No overall effect of urbanization on nest-dwelling arthropods of great tits (Parus major).

Urbanization has been shown to strongly affect community composition of various taxa with potentially strong shifts in ecological interactions, including those between hosts and parasites. We investigated the effect of urbanization on the composition of arthropods in nests of great tits in Flanders, Belgium. These nests contain taxonomically and functionally diverse arthropod communities including parasites, predators, detritivores and accidental commensals. Using a standardized hierarchical sampling design with subplots (200 m?×?200 m) nested in plots (3 km?×?3 km) of varying urbanization levels, we collected arthropods from nests of resident great tits after the young had fledged. Arthropods were extracted, identified to Primary Taxonomical Groups (PTG) and counted. Using generalized linear mixed models (GLMMs) we found diverging effects of urbanization on PTG occurrences and abundances at various levels, but we did not find an overall signal in arthropod diversity or richness. Also, visual inspection of non-metric multidimensional scaling (NMDS) plots did not reveal any community differences between urbanization levels at plot or subplot scales. Land use and environmental variables at different distances around nestboxes did not contribute much to the variation between communities. Our results indicate that arthropod nestbox communities are generally not adversely affected by urbanization, and even city gardens and parks harbor comparable communities to forests and suburban areas. We thus found no evidence for a parasite release effect due to urbanization, nor an increased risk of parasitism in human-dominated environments.

     

Wissensmanagement und Qualitätssicherung in der Organisationsentwicklung

Management of knowledge and securing in quality in organizational development What is to do, if permanently new counsellors have to be familiarized on a high quality standard, because of the fluctuation in the internal organizational development? if the individual methods of counsellors with different orientations have to be approachable to others? and if the desire for a maximum of individual procedure in counselling is as significant as the desire for a constant quality level of counselling? The authors present the answers of the department of organizational development in the public sanitation company of Berlin (Berliner Stadtreinigungsbetribe). The goal, the procedure, the present outcomes and the state of evaluation are delineated.     

Complexity properties of complementary prisms

The complementary prism \(G\bar{G}\) of a graph G arises from the disjoint union of the graph G and its complement \(\bar{G}\) by adding the edges of a perfect matching joining pairs of corresponding vertices of G and \(\bar{G}\). Haynes, Henning, Slater, and van der Merwe introduced the complementary prism and as a variation of the well-known prism. We study algorithmic/complexity properties of complementary prisms with respect to cliques, independent sets, k-domination, and especially \(P_3\)-convexity. We establish hardness results and identify some efficiently solvable cases.     

Tests of additivity in mixed and fixed effect two-way ANOVA models with single sub-class numbers

In variety testing as well as in psychological assessment, the situation occurs that in a two-way ANOVA-type model with only one replication per cell, analysis is done under the assumption of no interaction between the two factors. Tests for this situation are known only for fixed factors and normally distributed outcomes. In the following we will present five additivity tests and apply them to fixed and mixed models and to quantitative as well as to Bernoulli distributed data. We consider their performance via simulation studies with respect to the type-I-risk and power. Furthermore, two new approaches will be presented, one being a modification of Tukey’s test and the other being a new experimental design to test for interactions.     

Accounting for the permanent vs temporary wage gaps among young adults: Three European countries in perspective

This article analyses wage differentials between permanent and temporary workers in the 25–40 age bracket using the 2010 European Union Statistics on Income and Living Conditions (EU‐SILC) wave data for France, Germany and Italy. Applying a Recentered Influence Function (RIF) regression and a reweighting estimation technique, we investigate the contribution of personal and job characteristics to wage differentials across the wage distribution. Results point to a large unexplained component of the wage gap across the whole distribution in Italy, while this component is weaker in France among highly paid employees and insignificant in Germany. These findings highlight potential policy considerations and areas for future research.     

Employee strain and job satisfaction related to an implementation of quality in a public service organization: A longitudinal study

To date, few studies have focused on employee reactions to the quality-related aspects of the introduction of New Public Management (NPM). The aim of this study was to investigate the effects on employee strain and satisfaction of the implementation NPM in a public service organization. The study was designed as an empirical examination of the 'context-dependent approach' ( Edwards, Collinson, & Rees, 1998 ). This approach suggests that effects of an organizational change depend on the context of the implementation, i.e. organizational aspects (implementation strategies), job content and job context dimensions. They employed a single-case longitudinal design. The case was a large municipal service unit responsible for the public housing system of a city in Austria. The sample consisted of 217 employees. Measurements were taken before the organizational change, and at two different times during the change process. While the implementation of NPM can be considered to have been an organizational success (increase in customer satisfaction), it was accompanied by increases in job strain, and, at the same time, mixed results in job satisfaction. Less qualified employees mainly responsible for the customer interface experienced the organizational change most negatively. Using structural equation modelling, the context-dependent approach was empirically confirmed. Job control, role clarity and information were found to be the most important job and organizational resources.     

Situation-based measurement of the full range of leadership model — Development and validation of a situational judgment test

In response to calls for context-specificity in leadership research, we developed and validated a Situational Judgment Test of the Full Range of Leadership Model (SJT-FRLM). Three consecutive studies were conducted following the typical steps of test development. Study 1 served measure development and pilot testing: item stems were generated empirically, item responses were developed with a theory-driven approach, and pilot testing was based on a leader sample. Study 2 served to analyze construct- and criterion-related validity of the instrument. Moreover, an empirical scoring key was developed that weights each item response according to its relation with leadership effectiveness in each situation. In Study 3, we demonstrated incremental validity and interrater agreement. The test fills an important gap in literature because it not only has predictive validity above and beyond established measures, but also takes into account the contextual element of leadership.     

Transformational leadership,job satisfaction,and team performance: A multilevel mediation model of trust

In spite of calls for deliberate differentiation between individual and team levels of analysis, leadership research based on well-grounded theory referring to multiple levels is scarce. We seek to fill this gap by analyzing the relations between transformational leadership, trust in supervisor and team, job satisfaction, and team performance via multilevel analysis. Results are based on a sample of 360 employees from 39 academic teams. Transformational leadership was positively related to followers' job satisfaction at individual as well as team levels of analysis and to objective team performance. The relation between individual perceptions of supervisors' transformational leadership and job satisfaction was mediated by trust in the supervisor as well as trust in the team. Yet, trust in the team did not mediate the relationship between team perceptions of supervisors' transformational leadership and team performance. Implications for theory and research of leadership at multiple levels as well as for practice are discussed.