Mindfulness and social identity: Predicting well‐being in a high‐stress environment

This is the final version. Available on open access from Wiley via the DOI in this recordSocial identity processes and mindfulness are two important predictors of wellbeing. Yet, to date, these predictors have been studied independently, within separate research fields. This paper aims to provide an initial integration of these two research fields. Our research was conducted in a context characterised by multiple chronic stressors: A maximum security prison in Kenya. In particular, two studies measured social identification with a mindfulness group and dispositional mindfulness. We investigated the effects of these constructs on three wellbeing measures: mental wellbeing, resilience (Studies 1 & 2), and reduction of substance use (Study 2). Our results, replicated across two studies (Study 1: N = 82, Study 2: N = 145), revealed that both social identification with the mindfulness group and mindfulness predicted psychological outcomes. Social identification explained variance in mental wellbeing and resilience in addition to the variance explained by mindfulness. Study 2 additionally showed that both identification and mindfulness were positively related to a reduction in substance use. However, when examined together, social identification held all the explanatory power, and mindfulness was no longer a significant predictor. From the overall results, we argue that social identity processes can be fruitfully combined with mindfulness in wellbeing programmes delivered in high-stress environments such as prisons. Theoretical and practical implications are discussed.Economic and Social Research Council (ESRC

Auto plant closures, policy responses and labour market outcomes: a comparison of MG Rover in the UK and Mitsubishi in Australia

This paper provides a preliminary comparative longitudinal analysis of the impact on workers made redundant due to the closure of the Mitsubishi plant in Adelaide and the MG Rover plant in Birmingham. Longitudinal surveys of ex-workers from both firms were undertaken over a 12-month period in order to assess the process of labour market adjustment. In the Mitsubishi case, given the skills shortage the state of Adelaide was facing, together with the considerable growth in mining and defence industries, it would have been more appropriate if policy intervention had been redirected to further training or re-skilling opportunities for redundant workers. This opportunity was effectively missed and as a result more workers left the workforce, most notably for retirement, than could have otherwise been the case. The MG Rover case was seen as a more successful example of policy intervention, with greater funding assistance available and targeted support available, and with more emphasis on re-training needs to assist adjustment. However, despite the assistance offered and the rhetoric of successful adjustment in both cases, the majority of workers have nevertheless experienced deterioration in their circumstances particularly in the Australian case where casual and part-time work were often the only work that could be obtained. Even in the UK case, where more funding assistance was offered, a majority of workers reported a decline in earnings and a rise in job insecurity. This suggests that a reliance on the flexible labour market is insufficient to promote adjustment, and that more active policy intervention is needed especially in regard to further up-skilling

Crossing the Bridge from Network Training to Development: A Guide to Move Trainees from Classroom Insights to Effective Networks

This is the author accepted manuscript.Professional networks help employees accomplish work tasks, progress in their careers, and thrive personally. Decades of research suggest that achieving these outcomes requires more than simply amassing 'more' network contacts. Instead, networks with certain characteristics (e.g., networks that are open, diverse, and deep) enhance effectiveness. Network training teaches trainees about effective networks and helps trainees identify their network development needs by providing feedback on their current network. Once back on the job, trainees are assumed to take appropriate actions to develop their networks. However, our research and experience training MBA students, executives, and employees at all levels suggest that trainees often struggle to develop their networks after training. We studied 119 trainees engaged in network training and development to understand why. Our investigation revealed that many trainees fail to set network development goals that match their personalized feedback, identify strategies that match their goals, and take actions to develop networks that match their strategies. These mismatches create gaps in the bridge that trainees build to take themselves from network training to development. Further, even after building strong bridges by aligning their feedback, goals, strategies, and actions, many trainees encounter on-the-job barriers that prevent them from improving the effectiveness of their network. We offer a guide to help address translational gaps and mitigate on-the-job barriers, thereby enhancing the translation of network training insights into network development.National Science Foundatio

Validation and intercomparison studies within GODAE

During the Global Ocean Data Assimilation Experiment (GODAE), seven international operational centers participated in a dedicated modeling system intercomparison exercise from February to April 2008. The objectives were: (1) to show GODAE global-ocean and basin-scale forecasting systems of different countries in routine interaction and continuous operation, (2) to assess the quality and perform scientific validation of the ocean analyses and the forecasting performance of each system, and (3) to learn from this exercise in order to increase interoperability and collaboration in real time. The validation methodology has steadily improved through several validation experiments and projects performed within the operational oceanography community. It relies on common approaches and standardization of outputs, with a set of diagnostics based on fully detailed metrics that characterize its strengths and weaknesses, but it also provides error levels for ocean estimates. The ocean forecasting systems provide daily fields of mesoscale water mass distribution and ocean circulation, with an option for sea-ice variations. We present a subset of the intercomparisons performed over different areas, showing general ocean circulation in agreement with known patterns. We also present some accuracy assessments through comparison with observed data

Crossing the Bridge from Network Training to Development: A Guide to Move Trainees from Classroom Insights to Effective Networks

Professional networks help employees accomplish work tasks, progress in their careers, and thrive personally. Decades of research suggest that achieving these outcomes requires more than simply amassing \u27more\u27 network contacts. Instead, networks with certain characteristics (e.g., networks that are open, diverse, and deep) enhance effectiveness. Network training teaches trainees about effective networks and helps trainees identify their network development needs by providing feedback on their current network. Once back on the job, trainees are assumed to take appropriate actions to develop their networks. However, our research and experience training MBA students, executives, and employees at all levels suggest that trainees often struggle to develop their networks after training. We studied 119 trainees engaged in network training and development to understand why. Our investigation revealed that many trainees fail to set network development goals that match their personalized feedback, identify strategies that match their goals, and take actions to develop networks that match their strategies. These mismatches create gaps in the bridge that trainees build to take themselves from network training to development. Further, even after building strong bridges by aligning their feedback, goals, strategies, and actions, many trainees encounter on-the-job barriers that prevent them from improving the effectiveness of their network. We offer a guide to help address translational gaps and mitigate on-the-job barriers, thereby enhancing the translation of network training insights into network development

Evaluating the performance of real-time forecast models of the NW European shelf seas

As a component of the National Centre for Ocean forecasting (www.ncof.gov.uk), the Met Office Ocean Forecasting Research and Development group run an operational 3-D circulation model of the NW European shelf seas (40ºN to 65ºN and 20ºW to 13ºE). The model uses POLCOMS (Proudman Oceanographic Laboratory Coastal Ocean Modelling System) implemented at 12 km resolution, providing a daily nowcast and 5-day forecast. Inside this model are nested regional models of the Irish Sea region (1 nm resolution) and the Medium Resolution Continental Shelf (MRCS) domain covering the NW European Shelf to the 200 m contour (6km resolution). The MRCS model includes a basic representation of sediment transport. A coupled hydrodynamic-ecological model on the MRCS domain using the POLCOMSERSEM system (developed by POL and PML) is expected to be implemented operationally by early 2007. We briefly introduce the models but focus on assessing model performance in the context of our users and their requirements. We emphasize the importance of accurate process representation and discuss which metrics may be useful in future to evaluate our operational models, including both scientific metrics, that have recently been evaluated at POL and PML, and applied metrics, that might allow us to determine if the models are fit for purpose for our users