Alignment between values of dryland pastoralists and conservation needs for small mammals

Policies for conservation outside protected areas, such as those designed to address the decline in Australian mammals, will not result in net improvements unless they address barriers to proenvironmental behavior. We used a mixed‐methods approach to explore potential value‐action gaps (disconnects between values and subsequent action) for small mammal conservation behaviors among pastoralists in dryland Australia. Using semistructured surveys and open‐ended interviews (n = 43), we explored values toward small mammals; uptake of a range of current and intended actions that may provide benefit to small mammals; and potential perceived barriers to their uptake. Pastoralists assigned great conservation value to small mammals; over 80% (n = 36) agreed to strongly agreed that small mammals on their property were important. These values did not translate into stated willingness to engage in voluntary cessation of wild‐dog control (r² = 0.187, p = 0.142, n = 43). However, assigning great conservation value to small mammals was strongly related to stated voluntary willingness to engage in the proenvironmental behavior most likely to result in benefits to small mammals: cat and fox control (r² = 0.558, p = 0.000, n = 43). There was no significant difference between stated voluntarily and incentivized willingness to engage in cat and fox control (p = 0.862, n = 43). The high levels of willingness to engage in voluntary cat and fox control highlight a potential entry point for addressing Australia's mammal declines because the engagement of pastoralists in conservation programs targeting cat and fox control is unlikely to be prevented by attitudinal constraints. Qualitative data suggest there is likely a subpopulation of pastoralists who value small mammals but do not wish to engage in formal conservation programs due to relational barriers with potential implementers. A long‐term commitment to engagement with pastoralists by implementers will thus be necessary for conservation success. On‐property cat and fox control programs that build and leverage trust, shared goals, collaboration, and shared learning experiences between stakeholders and that explicitly recognize the complexity of small mammal dynamics and the property‐level ecological knowledge of pastoralists are more likely to gain traction.     

Diversity and organizational innovation: The role of employee involvement

This study examined the interactive effects of workplace diversity and employee involvement on organizational innovation. Using a sample of 182 large Canadian organizations, we found a three‐way interaction between level of employee involvement, variation in involvement, and racioethnic diversity on innovation. In organizations with high levels of employee involvement, high variation in involvement was associated with higher involvement levels among racioethnic minorities, resulting in a stronger association between diversity and innovation. Furthermore, the association between White employee involvement and innovation was significantly more positive under the condition of high involvement among racioethnic minority group members. Thus, ensuring high levels of involvement among members of historically marginalized racioethnic groups enhances the innovation effects of employee empowerment systems. Copyright © 2010 John Wiley & Sons, Ltd.     

Emotional labor threatens decent work: A proposal to eradicate emotional display rules

Emotional labor—the management of emotional displays as part of one's work role—has emerged as a growth area of study within organizational behavior and customer service research. In this article, we call attention to the human costs of “service with a smile” requirements with little benefits. We first review the evidence showing that requiring positive emotions from employees induces dissonance and depleted resources, which hinders task performance and threatens well‐being. We articulate how formalized emotion display requirements limit self‐determination by threatening the autonomy, competence, and belongingness needs of employees. Further, via an organizational justice lens, we argue that emotional labor is an unfair labor practice because employees in such circumstances are (1) undervalued by the organization (constituting distributive injustice); (2) disrespected by customers (constituting interactional injustice); and (3) self‐undermined by organizational policies (constituting procedural injustice). We then argue for bringing light to the dark side of emotional labor with a “modest proposal”: Organizations and customers should abandon formalized emotion display expectations and replace such efforts with more humanistic practices that support and value employees, engendering positive climates and an authentically positive workforce. Copyright © 2015 John Wiley & Sons, Ltd.     

SPECULATIVE POLICY MAKING IN THE ENVIRONMENTAL ARENA1

ABSTRACT: The development of policy in the American political system has been characterized by incremental change, creation of support, bargaining, compromise, pluralistic group interplay, development of social support and political support, technical input, review and consideration. Incrementalism, as it is called, allows policy to develop in tandem with technical knowledge, legislative and executive support, political advantage, and presumably greater certainty concerning the impact of a particular choice. Environmental policy development, one scholar has hypothesized, followed this basic pattern until the late 1960's when policy aspirations began to escalate much faster than the knowledge, organizational arrangements and political support upon which policy implementation depends. This “escalation” hypothesis is examined in this paper, with particular attention given to policy development in West Virginia.     

Mental models of safety: do managers and employees see eye to eye?

PROBLEM: Disagreements between managers and employees about the causes of accidents and unsafe work behaviors can lead to serious workplace conflicts and distract organizations from the important work of establishing positive safety climate and reducing the incidence of accidents. METHOD AND RESULTS: In this study, the authors examine a model for predicting safe work behaviors and establish the model's consistency across managers and employees in a steel plant setting. Using the model previously described by Brown, Willis, and Prussia (2000), the authors found that when variables influencing safety are considered within a framework of safe work behaviors, managers and employees share a similar mental model. The study then contrasts employees' and managers' specific attributional perceptions. Findings from these more fine-grained analyses suggest the two groups differ in several respects about individual constructs. Most notable were contrasts in attributions based on their perceptions of safety climate. When perceived climate is poor, managers believe employees are responsible and employees believe managers are responsible for workplace safety. However, as perceived safety climate improves, managers and employees converge in their perceptions of who is responsible for safety. IMPACT ON INDUSTRY: It can be concluded from this study that in a highly interdependent work environment, such as a steel mill, where high system reliability is essential and members possess substantial experience working together, managers and employees will share general mental models about the factors that contribute to unsafe behaviors, and, ultimately, to workplace accidents. It is possible that organizations not as tightly coupled as steel mills can use such organizations as benchmarks, seeking ways to create a shared understanding of factors that contribute to a safe work environment. Part of this improvement effort should focus on advancing organizational safety climate. As climate improves, managers and employees are likely to agree more about the causes of safe/unsafe behaviors and workplace accidents, ultimately increasing their ability to work in unison to prevent accidents and to respond appropriately when they do occur. Finally, the survey items included in this study may be useful to organizations wishing to conduct self-assessments.     

