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Abstract Wild palms are among the most important plants in the Neotropics due to their wide distribution, species richness and cultural relevance for humans. In addition to their presence in forests, these plants also occur in anthropogenic systems throughout their range of distribution, but their role in these systems is often overlooked. We explored databases of scientific publications to attain a panorama about the presence of wild palm species in agroforestry systems (AFS), their management and their role in those systems. Our keywords in the search engines were names of palm genera that occur in the Americas and types of agroforestry practices. We gathered and analysed information from 154 studies. For each record, we registered: study sites, management actions, agroforestry practices and uses. We identified 65 species belonging to 24 genera managed in AFS, mainly including agrisilvicultural and silvopastoral systems, homegardens and agroforests. We identified traits phylogenetically determined such as stem height, number and length of leaves, and fruit size that influence the presence of wild palms in AFS. Furthermore, we point out three major ways that favour the presence and management of palms in AFS: (1) the management of the canopy and the raise of palms in the understorey, (2) intentional enhancement or cultivation and (3) tolerance of palms during deforestation/fragmentation. We emphasize that a change in the vision of palms as key components of agroforestry would favour future research and plans to improve their performance in these systems while ensuring their conservation. Read the free Plain Language Summary for this article on the Journal blog.

Smart working has been the subject of extensive research over the past years, but it has become a hot topic following the Covid19 due to its impact not only on human resources and management, but also on mobility patterns. The pandemic highlighted the critical role of entrepreneurship in adapting to new work modalities, pushing organizations to innovate and reevaluate their smart working strategies and its implications on mobility. Where initial studies suggested that smart working could enhance mobility by reducing commute trips, recent studies are concluding that smart working has a limited impact on mobility improvement for various reasons, including an increase of usage of private car over public transport. To provide further insights over this topic, this empirical research aims to evaluate if smart workers are willing to spend more resources (monetary and temporal) in its mode of transport decision-making and, to identify factors that may moderate the smart worker willingness to dedicate more resources. To address this research targets, a conceptual model has been developed and has been tested in a sample of 338 smart workers in Madrid through Structural Equation Modelling. The research findings confirm that (i) smart workers tend to use private car for commuting for non- smart working days, (ii) that smart workers are willing to spend more money and time trip, especially more money, but (iii) to a certain extent. These findings provide new insights into this field, revealing significant entrepreneurship implications as enterprises must develop strategies and policies fostering the new social and mobility context. [ABSTRACT FROM AUTHOR]

Copyright of Polisemia is the property of Corporacion Universitaria Minuto de Dios and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The need to increase employee performance and productivity has become vital in most companies nowadays, considering the number of changes that processes and people have faced during recent years in many organizations. This becomes even more important as it can sustain the growth of the company, as well as the competitiveness. This work will present multiple methods and comparisons between them for the process of building a machine learning algorithm to predict performance scores for employees in one organization; these methods include pre-processing the data, selecting the best variables, building the best algorithms for the available data, and tuning their hyperparameters. The current research aims to conclude on a collection of practices that will determine the best predictions for the given variables, so that human opinion can become less influential in employee appraisal, increasing objectivity and overall productivity. [ABSTRACT FROM AUTHOR]

The study of river sediment is a broad and complex field. One of the very important parameters is suspended particle size (SPS), which is indispensable for understanding water–sediment dynamics. As one of the most serious soil erosion areas in the world, the Loess Plateau delivers a large amount of sediment to the Yellow River and its numerous tributaries. Studies on riverine SPS in the Loess Plateau have received extensive attention. In this study, we investigate the spatiotemporal variations of SPS in the Loess Plateau rivers and analyze the driving factors along with their relative importance. Through the analysis of SPS data from 62 hydrological stations, the results indicated the spatial distribution of SPS was similar in the 1980s and 2010s, with both coarser particles mainly distributed in the northern rivers and finer particles mainly distributed in the southern rivers. During the 1980s to the 2010s, the mean SPS on the Loess Plateau decreased from 33 μm to 20 μm, with mean reductions of 42.0%, 29.4%, 46.3%, and 36.8% in the northern, western, southwestern, and southeastern basins, respectively. The most significant changes in SPS were observed in the Kuye, Wuding and Jalu River basins in the northern region, with decreases ranging from 27 to 73 μm. In the 1980s, topography (slope) and human management, followed by precipitation, were the key factors affecting SPS variability, contributing 25.7%, 25.9% and 24.0%, respectively. In the 2010s, the explanatory power of topographic slope on SPS variability declined by 16.6%, and other natural factors no longer significantly influenced SPS variability. The results of this study can serve as a reference for integrated basin management and sustainable ecosystem development in river catchments around the world. [ABSTRACT FROM AUTHOR]

