Organizational Adaptation to Changing Environments

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/66531/2/10.1177_000276428502800507.pd

Democracy and governance networks: compatible or not?

The relationship between representative democracy and governance networks is investigated at a theoretical level. Four conjectures about the relationship are defined. The incompatibility conjectures rests on the primacy of politics and sees governance networks as a threat. The complementarity conjecture presents governance networks as a means of enabling greater participation in the policy process and sensitivity in programme implementation. The transitional conjecture posits a wider evolution of governance forms towards network relationships. The instrumental conjecture views governance networks as a powerful means through which dominant interests can achieve their goals. Illustrative implications for theory and practice are identified, in relation to power in the policy process, the public interest, and the role of public managers. The heuristic potential of the conjectures is demonstrated through the identification of an outline research agenda

High resolution simulation of recent Arctic and Antarctic stratospheric chemical ozone loss compared to observations

Simulations of polar ozone losses were performed using the three-dimensional high-resolution (1° × 1°) chemical transport model MIMOSA-CHIM. Three Arctic winters 1999–2000, 2001–2002, 2002–2003 and three Antarctic winters 2001, 2002, and 2003 were considered for the study. The cumulative ozone loss in the Arctic winter 2002–2003 reached around 35% at 475K inside the vortex, as compared to more than 60% in 1999–2000. During 1999–2000, denitrification induces a maximum of about 23% extra ozone loss at 475K as compared to 17% in 2002–2003. Unlike these two colder Arctic winters, the 2001–2002 Arctic was warmer and did not experience much ozone loss. Sensitivity tests showed that the chosen resolution of 1° ×1° provides a better evaluation of ozone loss at the edge of the polar vortex in high solar zenith angle conditions. The simulation results for ozone, ClO, HNO3, N2O, and NOy for winters 1999–2000 and 2002–2003 were compared with measurements on board ER-2 and Geophysica aircraft respectively. Sensitivity tests showed that increasing heating rates calculated by the model by 50% and doubling the PSC (Polar Stratospheric Clouds) particle density (from 5 × 10-3 to 10-2 cm-3) refines the agreement with in situ ozone, N2O and NOy levels. In this configuration, simulated ClO levels are increased and are in better agreement with observations in January but are overestimated by about 20% in March. The use of the Burkholder et al. (1990) Cl2O2 absorption cross-sections slightly increases further ClO levels especially in high solar zenith angle conditions. Comparisons of the modelled ozone values with ozonesonde measurement in the Antarctic winter 2003 and with Polar Ozone and Aerosol Measurement III (POAM III) measurements in the Antarctic winters 2001 and 2002, shows that the simulations underestimate the ozone loss rate at the end of the ozone destruction period. A slightly better agreement is obtained with the use of Burkholder et al. (1990) Cl2O2 absorption cross-sections

Organizational Justice and Employee Work Attitudes: The Federal Case

Organizational scientists have claimed that organizational justice is an essential requirement for effective organizational management. Perceived justice in the organization is predicted to influence employees’ attitudes toward their job and workplace significantly. This study explores how perceived organizational justice is related to employees’ work-related attitudes including job satisfaction, trust toward their supervisors and management, and intention to leave their agency. It also examines how gender differences affect these relationships. This study uses the 2005 Merit System Protection Board Survey to measure three types of organizational justice—distributive, procedural, and interpersonal—and tests the relationships using hierarchical regressions. The results indicate that higher levels of three types of organizational justice are positively related to job satisfaction and trust in supervisor and management, whereas they are negatively associated with turnover intentions of employees. Distributive justice is the one most strongly associated with job satisfaction, trust in management, and turnover intention of employees among three attributes of organizational justice. Women show higher levels of trust in management than men when they perceive procedural justice, whereas men show higher levels of trust than women when they perceive distributive and interpersonal justice