Individual adaptive performance in organizations: A review

Modern work is frequently characterized by jobs where adaptive performance (AP) is crucial for employees to succeed in light of new or altered task demands. This recognition has fueled growing interest in AP as a dimension of workplace performance. To this point, however, research on AP has evolved from disparate perspectives and methods, resulting in fragmentation and a less than coherent knowledge base. This paper presents a comprehensive review of research studies regarding the nomological network of individual AP. In doing so, we synthesize the current knowledge base surrounding correlates of AP, elucidate current ambiguities, and suggest directions for future research efforts. We conclude that although the extant AP literature has amassed a critical body of studies linking various predictors to successful AP outcomes, much remains unknown, most critically regarding the implications of different methods of assessing AP, the effects of different types of changes in the task environment, the process of AP, and the steps organizations can take to foster AP among their employees. We hope that our synthesis and analysis paves the way for efforts to address these important questions. Copyright © 2014 John Wiley & Sons, Ltd.     

随机价格下杉木人工林的碳汇收益及最优轮伐期确定

发展林业碳汇是应对全球气候变化及实现中国2060年碳中和的重要举措。基于改进的Faustmann-Hartman模型,以中国南方浙江、福建和江西三个省份杉木人工林为研究对象,使用时间序列模型拟合并预测中国碳排放权交易市场的碳汇价格,通过蒙特卡洛模拟确定最优轮伐期及碳汇收益。研究结果表明：（1）依次纳入木材收益、地上生物量碳汇收益和死亡有机质碳汇收益时,杉木人工林的最优轮伐期分别为21.85年、22.98年和22.88年;（2）上述三种情景下,林地期望价值的净现值分别为20408.20元/hm²、24587.29元/hm²和28101.11元/hm²;（3）全面考虑包含死亡有机质碳库在内的林业碳汇效益,能够稳定提高林地所有者收益约7.02%~21.61%。此外,应进一步考虑多轮伐期下税收政策及自然风险等因素对碳汇营林的影响,这是确定最优轮伐期和碳汇收益后续研究值得重视的问题。     

不同施肥措施对热带地区稻菜轮作体系土壤CH4和N2O排放的影响

研究稻菜轮作模式下土壤甲烷（CH₄）和氧化亚氮（N₂ O）排放对不同施肥措施的响应,对补充我国热带地区CH₄和N₂ O排放研究的不足具有重要的指导意义.在辣椒季设置4种施肥处理：磷钾肥（PK）、氮磷钾肥（NPK）、等氮条件下50%有机肥替代化肥（NPK+M）和100%有机肥替代（M）,水稻种植季未设置施肥处理,研究辣椒季不同施肥条件下CH₄和N₂ O的排放规律以及对早稻生长季水稻产量、CH₄和N₂ O排放的后续影响.采用密闭静态箱-气相色谱法测定稻菜轮作土壤CH₄和N₂ O,同时测定作物产量,并估算全球增温潜势（GWP）和温室气体排放强度（GHGI）.结果表明：①辣椒季和早稻季4种施肥处理下土壤CH₄的累积排放量分别为0.9~2.7 kg ·hm^-2和5.5~8.4 kg ·hm^-2,与NPK处理相比,辣椒季NPK+M和M处理CH₄累积排放量分别减少35.3%和7.6%;而早稻季NPK+M和M处理CH₄累积排放量均增加37.5%和55.1%,其中早稻季M处理达到显著水平.②辣椒季和早稻季4种施肥处理下N₂ O的累积排放量分别为0.5~3.0 kg ·hm^-2和0.3~0.5 kg ·hm^-2,相对NPK处理,辣椒季NPK+M和M处理降低33.7%和16.0%的N₂ O累积排放量,其中NPK+M处理达到显著差异,早稻季NPK+M处理N₂ O累积排放量降低23.5%,M处理却增加9.1%,但均未达到显著水平.③ 4种施肥处理下辣椒和早稻的产量分别为3055.6~37722.5 kg ·hm^-2和5850.9~6994.4 kg ·hm^-2,与NPK处理相比,NPK+M和M处理显著增加辣椒产量.各施肥处理GWP为508.0~1864.4 kg ·hm^-2,NPK+M和M处理相对NPK处理分别下降25.7%和5.7%,其中NPK+M处理达到显著差异.辣椒季各处理的GWP对总GWP的贡献率为69.2%~78.1%,N₂ O对总GWP的贡献率为77.3%~85.3%.辣椒季和早稻季GHGI分别为0.03~0.09 kg ·kg^-1和0.04~0.24 kg ·kg^-1,与NPK处理相比,辣椒季M和NPK+M处理使GHGI显著下降71.5%和54.7%,早稻季NPK+M和M处理GHGI值分别下降44.0%和20.8%,其中NPK+M处理达到显著差异.综合作物产量及温室气体减排效果考虑,化肥和有机肥配施（NPK+M）可推荐为海南稻菜轮作模式下一种最优的减排稳产的施肥措施.     