Today's societies are committed to strengthen the processes of labor inclusion of people with disabilities, responding to the needs of recognition of the diversity of knowledge, skills and abilities of the workforce, in addition to the social responsibility of organizations. This research focused on identifying the labor inclusion processes implemented in the organizations of Armenia, Quindío. Under a quantitative methodological approach of instrumental type, a sample of 143 workers related to the human management area of the organizations. The instrument used was the Working Inclusion Disability People Scale -WINDIPS- based on the dimensions of presence, permanence and progress, which are developed from different inclusive practices. The final version of 13 items with a Likert-type response option. Finally, a total score was obtained in which 24.7 % had low inclusion practices, 53.5 % medium and 21.8 % a high level. It was identified that more than half of the participating organizations still need to improve their working inclusion practices. [ABSTRACT FROM AUTHOR]

The document presented below is a reflection on the value that social responsibility represents in the field of guarantees that organizations must have on a subject as relevant as decent work. Under a qualitative methodology, where a search for information was carried out in various sources of information with the purpose of making an analysis and bibliographic review with the firm intention of establishing as a fundamental objective, a reflective analysis of the value that represents social responsibility, management human and decent work. The objective of the document is to address the value that social responsibility represents to later go on to analyze socially responsible human management and culminate with the importance of decent work for human dignity. It is concluded that organizations from the processes of human management are called to guarantee the existence of decent work as a response to their social commitment, regardless of skin color, religious creed, political ideology, origin or sexual preference, since what really should matter is the person only for the fact of being part of a society that should be in search of happiness, peace and equality.

The document presented below is a reflection on the value of social responsibility in the field of guarantees that organizations must have on an issue as relevant as decent work. Under a qualitative methodology, where a search for information was carried out in various sources of information with the purpose of making an analysis and bibliographic review with the firm intention of establishing as a fundamental objective, a reflective analysis of the value represented by social responsibility, human management and decent work. The objective of the document is to address the value of social responsibility and then move on to analyze socially responsible human management and culminate with the importance of decent work for human dignity. It is concluded that organizations from the processes of human management are called to guarantee the existence of decent work as a response to their social commitment, regardless of skin color, religious creed, political ideology, origin or sexual taste, since what should really matter, is the person only by the fact of being part of a society that should be in search of happiness, peace and equality. [ABSTRACT FROM AUTHOR]

The need to increase employee performance and productivity has become vital in most companies nowadays, considering the number of changes that processes and people have faced during recent years in many organizations. This becomes even more important as it can sustain the growth of the company, as well as the competitiveness. This work will present multiple methods and comparisons between them for the process of building a machine learning algorithm to predict performance scores for employees in one organization; these methods include pre-processing the data, selecting the best variables, building the best algorithms for the available data, and tuning their hyperparameters. The current research aims to conclude on a collection of practices that will determine the best predictions for the given variables, so that human opinion can become less influential in employee appraisal, increasing objectivity and overall productivity.

In order to have a solid questionnaire for the generation and development of the innovation capacity of medium and large companies in the city of Ibagué, Colombia, this article presents the process of design, reliability and validity of this data collection instrument, through a quantitative study that included, among other aspects, factor analysis and reliability and validity statistics, considering a pilot sample of 15 randomly selected companies, from which 3 large companies and 12 medium companies were selected through a stratified sample. The final result is the design and statistical validation of the questionnaire with 4 dimensions and 30 items with a Cronbach's alpha of 0.90, which ultimately became the information collection instrument. [ABSTRACT FROM AUTHOR]

