The physiology of movement

Movement, from foraging to migration, is known to be under the influence of the environment. The translation of environmental cues to individual movement decision making is determined by an individual's internal state and anticipated to balance costs and benefits. General body condition, metabolic and hormonal physiology mechanistically underpin this internal state. These physiological determinants are tightly, and often genetically linked with each other and hence central to a mechanistic understanding of movement. We here synthesise the available evidence of the physiological drivers and signatures of movement and review (1) how physiological state as measured in its most coarse way by body condition correlates with movement decisions during foraging, migration and dispersal, (2) how hormonal changes underlie changes in these movement strategies and (3) how these can be linked to molecular pathways. We reveale that a high body condition facilitates the efficiency of routine foraging, dispersal and migration. Dispersal decision making is, however, in some cases stimulated by a decreased individual condition. Many of the biotic and abiotic stressors that induce movement initiate a physiological cascade in vertebrates through the production of stress hormones. Movement is therefore associated with hormone levels in vertebrates but also insects, often in interaction with factors related to body or social condition. The underlying molecular and physiological mechanisms are currently studied in few model species, and show -in congruence with our insights on the role of body condition- a central role of energy metabolism during glycolysis, and the coupling with timing processes during migration. Molecular insights into the physiological basis of movement remain, however, highly refractory. We finalise this review with a critical reflection on the importance of these physiological feedbacks for a better mechanistic understanding of movement and its effects on ecological dynamics at all levels of biological organization

Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis

This review adopts a phenomenon-driven approach in reviewing the talent management (TM) literature, applying methods derived from bibliometrics and content analysis to evaluate the state of the field and derive implications for research and practice unbiased towards a-priori assumptions of which frameworks or methods are most adequate. Based on analyses of publication volume, journals and their impact factors, most cited articles and authors, preferred methods, and represented countries, we assess whether TM should be approached as an embryonic, growth, or mature phenomenon, and examine dominant (i.e., resource-based view, international human resource management, employee assessment, and institutionalism) versus ‘alternative’ (i.e., knowledge management, career management, strength-based approach, and social exchange theory) theoretical frameworks. Our goal is to assist TM researchers in positioning their work more explicitly vis-à-vis current debates in the existing literature and encourage them to think about which approach best fits their research aims, questions, and designsPeer ReviewedPostprint (author’s final draft

Reframing talent identification as a status-organising process:Examining talent hierarchies through data mining

We examine how peers form talent appraisals of team members, reframing talent identification as a status-organising social process. Using decision trees, we modelled configurations of characteristics and behaviours that predicted dominant versus parallel routes to achieving the status of most talented team member. Across 44 multidisciplinary teams, talent status was most often granted to peers perceived as having both leadership and analytic talent; a STEM degree served a dominant signalling function. Where previous studies assumed that degree operates as a specific status characteristic, we show that a STEM degree operates as a diffuse status characteristic, which predicts status in general. We thus discovered that status hierarchies in teams are also based on the type of talent—and not just the level of talent—members are perceived to possess. In so doing, we offer a proof of concept of what we call ‘talent hierarchies’ in teams, for future research to build on

Fitness maximization by dispersal : evidence from an invasion experiment

Dispersal is essential for population persistence in transient environments. While costs of dispersal are ubiquitous, individual advantages of dispersal remain poorly understood. Not all individuals from a population disperse, and individual heterogeneity in costs and benefits of dispersal underlie phenotype-dependent dispersal strategies. Dispersing phenotypes are always expected to maximize their fitness by adaptive decision making relative to the alternative strategy of remaining philopatric. While this first principle is well acknowledged in theoretical ecology, empirical verification is extremely difficult, due to a plethora of experimental constraints. We studied fitness prospects of dispersal in a game theoretical context using the two-spotted spider mite Tetranychus urticae as a model species. We demonstrate that dispersing phenotypes represent those individuals able to maximize their fitness in a novel, less populated environment reached after dispersal. In contrast to philopatric phenotypes, successful dispersers performed better in a low density post-dispersal context, but worse in a high density philopatric context. They increased fitness about 450% relative to the strategy of remaining philopatric. The optimization of phenotype-dependent dispersal, thus, maximizes fitness

Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis

This review adopts a phenomenon-driven approach in reviewing the talent management (TM) literature, applying methods derived from bibliometrics and content analysis to evaluate the state of the field and derive implications for research and practice unbiased towards a-priori assumptions of which frameworks or methods are most adequate. Based on analyses of publication volume, journals and their impact factors, most cited articles and authors, preferred methods, and represented countries, we assess whether TM should be approached as an embryonic, growth, or mature phenomenon, and examine dominant (i.e., resource-based view, international human resource management, employee assessment, and institutionalism) versus 'alternative' (i.e., knowledge management, career management, strength-based approach, and social exchange theory) theoretical frameworks. Our goal is to assist TM researchers in positioning their work more explicitly vis-à-vis current debates in the existing literature and encourage them to think about which approach best fits their research aims, questions, and designs

