnocentrism-13b60ffbo2.pdf

Oxytocin promotes human ethnocentrism

Although there are numerous potential benefits to diversity in work groups, converging dimensions of diversity often prevent groups from exploiting this potential. In a study of heterogeneous decision-making groups, the authors examined whether the disruptive effects of diversity faultlines can be overcome by convincing groups of the value of diversity. Groups were persuaded either of the value of diversity or the value of similarity for group performance, and they were provided with either homogeneous or heterogeneous information. As expected, informationally diverse groups performed better when they held pro-diversity rather than pro-similarity beliefs, whereas the performance of informationally homogeneous groups was unaffected by diversity beliefs. This effect was mediated by group-level information elaboration. Implications for diversity management in organizations are discussed.

/pdf/bridging-faultlines-by-valuing-diversity-diversity-beliefs-4qurlwde9b.pdf

Gerben A. van Kleef

Papers

How Emotions Regulate Social Life The Emotions as Social Information (EASI) Model

The Neuropeptide Oxytocin Regulates Parochial Altruism in Intergroup Conflict Among Humans

The Interpersonal Effects of Anger and Happiness in Negotiations

Oxytocin promotes human ethnocentrism

Bridging faultlines by valuing diversity: diversity beliefs, information elaboration, and performance in diverse work groups.