Precarious work or sustainable livelihoods? Aligning Prestea's Programme with the development dialogue on artisanal and small‐scale mining

Alternative livelihoods programmes (ALPs) are extensively executed in mining communities, often as models of development dialogue on artisanal and small‐scale mining (ASM). This paper assesses whether Prestea's ALP aligns with the development dialogue on artisanal mining. The conceptual design of ALP in Ghana's Prestea is based on the notions of substitution, homogenous community, and impact scalability. This paper argues that the Prestea ALP is not aligned with the development dialogue on artisanal mining, and therefore it is difficult to understand the role and function of environmentally‐damaging behaviours within livelihood strategies. The paper contends that it would be appropriate to concentrate on improving the existing artisanal miners’ operation of those most susceptible to resource access restrictions. Further, it may be more prudent to utilize livelihood‐centered interventions that create strong connections with sustainable development as a way of creating regular community engagements. Additionally, this paper argues that the term for the intervention programme on artisanal mining should be replaced with the broader term ‘livelihood‐centered intervention’. The replacement of the term ‘ALP’ avoids the tacit belief that ALP can adequately replace artisanal mining operations. Livelihood‐centered intervention should not necessarily utilize alternative livelihoods as direct behavioural change instruments.     

The relationship between managerial motivation,leadership, nurse outcomes and patient satisfaction

This ex‐post facto/correlational study examines the relationships among the following variables: nurse manager motivation for power, achievement and affiliation (N=19), managerial leadership behaviors, staff nurse outcomes of job satisfaction, productivity and organizational commitment (N=221) and patient satisfaction (N=299). Results show that managerial motivation for power is negatively correlated with manager use of leadership behaviors and staff nurse job satisfaction but positively correlated with patient satisfaction. Managerial motivation for achievement is positively correlated with use of leadership behaviors as well as nurse job satisfaction, productivity and organizational commitment, and generally to patient satisfaction. Managerial motivation for affiliation reveals few significant positive or negative relationships with other variables. The researcher concludes that both power and achievement motivation of the manager influence staff and patient outcomes in health care in the 1990s. Copyright © 1999 John Wiley & Sons, Ltd.     

Potential moderating influence of career growth opportunities on careerist orientation and work attitudes: evidence of the protean career era in Singapore

The emerging transactional or protean employment contract appears to have precipitated the development of a careerist orientation on the part of employees. This study examined the generalizability of the construct in a collectivist culture and the potential moderating influence of career growth opportunities on the careerist orientation–work attitude relationships. The results tend to support the generalizability of careerist orientation across cultures and, importantly, showed an absence of a moderating influence for career growth opportunities, suggesting that organizations cannot effectively counter the negative effects of careerist orientation on work attitudes. Limitations of the study, directions for future research, and implication of the findings for organizational dependence on employees as a competitive resource are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

Political behaviors as moderators of the perceptions of organizational politics—work outcomes relationships

This study investigates the complexities involved in the relationships between perceptions of politics and work outcomes by examining the effects of political behavior on that relationship. More specifically, we suggest that political behavior may serve as a form of control or as a mechanism for coping with highly political organizational environments perceived by individuals to be aversive. As such, we propose moderating roles of self‐promotion and ingratiation on the relationships between perceptions of politics and the work outcomes of satisfaction with job in general, satisfaction with supervision, and intent to leave. It was hypothesized that increased exercise of self‐promotion and ingratiation behaviors would mitigate the negative effects of perceptions of organizational politics on those specific outcomes. Hypotheses were supported for the proposed relationships between self‐promotion and two of the work outcomes: satisfaction with supervision and intent to leave. Significant effects were also found for ingratiation; however, they were opposite to those proposed for the perceptions of organizational politics–intent to leave relationship. Implications of results and areas for future research are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

Building a global taxonomy of wildlife offenses

Most countries have many pieces of legislation that govern biodiversity, including a range of criminal, administrative, and civil law provisions that state how wildlife must be legally used, managed, and protected. However, related debates in conservation, such as about enforcement, often overlook the details within national legislation that define which specific acts are illegal, the conditions under which laws apply, and how they are sanctioned. Based on a review of 90 wildlife laws in 8 high-biodiversity countries with different legal systems, we developed a taxonomy that describes all types of wildlife offenses in those countries. The 511 offenses are organized into a hierarchical taxonomy that scholars and practitioners can use to help conduct legal analyses. This is significant amidst competing calls to strengthen, deregulate, and reform wildlife legislation, particularly in response to fears over zoonotic threats and large-scale biodiversity loss. It can be used to provide more nuance legal analyses and facilitate like-for-like comparisons across countries, informing processes to redraft conservation laws, review deregulation efforts, close loopholes, and harmonize legislation across jurisdictions. We applied the taxonomy in a comparison of sanctions in 8 countries for hunting a protected species. We found not only huge ranges in fines (US$0 to $200,000) and imprisonment terms (1.5 years to life imprisonment), but also fundamentally different approaches to designing sanctions for wildlife offenses. The taxonomy also illustrates how future legal taxonomies can be developed for other environmental issues (e.g., invasive species, protected areas).     