Career success across the globe: Insights from the 5C project

The Cross-Cultural Collaboration on Contemporary Careers (5C Project) conducted in-depth, longitudinal qualitative research into what career success means to people in a diverse range of countries; specifically: Australia, Austria, Belgium, Brazil, Canada, China, Colombia, Costa Rica, Finland, France, Germany, Greece, India, Israel, Italy, Japan, Korea, Malaysia, Mexico, Netherlands, Nigeria, Norway, Philippines, Portugal, Russian Federation, Serbia, Slovakia, Slovenia, South Africa, Spain, Thailand, Turkey, UK, and USA. This paper presents the seven major meanings of career success that emerged across these diverse global cultures and thus may be deemed relevant all around the world. These are financial security (being able to consistently provide the basic necessities for living), financial achievement (steadily making more money, wealth, incentives, and perks), learning and development (via continuous informal learning on the job and/or formal training and education), work-life-balance (between work and non-work, relationships, activities and interests), positive relationships (as signified by, for instance, enjoying working with people who you respect and admire), positive impact (by helping others in one’s immediate social environment and/or leaving some sort of legacy to a community, or society more broadly), and entrepreneurship founding one’s own enterprise or being able to invent and develop one’s own projects within the work context). We describe examples of each from different cultures and offer practical implications of these meanings for the primary stakeholders of career research: individuals, organizations, as well as counselors, coaches and consultants

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Dieter Nuytten, Lode De Clercq en Piet Stevens Bouwgeschiedenis en restauratie van het voormalige gastenkwartier van de abdijsite van Vlierbeek in Kessel-lo. [Building history and restoration of the former guesthouse of the abbey site Vlierbeek in Kessel-lo.]Als geen ander kreeg de voormalige benedictijnenabdij van Vlierbeek in de loop van haar geschiedenis alle mogelijke (tegen)slagen te incasseren. Gesticht halverwege de 12de eeuw wordt de bloeiperiode vanaf de 16de eeuw gevolgd door financiële aderlatingen, plundering en brandstichting, uitdrijving van de monniken, verbeurdverklaring van de gebouwen, openbare verkoping en sloop.Behalve de kloosterkerk bleef desondanks ook het 18de-eeuwse gastenkwartier bewaard, een getuige van de heropflakkering onder de jansenitisch gezinde abt Pieter Paradaens en omwille van zijn barok inkomportaal door Plantenga geroemd als één der fraaiste in het hertogdom Brabant.Naar aanleiding van de restauratie in 2006 en geruggensteund door fors archiefmateriaal situeert Dieter Nuytten de jongste ingreep in de ruimere historische context.Inge Verdurmen en Dries Tys De militaire domeinen in Vlaanderen, bewaarplaatsen van archeologische en landschapshistorische relicten. [The significance of military domains in Flanders regarding archaeology, history and landscape.]Het moge contradictorisch lijken, maar precies omwille van hun specifiek gebruik blijken de uitgestrekte militaire domeinen sinds de 19de eeuw behoorlijk ongerepte reservaten te zijn gebleven van elders verdwenen archeologisch en paleo-ecologisch erfgoed.Binnen de diverse bewaarde landschapstypes spannen heidelandschappen als door de mens gevormde cultuurlandschappen hierbij de kroon.Van neolithicum tot de 20ste eeuw bewaarden ze sporen van hun gestage evolutie naast een veelbelovend bodemarchief: voor Inge Verdurmen en Dries Tys voldoende redenen om, na een verkennende studie, te pleiten voor uitvoerig onderzoek en de uitwerking van een voor elkeen aanvaardbaar beheersmodel.Nicky Vergouwen, Evelien van Biezen en Catheline Metdepenninghen De restauratie van de kroonluchter uit de kapel van Karel De Goede in de Sint-Salvatorskathedraal te Brugge. [The restoration of a neo-gothic chandelier.]De zaligverklaring van Karel de Goede in 1882 en de creatie door Jean Baptiste Bethune van een nieuw schrijn voor diens opnieuw populaire relieken in de Brugse Sint-Salvatorkathedraal zou de Sociëteiten van Sint Franciscus Xaverius in 1885 aanzetten tot de bestelling van een monumentale, 4 meters 50 centimeters omspannende neogotische lichtkroon Delineante Petro Raoux en uitgevoerd door de Brugse kopergieter Franciscus Blondel. Ruim 120 jaar later bleek een grondige opknapbeurt niet overbodig: een operatie waar de uitvoersters Nicky Vergouwen en Evelien van Biezen, samen met Catheline Metdepenninghen gedetailleerde toelichting bij verstrekken.Summar

Career Success Schemas and their Contextual Embeddedness: A Comparative Configurational Perspective

We introduce career success schemas as critical for understanding how people in different contexts perceive and understand career success. Using a comparative configurational approach, we show, in a study of 13 countries, that two structural characteristics of career success schemas\u2014complexity and convergence\u2014differ across country contexts and are embedded in specific configurations of institutional factors. Adopting complexity and convergence as primary dimensions, we propose a taxonomy of career success schemas at the country level. Based on this taxonomy, we contribute to the understanding of subjective career success across countries, discuss the importance of schemas for organisational career systems in multinational enterprises, and propose specific guidelines for future comparative careers research

Careers in context: An international study of career goals as mesostructure between societies’ career-related human potential and proactive career behavior

Careers exist in a societal context that offers both constraints and opportunities for career actors. Whereas most studies focus on proximal individual and/or organisational‐level variables, we provide insights into how career goals and behaviours are understood and embedded in the more distal societal context. More specifically, we operationalise societal context using the career‐related human potential composite and aim to understand if and why career goals and behaviours vary between countries. Drawing on a model of career structuration and using multilevel mediation modelling, we draw on a survey of 17,986 employees from 27 countries, covering nine of GLOBE's 10 cultural clusters, and national statistical data to examine the relationship between societal context (macrostructure building the career‐opportunity structure) and actors' career goals (career mesostructure) and career behaviour (actions). We show that societal context in terms of societies' career‐related human potential composite is negatively associated with the importance given to financial achievements as a specific career mesostructure in a society that is positively related to individuals' proactive career behaviour. Our career mesostructure fully mediates the relationship between societal context and individuals' proactive career behaviour. In this way, we expand career theory's scope beyond occupation‐ and organisation‐related factors