We're all in this together…except for you: The effects of workload,performance feedback,and racial distance on helping behavior in teams

We draw from social categorization theory and the actor–observer hypothesis to extend previous research regarding receiving high levels of help from team members. Specifically, we explore how a team member's performance feedback on how they handled a disproportionately heavy share of the team's workload and how their racial distance from the rest of their teammates affect the amount of helping that person receives from their teammates. Results from a laboratory study in which 79 teams worked on a computerized, decision‐making task demonstrated a three‐way interaction between workload, performance feedback, and the racial distance between the feedback recipient and the rest of their teammates. Racially distant negative feedback recipients who had a disproportionately heavy share of their team's workload received less help from teammates than their racially similar counterparts. Copyright © 2012 John Wiley & Sons, Ltd.     

Adaptive Process Control in Rubber Industry

This paper describes the problems and an adaptive solution for process control in rubber industry. We show that the human and economical benefits of an adaptive solution for the approximation of process parameters are very attractive.

The modeling of the industrial problem is done by the means of artificial neural networks. For the example of the extrusion of a rubber profile in tire production our method shows good resuits even using only a few training samples.     

Caring for country through participatory art: creating a boundary object for communicating Indigenous knowledge and values

The trend towards the inclusion of diverse groups in environmental decision-making has led to the need to explore new forms of communication to engage communities in expressing their values and aspirations. Participatory art as an emergent methodology was explored with Traditional Owner groups involved in policy development through the Girringun Aboriginal Corporation in northern Queensland, Australia. The works began with a moderated focus group exploring the theme What does caring for country mean to you? Participants then worked collaboratively on one canvas over some six weeks. Individual expressions were discussed with participants during and following their creation. Themes emerging from the focus group and painting workshop included those related to culture, well-being, environment, politics, and holism, which was central to the discussions. The common thread of the work was that people need to interact with country in order to care for country.     

团队关系冲突对矿工安全绩效影响的跨层次研究

为有效提升煤矿企业安全管理效能,提高矿工安全绩效,基于资源保存理论、社会认知理论和自我决定理论,以团队层面的团队效能感和个体层面的安全动机为中介变量,探讨团队关系冲突(TRC)对矿工安全绩效的跨层次影响机制.对40个班组347名矿工进行问卷调查和实证研究,结果表明:TRC不仅能直接负向影响矿工安全绩效,还能通过团队效能...     

Using Visual Impact Metaphors to Stimulate Environmentally Friendly Behavior: The Roles of Response Efficacy and Evaluative Persuasion Knowledge

ABSTRACT

Although people often are aware of the importance of adopting environmentally friendly lifestyles, they might be reluctant to do so as they believe that their actions do not make a difference (i.e. low response efficacy). Furthermore, they might experience reactance (e.g. negative attitudes) towards environmental messages that encourage them to adopt an environmentally friendly lifestyle. Therefore we experimentally tested whether it is possible to stimulate people to adopt an environmentally friendly lifestyle (i.e. recycle more clothing) by using visual impact metaphors that convey the message that old clothes deserve a new life. The findings show that a message in the form of a visual impact metaphor (vs. no visual impact metaphor) results in more positive attitudes towards recycling and stronger recycling intentions. This effect was mediated by two different underlying mechanisms: Response efficacy and more positive attitudes towards the persuasive attempt (i.e. positive evaluative persuasion knowledge).     

Employees' self‐efficacy and perception of individual learning in teams: The cross‐level moderating role of team‐learning behavior

Despite the importance of employee learning for organizational effectiveness, scholars have yet to identify the factors that influence employees' perception of individual learning. This paper identified employees' self‐efficacy as a potential antecedent to their perception of individual learning in the context of teamwork. We also hypothesized that team‐learning behavior had a moderating effect on the relationship between employees' self‐efficacy and their perception of individual learning. We conducted a study of 236 teams working in a retail firm, comprising 236 team supervisors and 1397 employees, and analyzed the data using hierarchical linear modeling. This study revealed that employees' individual‐level self‐efficacy was positively associated with their perception of individual learning in teams. Additionally, team‐learning behaviors moderated the positive relationship between employees' self‐efficacy and the perception of individual learning. This study has theoretical and practical implications for a more nuanced understanding of the perception of individual learning in the context of teamwork. Copyright © 2016 John Wiley & Sons, Ltd.     

