TESS hunt for young and maturing exoplanets (THYME). III. A two-planet system in the 400 Myr Ursa major group

A.W.M. was supported through NASA's Astrophysics Data Analysis Program (80NSSC19K0583). M.L.W. was supported by a grant through NASA's K2 GO program (80NSSC19K0097). This material is based on work supported by the National Science Foundation Graduate Research Fellowship Program under grant No. DGE-1650116 to P.C.T. A.V.'s work was performed under contract with the California Institute of Technology/Jet Propulsion Laboratory funded by NASA through the Sagan Fellowship Program executed by the NASA Exoplanet Science Institute. D.D. acknowledges support from NASA through Caltech/JPL grant RSA-1006130 and through the TESS Guest Investigator Program grant 80NSSC19K1727.Exoplanets can evolve significantly between birth and maturity, as their atmospheres, orbits, and structures are shaped by their environment. Young planets (<1 Gyr) offer an opportunity to probe the critical early stages of this evolution, where planets evolve the fastest. However, most of the known young planets orbit prohibitively faint stars. We present the discovery of two planets transiting HD 63433 (TOI 1726, TIC 130181866), a young Sun-like (M∗=0.99±0.03) star. Through kinematics, lithium abundance, and rotation, we confirm that HD 63433 is a member of the Ursa Major moving group (τ=414±23 Myr). Based on the TESS light curve and updated stellar parameters, we estimate the planet radii are 2.15±0.10R⊕ and 2.67±0.12R⊕, the orbital periods are 7.11 and 20.55 days, and the orbital eccentricities are lower than about 0.2. Using HARPS-N velocities, we measure the Rossiter-McLaughlin signal of the inner planet, demonstrating that the orbit is prograde. Since the host star is bright (V=6.9), both planets are amenable to transmission spectroscopy, radial velocity measurements of their masses, and more precise determination of the stellar obliquity. This system is therefore poised to play an important role in our understanding of planetary system evolution in the first billion years after formation.PostprintPeer reviewe

Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study

Workplace interventions provide a practical and important means of providing support for employees\u27 work-family needs. However, work-family interventions are rare and are generally not thoroughly evaluated. The current study seeks to better understand the impacts of STAR ( Support. Transform. Achieve. Results. ), the large-scale work-family intervention developed and implemented by the Work, Family, & Health Network (see Bray et al., 2013). Drawing on Conservation of Resources theory (Hobfoll, 1989), this study examines supervisors\u27 participation in STAR through assessment of three primary supervisor-specific outcomes: training-related views and behaviors, well-being, and the work-family interface. The sample, consisting of 184 supervisors from 30 extended-care facilities throughout the northeastern United States, comes from archival data that were collected by the Work, Family, & Health Network. Results show a lack of support for STAR intervention effects on supervisor-level outcomes. Despite the lack of statistically significant effects on supervisors, it is important to note the lack of iatrogenic effects, indicating that participation in the STAR intervention did not harm supervisor outcomes. Implications, future directions, and limitations of the study are discussed

Financial Strain and the Work-Home Interface: a Test of the Work-Home Resources Model from the Study for Employment Retention of Veterans (SERVe)

Money is consistently one of the most common and significant sources of stress in America. The American Psychological Association\u27s annual Stress in America survey has found that money and work have been two of the top sources of very or somewhat significant stress for Americans since 2007, when the first report was released. Drawing upon the work-home resources model, this study examined the longitudinal effects of financial strain as a component of the work-home interface on a sample of 512 employed veterans from the post-9/11 era. The work-home resources model posits that contextual demands and contextual resources in one domain (i.e., work or non-work) influence outcomes in the opposite domain through losses and gains of personal resources. Lower scores on a measure of financial strain represent better ability to meet financial needs, and the ability to meet financial needs is argued to represent a personal capital resource that could serve as a mechanism in the work-home interface. Using three waves of data, the study examined longitudinal effects on both behavioral and attitudinal outcomes of importance to veterans and organizations alike. Results did not confirm the role financial strain plays in the interface between work and home domains, as hypotheses were generally unsupported. Implications for both theory and practice, as well as limitations of the study and future directions for research are discussed

An Item-Response Theory Approach to Safety Climate Measurement: The Liberty Mutual Safety Climate Short Scales

Zohar and Luria’s (2005) safety climate (SC) scale, measuring organization- and group- level SC each with 16 items, is widely used in research and practice. To improve the utility of the SC scale, we shortened the original full-length SC scales. Item response theory (IRT) analysis was conducted using a sample of 29,179 frontline workers from various industries. Based on graded response models, we shortened the original scales in two ways: (1) selecting items with above-average discriminating ability (i.e. offering more than 6.25% of the original total scale information), resulting in 8-item organization-level and 11-item group-level SC scales; and (2) selecting the most informative items that together retain at least 30% of original scale information, resulting in 4-item organization-level and 4-item group-level SC scales. All four shortened scales had acceptable reliability (≥0.89) and high correlations ( ≥ 0.95) with the original scale scores. The shortened scales will be valuable for academic research and practical survey implementation in improving occupational safety

Can Supervisor Support Improve Daily Employee Well-Being? Evidence of Supervisor Training Effectiveness in a Study of Veteran Employee Emotions

Workplace supportive supervisor interventions offer an effective, though underutilized mechanism to bolster employee well‐being, which may have important benefits particularly for understudied groups such as military veterans in the civilian workforce. The present study employed a two‐wave daily diary study to test the effectiveness of a supportive supervisor training on positive and negative emotions of veteran employees. Daily diaries are instrumental to understanding well‐being, in that they accurately capture emotions as they are experienced without retrospective biases that reflect more global emotional assessments. Each wave (baseline and 6 months later) comprised emotion reports over 32‐day periods. Thirty‐five organizations were randomized into intervention and control groups; 144 veterans (91% men) participated in the daily diaries at baseline. The training significantly improved well‐being facets including improvements in unactivated positive (i.e., calm) emotions at follow‐up. Two significant moderation effects were also revealed for PTSD screening. For veteran employees with positive PTSD screens, the intervention functioned to reduce negative emotions. For those employees with negative PTSD screens, the intervention enhanced positive emotions. Our work highlights the benefit of workplace supervisor support to positive and negative employee mood. Practitioner points Our supervisor support training represents an evidence‐based programme that improves employee positive emotions. Positive emotions were increased among veterans who did not screen positive for PTSD (i.e., most veterans). Veterans with positive PTSD screens may benefit from enhanced supervisor support resulting in a reduction of negative emotions, providing supportive evidence for supervisor mental health awareness training