电子束物理气相沉积制备热障涂层研究进展

介绍了电子束物理气相沉积设备的主要组成、工作原理和电子束物理气相沉积热障涂层的结构特点,并重点论述了工件转速、工件温度、靶材蒸汽入射角度、工件表面的粗糙度、粘结层预氧化、改性粘结层和双层陶瓷层等对电子束物理气相沉积热障涂层性能的影响。     

轮作方式对冬水田温室气体排放的影响

以位于西南大学农业部重庆紫色土生态环境重点野外科学观测试验站内的冬水田(RF)、水稻-油菜轮作(RR)和水稻-儿菜轮作(RV)农田为研究对象,采用静态箱-气相色谱法对农田的温室气体的排放通量进行了为期一年的原位观测,其中采用静态暗箱技术观测CH4和N2O,静态明箱技术观测CO2.结果表明,不同轮作方式下CH4的年排放总量[以CH4计,kg·hm-2]RF(422.87±27.1) RR(132.05±23.11) RV(50.91±3.83),其中RV与RR处理较RF处理CH4排放量有明显下降(P0.05);N2O的年排放总量[以N2O计,kg·hm-2]依次为RV(21.38±6.51) RR(20.02±5.23) RF(0.48±0.02),RV和RR处理N2O的排放总量均显著高于RF(P0.05);CO2的年净排放总量[以CO2计,t·hm-2]为RR(-55.43±5.04) RV(-29.1±3.00) RF(-14.08±1.81),RV和RR处理CO2的吸收量显著高于RF处理(P0.05).在100a时间尺度上,全年排放的CH4、N2O和CO2所引起综合GWP(以CO2计,t·hm-2)为RR(-46.43) RV(-22.01) RF(-2.11),表明冬水田转变为水旱轮作系统后能显著提升农田生态系统的增汇效果,相比于RV处理,RR处理增汇效果更好,即在西南地区水稻-油菜轮作农田在生态系统增汇上是一种最有效的轮作方式.     

The many benefits of employee well‐being in organizational research

We undertake three objectives in this Incubator. We begin with a discussion of how well‐being has been considered in organizational research. Second, we provide an overview of the relationship between employee well‐being and such workplace outcomes as job performance, employee retention, and cardiovascular health. Third, we introduce exciting research directions. Copyright © 2012 John Wiley & Sons, Ltd.     

Effectiveness of a physical activity program on weight,physical fitness,occupational stress,job satisfaction and quality of life of overweight employees in high-tech industries: a randomized controlled study

Introduction. This study aimed to examine the effectiveness of a physical activity (PA) program on weight control, physical fitness, occupational stress, job satisfaction and quality of life of overweight and sedentary employees in high-tech industries. Methods. Participants in the intervention group (n?=?37) were instructed to carry out a PA program at moderate intensity for 60?min/session, 3 sessions/week for 12 weeks. Those in the control group (n?=?38) received no PA program and were asked to continue their routine lifestyle. Evaluations were performed at baseline and at the end of the intervention. Results of structured questionnaires and blood biochemistry tests and evaluations of physical fitness were analyzed. Results. The PA program effectively reduced the number of risk factors for metabolic syndrome and body fat percentage, and improved physical fitness such as flexibility, muscular strength and endurance and cardiorespiratory endurance. The intervention also significantly decreased levels of serum triglyceride, total cholesterol and low-density lipoprotein cholesterol. Significant positive effects on work control, interpersonal relationships at work, global job satisfaction and quality of life were also demonstrated. Conclusion. This study showed that a PA program can be helpful in improving physical, physiological and psychological outcomes for overweight and sedentary employees in high-tech industries.     

Operational leeway in work situations: do ergonomic risk assessment tools consider operational leeway for job analysis?

Our study shows that information on operational leeway is limited in the originator articles of the ergonomic risk assessment tools for prevention of musculoskeletal disorders (MSDs). The tools’ underlying theoretical models do not consider the indicators of operational leeway, and they cannot determine the sufficiency of the situational operational leeway in a work situation. Consequently, regulation of the activity, which ensures the performance goals and the individual's health, has been overlooked. The lack of literature on indicators of situational operational leeway is one of the reasons for this deficit. Defining the indicators for this concept would be an innovation in the approach of MSD risk prevention. Developing empirically the concept of situational operational leeway in risk assessment tools would help to progress the current approach of MSD prevention. This study therefore proposes indicators of situational operational leeway to increase the representativeness and reliability of the risk assessment tools for MSDs.     

An interpersonal perspective of perceived stress: Examining the prosocial coping response patterns of stressed managers

We adopt an interpersonal perspective and examine the adaptive effects of managers' perceived stress on their behavior towards subordinates. Drawing from the transactional model of stress (Lazarus & Folkman, 1984), we advance a model that highlights the propensity for stressed managers to engage in prosocial coping behaviors towards their employees, which in turn are related to lower levels of turnover and higher levels of job performance. We tested our predictions in a sample of 281 employees and their 53 managers working in a clothing retailer in Turkey. Consistent with predictions, we found positive effects of managers' perceived stress on their prosocial coping behaviors and employee outcomes. Managers' perceived stress was positively related to sharing credit with employees for managers who held positive implicit prototypes about employees. Results also indicated that managers' perceived stress was positively related to sharing knowledge with their subordinates regardless of implicit follower prototypes. Both sharing credit and sharing knowledge, in turn, were related to turnover intentions and actual turnover, and sharing credit was related to job performance. This study extends past work by adopting an interpersonal perspective of stress and demonstrating that managerial stress can have positive effects on employee outcomes via prosocial coping behaviors.