Organizational embeddedness,turnover intentions,and voluntary turnover: The moderating effects of employee demographic characteristics and value orientations

To explain why some employees who experience high embeddedness contemplate leaving their organizations and others do not, we examined the moderating effects of employee demographic characteristics (age and gender) and value orientations (individualism and risk aversion) between organizational embeddedness and turnover intentions. Turnover intentions were further expected to increase voluntary turnover. Data were collected from 643 full‐time employees at three points in time over a 12‐month time period in a wide range of organizations in Japan, a relatively low turnover context with little prior embeddedness research. Findings show that gender and risk aversion moderate the relationship between organizational embeddedness and turnover intentions, which in turn predict voluntary turnover. Copyright © 2014 John Wiley & Sons, Ltd.     

Youth,climate change and visions of the future in Miami

ABSTRACT

Miami, FL, is one of the most climate-vulnerable cities in the United States. At an average elevation of only 6 feet above sea level, parts of the city could be made uninhabitable by rising oceans within the next 40 years. The effects of climate change are already beginning to be seen, but the subject of climate change is nevertheless modelled, imagined and contested in the future tense. Today's young people are similarly future oriented, but unlike older generations they will live to feel climate change's full future effects. This study investigates knowledge of and experiences with climate change among young adults in Miami, and their visions of the future in light of predicted changes. Semi-structured interviews were conducted with 19 long-term residents of the city between the ages of 18 and 30 who were students at Miami-Dade College or Florida International University. I discuss participants’ sense of personal responsibility to inform themselves and the individualised understandings of climate science that emerge, their disillusionment with politics and resulting perception of individual responsibility for climate mitigation, and their negotiation of personal future plans in light of fatalistic visions of the future. These young adults’ perspectives on rising seas in their home city are revealed to be socially structured by ideals of individual agency and self-reliance, which become paradoxically disempowering because of the impossibility of addressing the transformational impacts of climate change through individualised means.     

Individualism–collectivism and team member performance: Another look

This study revisits the commonplace research conclusion that greater team member collectivism, as opposed to individualism, is associated with higher levels of individual‐level performance in teams. Whereas this conclusion is based on the assumption that work in teams consists exclusively of tasks that are shared, typical teamwork also includes tasks that are individualized. Results of a laboratory study of 206 participants performing a mix of individualized and shared tasks in four‐person teams indicate that heterogeneous combinations of individualism and collectivism are associated with higher levels of team member performance, measured as quantity of output, when loose structural interdependence enables individual differences in individualism–collectivism to exert meaningful effects. These results support the modified conclusion that a combination of individualism and collectivism is associated with higher levels of member performance in teams under typical work conditions; that is, conditions in which the tasks of individual members are both individualized and shared. Copyright © 2011 John Wiley & Sons, Ltd.     

Organizational citizenship behavior in work groups: A team cultural perspective

Although researchers have often found positive relationships between organizational citizenship behavior (OCB) and performance rating, very few studies have scrutinized the team contexts in which such relationships exist. This study examines how OCB influences job performance ratings within different team cultures, as measured by team collectivism and individualism. On the basis of multilevel data collected from 81 teams working at a multinational bank in Hong Kong, team collectivism and individualism were found to moderate the OCB–performance rating relationship such that OCB targeting individuals improved rated performance in highly collectivistic teams only, whereas only organizational OCB produced a significant improvement in highly individualistic teams. The implications of these findings and directions for future research directions are discussed here. Copyright © 2012 John Wiley & Sons, Ltd.     

对环境侵权救济的研究

环境侵权问题日益严峻,使得环境侵权救济问题受到环境法学与民法学的共同关注与重视.民法资源理念的引入、无过错责任的确立以及侵权救济制度的不断完善和发展,为更好的解决环境侵权问题提供了理论基础.但是,环境法与民法本质价值上的冲突,导致环境侵权调整的对象与救济方式上存在差异.为克服民法在面对环境问题的各种局限,应加强民法与环境法之间的沟通,探索构建环境侵权二元化救济制度和环境侵权损害多元填补机制,最大化保障个人利益与环境公益的双重救济.     

Strengthening conservation science as a crisis discipline by addressing challenges of precaution,privilege, and individualism

Conservation science deals with crises and supports policy interventions devised to mitigate highly uncertain threats that pose irreversible harm. When conventional policy tools, such as quantitative risk assessments, are insufficient, the precautionary principle provides a practical framework and range of robust heuristics. Yet, precaution is often resisted in many policy arenas, especially those involving powerful self-interests, and this resistance is compounded by structures of privilege and competitive individualism in science. We describe key drivers and effects of such resistance in conservation science. These include a loss of rigor under uncertainty, an erosion of crisis response capabilities, and a further reinforcement of privileged interests in conservation politics. We recommend open acknowledgement of the pressures exerted by power inside science; greater recognition for the value of the precautionary principle under uncertainty; deliberate measures to resist competitive individualism; support for blind review, open science, and data sharing; and a shift from hierarchical multidisciplinarity toward more egalitarian transdisciplinarity to accelerate advances in conservation science. Article impact statement: Precautionary principle, privilege structures among disciplines, and culture of individualism link to effective conservation policy making.     

Deep Ethology, Animal Rights, and the Great Ape/Animal Project: Resisting Speciesism and Expanding the Community of Equals

In this essay I argue that the evolutionary and comparative study of nonhuman animal (hereafter animal) cognition in a wide range of taxa by cognitive ethologists can readily inform discussions about animal protection and animal rights. However, while it is clear that there is a link between animal cognitive abilities and animal pain and suffering, I agree with Jeremy Bentham who claimed long ago the real question does not deal with whether individuals can think or reason but rather with whether or not individuals can suffer. One of my major goals will be to make the case that the time has come to expand. The Great Ape Project (GAP) to The Great Ape/Animal Project (GA/AP) and to take seriously the moral status and rights of all animals by presupposing that all individuals should be admitted into the Community of Equals. I also argue that individuals count and that it is essential to avoid being speciesist cognitivists; it really doesn't matter whether ‘dogs ape’ or whether ‘apes dog’ when taking into account the worlds of different individual animals. Narrow-minded primatocentrism and speciesism must be resisted in our studies of animal cognition and animal protection and rights. Line-drawing into ‘lower’ and ‘higher’ species is a misleading speciesist practice that should be vigorously resisted because not only is line-drawing bad biology but also because it can have disastrous consequences for how animals are viewed and treated. Speciesist line-drawing also ignores within species individual differences. This revised version was published online in July 2006 with corrections to the Cover Date.