Southwest climate gap: poverty and environmental justice in the US Southwest

This article examines the “climate gap” in the Southwest US (Arizona and New Mexico), referring to the “disproportionate and unequal implications of climate change and climate change mitigation” for “people of color and the poor” [Shonkoff, S.B., et al., 2011. The climate gap: environmental health and equity implications of climate change mitigation policies in California. Climatic Change, 109 (Suppl. 1), S485–S503]. The climate and poverty relationship is examined using multi-scaled analysis across three indicators of climate vulnerability, focusing on connections to health, food, and energy during the period 2010–2012. We provide an overview of climate-related social vulnerability in the Southwest based on available federal, state, and county-level census data. We then summarise the results from a stakeholder workshop and in-depth interviews about climate vulnerabilities with social service providers in southern Arizona. We identify a significant Southwest climate gap based on census data and interview findings about climate vulnerability especially relating to high levels of poverty, health disparities, and increasing costs for energy, water, and food. We find that grassroots and community organisations have mobilised to respond to climate and social vulnerability, yet resources for mitigation and adaptation are insufficient given the high level of need. Confronting a changing climate that is projected to be hotter, drier, and with the potential to reach new thresholds, we suggest that more research needs to be done to understand the social and spatial characteristics of climate risk and how low-income populations embody and experience climate risk, and adapt to a changing climate.     

Fossil fuel divestment in US higher education: student-led organising for climate justice

Based on over one year of participant observation within the student-led fossil fuel divestment (FFD) movement, this article contextualises the origins, successes, challenges, and inner workings of the FFD movement in US higher education. We analyse several college divestment campaigns to illuminate key factors that have contributed to wins and rejections, and explore why students continue to organise for FFD. It is our contention that such widespread mobilisation for FFD signals a sea change, from individualised sustainability efforts to youth-led collective political action, and recognition of climate change as a social justice issue. In addition to participant observation, we gathered data from 23 survey responses of organisers involved in divestment campaigns within higher education, and 40 interviews with individuals including student and professional organisers within the FFD movement, institutional decision-makers at campuses with FFD campaigns, and other experts in the area. Our analysis also reveals that relatively smaller endowments and, more importantly, institutional values of environmental sustainability and social justice played key roles in colleges’ decision to divest. Our examination of divestment “losses” illuminates common arguments administrators deploy in their rejection statements, including the perceived costs of divestment, the need to maintain fiduciary responsibility, and scepticism that divestment will have any impact on the fossil fuel industry. Finally, in spite of increasing resistance from college and university administrations, student divestment campaigns continue to escalate, and are committed to organising over the long term.     

Injustice and organisation in Anchicayá, Colombia: an environmental legal case in a hydropower watershed

The paper looks at Colombia's first major environmental justice legal case involving a riparian Afro-Colombian community and the Pacific Energy Company (EPSA). Riverine Afro-Colombian communities gained political recognition as a culturally distinct group largely based on their conservation practices in riparian environments. The work contrasts the complexities of the case with the vulnerable reality of the people of Anchicayá who largely live in conditions of poverty, violence and political isolation. It also describes the institutions that frame watershed management, the ethnic rights to collective land and self-governance and the property rights of energy companies in the backdrop of decentralisation reforms that clarified different types of property rights and refounded Colombia as a multicultural nation. The legal suit, however, demonstrates that the government failed to offer equal protection to collective versus private cultural and socio-economic uses of land and water in order to protect energy investments. The Constitutional Court's jurisprudence ultimately privileged technical and legal know-how and overlooked the limits community intermediaries face offering similar evidence. By doing so, the court not only disregarded the constitutional rights of Afro-Colombians, but it also failed to mitigate a socio-environmental conflict.     

论环境法的价值指涉

环境法的价值是环境法学科体系建设的出发点和归宿。价值是主体对评判对象的评价,评估主体的认定是价值确定的前提。环境法的价值指涉遵循生态规律,协调人与自然的关系,维系稳定的秩序,保障公平、公正的分配正义。     

Empowering leadership: A meta‐analytic examination of incremental contribution,mediation, and moderation

The concept of empowering leadership (EL) has seen increasing scholarly interest in recent years. This study reports a meta‐analysis investigating the effects of EL on employee work behavior. On the basis of data from 105 samples, we found evidence for the positive effects of EL on performance, organizational citizenship behavior, and creativity at both the individual and team levels. We further examined these relationships by exploring potential boundary conditions and the incremental contribution of EL over transformational leadership and leader–member exchange. Furthermore, at the individual level, both trust in leader and psychological empowerment mediated the relationships of EL with task performance, organizational citizenship behavior, and creativity. We also found evidence that leader–member exchange was a significant mediator between EL and task performance. At the team level, empowerment mediated the effects of EL on team performance, whereas knowledge sharing showed no significant indirect effect. Our results have important theoretical and practical implications and suggest some areas that require further research.     

