Disentangling horizontal pay dispersion: Experimental evidence

Although horizontal pay dispersion has been explored extensively using cross‐sectional field methods, it has received little attention using the control available through experimental designs. Many of the questions relevant to pay dispersion research can be addressed by taking an individual‐level experimental approach because this allows for clean separation of pay policies and individual effects. In this paper, we hypothesize both the motivation‐based and affect‐based effects of pay dispersion policies and test our hypotheses with a sample of over 400 participants in a real‐pay, real‐effort experiment. Results of the experiment provide support that two pay dispersion‐related pay policies, performance‐based pay dispersion and allocation criteria, have unique effects. Whereas motivation and performance effects are direct, pay satisfaction and interest in continuing work effects are the result of interactions, incorporating the performance level of workers. In follow‐up analyses, we find evidence that the temporal nature of responses to pay dispersion should be incorporated into future studies of pay dispersion.     

Teams as boundaries: How intra‐team and inter‐team brokerage influence network changes in knowledge‐seeking networks

What role does an ego's brokerage location—within a team (intra‐team) or outside the team (inter‐team)—play in the evolution of an instrumental knowledge‐seeking network in terms of both proximal (i.e., within the team) and distal (i.e., outside the team) tie formation and tie decay? We address this question by drawing on literature about social networks, brokerage, and teams. We use temporally separated data from 302 students embedded in 97 teams to test our hypotheses about the impacts of intra‐team and inter‐team brokerage on proximal and distal network evolution, specifically on four network changes in knowledge‐seeking networks: proximal tie formation, proximal tie decay, distal tie formation, and distal tie decay. We find that these four changes depend on individual network brokerage location even after controlling for personality and task characteristics. Specifically, inter‐team brokers change their networks both within and outside their teams, whereas intra‐team brokers curtail their network changes. We argue that these opposite effects occur because inter‐team brokers have greater autonomy than intra‐team brokers. This study adds to the ongoing dialog about network evolution in social network literature and to the conversations about brokerage and its location in the context of team‐based work.     

Transformational leadership and creativity: A meta‐analytic review and identification of an integrated model

We conduct a meta‐analytic review that yields important insights about the existing research on transformational leadership and creativity. Additionally, we propose and test an integrated model using meta‐analytic structural equation modeling (MASEM) and full information MASEM (FIMASEM) techniques to better understand the intervening mechanism through which transformational leadership acts on creativity. The results of the meta‐analysis of 127 studies show that most of the bivariate relationships among transformational leadership, employee creativity, and pre‐identified mediators are significant; further, geographic base of studies significantly moderates some of the relationships. The MASEM results indicate that several mediators intervene in the relationship between transformational leadership and creativity. Although the total effect of transformational leadership on creativity is positive, its direct effect is negative when mediators are included. Additionally, there are significant relationships among the mediators that can be theoretically supported, but have not been investigated in prior transformational leadership and creativity studies. On the basis of these findings, we provide conclusions and directions for future studies.     

Restructured frame‐of‐reference training improves rating accuracy

The use of heuristic judgments is prevalent in organizations and negatively impacts accurate employee assessments. To minimize the negative impact of heuristic judgments (i.e., anchoring and adjustment), we aim to improve rating accuracy by restructuring frame‐of‐reference (FOR) training. We conducted five studies (N = 1,143) using different samples (three including participants with hiring experience), training environments (onsite and online), and rating contexts (evaluations of sales representatives, teachers, contract negotiation specialists, and retail store managers). Across the five studies, the average improvement in rating accuracy was at least twice as large for restructured FOR (vs. control) training as it was for typical FOR (vs. control) training; the difference in rating accuracy between restructured and typical FOR training was statistically significant. Furthermore, minimizing the anchoring effect rather than increasing opportunities for rating adjustments improved rating accuracy (Study 4). Finally, restructured FOR training achieved higher criterion validity (i.e., a higher strength of the association between ratings regarding a target and the target's objective performance) than did typical FOR training (Studies 3 and 5). We discuss implications for improving the effectiveness of diverse training programs and the accuracy of judgments in organizations.     

