Cell lines are widely used as in vitro model systems and substitute for animal experiments. The frequently used Caco-2 cell line is considered to reflect characteristics of differentiated intestinal epithelium. However, the need to culture the cells with fetal calf serum (FCS) induces a high variability, risk of contamination and is ethically disputed. We tested the culture of Caco-2 cells with human platelet lysate (PL) instead of FCS. We compared cell viability and differentiation by measuring ATP levels, gene and protein expression of specific markers in total cell extracts, brush border membrane vesicles (BBM) and lipid rafts (LR). Cell viability was slightly enhanced in cells grown with PL compared to FCS. The cells differentiated to an intestinal phenotype like the cells cultured in FCS, as indicated by the similar gene expression levels of hexose and protein transport proteins and the structural protein VILLIN. BBM showed a comparable distribution of the intestinal hydrolases, indicating a maintained cell membrane polarity. The distribution of the marker protein FLOTILLIN-2 in LR was also similar. We conclude that PL is an exquisite and suitable replacement for FCS in the culture of Caco-2 cells that can eliminate many disadvantages incurred due to the use of FCS.

With the increase in health system Mergers and Acquisitions (MandA’s) since the Affordable Care Act [Brown TC, Werling KA, Walker BC, et al. Current trends in hospital mergers and acquisitions. Healthc Financ Manage. March, 2012], health systems must carefully weigh and measure the current organizational culture prior to the consummation of the merger, seeking to understand differentiation within and between the merging organizations, and requires that the organization be analyzed by employee levels or tiers. This study seeks to understand the organizational culture of two merging partners before the merger is consummated, identifying levels of differentiation among employee tiers. Cultural domination from an acquiring organization is also considered. The cultures are analyzed utilizing the Competing Values Framework (CVF). The population included all employees of both health systems with the survey respondent sample stratified by the following employee types: (Tier 1), entry-level employee; (Tier 2), supervisory level, and, (Tier 3), executive level. Statistical procedures included independent t tests and indicated a statistically significant difference between the current cultures of the health systems prior to the merger with significant differences in the cultural perceptions of Tier 1 employees and Tier 2 employees.