EVIDENCE OF CHAOTIC BEHAVIOR IN SINGAPORE RAINFALL1

ABSTRACT: This paper focuses on the investigation of the existence of chaotic behavior in the Singapore rainfall data. The procedure for the determination of the minimum number of variables essential and the number of variables sufficient to model the dynamics of the rainfall process was studied. An analysis of the rainfall behavior of different time periods was also conducted. The correlation dimension was used as a basis for discriminating stochastic and chaotic behaviors. Daily rainfall records for durations of 30, 20, 10, 5, 4, 3, 2, and 1 years from six stations were analyzed. The delay time for the phase-space reconstruction was computed using the autocorrelation function approach. The results provide positive evidence of the existence of chaotic behavior in the daily rainfall data. The minimum number of variables essential to model the dynamics of the rainfall process was identified to be 3 while the number of variables sufficient to model the dynamics of the rainfall process ranges from 11 to 18. The results also suggest that the attractor dimensions of rainfall data of longer time periods are higher than that of shorter time periods. The study suggests a minimum number of 1500 data points required for the computation of the correlation dimension of the rainfall data.     

TRENDS IN WESTERN UNITED STATES AGRICULTURE: IRRIGATION ORGANIZATIONS1

ABSTRACT: From 1940 to 1978, irrigated acreage in the Western United States increased by over 150 percent, irrigated acres per farm increased by 204 percent, and the number of irrigation organizations grew by 31 percent. Understanding the factors affecting these trends (in the structure of irrigated agriculture) is the key to formulating policies for efficient allocation and transfer of water in the west. Four variables that impact the composition of irrigation organizations are farm size changes, organizational efficiency, intersectoral competition for water, and governmental policies. The conclusions show that from 1940 to 1978, the total number of irrigated farms and organizations declined, and the average farm size increased, and larger management oriented organizations such as districts and U.S. Bureau of Reclamation have become more prevalent. With respect to total quantities of water delivered, districts have increased over 50 percent since the 1959 Census and over 100 percent since the 1950 Census, while unincorporated mutuals have declined by approximately 20 percent. Future organizational structure tends to be moving in the direction of more management control as opposed to user control. Changes in water use, delivery, investment, transfers, and laws will continue to change the structure of irrigation organizations and institutions in the west.     

Antecedents and consequences of satisfaction with work–family balance: A moderating role of perceived insider status

This study developed a moderated mediation model to investigate how family‐supportive paid leave and supervision affect employees' satisfaction with work–family balance and in turn their affective organizational commitment and supervisor‐directed organizational citizenship behavior depending on their perceived insider status in the organization. Our analysis of data collected from 118 employee–supervisor dyads in Korean organizations revealed that satisfaction with work–family balance mediated the linkages from family‐supportive supervision to affective organizational commitment and supervisor‐directed organizational citizenship behavior, and the linkage from family‐supportive paid leave to affective organizational commitment. Results further showed that the entire mediational process for family‐supportive supervision was more pronounced for those who perceived themselves to be an insider of their organizations, while the same pattern was not found for the meditational process related to family‐supportive paid leave. Our findings provide theoretical implications for work–family balance research and offer practical suggestions to make employees satisfied with work–family balance.     

氯代苯在鱼体内富集和释放行为的研究

运用快速测定ＢＣＦ的方法,研究了７种氯代苯在鲤鱼体内富集和释放的行为。实验结果表明,用脂肪含量标化的ＢＣＦＬ与辛醇分配系数Ｋｏｗ吻合较好,吸收速率常数（Ｋ１２）、释放速率常数（Ｋ２１）和生物富集系数的对数值与ｌｇＫｏｗ有较好的相关关系;对于高脂溶性氯代苯,由于其结构的庞大,影响富集过程,所以本文采用了分子表面积对拟合的线性方程进行了校正．改善了ｌｇｋ１２和ｌｇＫｏｗ之间的线性关系。     

企业安全管理体系的功能实现——生产安全问题确认和求解的视角

针对企业安全管理体系相关工作与日常安全管理之间存在的"两张皮"现象,首先借助企业生产安全"问题空间"和"解空间"的概念,探讨了企业安全管理的出发点和落脚点;然后,围绕企业具体安全问题的确认和求解,分析了如何在组织层面通过三阶"学习循环"推进体系功能的实现;最后,基于RACI模型探讨了如何在个体层面支持和响应组织层面的各阶"学习循环"以真正实现体系的功能。总之,"两张皮"现象主要来自企业生产安全"目的"和"手段"不能有效对接,安全管理体系建设和功能实现应从辨识和解决企业实际问题入手。