家猪基因指纹图的初步研究

寡核苷酸探针（CAC）5／（GTG）5检测了五指山猪、枫泾猪、枫泾猪与长白山猪杂交子一代的基因指纹图．各个体的可分辨谱带，分布于0．7～21．2kb之间．在约1．3kb处的一条共有谱带，可能是家猪的特征带．     

投加粉末活性炭对一体式膜-生物反应器膜污染的影响研究

通过试验考察了粉末活性炭（PAC）对一体式膜-生物反应器中膜污染的影响．在2种类型的污泥（膨胀污泥和非膨胀）中，投加适量PAC可以减轻膜污染，表现为临界膜通量的提高和连续运行中膜污染增长速率的降低．当污泥性质和浓度不同时，最佳PAC投加范围亦不同．PAC投量过大会引起临界通量下降．PAC的投加显著降低了混合液中溶解性物质的浓度，减轻了溶解性物质的吸附和膜孔堵塞污染，并改善了絮体结构．污泥比阻与污泥混合液膜过滤性能之间有很好的相关性，可作为污泥混合液膜过滤性能的快速评价指标．     

添加粉煤灰对污泥比阻影响的研究

污泥脱水是污泥处理中重要的一环。本研究采用电厂废弃物粉煤灰对未脱水污泥改性，经过改性的污泥比阻降低，改善污泥脱水性能，并对产生这一现象的机制进行了探讨。     

厌氧平板膜生物反应器连续处理猪场废水研究

本研究以实际猪场废水为原料,在中温（37±1）℃条件下利用浸没式平板膜生物反应器进行180d连续厌氧发酵试验,以水力停留时间5,3和2d的梯度变化逐渐增加容积负荷,研究反应器运行性能,污泥比产甲烷活性,膜过滤特性和膜的清洗效果.试验结果表明,随水力停留时间的缩短,反应器的容积产沼气率分别达到0.68,1.03和1.12L/（L·d）,稳定运行期间出水的总挥发性脂肪酸分别为（169±41）mg/L,（15±3）mg/L和（114±45）mg/L,以乙酸为主.反应器中厌氧污泥的乙酸比产甲烷活性测试表明,以2000mg/L的乙酸为基质,HRT 3d时具有最大比产甲烷活性1.127g-COD/（g-VSS·d）.本试验发生膜污染的周期约4个月.采用2%的柠檬酸浸泡3h,可以恢复膜的过滤性能.在较低通量下,反应器中7~32g/L的污泥浓度并不会明显的影响平板膜的过滤性能.本研究结果显示,厌氧膜生物反应器有处理猪场废水的可能性.     

Does job insecurity threaten who you are? Introducing a social identity perspective to explain well‐being and performance consequences of job insecurity

This paper introduces a social identity perspective to job insecurity research. Worrying about becoming jobless, we argue, is detrimental because it implies an anticipated membership of a negatively evaluated group—the group of unemployed people. Job insecurity hence threatens a person's social identity as an employed person. This in turn will affect well‐being and job performance. A three‐wave survey study amongst 377 British employees supports this perspective. Persons who felt higher levels of job insecurity were more likely to report a weaker social identity as an employed person. This effect was found to be stable over time and also held against a test of reverse causality. Furthermore, social identity as an employed person influenced well‐being and in‐role job performance and mediated the effect of job insecurity on these two variables over time. Different to the expectations, social identity as an employed person and organisational proactivity were not connected. The findings deliver interesting evidence for the role of social identity as an employed person in the relationships between job insecurity and its consequences. Theoretically, this perspective illustrates the individual and group‐related nature of job insecurity and offers a novel way of connecting work situations with individual well‐being, behaviour and attitudes. Copyright © 2017 John Wiley & Sons, Ltd.     

好氧硝化颗粒污泥搁置后活性恢复研究

利用气提式内循环间歇反应器(SBAR)考察好氧硝化颗粒污泥搁置2个月后重新投入运行, 其物理性状和微生物活性的恢复情况. 结果表明, 搁置后颗粒由棕黄色转为灰黑色, 粒径及沉降速率无明显变化. 颗粒重新投入反应器, 2周后颜色基本恢复; 污泥浓度、颗粒粒径以及沉降速率迅速增加; 颗粒中异养菌活性在1 d内即可恢复至原水平的86％, COD去除活性5 d后完全恢复, 去除率稳定在80%以上. 活性恢复阶段采用较高的曝气量和较长的循环时间有利于硝化菌的活性恢复, 第41 d曝气量由0.05 m³·h^-1提高到0.10 m³·h^-1后, 亚硝酸菌和硝酸菌活性分别由原水平的88%和82%提高到122%和92%, 氨氮去除率由之前的80% ～ 90%迅速提高到96%以上; 第65 d循环时间由4 h延长至6 h使硝酸菌的活性得到了完全恢复.