灾害事故专业应急救援队伍能力评价指标体系研究*

为科学评价灾害事故专业应急救援队伍能力,基于相关行业领域应急救援队伍能力评价研究及制度标准分析,提取专业应急救援队伍能力构成要素,建立应急救援队伍能力评价指标体系及相应的评价方法。结果表明:指标体系可合理表征专业应急救援队伍能力,可为相关政府及企业开展灾害事故专业应急救援队伍能力评价提供参考。     

Team job‐related anxiety and creativity: Investigating team‐level and cross‐level moderated curvilinear relationships

Researchers have examined the effects of individual job‐related anxiety on employee attitudes and behaviors but have yet to examine whether team job‐related anxiety would have similar or different effects. Building on prior research on negative group affective tone and creativity, we propose that team job‐related anxiety has an inverted U‐shaped curvilinear relationship with both team and individual creativity. Furthermore, we posit that team cooperativeness moderates those curvilinear relationships. Using a two‐wave research design and matched employee‐supervisor data from 290 employees nested in 65 teams, we found support for the proposed inverted U‐shaped relationships. Moreover, the intermediate level of team job‐related anxiety was associated with higher individual creativity in teams with higher cooperativeness. We conclude the study with a discussion of the theoretical and practical implications of our findings.     

Balancing making a difference with making a living in the conservation sector

Goals play important roles in people's lives because they focus attention, mobilize effort, and sustain motivation. Understanding conservationists’ satisfaction with goal progress may provide insights into real-world environmental trends and flag risks to their well-being and motivation. We asked 2694 conservationists working globally how satisfied they were with progress toward goals important to them. We then explored how this satisfaction varied among groups, including demographic and occupational. Finally, we looked at respondents' experiences associated with goal-progress satisfaction. Many (94.0%) indicated that making a meaningful contribution to conservation was an important goal for them, and over half were satisfied or very satisfied in this area (52.5%). However, respondents were generally dissatisfied with progress on collective conservation goals (e.g., stopping species loss). Some groups were more likely to report dissatisfaction than others. For instance, those in conservation for longer tended to be less satisfied with collective goal progress (log odds –0.21, 95% credibility interval [CI] –0.32 to –0.10), but practitioners reported greater satisfaction (log odds 0.38, 95% CI 0.15–0.60). Likewise, those who were more optimistic in life (log odds 0.24, 95% CI 0.17–0.32), male (log odds 0.25, 95% CI 0.10–0.41), and working in conservation practice (log odds 0.25, 95% CI 0.08–0.43) reported greater satisfaction with individual goal progress. Free-text responses suggested widespread dissatisfaction with livelihood goals, particularly related to job security and adequate compensation. Although contributing to conservation appeared to be a source of satisfaction, slow goal progress in other areas––particularly around making a living––looked to be a source of distress and demotivation. Employers, funders, professional societies, and others should consider ways to help those in the sector make a difference while making a satisfactory living by, for example, prioritizing conservationists′ well-being when allocating funding. This support could include avoiding exploitative practices, fostering supportive work environments, and celebrating positive outcomes.     

Hunger amidst plenty: farmworker food insecurity and coping strategies in California

Farmworkers are often overlooked as producers and consumers of food; although farmworkers in California labour in some of the most productive agricultural regions in the world, they are largely food insecure. This paper investigates approaches to relieving farmworker food insecurity in one of the most productive agricultural regions in North America, California's Northern Central Coast. I explore the structural causes for farmworker food insecurity, looking at how farmworker food insecurity is linked to international trade and immigration policies, as well as the systematic exploitation of workers in California agriculture. Investigating the various ways that farmworkers cope with food insecurity, I compare two different approaches, food assistance programmes and farmworker gardens. I discuss the linkages between farmworkers' place in the food system as both producers and consumers, as they simultaneously are exploited for their labour and create their own coping mechanisms utilising their embodied agricultural knowledge.