Identification of Binuclear Acyl Complexes as Intermediates in the CO-induced Conversion of [(η^5-C_5H_5)Co(CO)(Me)]_2 into Acetone, and [(η^5-C_5H_5)Co(CO)(Et)]_2 into Pentan-3-one

Studies of the carbonylation of [(η^5-C_5H_5)Co(CO)(R)]_2(R = Me, Et) at temperatures below ambient have revealed that these complexes may be converted into ketones via binuclear diacyl complexes [(η^5-C_5H_5)Co(CO)(COR)]_2; the postulated mechanistic pathway circumvents the earlier-identified intermediate (η^5-C_5H_5)Co(CO)R_2, and involves alkyl transfer from a Co^(II) acyl complex as a critical step

Close kin influences on fertility behavior

Family members are uniquely situated to influence the decision-making of their kin in nearly every facet of life. We examine the importance of social interactions in fertility outcomes by assessing family members’ scope of influence on their fellow kin’s fertility behavior. With the unique KASS genealogical dataset from eight countries in Europe, we study the effects of family members’ fertility outcomes on individual fertility to assess the presence and the extent of inter-generational transmission of fertility behaviors and siblings’ influences on fertility outcomes. We find only limited evidence of the inter-generational transmission of fertility behaviors, but a relatively important effect of siblings for individual fertility. Rather than parents, siblings’ influences appear to constitute the largest share of familial influences on fertility outcomes. We also find that among siblings, women’s fertility is more subject to the influences of their sisters. These findings indicate the relative importance of close kin influences on individual fertility and demonstrate the consequences of family structure for fertility change.Europe, family demography, family size, fertility, kinship, sisters

Agri-environmental Regulation on the Back of a Data Envelopment Analysis

A land retirement policy whereby land is taken out of agriculture and converted to natural vegetation or forestry has the potential to reduce environmental damage related to dryland salinity in Western Australia. This paper uses some recent results in the theory of directional distance functions (Chambers and Fare, 2004) to analyse alternative policy designs for a land retirement scheme. The results indicate that a fixed price scheme is inefficient compared with a first-best solution, but performs adequately. A scheme requiring a fixed proportion of area retired by all producers is inefficient. A separating solution, based on mechanism design, gives a small but significant increase in welfare compared to a fixed price scheme.Agri-environmental policy, distance functions, efficiency, mechanism design, Environmental Economics and Policy, Q12,

Endemic Whitefishes of Bear Lake, Utah-Idaho: A Problem in Systematics

The systematic status of whitefishes endemic to Bear lake, Utah-Idaho, has remained tenuous since their original description. Clarification of this problem was the major objective of the present study. The general approach was an integrated one, including examination of morphological, biochemical and ecological parameters; artificial hybrids were produced and compared with questionable groups from the natural population. Morphological analysis revealed five forms of Bear Lake whitefishes Prosopium gemmiferum (Bonneville cisco) and P. abyssicola (Bear lake whitefish) were well differentiated from other forms and were treated as originally described. The P. spilonotus (Bonneville whitefish) group, however, was found to be made up of two morphologically distinct populations, referred to as P. spilonotus (small form) and P. spilonotus (large form). The fifth group referred to as P. gemmiferum-like (represented by only five specimens) was intermediate between P. gemmiferum and either P. spilonotus (small form) or P. abyssicola and was hypothesized to be of hybrid origin. Multiple discriminant function analysis of the four major groups and P. williamsoni (mountain whitefish) (Logan River) confirmed morphological differentiation between forms. Hybridization studies among Bear Lake Prosopium and P. williamsoni involved 50 homo - and heterospecific crosses (17 combinations). Of 12 experimental hybrid combinations attempted, all those involving simultaneously ripe specimens of two groups (five crosses) showed maximum fertilization success equalling that of pure crosses. no evidence that interspecific crosses are less successful than conspecific crosses, with the possible exception of P. williamsoni ♀ x P. gemmiferum ♂ (W x G), was obtained. Culture methods were developed and morphological comparisons made. Origin of P. gemmiferum-like hybrids in the lake population was not consistently explained by morphological comparison of known P. spilonotus (small form) ♀ x P. gemmiferum ♂ (S x G) hybrids or P abyssicola ♀ x P. gemmiferum ♂ (A x G) hybrids; morphometric characters were more like S x G hybrids while meristic characters were more closely associated with A x G hybrids. Based on evidence available, no definitive statement could be made concerning the origin of P. gemmiferum-like hybrids except that they are hybrids among combinations of P. gemmiferum and either P. spilonotus (small form) or P. abyssicola. no known hybrid explained the origin of either group of P. spilonotus. Electrophoretic analysis of general proteins and several enzyme systems of various tissues showed much similarity among Bear Lake Prosopium; only P. williamsoni was totally unique. Biochemical evidence did not support or refute separate consideration of the two forms of P. spilonotus but did establish that neither were phenotypic variants of P. williamsoni. Ecological characteristics of Bear Lake Prosopium revealed important distinctions between forms. Growth histories of P. abyssicola, P. spilonotus (small form) and P. spilonotus (large form) showed pronounced differences. Distinct differences in growth and in age and size at maturity of forms of P.. spilonotus provided further evidence supporting their separate consideration. Spatial overlap of spawning activities was marked between forms of P. spilonotus and P. gemmiferum; P. abyssicola was well separated spatially. Temporally, slight overlap was observed between ripe females of one group and ripe males of the succeeding group to spawn. the only observation of the simultaneous occurrence of ripe females of two forms was between P. spilonotus (large form) and P. spilonotus (small form); in this instance, the number of ripe females of each form was extremely small. No evidence of mass hybridization among forms was observed. A combination of temporal, spatial and ethological premating isolating mechanisms are thought to be important in reproductive isolation of Bear lake whitefishes while postmating mechanisms are nonfunctional with the possible exception of hybrid sterility. Morphological and ecological analyses, combined with results of experimental hybridization, provided abundant evidence supporting separate recognition of the two forms of P,. spilonotus. Karyotypes of P. gemmiferum, P abyssicola and P. spilonotus (small form) have been determined (Booke, 1974) and are unique for each species. If the karyotype of P. spilonotus (large form) is found to also be unique, there should be no question that the two forms of P. spilonotus represent distinct species. Final clarification of the taxanomic status of these forms will not come until karyotype data is available; however, based upon present evidence, tentative recognition of a new species is recommended

