Biosphere–atmosphere exchange of reactive nitrogen and greenhouse gases at the NitroEurope core flux measurement sites: Measurement strategy and first data sets

The NitroEurope project aims to improve understanding of the nitrogen (N) cycle at the continental scale and quantify the major fluxes of reactive N by a combination of reactive N measurements and modelling activities. As part of the overall measurement strategy, a network of 13 flux ‘super sites’ (Level-3) has been established, covering European forest, arable, grassland and wetland sites, with the objective of quantifying the N budget at a high spatial resolution and temporal frequency for 4.5 years, and to estimate greenhouse gas budgets (N₂O, CH₄ and CO₂). These sites are supported by a network of low-cost flux measurements (Level-2, 9 sites) and a network to infer reactive N fluxes at 58 sites (Level-1), for comparison with carbon (C) flux measurements.Measurements at the Level-3 sites include high resolution N₂O, NO (also CH₄, CO₂) fluxes, wet and dry N deposition, leaching of N and C and N transformations in plant, litter and soil. Results for the first 11 months (1.8.2006 to 30.6.2007) suggest that the grasslands are the largest source of N₂O, that forests are the largest source of NO and sink of CH₄ and that N deposition rates influence NO and N₂O fluxes in non-agricultural ecosystems. The NO and N₂O emission ratio is influenced by soil type and precipitation. First budgets of reactive N entering and leaving the ecosystem and of net greenhouse gas exchange are outlined. Further information on rates of denitrification to N₂ and biological N₂ fixation is required to complete the N budgets for some sites. The quantitative roles played by CO₂, N₂O and CH₄ in defining net greenhouse gas exchange differ widely between ecosystems depending on the interactions of climate, soil type, land use and management.     

Are “job hoppers” trapped in hedonic treadmills? Effects of career orientations on newcomers' attitude trajectories

Joining a new organization to change jobs is an influential event in an employee's career. Thus, inter-organizational job changes have sparked growing scholarly interest, especially in the temporal dynamics involved in detaching from organizations and adapting to new ones. While it is widely accepted that employees adapt differently to job changes, the influence of employees' career orientations on changes in job attitudes has not yet been considered. This is surprising given that a key difference between self-centered and organization-centered career orientations is a positive attitude toward job changes. Building on hedonic adaptation, we examined how career orientations influence changes in job satisfaction and turnover intention throughout a job change. We compared self-centered and organization-centered employees using random coefficient modeling on two longitudinal data sets with voluntary job changers. Our results illustrate that self-centered career orientations foster a stronger decline in job satisfaction with the new employer, as well as a larger increase in turnover intention, than organization-centered career orientations. In contrast, employees with organization-centered career orientations experienced an upward trend in job satisfaction toward the end of the first year. Our findings offer important implications for research on the determinants of job attitude trajectories when individuals join a new organization.     

Predictors of turnover amongst volunteers: A systematic review and meta-analysis

Volunteers represent a global workforce equivalent to 61 million full-time workers. A significant decline in volunteering has highlighted the urgency to better understand and address turnover amongst volunteers. To address this, we conducted a systematic review and meta-analysis of turnover amongst volunteers. We also examined whether staying or leaving has different predictors. The meta-analysis integrated and synthesized 117 studies, encompassing 1104 effect sizes across 55 335 volunteer workers, to identify and quantify relationships between turnover and the broad range of variables that have been examined in the volunteer work domain. Amongst the strongest predictors of volunteer turnover were attitudinal variables, in particular, job satisfaction (ρ = −.58), affective commitment (ρ = −.58), engagement (ρ = −.54) and organizational commitment (ρ = −.54). Contextual variables that showed the largest effects included communication (ρ = .62), organizational support (ρ = −.61) and the quality of the relationship between volunteers and their leader (leader-member exchange, ρ = −.55). We synthesize our findings into an integrative framework delineating the predictors of volunteer turnover. In doing so, we extend turnover research to consider non-remunerated work contexts and provide a basis for developing turnover theory that is responsive to the unique experience of volunteers.     

