The interaction between physical and social-psychological factors in indoor environmental health

Indoor environmental health is now recognized as an important factor in preventing respiratory health problems in the United States. It is also a concern in Canada due to the amount of time that Canadians spend indoors because of cold weather and the potential for increased time indoors during the summer if theclimate warms. The negative health effects are often labeled assick building syndrome, but diagnosing a building or itsoccupants as sick is complicated by the variety of symptoms, thepresence of chronic versus acute symptoms and social andpsychological (socio-psychological) factors that may reduce theeffectiveness of an engineering solution. As a case study, thecontribution of various factors to indoor environmental health,in three buildings at the University of Toronto, was examinedusing five different methods. The results indicate that theinhabitants of the buildings consider features other than airquality in considering building health such as design,maintenance, funding cuts and socio-psychological factors.     

Biodiversity laws: State experiences

The Western Governors' Association (WGA) includes both the public lands states with their issues and the plains states, which are 98% privately owned. WGA deals with most legislation affecting biodiversity, whether the effect is direct or tangential. It will probably not be possible, or desirable, for one entity to be in charge of biodiversity conservation. The Endangered Species Act, public lands laws, agricultural laws, water law, environmental laws, and funding legislation all affect biodiversity conservation and the responsibility for it. None of them on their own are enough, and most can cause harmful unintended consequences for biodiversity. The experience of western states in developing consensus principles for reauthorization of the Endangered Species Act provides an example of common-sense ways to improve management of biodiversity, notwithstanding the complexity and large stakes involved. The WGA's proposed changes call for increasing the role of states, streamlining the act, and increasing certainty for landowners and water users. To achieve sustainable conservation for biodiversity, the better question is not “Who is/should be in charge?”, it is “How do we get this done?” To answer this, we need goals, guidance, and bottom lines from federal laws, and management and oversight at the state level, but they all need to support local on-the-ground partnerships. Sustainable conservation requires the active participation of those who live there. WGA's experience in coordinating the Great Plains Partnership as well as its work with watershed efforts shed light on what to expect. Multilevel partnerships are not easy and require a different way of doing business. The ad hoc, sitespecific processes that result do not lend themselves to being legislated, fit into organizational boxes, or scored on a budget sheet. They do require common sense and a longterm perspective.     

从信息化赋能到综合赋能：智慧国土空间规划思路探索

党的十九大报告明确的“智慧社会”建设目标,对当前国土空间规划工作的开展提出了新的要求。如今,以互联网、大数据、云计算等为主的信息化技术赋能是当前国土空间规划智慧化的主要动力与发展重点,而如何理解并推进智慧社会发展则是智慧编制与实施国土空间规划的重要基础。人地关系和地域生命有机体理论是智慧社会下国土空间规划与治理的理论与方法基础,需要从信息化赋能向包含技术赋能与创新赋能的综合赋能理念转变,探讨智慧国土空间规划的总体思路,进而构建以生态文明为基础、以人为本为核心、技术集成应用和制度创新为支撑的智慧国土空间规划框架（EPTI）,并探讨规划编制的智慧化以及规划实施的智慧化。     

Employee responses to employment‐relationship practices: The role of psychological empowerment and traditionality

In studying the effect of employment‐relationship practices on employees, research has largely ignored individual differences, both cross‐culturally and within cultures. In this study, the authors examine the moderating effect of middle managers' traditionality, a within‐culture value orientation regarding submission to authority and endorsement of hierarchical role relationships, on their responses to an organization's employee–organization relationship practices. Based on social learning and social exchange theories, the authors expect the more traditional middle managers to respond less positively in terms of their performance and commitment to high levels of expected contributions and the associated psychological empowerment but respond more positively to high levels of offered inducements. Using a sample of 535 middle managers from 40 companies in China, the authors find support for all hypotheses except the moderating effect of traditionality on the relationship between offered inducements and performance. Additional analysis reveals that less‐traditional managers responded to economic rewards (but not developmental rewards) with higher job performance. The paper concludes with a discussion of implications for research and the practice of employment relationships. Copyright © 2014 John Wiley & Sons, Ltd.     

The role of supervisor political skill in mentoring: Dual motivational perspectives

Drawing on self‐determination and self‐concept‐based theories, this study investigated the mediating effects of psychological empowerment and organization‐based self‐esteem on the relationship between supervisory mentoring and employee performance and the moderating effect of supervisor political skill on the direct and first stage of the indirect effects. Data were obtained from a sample of 330 subordinate–supervisor dyads from the People's Republic of China. Using PROCESS of conditional indirect effect, we found support for the moderated direct and indirect effects of supervisory mentoring. First, supervisor political skill moderates the direct effect of supervisory mentoring on employee promotability. Second, supervisor political skill moderates the indirect effect of supervisory mentoring on the following: (i) employee promotability via both psychological empowerment and organization‐based self‐esteem and (ii) contextual performance only via psychological empowerment. These direct and indirect effects of supervisory mentoring are stronger when supervisors demonstrate a higher level of political skill. Copyright © 2013 John Wiley & Sons, Ltd.     