Predicting energy expenditures for activities of caribou from heart rates

Highly significant (P<0.001) linear relationships between oxygen comsumption (VO2) and heart rate (HR) were found for six caribou (Rangifer tarandus grand) at several times during the year. The standard error of the estimate for predicting VO2 from HR was within 10% of the mean VO2 for 9 of 13 caribou/season combinations. Energy expenditures by caribou while feeding on grain at a trough, grazing, browsing and walking within a large enclosure were 12%, 17%), 18% and 46% higher than the cost of standing. HR's recorded during a given activity decreased sharply during September and October, and reached a minimum in January. An abrupt increase in HR's of female caribou occurred 3 weeks prior to parturition. Heart rate telemetry can be used to determine the relative energy expenditures of free-ranging caribou with reasonable accuracy

Nursing behaviour as a predictor of alternate-year reproduction in muskoxen

Our finding significant differences in nursing behavior during the post-rut period supports the hypothesis that female muskoxen use factors other than their nutritional condition to determine their reproductive strategy

Workplace Harassment in the Academic Environment

Over the last decade, claims of workplace harassment have received greater attention.[1] Sometimes called “workplace bullying,” such harassment is commonly defined as behavior by a perpetrator that may involve repeated verbal abuse, offensive conduct that may threaten, humiliate, or intimidate a target, or efforts to sabotage a target’s performance.[2] As commonly defined, the subject behavior is intentional, results in physical or psychological harm to the target, and makes the target’s job performance more difficult.[3] At times, perpetrators, who may include administrators and faculty members, combine their efforts to abuse and harass the target, a phenomenon known as “mobbing.”[4] Both federal and state statutory law currently provide remedies for such behavior where it is motivated by discriminatory animus and the target is a member of a protected class (such as gender or national origin).[5] But no U.S. jurisdiction currently recognizes a cause of action against this sort of behavior when it is not linked to discrimination—in contrast to several European countries that provide remedies for workplace bullying untethered to discriminatory animus. Even though legislation to provide a remedy for such behavior has been introduced in several states, it has not been enacted, and it is often accompanied by strong opposition from employer interests.[6] Courts have likewise been reluctant to expand the law to accommodate such claims.[7] This Article discusses the development of harassment claims that might be pursued in a judicial forum, with an emphasis in the academic context. It suggests that special characteristics, including a decentralized environment, a focus on academic pursuits, and a hierarchical intellectual environment, may allow such behaviors to go unchecked at an academic institution.[8] At the same time, it cautions that categorizing behavior as workplace bullying is necessarily a nuanced determination and that, therefore, any statutory or administrative measures must take care to protect academic freedom. The free exchange of ideas in teaching and research (and faculty and departmental governance) bears the potential at all times to offend powerful and not-so-powerful internal and external interests alike. Accordingly, any measure designed to deal with workplace bullying must recognize this concern and preserve intellectual and creative discourse. That said, like discrimination, behavior that takes the form of harassment or bullying simply has no place on a college campus. Thus, this Article urges academic institutions to raise awareness of workplace harassment and suggests remedial mechanisms to counteract and prevent this problem. [1]. See David C. Yamada, Workplace Bullying and American Employment Law: A Ten-Year Progress Report and Assessment, 32 Comp. Lab. L. & Pol’y J. 251, 251–53 (2010). [2]. Definition of Workplace Bullying, Workplace Bullying Inst., http://www.workplace bullying.org/individuals/problem/definition (last visited Nov. 7, 2011). [3]. Michael E. Chaplin, Workplace Bullying: The Problem and the Cure, 12 U. Pa. J. Bus. L. 437, 445 (2010); Katherine Lippel, The Law of Workplace Bullying: An International Overview, 32 Comp. Lab. L. & Pol’y J. 1, 2–3 (2010) (contrasting the scholarly definition of workplace bullying, which addresses frequency and duration of negative behavior and excludes isolated events or equal strength interactions, with the lay definition of bullying as negative behavior that harms the target). [4]. Audrey Williams June, ‘Mobbing’ Can Damage