基于水质与浮游生物调查的汉石桥湿地富营养化评价

基于水质与浮游生物的综合调查与评价,可准确判断湿地的富营养化状况.本文以汉石桥湿地为研究对象,设置7个采样点,开展了水质、浮游植物、浮游动物分类监测与调查,并利用营养状态指数法、浮游植物评价法和浮游动物评价法3种方法,评价了水体富营养化状态,比较了各种方法的结果差异.结果表明,3种评价方法的评价结果在时空变化上具有较高的一致性,均显示非核心区富营养化程度较低,核心区富营养化水平较高;各月份相比,10月湿地的富营养化程度较低,6—8月富营养化程度较高.浮游植物和浮游动物评价法所得湿地富营养化程度较营养状态指数法略高,主要表现在4、10月的非核心区评价中.综合水质、浮游植物与浮游动物进行富营养化评价,可得到更为准确的评价结果.     

A time‐lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity

Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered status and subsequently motivated to be absent, tardy, or more likely to turnover. However, we expected coworker withdrawal behavior to moderate whether or not dissimilar personnel act on these desires. Results from hierarchical multilevel modeling analyses of data from 470 U.S. call center workers nested in 51 work groups revealed that racioethnic dissimilarity was positively related to time‐lagged changes in absenteeism and tardiness as well as heightened turnover likelihood. These effects emerged only among employees whose coworkers engaged in greater withdrawal behavior. Importantly, racioethnically dissimilar employees working in more permissive climates (i.e., those with high levels of coworker absenteeism, tardiness, or turnover) exhibited the greatest increases in absenteeism and tardiness over three months and had the highest supervisor‐rated turnover likelihood. Implications for diversity management are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

Serving one another: Are shared and self‐leadership the keys to service sustainability?

Service has received increasing attention in the management literature, yet sustainability of service is often overlooked. In this Incubator we examine the potential for client involvement through shared and self‐leadership to foster empathy enhanced service and reduced costs, both of which may support a more sustainable service delivery process. Copyright © 2015 John Wiley & Sons, Ltd.     

Individual adaptive performance in organizations: A review

Modern work is frequently characterized by jobs where adaptive performance (AP) is crucial for employees to succeed in light of new or altered task demands. This recognition has fueled growing interest in AP as a dimension of workplace performance. To this point, however, research on AP has evolved from disparate perspectives and methods, resulting in fragmentation and a less than coherent knowledge base. This paper presents a comprehensive review of research studies regarding the nomological network of individual AP. In doing so, we synthesize the current knowledge base surrounding correlates of AP, elucidate current ambiguities, and suggest directions for future research efforts. We conclude that although the extant AP literature has amassed a critical body of studies linking various predictors to successful AP outcomes, much remains unknown, most critically regarding the implications of different methods of assessing AP, the effects of different types of changes in the task environment, the process of AP, and the steps organizations can take to foster AP among their employees. We hope that our synthesis and analysis paves the way for efforts to address these important questions. Copyright © 2014 John Wiley & Sons, Ltd.