I’m not like everybody else: urbanization factors shaping spatial distribution of native and invasive ants are species-specific

Urbanization is a major global change inducing complex and multiple modifications of landscapes and ecosystems. The spatial distributions of organisms experiencing these modifications will likely shift specifically, depending on each species’ response to each environmental modification induced by urbanization. We sampled two ant genera (Lasius and Tetramorium) at 1248 locations along an urbanization gradient in Lyon, France and used high resolution spatial layers for 18 spatial (e.g., open habitat fragmentation, bioclimatic data and surface temperatures) and temporal (e.g., comparison of Normalized Difference Vegetation Index between 1986 and 2015) environmental variables associated with urbanization. Coupling two different analytical methods (Outlying Mean Index and Boosted Regression Trees), we showed that each species’ distribution was influenced by its own combination of environmental factors. Two morphologically cryptic Tetramorium species (T. sp.E and T. sp.U2) were both highly abundant but with opposite responses to urbanization: while T. sp.E was favored by urbanized habitat, T. sp.U2 avoided urbanized areas. Among Lasius species, we detected 63 occurrences of the invasive ant Lasius neglectus, the distribution of which was favored only by embankments along roads. We found that, even at this reduced spatial scale, climatic effects influenced most species and interacted with urbanization factors.     

When work hurts: A conceptual framework explaining how organizational culture may perpetuate workplace bullying

This work was motivated by research findings, suggesting that the prevalence of workplace bullying is increasing across the world. The workplace bullying research further suggests that the basic risk determinants of bullying lie in an organization’s work environment and that prevalence of workplace bullying may vary by occupation, sector, and country. Upon reviewing the existing literature, it becomes apparent that while organizational culture can be both indirectly and directly related to workplace bullying, references to the relationship between organizational culture and workplace bullying remain scant and what is available lacks substantive conceptual foundation. To address this apparent gap in research, the main purpose of this article is to present an integrated conceptual framework proposing the relationships between specific organizational culture dimensions and workplace bullying. The article was specifically written in accordance with previous studies which highlight factors that may perpetuate workplace bullying within organizations. While highly theoretical and conceptual in nature, this article is one that may be important in explaining how some organizational cultures may motivate, facilitate, perpetuate, enable, and precipitate workplace bullying, and thus offers insights into how to prevent workplace bullying by creating less enabling environments. The article concludes by offering theoretical arguments for how organizations should monitor, manage, and eradicate changeable organizational cultural practices that may otherwise enable workplace bullying.