Soil, water, and topography maps

Non-Peer Reviewe

Management of phosphorus with VR and zone delineation

Non-Peer ReviewedIncreased focus on environmental sustainability is putting pressure on better nutrient management in agriculture, particularly with phosphorus. New methods of delineating management zones using soil EC and topography offers exciting potential to better manage phosphorus and other nutrients using variable rate technology. This can result in higher yields, reduced environmental risk from over-application, and substantial economic benefits

Human Resource Management Practices and Voluntary Turnover: A Study of Internal Workforce and External Labor Market Contingencies

This is an Accepted Manuscript of an article published by Taylor & Francis in The International Journal of Human Resource Management on March 30, 2016 (advance online publication), available online: https://doi.org/10.1080/09585192.2016.1165275.This research was funded in part by the Canadian Tourism Human Resource Council and the Social Sciences and Humanities Research Council of Canada (# 430-2014-00383).We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates—the local industry-specific unemployment rate—and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship—their employment status (i.e., full-time, part-time, and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g., extensive benefits) and performance expectation HR practices (e.g., performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work

Precision Soil Moisture Maps: integrating water with agronomy

Non-Peer ReviewedWater is undoubtedly the most significant variable driving yields. It drives yield potential, nutrient uptake, nutrient losses, and over the long-term is a dominant factor organic matter accumulation, soil pH, and erosion. The industry has made progress in utilizing soil moisture probes to monitor yield potential through the season, but there remains an opportunity to better understand spatial water variability across a landscape for the purpose of precision management. Precision soil moisture maps based on soil properties, topography, and water flow across a landscape can provide a valuable tool to better manage agronomic decisions to manage risk, mitigate environmental loss of nutrients, and provide a better return on investment with crop inputs. Link to Video Presentation: https://youtu.be/BEvs814UTq

Illuminating the Signals Job Seekers Receive from an Employer's Community Involvement and Environmental Sustainability Practices: Insights into Why Most Job Seekers Are Attracted, Others Are Indifferent, and a Few Are Repelled

Evidence shows that job seekers tend to be attracted to employers known for their corporate social responsibility (CSR), but relatively little is known about the underlying psychological processes. Moreover, the literature is silent about whether and why some job seekers are unaffected, or even repelled by, an employer’s CSR. We conducted a substantive replication of recent empirical support for three signal-based mechanisms by adapting the experimental manipulation used in a prior study while employing an alternative approach to analyzing a distinctly different type of data. We also extended prior work by examining other possible explanatory mechanisms and exploring potentially negative reactions to CSR. Using signaling theory as an overarching framework, we assessed research questions and tested hypotheses grounded in theories of employee recruitment and the psychology of CSR, specifying how an employer’s CSR practices send signals from which job seekers draw inferences about unknown working conditions, thereby affecting their attraction to the employer. Study participants (N = 108) reviewed the webpages of two hiring companies and responded to open-ended questions about each employer. We content-analyzed written responses pertaining to one employer’s webpages in which we embedded an experimental manipulation of information about the employer’s community involvement or its environmentally sustainable practices. The results supported hypotheses that corroborate prior evidence for the ‘perceived value fit’ and ‘expected employee treatment’ mechanisms, and provided some but relatively limited support for the ‘anticipated pride’ mechanism. Assessment of research questions highlighted previously undiscovered signal-based mechanisms that might help explain job seekers’ attraction to CSR (e.g., inferences about the employer’s positive work environment and financial standing, and the nature of its employees). Results also showed that a few people were less attracted because of the employer’s CSR practices. Analyses among those individuals, combined with one-third of the sample who reported their attraction was unaffected by the employer’s CSR, provided insights about when and why CSR fails to enhance attraction, such as when job seekers focus on other priorities, or are deeply skeptical and cynical about the employer’s CSR. We discuss the implications for advancing a signal-based theory of CSR and employee recruitment, and recruitment practice

A Research Synthesis of Text Messaging and Driving Performance

To determine the effects of text messaging on driving performance, all available experimental studies that measured driving performance were identified through a variety of database searches and backtracking strategies, and analyzed using standard research synthesis methods. Fourteen studies with a total of 519 participants were coded and analyzed. Methodology, independent and dependent variables, and statistical analyses varied widely across studies, but conclusions were clear and convergent. Reaction time, crashes, longitudinal and lateral control, eye movements, hazard detection and subjective workload measures indicate significant decrements in driving performance while reading and typing text messages. The importance of the results for further policy development and methodological reporting is briefly introduced