STEMming the tide: New perspectives on careers and turnover

The question of why so many people leave science, technology, engineering and mathematics (STEM) jobs continues to echo through social science research and Government policy. This is not surprising given the considerable investments into uptake and quality of STEM education and that STEM workers have a pivotal role to play in addressing current and future grand challenges. Yet, too many individuals with tertiary degrees in STEM—disproportionately women, racial minorities, and the underprivileged—leave or pursue careers in non-STEM fields. While demand for employment in STEM continues to grow, such persistent STEM defections present a significant challenge. We offer an integrative special issue of eight empirical articles capturing current thinking and evidence on employee retention and turnover, both within and beyond the realm of STEM. Our thematic analysis of the articles reveals overarching themes around the fundamental question of why people choose to stay in their jobs and why they leave. From this, we provide a future research agenda recognizing the myriad work and nonwork factors influencing the desire and ability to stay in one's chosen profession, particularly in critical sectors where gender and minority attrition rates prevail.     

祁连山不同海拔土壤有机碳库及分解特征研究

依据三库一级动力学理论,通过室内土样培养实验,研究了祁连山不同海拔高度土壤总有机碳库(Csoc)、活性碳库(Ca)、缓效性碳库(Cs)和惰性碳库(Cr)特征及有机碳(SOC)的分解特征.结果表明,祁连山不同海拔A、B层土壤总有机碳库含量分别为7.606～89.026 g·kg-1,5.804～84.267 g·kg-1;活性碳库含量分别为0.180～1.328 g·kg-1,0.159～1.273g·kg-1;缓效性碳库含量分别为3.650～35.173 g·kg-1,3.703～43.623 g·kg-1;惰性碳含量分别为3.776～65.298 g·kg-1,1.942～48.121 g·kg-1.总有机碳库随海拔表现出"增加-减少-增加-减少"的变化趋势,3种组分碳库未表现出海拔高度上的明显变化规律,大致呈现中高海拔>高海拔>中低海拔.土壤总有机碳库和惰性碳库含量在海拔之间有极显著差异(P<0.01),缓效碳库有显著性差异(P<0.05),活性碳库间无显著性差异.培养结果显示土壤有机碳分解速率也未表现出随海拔高度的明显变化规律,与碳库变化几乎一致.不同海拔土壤有机碳日释放速率峰值与整个培养过程土壤有机碳释放速率变化一致,可以用以代表有机碳分解的快慢特征.活性碳库与有机碳日释放速率峰值满足线性关系(P<0.01).培养结果显示土壤有机碳按活性碳库、缓效性碳库、惰性碳库的顺序进行周转.多项式方程能很好表达有机碳累积释放量与时间的关系,三次多项式已能达到较好的精度(R2>0.99).     

Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees

Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover. The key theoretical mechanisms connecting socialization tactics to turnover in our model are the extent to which newcomers perceive their relationship with the organization as supportive, caring, and entailing positive social exchanges and the extent to which newcomers become embedded within the organization. We collected longitudinal data from over 500 employees over the first year of employment. Consistent with our hypotheses, socialization tactics influence perceived organizational support (POS) and job embeddedness, and POS and embeddedness both relate to organizational commitment and voluntary turnover. Results support POS and embeddedness as relational mechanisms that bind employees to the organization as a result of socialization tactics. Copyright © 2012 John Wiley & Sons, Ltd.     

