Cysteine-glutathione disulfide, the sperm-release pheromone of the marine polychaete Nereis succinea (Annelida: Polychaeta)

Summary. In the marine polychaete Nereis succinea (Frey & Leuckart 1847) a sex pheromone was isolated from the coelomic fluid of sexually mature females and identified by NMR studies and independent synthesis. This pheromone is released by the females during reproduction together with eggs and coelomic fluid into the free water column and induces sperm release of surrounding males. Its structure was ascertained as L-cysteine-glutathione disulfide. It exhibited a response threshold of 0.6 · 10⁻⁷ M. Received 15 July 1997; accepted 25 November 1997.     

Recreation conflict potential and management implications in the northern/central Black Forest Nature Park

This study explores conflict in recreational use of the Black Forest Nature Park (BFNP) by six different nature sports groups as a function of infrastructure, forest management and other users. A multi-step, methodological triangulation conflict model from US recreation management was applied and tested in the Park. Results from two groups, hikers and mountain bikers, are analysed in depth. The main conflict potentials were due to infrastructure and value conflicts. These were influenced by various visitor characteristics such as resource attachment, experiences, activity-style, expectations and motives. Results of quantitative data analysis were further interpreted by interviews with agency and group leaders. This methodological combination reveals a robust understanding of recreation conflict and management in the BFNP.     

The virtue and vice of workplace conflict: food for (pessimistic) thought

Many authors, myself included, have suggested that workplace conflict may be beneficial to the organization. I argue that the support for this conclusion is rather weak. A selective and necessarily limited review of the literature shows that: (1) the positive functions of conflict are found only under an exceedingly narrow set of circumstances, (2) the conclusion that (particular forms of) conflict and conflict management has positive functions can be criticized on methodological grounds, (3) even under favorable circumstances a number of serious negative functions can be identified as well, (4) negative functions easily outweigh positive functions, prohibiting the emergence of ‘positive workplace conflict’ (where conflict has predominantly positive consequences), and (5) organizations need cooperative conflict management not because it brings positive conflict, but because it prevents workplace conflict to hurt too much. Copyright © 2007 John Wiley & Sons, Ltd.     

Social value orientation,organizational goal concerns and interdepartmental problem‐solving behavior

In a study of 11 organizations among 120 manufacturing, planning and sales employees, support was found for the hypothesis that a prosocial value orientation—as a personality trait—increases the likelihood that employees show a high concern for the goals of other departments. This concern, combined with a high concern for own goals, furthermore appeared to increase the likelihood of problem‐solving behavior during interdepartmental negotiations. Measures of goal concerns were attained, firstly, by asking employees how important they found six specific organizational goals and, secondly, by assessing which goals were found most important by members of which department. The results of this study suggest that problem solving can be induced by selecting or developing prosocial employees, because a prosocial value orientation increases the likelihood of having broad role orientations, in which employees not only care for goals characteristic of their own department, but also for goals of other departments. Copyright © 2002 John Wiley & Sons, Ltd.     

A theory‐based measure of conflict management strategies in the workplace

Conflict management influences individual wellbeing, group performance and organizational effectiveness. This research examined the psychometric qualities of two versions of the newly developed test for conflict handling. The lean version (Study 1 and 2) included problem solving, forcing, yielding and avoiding as distinct conflict management strategies, and the expanded version (Study 3) also included compromising. A negotiation study (Study 1) showed substantial convergence between self‐reports, opponent‐reports and observer rated behavior for problem solving, forcing and yielding, but not for avoiding. In Study 2 and Study 3 the psychometric properties were examined of the lean and the expanded version, respectively. Confirmatory factor analyses revealed good to excellent psychometric qualities of both versions of the scale. We conclude that the scale is a parsimonious, flexible and valid instrument to assess conflict management strategies at work. Copyright © 2001 John Wiley & Sons, Ltd.     

The case for international emission trade in the absence of cooperative climate policy

We evaluate the efficacy of international trade in carbon emission permits when countries are guided strictly by their national self-interest. To do so, we construct a calibrated general equilibrium model that jointly describes the world economy and the strategic incentives that guide the design of national abatement policies. Countries’ decisions about their participation in a trading system and about their initial permit endowment are made non-cooperatively; so a priori it is not clear that permit trade will induce participation in international abatement agreements or that participation will result in significant environmental gains. Despite this, we find that emission trade agreements can be effective; that smaller groupings pairing developing and developed-world partners often perform better than agreements with larger rosters; and that general equilibrium responses play an important role in shaping these outcomes.