More Than Careers, Professors Are Told at Conference, Chron. of Higher Educ. (June 11, 2009), http://chronicle.com/article/ Mobbing-Can-Damage-More-Than/47736/. The distinction between bullying and mobbing has been explained: Workplace mobbing is like bullying, in that the object is to rob the target of dignity and self-respect. Here, however, it is not a single swaggering bully that the target is up against, but the juggernaut of collective will. The message to the target is that everybody wants you out of here. Bullies often play leading roles in mobbing cases, whether as targets or perpetrators. Kenneth Westhues, Summary for the Workplace Mobbing Conference (Waterloo Anti-Mobbing Instruments, Novotel, Brisbane), Oct. 14–15, 2004, at 1, available at http://arts.uwaterloo.ca/ ~kwesthue/wami.pdf. Thus, mobbing is group harassment, “a process of abusive behaviors inflicted over time.” Sousa v. Roque, 578 F.3d 164, 167 (2d Cir. 2009). Despite the original distinction between workplace bullying and mobbing, the two terms often are used interchangeably. Jordan F. Kaplan, Help Is on the Way: A Recent Case Sheds Light on Workplace Bullying, 47 Hous. L. Rev. 141, 144 (2010). [5]. See Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e-2 (2006); Alex Long, State Anti-Discrimination Law as a Model for Amending the Americans With Disabilities Act, 65 U. Pitt. L. Rev. 597, 601 (2004). [6]. For example, the Society for Human Resource Management reportedly opposed such legislation in New York on the grounds that it is generally “bad for business” and specifically that (1) human resource professionals are dedicated advocates for employees; (2) employers have adequate incentives to combat workplace harassment because it affects the health and morale of the workforce (as well as the image and profitability of the employers); (3) employers have studied the issue and many have codes of conduct and dispute resolution mechanisms to address it; and (4) such legislation would undermine existing efforts to combat the problem, strain employer-employee relationships, and increase the cost of doing business―given that employers will be called upon to defend frivolous lawsuits from unscrupulous employees or incur liability for lost wages, medical expenses, emotional distress, punitive damages and attorney’s fees. See G. Namie, SHRM Opposes Anti-Bullying Healthy Workplace Bill, Healthy Workplace Bill (June 18, 2010, 4:34 PM), http://healthyworkplacebill.org/blog/?p=144. [7]. See Thomas v. N. Telecom, Inc., 157 F. Supp. 2d 627, 635 (M.D. N.C. 2000) (noting that workplace conduct rarely supports a claim for intentional infliction of emotional distress (“IIED”)); see also Crocker v. Griffin, No. COA09-1000, 2010 WL 1961258, at *4–5 (N.C. Ct. App. May 18, 2010) (action brought by four former employees listing twenty-eight acts of supervisor involving “yelling, shouting, or saying insulting or demeaning things” did not state an IIED claim). One court has affirmed a verdict in favor of a plaintiff on an assault theory while allowing an expert witness to testify as to the presence of workplace bullying. Raess v. Doescher, 883 N.E.2d 790, 796 (Ind. 2008). No one rationale completely supports the result in the case. The panel majority determined that the plaintiff failed to properly object to the expert’s testimony on workplace bullying and therefore any error was forfeited. Id. at 797. It further determined that that the phrase “workplace bullying” was a general descriptive term that could be a form of IIED. Id. at 799. Another member of the panel majority found the plaintiff’s objection sufficient, but any error in admissibility harmless because the expert’s testimony went to the merits of an IIED claim which the jury rejected. Id. (Sullivan, J., concurring in result). A dissenting member of the panel determined that the objection had been preserved, and that the testimony concerning workplace bullying was erroneous and not harmless. Id. at 801–02 (Boehm, J., dissenting). [8]. See Piper Fogg, Academic Bullies, Chron. of Higher Educ., Sept. 12, 2008, at B10

Seasonal changes in metabolic rates in muskoxen following twenty- four hours of starvation

Timing of seasonal trends in post-prandial energy expenditure (EE) was measured in muskoxen (2 males and 1 female) given a standardized meal followed by a 24-26 h starvation during 10 months over the course of a year. EE was significantly lower in winter than summer. CH4 production (EctM) was reversed with winter highs and summer lows. Ratio of ECH4:EE indicates a change in dietary efficiency but this difference was not associated with a seasonal shift in RQ which was constant. The main increase in EE from winter to summer occurred between April and May and the summer to winter decrease between August and Septembet