A Review of the United States' Past and Projected Water Use

Good information and data on water demands are needed to perform good analyses, yet collecting and compiling spatially and temporally consistent water demand data are challenges. The objective of our work was to understand the limitations associated with water‐use estimates and projections. We performed a comprehensive literature review of national and regional United States (U.S.) water‐use estimates and projections. We explored trends in past regional projections of freshwater withdrawals and compared these values to regional estimates of freshwater withdrawals made by the U.S. Geological Survey. Our results suggest a suite of limitations exist that have the potential for influencing analyses aiming to extract explanatory variables from the data or using the data to make projections and forecasts. As we explored regional projections, we paid special attention to the two largest water demand‐side sectors — thermoelectric energy and irrigation — and found thermoelectric projections are more spread out than irrigation projections. All data related to water use have limitations, and there is no alternative to making the best use that we can of the available data; our article provides a comprehensive review of these limitations so that water managers can be more informed.     

The use of environmental DNA in invasive species surveillance of the Great Lakes commercial bait trade

Over 180 non‐native species have been introduced in the Laurentian Great Lakes region, many posing threats to native species and ecosystem functioning. One potential pathway for introductions is the commercial bait trade; unknowing or unconcerned anglers commonly release unused bait into aquatic systems. Previous surveillance efforts of this pathway relied on visual inspection of bait stocks in retail shops, which can be time and cost prohibitive and requires a trained individual that can rapidly and accurately identify cryptic species. Environmental DNA (eDNA) surveillance, a molecular tool that has been used for surveillance in aquatic environments, can be used to efficiently detect species at low abundances. We collected and analyzed 576 eDNA samples from 525 retail bait shops throughout the Laurentian Great Lake states. We used eDNA techniques to screen samples for multiple aquatic invasive species (AIS) that could be transported in the bait trade, including bighead (Hypophthalmichthys nobilis) and silver carp (H. molitrix), round goby (Neogobius melanostomus), tubenose goby (Proterorhinus marmoratus), Eurasian rudd (Scardinius erythrophthalmus), and goldfish (Carassius auratus). Twenty‐seven samples were positive for at least one target species (4.7% of samples), and all target species were found at least once, except bighead carp. Despite current regulations, the bait trade remains a potential pathway for invasive species introductions in the Great Lakes region. Alterations to existing management strategies regarding the collection, transportation, and use of live bait are warranted, including new and updated regulations, to prevent future introductions of invasive species in the Great Lakes via the bait trade. El Uso del ADN Ambiental en la Vigilancia de Especies Invasoras del Mercado de Carnada Comercial de los Grandes Lagos     

城市饮用水源水质健康风险评价

应用健康风险评价模型对广东省某河段饮用水源地水质进行健康风险评价。结果表明,化学致癌物是该饮用水源地的主要污染物;化学致癌物的健康风险大小顺序为Cr6+>As>Cd,优先控制污染物为Cr6+;化学致癌物的健康风险超过国际辐射防护委员会(ICRP)推荐的最大可接受限值,并且远远超过非致癌物所致的风险;非致癌物的健康风险大小顺序为Pb>F>NH3-N>CN>酚。研究结果确定了该水源地水质健康风险值、污染物的优先控制顺序。     

黄河兰州段水污染现状分析及防治

根据黄河兰州段所处的地理位置介绍了黄河兰州段污染状况及污染物来源,从不同方面说明了其水质的变化趋势并做出了主要污染物总的变化趋势;对其水源水做出了评价,说明了可能存在的有机物和无机致癌物的种类、来源;根据黄河兰州段有机物污染及其特殊性讨论了黄河兰州段对于有机污染物的承载力;并依据其具体情况提出防治对策.     

Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality

Previous research has yielded mixed results regarding the effects of age on innovation‐related behavior (IRB; i.e., generating, disseminating, and implementing new ideas). This paper hypothesizes that the relationship of age with IRB is jointly moderated by undermining behavior on the part of the supervisor and the extent to which the employee possesses a proactive personality. We collected data from 196 employees at three points in time over a one‐year period. Results supported the hypothesized 3‐way interaction of age, supervisor undermining, and proactive personality on IRB. As predicted, highly proactive older workers responded to high supervisor undermining with more IRB, whereas older workers low on proactive personality responded to high supervisor undermining with less IRB. On the other hand, when supervisor undermining was low, proactive personality did not moderate the relationship of age with IRB. Copyright © 2012 John Wiley & Sons, Ltd.     