The article presents the results of an investigation focused on analyzing the risk factors for suicidal ideation associated with work in a bibliographic sample of 57 documents from Redalyc, Scielo, Dialnet, Proquest, Scopus, and Google Scholar. The research followed the hermeneutic method and categorical analysis. The results revealed that the suicide spectrum as a consequence of work is constantly denied, a denialist trend discouraging research on the subject. Besides, the data suggest that the suicidal spectrum is attributed exclusively to affective and psychopathological causes, although there are studies that negatively correlate emotional demands and organizational commitment. Finally, the work proposes elements to implement labor well-being strategies and future lines of research that promote the scientific contribution of the subject. [ABSTRACT FROM AUTHOR]

Copyright of Trabalho EnCena is the property of Trabalho EnCena and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Abstract Background Forest is the largest biomass carbon (C) pool in China, taking up a substantial amount of atmospheric carbon dioxide. Although it is well understood that planted forests (PFs) act as a large C sink, the contribution of human management to C storage enhancement remains obscure. Moreover, existing projections of forest C dynamics suffer from spatially inconsistent age and type information or neglected human management impacts. In this study, using developed PF age and type maps and data collected from 1371 forest plantation sites in China, we simulated biomass C stock change and quantified management impacts for the time period 2010–2050. Results Results show that future forest biomass C increment might have been overestimated by 32.5%–107.5% in former studies. We also found that age-related growth will be by far the largest contributor to PF biomass C increment from 2010 to 2050 (1.23 ± 0.002 Pg C, 1 Pg = 1015 g = 1 billion metric tons), followed by the impact of human management (0.57 ± 0.02 Pg C), while the contribution of climate is slight (0.087 ± 0.04 Pg C). Besides, an additional 0.24 ± 0.07 Pg C can be stored if current PFs are all managed by 2050, resulting in a total increase of 2.13 ± 0.05 Pg C. Conclusions Forest management and age-related growth dominate the biomass C change in PFs, while the effect of climatic factors on the accumulation is minor. To achieve the ambitious goal of forest C stock enhancement by 3.5 Pg from 2020 to 2050, we advocate to improve the management of existing forests and reduce the requests for more lands for forest expansion, which helps mitigate potential conflicts with agricultural sectors. Our results highlight that appropriate planning and management are required for sustaining and enhancing biomass C sequestration in China’s PF.

Competencies in the management of human talent are defined by authors as the grouping of knowledge, skills, abilities, and performance, which allow the development of efficient actions, propitiated from general to specific functions. The systematization, scope and reflections determine that in the future the competencies and their management model will be even more essential due to the emerging business structures, global dynamics, economic, social, environmental factors and the importance of information and communication technology causing human talent to self-train, identify their knowledge gaps, generate dynamic capabilities and achieve better employability based on their new skills, this is how the new era of knowledge towards the future draws a trend in the demand for technical skills and generic, for sustainability. [ABSTRACT FROM AUTHOR]

This article aims to provide an overview of knowledge related to the complexity of manipulation in the work environment and focus on the specification of the issue. The attributes of manipulation in the work environment were analyzed based on the degree of perception of social intelligence factors, the level of manipulation, and the tendency to distrust others. The aim of the research was to examine statistically significant associations between the number of years of service and the occurrence of manipulation in work. The research was carried out via MPS and MESI methodologies. The research sample (N = 183) comprised working students and employees from the private and public spheres from various work areas in Slovakia. In conclusion, no statistically significant associations existed between the number of worked years and manipulation at the workplace. Statistically, significant gender differences were documented in men within the attributes of manipulation. Higher average values for attributes of empathy, social irritability, and mistrust were found in women. [ABSTRACT FROM AUTHOR]

Land use subjected to various human managements dramatically differs soil nutrient concentrations and unbalance their stoichiometric ratios. However, the magnitude and extent of these effects remain unclear. This study aimed to explore the differences on soil nutrient concentrations and stoichiometry under the undisturbed naturally managed tea plantation (NMTP), forest land (FL) and disturbed cropland (CL) and mulberry plantation (MP) in an agroforestry hillslope in southwest China. Soil samples were collected at three soil depths (i.e. 0–10, 10–20, 20–30 cm). Soil C, N, and P concentrations were higher in NMTP and FL than in CL and MP across all soil depths. Soil C:N, N:P, pH, bulk density (BD), and total porosity (TP) differed significantly in these land uses but water-holding capacity (WHC) and C:P did not. N:P ratios in CL and MP were lower than both Chinese and global averages, presenting widespread N limitation across all soil depths. NMTP and FL showed N limitation at the top layer and shifted to P limitation or N and P co-limitation with increasing soil depth. Soil nutrient concentrations and stoichiometry showed significant correlations with pH, BD, and TP. The results highlight the considerable human management effects on alterations of soil nutrient stoichiometry. [ABSTRACT FROM AUTHOR]

