Effects of hydroperiod on metamorphosis in \u3ci\u3eRana sphenocephala\u3c/i\u3e

Hydroperiod, the time a temporary pond holds water, is an important factor influencing recruitment in amphibian populations and structuring amphibian communities. We conducted an experiment to test the effect of hydroperiod on metamorphic traits of the southern leopard frog (Rana sphenocephala), a common amphibian in the southeastern United States. We reared larval R. sphenocephala in artificial ponds at a density of 32 larvae per tank (initial volume = approximately 650 liter). We dried the tanks according to natural patterns, using three different hydroperiods (60, 75 and 90 d). Experimental hydroperiods had a significant effect on the number of metamorphs and the length of the larval period, but not on overall survival (larvae + metamorphs) nor size at metamorphosis. Our findings confirm a pattern observed in field studies and are similar to results of experimental investigations of closely related ranid frogs. Our results demonstrate that relatively small differences in hydroperiod length (i.e., as little as 15 d) may have large effects on juvenile recruitment in R. sphenocephala

The impact of upper and lower echelon human capital and HR practices on innovation in start-ups.

Abstract Innovative start-ups have become the center of attention in government policy. They are considered to be the driving force of economic growth and international competitive advantage. Despite this growing interest, little is known about firm internal determinants of and critical success factors for innovation in newly established firms. Innovation is a function of a firm's ability to create, manage and maintain knowledge. Since knowledge is created by and stored within individuals, human resources as well as HR practices may play an important role as drivers of innovation in start-ups. We expect that start-ups having superior human resources (both owners/managers and employees) and an intensive HRM, are more able to innovate. Results show that unless employees' human capital is managed, it provides little benefit to start-ups in terms of innovation. Moreover, the impact of HRM intensity is higher in start-ups with high human capital as compared to newly established firms with low human capital. Next, innovation is indirectly (through the mediating effect of employees' human capital and/or HRM) and positively affected by the owners/managers' educational level and the appeal to certified experts. Industry experience, in turn, has an indirect negative impact. The number of independent board members directly and positively influences innovation.Employees; Human capital; Human resource management; Innovation; Startups;

'HRM and performance', research without theory? A literature review.

Due to the increasingly intense global competition and the corresponding search for sources of sustained competitive advantage during the last thirty years, the interest in strategic management has risen, both among academics and practitioners. This evolution resulted in various organisational functions becoming more concerned with their role in the strategic management process. The Human Resource Management field has similarly sought to become integrated into this process through the development of a new discipline referred to as Strategic Human Resource Management. One of the central issues that has been studied in the field of SHRM is the HRM-performance relationship. Despite the pile of studies on this topic, it has been criticised for its lack of a strong theoretical foundation. The purpose of this literature review is to make a journey of exploration through the (S)HRM-performance literature and to map out the different theories that can be useful in understanding and explaining the complex relationship between these two variables. This 'theory mapping' should enable us to decide upon the presence or absence of theory within this research field. Our main conclusion is that this field does not suffer from a lack of theories. On the contrary, the existing theories include economical, sociological as well as psychological perspectives and all together they shed some light on how HRM might be determined and how the mechanisms within the black box might work. Moreover, conditions are proposed under which HRM can lead to higher performance. The real problems researchers are coping with can be summarised as follows: (1) the difficulties the (combination of) present theories impose on empirical research, (2) a lack of theory building with regard to the concepts of HRM and performance and their measurement and (3) the constant theoretical reorientation because of the ever returning criticism.Competition; Competitive advantage; Field; Functions; Human resource management; Management; Measurement; Performance; Problems; Processes; Researchers; Resource management; Strategic management; Studies; Theory; Variables;

Dynamic covalent chemistry in polymer networks : a mechanistic perspective

The incorporation of dynamic covalent linkages within and between polymer chains brings new properties to classical thermosetting polymer formulations, in particular in terms of thermal responses, processing options and intrinsic recycling abilities. Thus, in recent years, there has been a rapidly growing interest in the design and synthesis of monomers and cross-linkers that can be used as robust but at the same time reactive organic building blocks for dynamic polymer networks. In this perspective, a selection of such chemistries is highlighted, with a particular focus on the reaction mechanisms of molecular network rearrangements, and on how various mechanistic profiles can be related to the mechanical and physicochemical properties of polymer materials, in particular in relation with vitrimers, the recently defined third category of polymer materials. The recent advances in this area are not only expected to help direct promising emerging polymer applications, but also point towards the need for a better fundamental understanding of chemical reactivity within a macromolecular context

The Healthy Farms, Food and Communities Act: Policy Initiatives for the 2002 Farm Bill And the First Decade of the 21st Century

This policy document includes a legislative initiative to be incorporated into the 2002 Farm Bill, and a broader set of policy principles and legislation endorsed by CFSC. Both policy platforms create the basis for furthering the goals of healthy farms, healthy food, and, ultimately, healthy communities

Hartford Farms

As stated in the thesis project, "The goal of this project was to secure adequate financing for the construction and start up of Hartford Farms, a commercial food producing greenhouse wholly-owned by two Hartford-based non-profit agencies - the Hartford Food System and Southend Community Services. Due to a variety of unconventional factors that will be examined throughout this paper, the venture was required to seek alternative or non-standard investment capital consisting of grants and low interest loans. The project required almost 15 months to complete and resulted in financing commitments totaling $320,000 ($140,000 of this is available after 1984 for expansion)." (Library-derived description)Winne, M. (1983). Hartford Farms. Retrieved from http://academicarchive.snhu.eduMaster of Science (M.S.)School of Community Economic Developmen