Antecedents of organizational and community embeddedness: The roles of support,psychological safety,and need to belong

Defining embeddedness as a psychological construct that influences individuals to stay, we draw on conservation of resources theory to develop and test a model of the influence of contextual social support resources on both organizational and community forms of embeddedness. In addition to the direct relationship between support and embeddedness, we also assess the mediating influence of organizational and community psychological safety and the moderating impact of need to belong. Using a multisource sample of employees and coworkers (N = 165), we found support for most of the hypotheses. Social support resources emanating from the organization and the community were positively associated with embeddedness in each domain, and psychological safety mediated these relationships. We also found that need to belong was an important boundary condition in the determination of organizational embeddedness. We discuss the theoretical contributions and practical implications of our findings.     

How does it feel and how does it look? The role of employee motivation in organizational learning type

Employees' work outcomes vary as a function of their focus on exploring new possibilities versus exploiting current opportunities. But what determines how employees divide their attention between these contrasting work behaviors? Drawing on studies on work motivation and employees' impression management concerns, we examine how intrinsic work motivation and self‐enhancement motivation relate to the exploration–exploitation balance and how environmental dynamism moderates these relationships. Based on the analyses of a sample of 638 employees in 34 organizations in Finland, we find that intrinsic work motivation is positively associated with employees' focus on exploration relative to exploitation. By contrast, self‐enhancement motivation negatively associates with exploration relative to exploitation, but this relationship is nonlinear, such that as self‐enhancement motivation increases, its positive association with exploitation diminishes. The findings also show that the hypothesized nonlinear relationship between self‐enhancement motivation and exploration is particularly pronounced in stable business environments. Our findings contribute to organizational learning research and provide a new theoretical perspective on pursuing exploration and exploitation in organizations.     

碳排放权交易机制、家族控制与绿色创新效率

随着“双碳”战略持续推进,碳排放权交易机制作为一种市场型环境规制工具,通过不同主体根据自身需求对碳排放限额进行交易,从而实现碳配额资源的有效配置。碳排放权交易机制基于外部组织合法性的压力机制与内部社会情感财富的动力机制两方面对家族企业绿色创新效率产生重要影响。本文选取2010—2019年我国2417家家族企业,建立多期DID面板模型,从家族控制视角探讨了碳排放权交易机制对家族企业绿色创新效率的影响。研究发现,碳排放权交易机制促进了家族企业绿色创新效率,家族控制弱化了两者间的正向关系。当家族企业处于低CO2排放额度地区且实际控制人代数为一代时,两者关系及家族控制对两者关系的调节效应更显著。机制分析发现,碳排放权交易机制宏观层面通过降低规制强度与碳排强度、微观层面通过提高战略差异度与信息透明度来促进家族企业绿色创新效率。因此,本文从低碳资产的“提质增效”、风险管理和低碳技术推广三个方面改善家族企业绿色创新效率,以最终实现家族企业的基业长青和可持续发展。     

公共危机管理中的组织学习研究

目前国外对危机管理的研究已经趋于成熟,已经进一步提出了在危机中学习的概念并取得一些进展。而在经历了几次大的危机之后,国内学者开始关注公共危机管理。随着危机种类越来越多,发生频率越来越高,政府的公共部门必须要具备组织学习的能力。但是国内对于组织学习研究在公共管理领域的延伸还十分有限,我国仅少量学者探讨了学习型政府,对其它类型公共部门的组织学习研究则更为罕见。显然,这种研究的缺失不利于公共组织构建组织学习能力和提高服务水平。未来的国内学习型组织研究需要在公共组领域有所突破,特别是危机情境下的公共组织学习。因此本文以分析文献的方式,借鉴国内外学者对公共危机管理,以及组织学习的研究,希望能为公共部门组织学习的深层探索提供思路。     

When the going gets tough: Employee reactions to large-scale organizational change and the role of employee Machiavellianism

Large-scale, long-term change initiatives take time to unfold, which can be a source of uncertainty and strain. Investigating the initial 19 months of a large-scale change, we argue that during these stages, employees' change-related beliefs become more negative over time, which negatively affects their work engagement and, ultimately, increases their turnover intentions. Furthermore, we investigate the impact of a trait, Machiavellianism, on change reactions and propose that employees high in Machiavellianism react more negatively during change processes as they are especially susceptible to uncertainty and stress. We test our (cross-level) moderated mediation model in a three-wave longitudinal study among employees undergoing a large-scale change (T1: n = 1,602; T2: n = 1,113; T3: n = 759). We find that employees' beliefs about the impact and value of the change are indeed negatively related to change duration and that decreases in these perceptions come with a decline in engagement and increases in turnover intentions. Moreover, employees high in Machiavellianism react more strongly to a deterioration in change-related beliefs, showing stronger reductions in engagement and stronger increases in turnover intentions than employees low in Machiavellianism. Our study offers explanations for the negative effects of large-scale changes including an explanatory factor for disparate employee reactions to change over time.