基于多流域生态网络模型的用水系统结构特征演化分析

以黄淮海流域为案例,将其涵盖生态环境和社会经济用水的水资源利用系统作为研究对象,构建多流域生态网络模型,从系统整体角度自上而下对其进行描述并开展生态网络分析,通过系统整体分析指标的计算,对黄淮海流域在2003~2014年期间系统结构特征的演化进行了分析.研究结果表明,2003~2014年期间,通过"十一五"、"十二五"规划所开展的多项水资源可持续利用措施的实施,系统受到来自外界环境的压力和干扰有所减小,系统逐渐趋于稳定,但却仍存在着生态用水量严重短缺的问题,系统的可持续性还有待进一步研究和提高.     

不同土地利用类型土壤重金属生态风险与人体健康风险

采集龙口市北部平原区5种土地利用类型表层土壤,检测5种重金属(Cu、Pb、Zn、Cd和As)的含量.在初步了解土壤重金属污染状况的基础上,利用调整评估阈值以后的Hakanson潜在生态风险评价模型和修正参数后的健康评估模型,评价该区由土壤重金属引起的潜在生态风险和对人体健康带来的风险.结果表明,本研究中的5种重金属含量均超过背景值;Cd元素的潜在生态风险高而复杂,在水浇地、果园和裸地中主要为二级风险,城市工业用地和采矿用地以重度风险为主,As元素在每种地类中一级和二级风险基本相当,其余3种重金属各地类的轻微风险面积占比都在70%以上; 5种元素的综合生态风险在除裸地外的地类中多为三级风险,城市工业用地及采矿用地四级风险的面积占比相对较大;该区5种土壤重金属对人体健康存在非致癌和致癌风险,成人和儿童由Pb元素引起的非致癌风险以经口摄入为主要途径,且致癌重金属As对这两类人群的致癌风险的暴露途径亦是经口摄入.     

2007—2015年中国农村居民点用地与农村人口时空耦合关系

系统研究中国农村居民点用地与农村人口的时空耦合关系,是优化农村土地资源配置的重要理论基础。论文利用人口统计数据与土地调查数据,基于弹性系数模型,分析了我国农村居民点用地面积与农村人口数量的时序变化特征、空间分异规律和耦合关系类型,研究主要结果如下：1）2007—2015年,全国农村居民点用地以1.94%的年均增长率快速增长,8 a间共增加257.27万hm²;2）我国农村常住人口人均居民点用地面积和农业户籍人口人均居民点用地面积分别以年均4.61%和1.98%的速度增长,两者差距以年均16.2%的速度逐年拉大;3）农村居民点用地面积与农村常住人口数量耦合类型在全国尺度上为G类（用地面积增加,人口数量减少,且前者增长率小于后者）失调发展类型,在省域尺度上都是失调发展类型,主要是G类和H类（用地面积增加,人口数量减少,且前者增长率大于后者）失调类型。农村居民点用地面积与农业户籍人口数量的耦合类型在全国尺度上为H类失调发展类型,全国93.55%的省份为失调发展类型,失调类型以A类（用地面积增加,人口数量增加,且前者增长率大于后者）和H类为主。研究结果表明：2007—2015年间,中国农村居民点用地面积与农村人口数量耦合关系呈现失调发展态势,并具有明显的空间异质性特征。论文研究结果可以为优化农村土地资源配置、促进农村人地关系协调发展提供科学依据。     

Managed grassland alters soil N dynamics and N2O emissions in temperate steppe

Reclamation of degraded grasslands as managed grasslands has been increasingly accelerated in recent years in China. Land use change affects soil nitrogen(N) dynamics and nitrous oxide(N_2O) emissions. However, it remains unclear how large-scale grassland reclamation will impact the grassland ecosystem as a whole. Here, we investigated the effects of the conversion from native to managed grasslands on soil N dynamics and N_2O emissions by field experiments in Hulunber in northern China. Soil(0–10 cm), nitrate(NO_3~-),ammonium(NH_4~+), and microbial N were measured in plots in a temperate steppe(Leymus chinensis grassland) and two managed grasslands(Medicago sativa and Bromus inermis grasslands) in 2011 and 2012. The results showed conversion of L. chinensis grassland to M.sativa or B. inermis grasslands decreased concentrations of NO_3~–-N, but did not change NH_4~–N . Soil microbial N was slightly decreased by the conversion of L. chinensis grassland to M.sativa, but increased by the conversion to B. inermis. The conversion of L. chinensis grassland to M. sativa(i.e., a legume grass) increased N_2O emissions by 26.2%, while the conversion to the B. inermis(i.e., a non-legume grass) reduced N_2O emissions by 33.1%. The conversion from native to managed grasslands caused large created variations in soil NO?3~-+–N and NH_4~–N concentrations. Net N mineralization rates did not change significantly in growing season or vegetation type, but to net nitrification rate. These results provide evidence on how reclamation may impact the grassland ecosystem in terms of N dynamics and N_2O emissions.     

Thriving at work: A meta‐analysis

Thriving at work refers to a positive psychological state characterized by a joint sense of vitality and learning. On the basis of Spreitzer and colleagues' model, we present a comprehensive meta‐analysis of antecedents and outcomes of thriving at work (K = 73 independent samples, N = 21,739 employees). Results showed that thriving at work is associated with individual characteristics, such as psychological capital (r_c = .47), proactive personality (r_c = .58), positive affect (r_c = .52), and work engagement (r_c = .64). Positive associations were also found between thriving at work and relational characteristics, including supportive coworker behavior (r_c = .42), supportive leadership behavior (r_c = .44), and perceived organizational support (r_c = .63). Moreover, thriving at work is related to important employee outcomes, including health‐related outcomes such as burnout (r_c = ?.53), attitudinal outcomes such as commitment (r_c = .65), and performance‐related outcomes such as task performance (r_c = .35). The results of relative weights analyses suggest that thriving exhibits small, albeit incremental predictive validity above and beyond positive affect and work engagement, for task performance, job satisfaction, subjective health, and burnout. Overall, the findings of this meta‐analysis support Spreitzer and colleagues' model and underscore the importance of thriving in the work context.     

