The impact of a large‐scale traumatic event on individual and organizational outcomes: exploring employee and company reactions to September 11, 2001

Much of the literature on stress and organizational outcomes has focused on organizational factors and has ignored extraorganizational stressors that lead to perceived stress. However, research in other fields and recent studies in management suggests that acute‐extraorganizational stressors, such as traumatic events, may have potentially negative and costly implications for organizations. This study tests a theoretical model of traumatic stress and considers the relationship between strain from an acute‐extraorganizational stressor, the terrorist attack on September 11, 2001, and absenteeism. Using a sample of 108 MBA and MPA students, this study suggests that strain caused by an acute‐extraorganizational stressor can have important consequences for organizations. Namely, employees who report more strain from a traumatic life event are more likely to be absent from work in the weeks following the event. Copyright © 2002 John Wiley & Sons, Ltd.     

Potential of microalgae Bio-Coke as a sustainable solid fuel alternative to coal coke

Energy and environmental issues have triggered the search for new sources of green energy alternatives in recent years. Biofuel production from renewable sources is widely considered one of the most sustainable alternatives for environmental and economic sustainability. Microalgae are currently being promoted as one of the most promising liquid biofuel feedstocks due to their rapid growth, high lipid production capacity, and carbon–neutral cycle. In this study, whole microalgae cells were utilized as raw material to produce solid biofuel, i.e., Bio-Coke, and this study aimed to investigate the possibility of microalgae Bio-Coke as an alternative to coal coke. The results show that Bio-Coke can be produced from microalgae in the temperature range of 80–100 °C. The apparent density is between 1.253 and 1.261 g/cm³, comparable to the apparent density of lignocellulosic Bio-Coke. Additionally, the calorific value is higher than the calorific value of lignocellulosic Bio-Coke and within the range of the calorific value of subbituminous coal. Therefore, microalgae Bio-Coke can be utilized to replace coal coke usage in the future.

     

Comparative analysis of socio-economic and environmental performances for Chinese EIPs: case studies in Baotou, Suzhou, and Shanghai

To decouple economic growth from environmental degradation, the Chinese government proposed the circular economy (CE) strategy as part of its 11th 5-Year Plan. This strategy expands the application of CE from individual enterprises to eco-industrial parks (EIPs) and to the cities, provinces, and regions. We carried out field studies in three EIPs in Baotou, Suzhou, and Shanghai. In this paper, we discuss the current state of CE and the sustainable development of EIPs in China. We first provide detailed information on the three EIPs' infrastructures, preferential policies, CE frameworks, and eco-chains. We then examine the status of sustainable development in the three EIPs from the perspectives of socio-economic, resource and material efficiency, and environmental performance. The results indicate that the overall performance of the three EIPs is reasonably good with respect to socio-economics, resources and materials, and efficiency and environmental protection, whereas green management is rather weak and thus requires further improvement. We found that the CE frameworks along with eco-chains within the EIPs are effectively improving resource and material efficiency. Moreover, we demonstrate that there are positive associations among socio-economic, resource and material, and environmental indicators. Given the large presence of EIPs in the local economies, these results suggest that EIPs play a key role in promoting sustainable development in China.     

Exploring the role of hope in job performance: results from four studies

According to Snyder's hope theory, high hope individuals possess more goal‐related strategies and are more motivated to achieve their goals than their low hope counterparts. Therefore, we examined the relationship between hope and job performance using three different samples of employees of different job levels and industries. We found that more hopeful sales employees, mortgage brokers, and management executives had higher job performance, as measured a year later, even after controlling for their self‐efficacy and cognitive ability. In a fourth study, we examined if more hopeful employees attempt to solve problems differently than do those with less hope. Higher hope management executives produced more and better quality solutions to a work‐related problem, suggesting that hopefulness may help employees when they are confronted with problems and encounter obstacles at work. Copyright © 2007 John Wiley & Sons, Ltd.     

Feedback acceptance in developmental assessment centers: the role of feedback message,participant personality,and affective response to the feedback session

We investigated feedback acceptance by participants (N = 141) in an operational developmental assessment center (AC). Consistent with predictions based on self‐enhancement theory and the Affective Infusion Model, results indicated that higher assessor ratings were associated with higher feedback acceptance, and this relationship was partially mediated by the participant's affective reaction to the feedback session. Participants' self‐ratings of their AC performance did not affect this relationship suggesting no support for our prediction based on self‐verification theory. We also investigated the role of participants' self‐ratings of agreeableness, extraversion, and emotional stability in feedback acceptance by testing specific moderated mediation hypotheses. Extraversion was related to feedback acceptance through the affective reaction to the feedback session. Agreeableness moderated the affective reaction to the feedback session and feedback acceptance relationship such that there was a strong relationship between affective reaction and feedback acceptance for highly agreeable participants, but no relationship for low agreeable individuals. For low agreeable individuals, there was a positive direct relationship between the assessor ratings and feedback acceptance which was not observed for highly agreeable individuals. The hypothesized role of emotional stability in predicting feedback acceptance was not supported. Implications for the delivery of feedback in developmental ACs are discussed in light of these findings. Copyright © 2008 John Wiley & Sons, Ltd.