Topsoil (0-5 cm) composition in eight arctic catchments in northern Europe (Finland, Norway and Russia)

Frozen topsoil samples (0-5 cm) were collected during March/April 1994 in eight Arctic catchments in northern Europe (four in Russia, three in Finland, one in Norway), at different distances and in different wind directions from the emissions of the Russian mining, roasting and smelting industry on the Kola Peninsula. Between 14 and 25 sites were sampled in each of the eight catchments ranging in size from 12 to 35 km2. Results show that close to the smelters in Monchegorsk and Nikel, topsoil is clearly enriched in Ag, As, Bi, Cd, Co, Cr, Cu, Fe, Ni, Pb, Sb, Se, Te and V. Cu and Ni median contents in topsoils collected close to Monchegorsk are about 600 times higher than in the Finnish catchments. The effect of open-cast mining and waste dumps of alkaline rocks from the nephelinite industry near Kirovsk can be seen in the elevated contents of Al, Ba, K, La, Mn, Na, Sr, Ti, Y and Zn in topsoil collected in a nearby catchment. For many elements, however, variations observed in single catchments are as great as the total regional variation. Several elements (e.g. Cd, Hg, Cu, Ni, Pb, S, Zn) show strong positive correlation between the organic content of the sample and the element content observed. Thus it is necessary to determine the organic content of the samples and correct the element levels when using depth-related soil samples (here, the 0-5 cm topsoil layer) for regional mapping.     

First Detection of Hepatitis E Virus in Shellfish and in Seawater from Production Areas in Southern Italy

Shellfish samples (n = 384) from production areas, water samples from the same areas (n = 39) and from nearby sewage discharge points (n = 29) were analyzed for hepatitis E virus (HEV) by real-time and nested RT-PCR. Ten shellfish samples (2.6%) and five seawater samples (12.8%) tested positive for HEV; all characterized strains were G3 and showed high degree of sequence identity. An integrated surveillance in seafood and waters is relevant to reduce the risk of shellfish-associated illnesses.     

Variations of immune parameters in terrestrial isopods: a matter of gender, aging and Wolbachia

Ecological factors modulate animal immunocompetence and potentially shape the evolution of their immune systems. Not only environmental parameters impact on immunocompetence: Aging is one major cause of variability of immunocompetence between individuals, and sex-specific levels of immunocompetence have also been frequently described. Moreover, a growing core of data put in light that vertically transmitted symbionts can dramatically modulate the immunocompetence of their hosts. In this study, we addressed the influence of gender, age and the feminising endosymbiont Wolbachia (wVulC) on variations in haemocyte density, total PO activity and bacterial load in the haemolymph of the terrestrial isopod Armadillidium vulgare. This host–symbiont system is of particular interest to address this question since: (1) wVulC was previously shown as immunosuppressive in middle-aged females and (2) wVulC influences sex determination. We show that age, gender and Wolbachia modulate together immune parameters in A. vulgare. However, wVulC, which interacts with aging, appears to be the prominent factor interfering with both PO activity and haemocyte density. This interference with immune parameters is not the only aspect of wVulC virulence on its host, as reproduction and survival are also altered.     

湿排法金矿尾矿库环境风险评价实例分析

环境风险评价从20世纪80年代以来就被发达国家纳入环境管理的范畴,我国目前也将其作为可能发生事故危险的建设项目环境管理的重要内容。本文以北方某湿排法金矿尾矿库为例,对其进行环境风险评价。通过风险识别,确定了最大可信事故,并在此基础上提出了风险管理措施。     

Unraveling the impact of workforce age diversity on labor productivity: The moderating role of firm size and job security

Previous literature has suggested both positive and negative effects of age diversity on labor productivity: positive because of the potential knowledge complementarities between employees of different ages and negative because of the age‐related value differences that might reduce cohesion and cooperation, hampering firm performance. Using a Belgian sample of 5892 organizational observations (2008–2011), we unraveled these countervailing effects in two ways. First, we built on prior studies to suggest that the effect of age diversity depends on the particular shape of the age distribution: positive when it is heterogeneous (i.e., variety) and negative when it is polarized (i.e., polarization). This was supported by our findings. Second, we explored the moderating impact of two contextual contingencies, firm size and job security. As expected, the positive effect of age variety is reinforced in large firms and in firms where job security is high. Although firm size also emphasizes the negative effect of age polarization on productivity, job security, unexpectedly, does not moderate this relationship. Our study offers a valuable contribution to the literature as it reveals the boundary conditions of the competing implications of age diversity and, thus, allows one to account for the inconclusive findings reported in previous literature. Copyright © 2015 John Wiley & Sons, Ltd.     

A new look at the psychological contract during organizational socialization: The role of newcomers' obligations at entry

Previous studies have demonstrated that the psychological contract is largely shaped during socialization. This study adopts a complementary perspective and analyzes how the psychological contract at the start of employment shapes the subsequent socialization process. Drawing upon social exchange theory, we propose that newcomers with a higher sense of their personal obligations at entry will perceive orientation training as more useful and develop better relationships with their supervisors and peers, which in turn will facilitate their work adjustment. Results of a longitudinal survey on a sample of 144 recruits from a European Army show that newcomers with a higher initial sense of their employee obligations toward their employer report higher perceived training utility, higher leader–member exchange (LMX) with their instructors, and higher team–member exchange (TMX) with their platoon peers. Moreover, perceived training utility and LMX predict the fulfillment of employers' obligations; and training utility predicts the level of newcomers' employee obligations. Finally, training utility, LMX, and TMX predict some of three indicators of newcomers' adjustment, namely, role clarity (training utility and LMX), group integration (TMX), and organizational values understanding (training utility). These results highlight how newcomers' obligations at the start of employment contribute to the social exchange dynamic underlying organizational socialization. Copyright © 2015 John Wiley & Sons, Ltd.