不同有机物料还田对土壤结构与玉米光合速率的影响

为解决由于长期不合理耕作及有机物料利用率低而导致土壤养分贫瘠和土壤物理性状恶化情况,本试验针对黑土宜板结和肥力保持等问题设置了不同技术措施,研究在玉米生育时期不同有机物料还田模式对土壤结构特性及玉米光合速率的影响。结果表明：收获后浅翻深松＋秸秆还田和有机肥处理较常规处理,土壤容重下降了0.13 g＆#183;cm-3和0.09 g＆#183;cm-3,浅翻深松＋秸秆还田、有机肥、翻压绿肥和生物肥均能降低土壤紧实度,改善土壤三相比,增加土壤通气透水性,使得土壤物理结构得到改善。有机肥、秸秆还田和生物肥处理提高玉米喇叭口期光合速率,较常规处理提高2.1～7.6μmol＆#183;m-2＆#183;s-1;秸秆还田和生物肥较常规施肥处理,蒸腾速率下降57%和56%;在玉米喇叭口期各处理气孔导度均小于对照,灌浆期秸秆还田处理较常规处理气孔导度增加,导致叶片胞间CO2浓度下降,说明气孔阻力的降低导致叶片胞间CO2浓度降低。有机物料还田后可以降低土壤容重、紧实度,土壤三项比达到合理范围,并且可以提高作物的光合速率,降低蒸腾速率,尤其是秸秆还田和有机肥处理好于其他处理。保护性耕作和有机物料还田对于提高土壤肥力、改善土壤物理特性,提高作物光合速率,增加作物产量均起到积极促进作用。     

Spatial and temporal dynamics at manakin leks: reconciling lek traditionality with male turnover

Leks, display grounds where males congregate and females visit to copulate, are typically traditional in location, despite often high turnover of individual males. How leks can persist in face of male turnover is not well understood, in part due to a lack of detailed field data allowing for a clear understanding of lek dynamics. We followed the fate of individual males at 11 to 15 leks of the blue-crowned manakin Lepidothrix coronata across four breeding seasons to gain insights on how leks are formed and changed in space and time. Between years, leks were traditional in location despite changes in territory ownership due to male disappearance and recruitment. New males were equally likely to recruit by taking over existing territories or by establishing new territories. Recruitment was influenced by age, as recruits were more likely to be adults than subadults. Lek size did not affect the probabilities of a male recruiting or persisting at a territory, and vocalization rate, a correlate of mating success in this population, did not affect male persistence. We used our field data to model changes in lek size and composition over longer periods of time (100 years) to understand how lek traditionality can be reconciled with high male turnover. Our simulations showed that leks in our population rapidly stabilize in size despite changes in territory ownership and that rates of male recruitment and disappearance compensate each other, such that leks have the potential to persist for several decades after the original males have disappeared from them.     

Biological turnover of chemical elements in a secondary deciduous-coniferous forest of the middle taiga subzone

The biological turnover of nitrogen and ash elements has been studied in a secondary deciduous-coniferous stand formed in place of a clear-cut spruce forest. The results have shown that a high degree of accumulation is characteristic of Ca, N, K, and Si, with N, Ca, K, Si, P, and Mg being most actively involved in the biological turnover. The biological turnover in this stand is of the calcium-nitrogen-potassium type, and its intensity and rate exceed those in bilberry spruce forest by factors of 1.7 and 2–4, respectively.     

The challenge of being a young manager: The effects of contingent reward and participative leadership on team‐level turnover depend on leader age

Effective leadership requires a leader claiming as well as team members granting the leadership position. Contingent reward and participative leadership may both facilitate this mutual process. However, these behaviors differ in the degree to which they require a leader to have status and be prototypical. Their effectiveness might thus depend on the status‐related characteristics of the leader. In this respect, we propose that younger leaders, by deviating from the leader prototype in terms of age, lack a natural status cue, which will determine the effectiveness of these two leadership behaviors in shaping turnover. Two pilot studies (N = 113 and 121 individuals) confirm that younger leaders are perceived as less prototypical and to have lower status than older leaders. Examining 83 work teams, we show that leader age differently moderates the effects of contingent reward and participative leadership on time‐lagged team turnover. For younger (compared with older) leaders, contingent reward was effective as illustrated by decreased voluntary turnover and increased involuntary turnover, whereas participative leadership, which was associated with increased voluntary turnover and decreased involuntary turnover, was ineffective. These findings point to the importance of incorporating natural status cues of leaders for understanding the effectiveness of different leadership behaviors. Copyright © 2016 John Wiley & Sons, Ltd.