New consumer roles in waste water management

Network‐bound systems such as water and energy systems are increasingly confronted with environmental problems that cannot be solved without changing their modes of provision. More than any other flow provided through a network‐bound system, the waste water flow comes very close to intimate personal and social life, complicating the introduction of environmental innovations in this sector. Using the concepts of trust and identity, questions concerning changing consumer roles in two cases of Decentralised Sanitation and Reuse Systems in the Netherlands are addressed. In both cases the building of trust within provider networks and between consumers and providers, as well as the possibility for consumers and providers to identify themselves with the aims of the project were key factors determining the success or failure of environmental innovations in waste water flows.     

机场安检人员心理授权与违章行为关系研究

为减少民航机场安检人员的违章行为、提升民航机场安全水平,研究民航机场安检员的心理授权与违章行为之间的关系。在心理授权与违章行为关系中加入安全意识、安全动机和安全服从3个中介变量,构建机场安检人员心理授权与违章行为关系的理论假设模型;通过实证研究收集国内机场的安检员相关数据,对已构建的理论假设模型采取结构方程模型(SEM)进行检验。结果表明:机场安检员心理授权与违章行为存在一定相关性,即通过安全意识、安全动机与安全服从对违章行为产生间接影响;心理授权通过违章行为产生间接影响,通过安全意识、安全动机和安全服从的中介作用对心理授权与安全意识、安全动机和安全服从均呈现显著正相关。其中,对于安全动机的影响最大,其次是安全意识,影响最小的是安全服从;安全意识、安全动机和安全服从对于机场安检员的无意识违章、失控违章和故意违章3个维度均呈现显著负相关;安全动机对于违章行为的3个维度产生影响的差异性最小,即安全意识动机越高,机场安检员的违章行为的出现概率就会越低;安全服从与机场安检员的故意违章行为显著正相关。     

Depletion of forest resources in south eastern Nigeria: who loses?

Forest management in south eastern Nigeria has changed hands from the forest communities to foreign technology. As a result the sustainable, conservative and cyclical use that characterised the communities that lived in balance with their forest resources are no longer practised. Consequently, a great deal of the region's valuable timber trees has been lost and the environmental influences of the forest grossly reduced. The local communities have not only been deprived of a multitude of non-timber forest resources upon which they depend for their survival and well-being but have also lost their knowledge of traditional forest management. Although these consequences are far-reaching, the neglected majority in the rural areas bear the brunt. To save what is left of the once vast forest areas, communities in and around the biome need to be empowered to manage their forest resources. Empowerment will challenge their responsibility and their ability to function for the common good—themselves, the State and the world at large.     

The extraction and utilization of local and scientific geospatial knowledge within the Bluff oyster fishery, New Zealand

This paper assesses the Bluff oyster fishery in New Zealand as a case study in common pool resource management. It discusses ways in which modern information technology, augmented by low-tech data gathering strategies and community ethnography, can be used to produce an integrated scientific and local knowledge-inspired fishery database that lends itself to fostering collaboration in resource management and planning. The specific context and state of the oyster fishery in Bluff are described. Issues regarding undocumented and ephemeral intergenerational knowledge, much of which is geospatial in nature, on the fishery, the current crisis that many see in the future of the fishery, and a lack of cohesion or common sense of purpose between the stakeholder groups are discussed. It is argued that the digital resource that results from the integration of local and scientific knowledge and the potential community building processes that can ensue from collaboration and dialogue around this centrepiece are of central importance in developing an oyster fishery management plan that is holistic in concept and sustainable in purpose.     

Good relationships at work: The effects of Leader–Member Exchange and Team–Member Exchange on psychological empowerment,emotional exhaustion,and depression

Emotional exhaustion and depression pose a threat to employees' psychological health. Social relationships at work are important potential buffers against these threats, but the corresponding psychological processes are still unclear. We propose that the subjective experience of high‐quality relationships with supervisors (i.e., Leader–Member Exchange [LMX]) is one of the protective factors against psychological health issues at work and that this effect is mediated by psychological empowerment. We tested these assumptions with two studies (one cross‐sectional and one time lagged) on diverse samples of employees from different organizations. The first study employed emotional exhaustion as the outcome measure; the second used depression. Results from both studies support the proposed process by showing that LMX positively affects empowerment, which negatively affects emotional exhaustion (Study 1) and depression (Study 2). Additionally, Study 2 also showed that Team–Member Exchange is as important as LMX for preventing psychological health issues among employees. Copyright © 2015 John Wiley & Sons, Ltd.