The effects of job demands and control on employee attendance and satisfaction

We examined the impact of stressful job demands on employee attitudes and attendance. Using Karasek's (1979) theory of job decision latitude as the conceptual foundation, we hypothesized that mental and physical work demands would interact with employee beliefs of personal control. Survey data from 90 male manufacturing employees regarding their control beliefs were combined with objective job analysis data concerning mental and physical demands and one year's worth of archival data regarding unexcused absences, sick days, and days tardy. There were significant interactions between control and objective psychological demands that indicated that these demands were associated with higher levels of tardiness and sick days only under conditions of low perceived control. In contrast, subjective workload ratings showed no relationship with tardiness and sick days, but, in interaction with control, predicted work satisfaction and voluntary absence. We discussed these results in terms of a stress process that affects health-related attendance independent of employee attitudes.     

New birds on the block: new neighbors increase defensive costs for territorial male willow ptarmigan

Previous researchers have hypothesized that site-faithful animals may benefit from the presence of familiar neighbors. This study compares the relative costs of territorial defense against new and former neighbors by male willow ptarmigan (Lagopus lagopus). Territorial defense against new neighbors appeared to require a greater expenditure of both time and effort than did defense against former neighbors. Territorial males that had several new neighbors spent a higher proportion of time fighting than did males with fewer new neighbors, and males with both new and former neighbors spent a greater amount of time fighting with their new neighbors, on average, than with their former neighbors. In addition, fights with new neighbors occurred relatively more frequently and were longer than fights with former neighbors. Finally, fights involving new neighbors tended to escalate to higher levels than fights between former neighbors. Reduced defensive costs for site-faithful, territorial males may provide one explanation for the tendency of males to be more site-faithful than females in many species.     

Environmental contaminants in prey and tissues of the peregrine falcon in the Big Bend Region, Texas, USA.

Peregrine falcons (Falco peregrinus) have been recorded nesting in Big Bend National Park, Texas, USA and other areas of the Chihuahuan Desert since the early 1900s. From 1993 to 1996, peregrine falcon productivity rates were very low and coincided with periods of low rainfall. However, low productivity also was suspected to be caused by environmental contaminants. To evaluate potential impacts of contaminants on peregrine falcon populations, likely avian and bat prey species were collected during 1994 and 1997 breeding seasons in selected regions of western Texas, primarily in Big Bend National Park. Tissues of three peregrine falcons found injured or dead and feathers of one live fledgling also were analyzed. Overall, mean concentrations of DDE [1,1-dichloro-2,2-bis(p-chlorophenyl)ethylene], a metabolite of DDT [1,1,1-trichloro-2,2-bis(p-chlorophenyl)ethane], were low in all prey species except for northern rough-winged swallows (Stelgidopteryx serripennis, mean = 5.1 microg/g ww). Concentrations of mercury and selenium were elevated in some species, up to 2.5 microg/g dw, and 15 microg/g dw, respectively, which upon consumption could seriously affect reproduction of top predators. DDE levels near 5 microg/g ww were detected in carcass of one peregrine falcon found dead but the cause of death was unknown. Mercury, selenium, and DDE to some extent, may be contributing to low reproductive rates of peregrine falcons in the Big Bend region.     

Physicochemical aspects of using natural scavengers in removing methylene blue (basic dye) from solution

Effluent from dyeing and finishing processes is an important source of water pollution. The effectiveness of bentonite, kaolinite and sediment from a local deposit in removing methylene blue as a cationic dye from aqueous solutions has been investigated. The adsorption equilibrium (isotherm) has been determined according to Freundlich and Langmuir equations. The optimum amount is 0.5 g for all adsorbents, and the optimum pH ranges are 2-8 for bentonite and 2-6 for kaolinite and sediment. With respect to kinetic modelling, the adsorption of methylene blue on various adsorbents was fitted to a second-order equation. Also, the thermodynamic parameters were determined. The negative free energy values indicate the feasibility of the process and spontaneous nature of adsorption. The positive ΔH° values indicate the endothermic nature of the process. Thus, Egyptian clay minerals and sediments have a great tendency to remove the dye from solutions.     

Acid Deposition in the Tuscan Appennines During the Dry Period 1988-89

The typical parameters of acid precipitation are evaluated in the forest of Vallombrosa (Tuscan Appennines) during the dry period 1988-89. Individual rain events (dry and wet deposition) were sampled in a clearing of the forest and below the canopy of an evergreen tree as well as a deciduous broadleaf tree.

In atmospheric precipitation the pH values usually vary around 4.4, with neutralization in the hot season due to calcareous material from distant sources. Relatively large concentrations of Pb and Cd are found in rain, but only in a small amount in canopy leachate. Aluminium, manganese and iron are more significantly washed off than Pb and Cd.     

Violating the psychological contract: Not the exception but the norm

The occurrence and impact of psychological contract violations were studied among graduate management alumni (N = 128) who were surveyed twice, once at graduation (immediately following recruitment) and then two years later. Psychological contracts, reciprocal obligations in employment developed during and after recruitment, were reported by a majority of respondents (54.8 per cent) as having been violated by their employers. The impact of violations are examined using both quantitative and qualitative data. Occurrence of violations correlated positively with turnover and negatively with trust, satisfaction and intentions to remain.