Self‐leadership in the context of part‐time teleworking

Employees who work periodically in both a traditional office and home office (part‐time teleworkers) face opportunities and risks related to both working locations. As self‐leadership might play a crucial role in this context, we examined within‐person variations in self‐leadership (self‐reward, self‐punishment, self‐cueing, self‐goal setting, imagining successful performance, and evaluation of beliefs and assumptions) on home days and office days. In a typical workweek, 195 part‐time teleworkers filled out daily surveys (729 days), and we examined the relationship between working location (office and home) and self‐leading behavior as well as the mediating role of autonomy. Finally, we investigated whether self‐leading behavior relates to ego depletion and work satisfaction at the end of the working day. Multilevel analyses revealed that part‐time teleworkers reported higher use of self‐reward, self‐goal setting, and visualization of successful performance on home days than on office days. The association between working location and self‐reward, self‐goal setting, visualization of successful performance, and evaluation of beliefs and assumptions was mediated by autonomy. There were no indirect effects of working location on ego depletion through self‐leadership. However, we found that on home days, part‐time teleworkers were more satisfied with their job at the end of the workday through self‐goal setting.     

You want me to do what? Two daily diary studies of illegitimate tasks and employee well‐being

Illegitimate tasks, a recently introduced occupational stressor, are tasks that violate norms about what an employee can reasonably be expected to do. Because they are considered a threat to one's professional identity, we expected that the daily experience of illegitimate tasks would be linked to a drop in self‐esteem and to impaired well‐being. We report results of two daily diary studies, one in which 57 Swiss employees were assessed twice/day and one in which 90 Americans were assessed three times/day. Both studies showed that illegitimate tasks were associated with lowered state self‐esteem. Study 1 demonstrated that high trait self‐esteem mitigated that relationship. Study 2 showed that illegitimate tasks were associated with not only lowered state self‐esteem but also lower job satisfaction and higher anger and depressive mood, but not anger or job satisfaction remained elevated until the following morning. Copyright © 2015 John Wiley & Sons, Ltd.     

深圳市大鹏新区生态保护红线划定技术方法研究

生态保护红线是环境保护管理方法的一种创新,目前的研究多是针对生态功能和敏感性划定空间红线,对环境质量和资源承载能力的考虑相对较少.本文以深圳市大鹏新区为研究对象,在保障区域生态红线的性质不变、功能不降和面积不减的基础上,分别从环境质量红线、生态功能保障红线和资源利用3个方面开展生态保护红线的划分.结果表明:生态功能保障红线与生态控制线基本吻合,环境质量红线包括水环境容量利用红线和大气环境容量红线,其中,水环境容量红线为CODCr、NH3-N、TN和TP可利用的环境容量,分别为720.5、36.4、67.5和6.67t·a-1;大气环境容量红线为轨道交通分担50%的运力时,机动车为20000辆·d-1.资源利用红线为大鹏新区的最适旅游承载力,为18555人次·d-1,即677.3万人次·a-1.划分结果较好地反映了大鹏新区经济发展的自然和环境制约,可以为大鹏当地经济发展和环境保护管理提供相应的技术支持.     

A multilevel study of group‐focused and individual‐focused transformational leadership,social exchange relationships,and performance in teams

Using matched reports from 73 team leaders and 359 of their members across 23 companies in Korea, we examined a multilevel model where group‐ and individual‐focused transformational leadership and their influence processes operate at the team and dyadic levels independently and interactively to be associated with team and member performance. Results indicated that group‐focused transformational leadership was positively associated with team performance through team member exchange (TMX), whereas individual‐focused transformational leadership positively related to team members' in‐role and extra‐role performance through leader–member exchange (LMX). TMX not only positively mediated the relationships between group‐focused transformational leadership and member performance after controlling for LMX but also positively moderated LMX–performance relationships. Moreover, the indirect effect of individual‐focused transformational leadership through LMX on member performance was contingent upon the level of TMX. Theoretical and applied implications are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

Juggling work and family responsibilities when involuntarily working more from home: A multiwave study of financial sales professionals

Using multiwave survey data collected among 251 financial sales professionals, we tested whether involuntarily working more from home (teleworking) was related to higher time‐based and strain‐based work‐to‐family conflict (WFC). Employees' boundary management strategy (integration vs. segmentation) and work–family balance self‐efficacy were considered as moderators of these relationships. Data were collected one month before, three months after, and 12 months after the implementation of a new cost‐saving policy that eliminated employees' access to office space in a centralized work location. The policy resulted in employees being forced to work more from home. A voluntary telework program had been in effect before the new policy, implying that working more from home as a result of the new policy was involuntary in nature. Results revealed that involuntarily working more from home was associated with higher strain‐based WFC but not higher time‐based WFC. However, moderator analyses revealed that the positive association between involuntarily working more from home and both types of WFC was significantly stronger among employees with weaker self‐efficacy in balancing work and family. Boundary management strategy had no detectable moderating effect. Copyright © 2015 John Wiley & Sons, Ltd.