A meta‐analytic comparison of self‐reported and other‐reported organizational citizenship behavior

Given the common use of self‐ratings and other‐ratings (e.g., supervisor or coworker) of organizational citizenship behavior (OCB), the purpose of this meta‐analysis was to evaluate the extent to which these rating sources provide comparable information. The current study's results provided three important lines of evidence supporting the use and construct‐related validity of self‐rated OCB. The meta‐analysis of mean differences demonstrated that the mean difference in OCB ratings is actually quite small between self‐ and other‐raters. Importantly, the difference between self‐ and other‐raters was influenced by neither the response scale (i.e., agreement vs. frequency) nor the use of antithetical/reverse‐worded items on OCB scales. The meta‐analysis of correlations showed that self‐ and other‐ratings are moderately correlated but that self–other convergence is higher when antithetical items are not used and when agreement response scales are used. In addition, self‐ratings and supervisor‐ratings showed significantly more convergence than self‐ratings and coworker‐ratings. Finally, an evaluation of self‐rated and other‐rated OCB nomological networks showed that although self‐rated and other‐rated OCBs have similar patterns of relationships with common correlates, other‐rated OCB generally contributed negligible incremental variance to correlates and only contributed appreciable incremental variance to other‐rated behavioral variables (e.g., task performance and counterproductive work behavior). Implications and future research directions are discussed, particularly regarding the need to establish a nomological network for other‐rated OCB. Copyright © 2013 John Wiley & Sons, Ltd.     

Workplace ostracism and deviant and helping behaviors: The moderating role of 360 degree feedback

Drawing on sociometer theory, we argue that when 360 degree feedback is used in a work setting, being ostracized by coworkers has a stronger negative influence on employees' state self‐esteem, which promotes interpersonal deviance and demotivates helping directed toward coworkers, as compared to settings in which 360 feedback is not used. We tested our hypotheses using data collected from North American employees (Study 1) and a two‐wave survey of employees in China (Study 2). Results from both studies support the hypothesized interaction between workplace ostracism and 360 degree feedback on interpersonal deviance and helping behavior. Results from Study 2 further show that lower state self‐esteem accounts for the stronger negative association of ostracism with helping behavior among employees who are exposed to 360 degree feedback. Ostracism is not related to subsequent state self‐esteem or behavior when 360 degree feedback is absent. We discuss the implications for theory and research concerning employee exclusion. Copyright © 2016 John Wiley & Sons, Ltd.     

Mentoring with(in) care: A co‐constructed auto‐ethnography of mutual learning

Research into workplace mentoring is principally focussed on predictors and psychosocial and instrumental outcomes, while there is scarcely any in‐depth research into relational characteristics, outcomes and processes. This article aims to illustrate these relational aspects. It reports a co‐constructed auto‐ethnography of a dyadic mentoring relationship as experienced by mentor and protégé. The co‐constructed narrative illustrates that attentiveness towards each other and a caring attitude, alongside learning‐focussed values, promote a high‐quality mentoring relationship. This relationship is characterised, among other things, by person centredness, care, trust and mutual influence, thereby offering a situation in which mutual learning and growth can occur. Learning develops through and in relation and is enhanced when both planned and unplanned learning takes place. In addition, the narrative makes clear that learning and growth of both those involved are intertwined and interdependent and that mutual learning and growth enrich and strengthen the relationship. It is concluded that the narrative illustrates a number of complex relational processes that are difficult to elucidate in quantitative studies and theoretical constructs. It offers deeper insight into the initiation and improvement of high‐quality mentoring relationships and emphasises the importance of further research into relational processes in mentoring relationships. Copyright © 2015 John Wiley & Sons, Ltd.     

Job engagement,perceived organizational support,high‐performance human resource practices,and cultural value orientations: A cross‐level investigation

Drawing on social exchange theory, we developed and tested a cross‐level model of organizational‐level predictors of job engagement. Specifically, we examined the impact of high‐performance human resource (HR) practices on employee engagement and work outcomes. Based on a sample of 605 employees, their immediate supervisors, and HR managers from 130 companies, our results indicated that high‐performance HR practices were directly related to job engagement as well as indirectly related through employees' perceived organizational support. In turn, job engagement was positively related to in‐role performance and negatively related to intent to quit. Culture was found to act as a critical contextual factor, as our results also revealed that the relationship between HR practices and perceived organizational support was stronger when collectivism was high and when power distance orientation was low. Overall, the findings shed new light on the processes and conditions through which employee work‐related outcomes are enhanced owing to high‐performance HR practices. Copyright © 2015 John Wiley & Sons, Ltd.     

Going beyond work and family: A longitudinal study on the role of leisure in the work–life interplay

Going beyond the relation of work and family, the present three‐wave longitudinal study spanning one year assessed different forms of conflict and facilitation between leisure and the life domains work and family and their relation to subjective well‐being. A sample of N = 277 employed men and women reported their perceived conflict and facilitation between leisure, work, and family and subjective well‐being. Results suggest that leisure is a source of facilitation for work and family, and, at the same time, a major recipient of conflict from work and family. Moreover, leisure conflict was negatively correlated and leisure facilitation was positively associated with concurrent subjective well‐being. Both conflict and facilitation between all three life domains remained highly stable over the course of one year. Only few and non‐systematic lagged effects were found, indicating that the variance of the stability of the constructs and their relations over time leave little room for longitudinal predictions. Taken together, the study demonstrates that, similar to work–family relations, conflict and facilitation with the leisure domain are also associated with subjective well‐being and remain highly stable over the course of a year in the lives of young and middle‐aged adults. Copyright © 2016 John Wiley & Sons, Ltd.