Habitat-specific chemical cues influence association preferences and shoal cohesion in fish

The structure of social animal groups can be dynamic, characterized by high rates of group fission and fusion. Despite this, group composition is often well ordered by factors such as species, body size and by numerous other phenotypic traits. Research in shoaling fishes has revealed that individuals refine group membership decisions still further and are capable of assimilating chemical cues pertaining to recent habitat and prey use by prospective group mates, preferring to associate with others whose recent resource use history closely matches their own. In this study, we firstly examined the dynamics of the formation and breakdown of these preferences, revealing that they can be acquired and replaced in a matter of just a few hours. Using such cues enables individuals to accurately assess the resource use of conspecifics, allowing them to indirectly sample the local environment while reducing the chances of acquiring outdated information that can precipitate maladaptive behaviors. Secondly, we found that shoals composed of individuals with shared recent habitat use history were more cohesive compared to those where the constituent individuals differed in recent habitat use. Increased shoal cohesion may reduce predation risk, and could enhance the ability of individuals to detect and use social information.     

军民航空域安全评估中的碰撞风险研究

碰撞风险是空域安全评估的重要内容。为保证军民航的安全飞行,通过对民航Event模型碰撞风险的研究,构建了军航训练空域与民航航路的碰撞风险模型;根据军航飞机的飞行特点,建立了军航飞机侧向位置偏差概率模型;结合民航飞机的横向位置偏差概率模型重新计算Event模型中的碰撞盒穿越间隔片频率(GERh);选取某一战术动作对军民侧向碰撞风险进行仿真,确定其安全间隔;通过对飞行过程中各个关键点碰撞风险的研究,对空域的使用提出建议,并验证了理论的实用性。结果表明,当前10 km的安全间隔标准并不能符合规定的安全目标等级,至少需要再增加7 km的安全间隔才能使整个飞行过程均满足要求。     

非营利性组织发展与我国政府治理

本文从非营利性组织与政府治理的关系出发，分析了非营利性组织在政府治理中的积极作用，并通过对非营利性组织存在的若干问题，提出了在完善我国政府治理过程中发展非营利性组织的政策建议。     

我国在职环境培训的现状和几点建议

我国环保系统人才的构成现状,决定了在职环境培训在一个相当长的时间内,仍是我国环保工作的一个重要组成部分。本文在分析在职环境培训情况的基础上,对今后进一步搞好培训工作提出了几点建议。     

大空间建筑空调气流组织计算方法

介绍在大的空间获得满意气流组织的分层空气调节的计算方法，并提出了相应的计算公式。     

农村水环境治理的内生机制研究

农村水环境内生治理机制是外源治理力量"嵌入"的前提和运行保障,加强农村内在要素的水环境治理参与对于农村生态社区建设具有重要意义.内生治理效用的高低不仅取决于农村社区成员的组织化程度还较多受到环境政策执行效果的影响,细致分析时下农村水环境治理的内部结构,农户参与不足、民间组织承接能力不高、社区公共性消减和政策执行偏差等问题在较大程度上制约着农村内生秩序与农村生态社区建设的和谐共进.进一步厘清农村水环境内生治理的强化进路,可从参与渠道拓展、民间组织培育、内生秩序转型以及治理规范制定四个方面加以调整,不断促进农村水环境治理的内外互动.     

ANP-Fuzzy方法在MPL学生威胁与差错管理能力评估中的应用

为考核CCAR141飞行学校多人制机组驾驶员执照(Multi-crew Pilot License,MPL)训练效果,对其核心单元——威胁与差错管理(Threat and Error Management,TEM)能力进行评估.在分析ANP原理和模糊综合评价方法的基础上,结合ICAO的PANS-TRG文件,建立了面向MPL培训的TEM能力评估指标体系和能够精确界定定性指标的Fuzzy多层次评价结构.采用ANP-Fuzzy方法对CCARI41飞行学校C的MPL学生TEM能力进行评估.结果表明,威胁管理比差错管理、非预期状态管理对MPL学生TEM能力的影响大,同时,该方法能够有效区分学生自身不同方面及不同学生间的管理能力差异.此外,借助Super Decisions软件也可用于其他训练单元的效果评估.     

基于Shapley值的农村非政府应急组织激励模型构建

农村非政府应急组织是以共同应对农村突发事件为纽带自愿结成的互助性合作联盟,成员间的利益分配关系是组织生存与发展的重要基础。而Shapley值法正是解决多人合作利益分配问题的一种简便易行的数学方法。基于Shapley值法构建农村非政府应急组织利益分配激励模型能较好地促进其成员间的信任、合作与共享信息,使其收益透明化,有助于全面提升应急服务效益和充分发挥应急服务功能。首先,介绍了基于Shapley值法构建农村非政府应急组织激励模型的研究现状,然后初步探索了构建步骤及其实施建议,以进一步促进农村非政府应急组织的稳定运行与健康发展。     

Effects of initial resources on the development of strains during a stressful training situation: Some counterintuitive results

Resource theories of occupational stress argue that employees' personal and environmental resources protect them from too much distress or strain during stressful work experiences. We examined four resources (emotional stability, previous experience, low drain on pre‐existing resources, and workgroup quality) available to soldiers at the beginning of a stressful 3‐month training experience as predictors of the trajectories of their strains over that period of time. Based on conservation of resources theory and the job demands–resources model, we predicted that the trends of strains would be more favorable (would increase more slowly or decline more quickly) if participants started the training with greater resources. The resources, primarily emotional stability and lack of pre‐existing resource drain, tended to be negatively related to strains, consistent with the idea that they can reduce strains. Significant interactions predicting trends were found predicting two of the three strains (post‐traumatic stress symptoms and depression, but not reports of physical health). Contrary to expectations, however, the three resources that significantly predicted trends over time (emotional stability, previous experience, and low pre‐existing resource drain) were associated with worsening rather than improving strains. Copyright © 2014 John Wiley & Sons, Ltd.     

Overqualification and counterproductive work behaviors: Examining a moderated mediation model

The current study examined the effect of employees' perceived overqualification on counterproductive work behaviors (CWBs). Building on person–job fit theory and prior research on such organizational phenomena, we conceptualized overqualification as a type of poor person–job fit. Drawing on the dual‐process model, we further suggested that in processing their person–job misfit, overqualified employees might cognitively appraise themselves as less worthy organizational members and experientially feel angry toward the employment situation. We also suggested that to the extent that overqualified people are sensitive to justice, they may react more or less strongly to being overqualified. We tested our predictions using time‐lagged data from a sample of 224 workers and their supervisors employed in a large manufacturing company in China. Consistent with our theoretical framework, we found that organization‐based self‐esteem (OBSE) and anger toward employment situation mediated the positive relationships between perceived overqualification and both self‐rated and supervisor‐rated CWBs. In addition, justice sensitivity moderated the relationship between perceived overqualification and the mediators (i.e., OBSE and anger) and the indirect relationship between perceived overqualification and CWB. The theoretical and practical implications of these findings as well as future research directions are discussed. Copyright © 2014 John Wiley & Sons, Ltd.