Classification of residential areas according to physical vulnerability to natural hazards: a case study of Çanakkale,Turkey

The selection of new settlement areas and the construction of safe buildings, as well as rendering built‐up areas safe, are of great importance in mitigating the damage caused by natural disasters. Most cities in Turkey are unprepared for natural hazards. In this paper, Çanakkale, located in a first‐degree seismic zone and sprawled around the Sartçay Delta, is examined in terms of its physical vulnerability to natural hazards. Residential areas are analysed using GIS (geographic information system) and remote‐sensing technologies in relation to selected indicators. Residential areas of the city are divided into zones according to an evaluation of geological characteristics, the built‐up area's features, and urban infrastructure, and four risk zones are determined. The results of the analysis show that the areas of the city suitable for housing are very limited. In addition, the historical centre and the housing areas near Sartçay stream are shown to be most problematic in terms of natural disasters and sustainability.     

Experimental evidence for the effects of task repetitiveness on mental strain and objective work performance

People frequently have to work in high repetitive jobs. Previous research has focused exclusively on the effects of task repetitiveness on well‐being, while neglecting effects on work performance. In the present study, we aimed to fill this void by conducting two workplace simulations with experimental manipulations of task repetitiveness. Participants worked for about 5 hours at either a computer workstation, compiling computer hardware packages according to customer requests (Experiment 1, N = 160), or at an assembly line, piecing together equipment sets for furniture (Experiment 2, N = 213). Both experiments provide consistent evidence that high repetitiveness has a detrimental effect on well‐being, whereas work performance increases under conditions of high repetitiveness. On a practical level, our study hence shows that high task repetitiveness is a double‐edged sword for both employees and organizations. On a conceptual level, our findings emphasize the necessity to account for both mental strain and work performance when examining the effects of task repetitiveness. Copyright © 2014 John Wiley & Sons, Ltd.     

The role of supervisor political skill in mentoring: Dual motivational perspectives

Drawing on self‐determination and self‐concept‐based theories, this study investigated the mediating effects of psychological empowerment and organization‐based self‐esteem on the relationship between supervisory mentoring and employee performance and the moderating effect of supervisor political skill on the direct and first stage of the indirect effects. Data were obtained from a sample of 330 subordinate–supervisor dyads from the People's Republic of China. Using PROCESS of conditional indirect effect, we found support for the moderated direct and indirect effects of supervisory mentoring. First, supervisor political skill moderates the direct effect of supervisory mentoring on employee promotability. Second, supervisor political skill moderates the indirect effect of supervisory mentoring on the following: (i) employee promotability via both psychological empowerment and organization‐based self‐esteem and (ii) contextual performance only via psychological empowerment. These direct and indirect effects of supervisory mentoring are stronger when supervisors demonstrate a higher level of political skill. Copyright © 2013 John Wiley & Sons, Ltd.     

Collective fit perceptions: A multilevel investigation of person–group fit with individual‐level and team‐level outcomes

This study describes a multilevel examination of person–group (PG) fit perceptions in a sample of 1023 individuals working in 92 teams at a private sector R&D firm. Using confirmatory factor analysis and multilevel random coefficient modeling, we provide evidence that perceptions of team‐level collective fit are unique from aggregated individual‐level PG fit perceptions at the individual and team levels. We demonstrate that collective values‐based and abilities‐based fit perceptions showed unique and positive relationships with team cohesion, team efficacy, and team performance, after accounting for aggregated individual perceptions of PG fit. Results also demonstrate that cohesion partially mediates the relationship between collective fit and team performance. Cross‐level effects were also supported, indicating that collective fit explains additional variance in individual‐level outcomes, beyond individual‐level PG fit perceptions. The usefulness of employing a multilevel approach to studying PG fit is discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Determination of mercury and arsenic levels in fish caught in the Beheshtabad River,Chaharmahal and Bakhtiari Province,Iran

Mercury and arsenic pollution has been recognized as a potential environmental and public health problem for over 40 years. The major source of exposure to mercury for humans is the ingestion of fish. This study was conducted with the aim of determining the levels of mercury and arsenic in the muscles of four fish species caught in the Beheshtabad River and comparing the results with the maximum tolerance levels for mercury and arsenic. The samples of 90 fish were used for the determination of both the metals by graphite furnace atomic absorption spectrometry. The results showed that the concentrations ranged from 1.5 to 3.8 µg kg^?1 for mercury and from 35 to 70 µg kg^?1 for arsenic, with means of 2.7 ± 0.5 and 57 ± 12 µg kg^?1, respectively. Both mean levels were lower than the threshold limits acceptable by WHO standards.