Examining a Four-Component Model of Consumer Identification Experiences

Past research has largely proposed unitary views of consumers' identification with the organizations they patronize. The current research extends past work by positing that consumer identification is not uni-dimensional, but that four distinct identification experiences-identification, disidentification, ambivalent identification, and neutral identification-can arise in the consumer context. Based on confirmatory factor analysis, the predicted four-factor model of consumer identification demonstrated superior model fit compared to alternative models. Further, correlation and regression analyses show that these distinct identification experiences uniquely relate to consumer outcomes such as company evaluations, perceptions of company trustworthiness, in-role behaviors, and extra-role behaviors

Nurse academics' experience of contra-power harassment from under-graduate nursing students in Australia.

There is growing concern around inappropriate behaviour being perpetrated by under-graduate nursing students towards nursing academics. Coined contra-power harassment, is defined as the harassment of individuals in formal positions of power and authority by those that are not. The type of harassment behaviours reported include: verbal and physical violence, character assassination through social media, stalking and sexually motivated behaviours. The most often cited reasons for the escalation in these behaviours are seen with course progression and the awarding of grades. AIM: The aim of this study is to better understand the extent to which nursing academics experience contra-power harassment from under-graduate nursing students. METHOD: A convenience sample of nursing academics were in Australia were contacted and provided with an introductory letter, a participant information sheet and a link to an online questionnaire. A 41-item Likert scale (Strongly agree-strongly disagree) was used to elicit responses to statements on academics' experiences of and the contributing factors associated with contra-power harassment. RESULTS: The main contributing factor identified from this study was seen as the consumerism of higher education; in particular paying for a degree gave a sense of entitlement with academics experiencing the highest levels of student harassment around grades. CONCLUSIONS: Contra-power harassment is becoming common place in higher education especially in nursing education. The competitive nature of obtaining employment post-university has meant that some nursing student's behaviours are becoming increasingly uncivil, challenging and unprofessional

Stakeholders’ responses to CSR tradeoffs:SWhen other-orientation and trust trump material self-interest

When investing in corporate social responsibility (CSR), managers may strive for a win-win scenario where all stakeholders end up better off, but they may not always be able to avoid trading off stakeholders’ interests. To provide guidance to managers who have to make tradeoffs, this study used a vignette-based experiment to explore stakeholders’ intention to associate with a firm (i.e., buy from or become an employee) that trades off CSR directed at the stakeholders’ own group (self-directed CSR) and CSR directed at another stakeholder group (other-directed CSR). Results show that stakeholders were not systematically more attracted to a firm that favors their own group over another stakeholder group. Specifically, stakeholders’ other-orientation moderated their reaction to tradeoffs: stakeholders higher on other-orientation were willing to forego some material benefits to associate with a firm that treated suppliers in developing countries significantly better than its competitors, whereas stakeholders lower on other-orientation were more attracted to a firm favoring their own stakeholder group. Other-orientation also moderated reactions to tradeoffs involving the environment, although high CSR directed at the environment did not compensate for low self-directed CSR even for stakeholders higher on other-orientation. Second, the vignette study showed that trust mediated the relationship between tradeoffs and stakeholders’ reactions. The study contributes first and foremost to the burgeoning literature on CSR tradeoffs and to the multimotive approach to CSR, which claims that other motives can drive stakeholders’ reactions to CSR in addition to self-interest. First, it provides further evidence that studying CSR tradeoffs is important to understand both (prospective) employees’ and customers’ reactions to CSR-related activities. Second, it identifies other-orientation as a motive-related individual difference that explains heterogeneity in stakeholders’ reactions to CSR. These findings suggest several avenues for future research for organizational psychologists interested in organizational justice. Third, it investigates trust as a mediating mechanism. Fourth, it reveals differences in stakeholders’ reactions depending on which other stakeholder group is involved in the tradeoff. For practice, the findings suggest that tradeoffs are important because they influence which stakeholders are attracted to the firm