Human management is interpreted by competencies in competitive and complex scenarios. According to the documentary review of disciplinary, classic and current research; with a reflective theoretical approach using hermeneutics. The findings show the reinvention of the human being, adapting to turbulent changes in the environment, where the skills of talent get in the way to take on global challenges, associated with sustainability, in the face of the era of the new normal, where everything seems to be stable, but the dynamics of life manifests the detriment of resources and capacities of the world, limiting the living being, responding and challenging market requirements. [ABSTRACT FROM AUTHOR]

Copyright of CLIO América is the property of Universidad del Magdalena and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Forest is the largest biomass carbon (C) pool in China, taking up a substantial amount of atmospheric carbon dioxide. Although it is well understood that planted forests (PFs) act as a large C sink, the contribution of human management to C storage enhancement remains obscure. Moreover, existing projections of forest C dynamics suffer from spatially inconsistent age and type information or neglected human management impacts. In this study, using developed PF age and type maps and data collected from 1371 forest plantation sites in China, we simulated biomass C stock change and quantified management impacts for the time period 2010–2050. Results: Results show that future forest biomass C increment might have been overestimated by 32.5%–107.5% in former studies. We also found that age-related growth will be by far the largest contributor to PF biomass C increment from 2010 to 2050 (1.23 ± 0.002 Pg C, 1 Pg = 1015 g = 1 billion metric tons), followed by the impact of human management (0.57 ± 0.02 Pg C), while the contribution of climate is slight (0.087 ± 0.04 Pg C). Besides, an additional 0.24 ± 0.07 Pg C can be stored if current PFs are all managed by 2050, resulting in a total increase of 2.13 ± 0.05 Pg C. Conclusions: Forest management and age-related growth dominate the biomass C change in PFs, while the effect of climatic factors on the accumulation is minor. To achieve the ambitious goal of forest C stock enhancement by 3.5 Pg from 2020 to 2050, we advocate to improve the management of existing forests and reduce the requests for more lands for forest expansion, which helps mitigate potential conflicts with agricultural sectors. Our results highlight that appropriate planning and management are required for sustaining and enhancing biomass C sequestration in China's PF. [ABSTRACT FROM AUTHOR]

Copyright of Panorama Económico is the property of Universidad de Cartagena and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The success of "Joker" (2019) has been followed by unease and uncertainty. So much for the different way in which the film depicts a character pop culture has pigeonholed in the role of evil and insane clown who must be stopped at all costs; as for the commercial and artistic need to understand the causes of its success or the plot intricacies of the film and its characters. The general feeling is that the devilish clown is given the right to an understandable motivation for the first time. This is not true: the character has historically had deep and well-written motivations. It is the madness of the character - who predates his encounter with Batman and his famous fall into the acid vat- what receives no justification beyond birth-right until the legendary Joker by Heath Ledger, who gave him a typically Freudian personality frame. Phoenix and Phillips take it one step further, delving into the roots of insanity and the collective responsibility of society for those whom the system fails to save. This Joker is allowed to finally star in his own film, not as an excuse for antisocial behavior, but as an explanation of the very complex causes that motivate him compared to the comparatively simple solutions of what society calls public order. And as a warning that sustainable human management is part of a fully functional society. [ABSTRACT FROM AUTHOR]

Copyright of Desarrollo Gerencial is the property of Universidad Simon Bolivar (USB) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Desarrollo Gerencial is the property of Universidad Simon Bolivar (USB) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This research was conducted with the objective of interpreting the human management practices carried out in the microenterprises of the hotel sector. The qualitative approach was used, based on the basic approaches of the Grounded Theory. The collection, analysis and interpretation of the information were guided by the PRODIN method (Prospective Dialectic Interpersonal Method). Among the most relevant findings are: the identification of two types of leaders (leaders-employees and leaders-owners); the linking of staff oriented by referencing, recommendation and informality; intuitive and centralized training in the leader; remuneration influenced by consanguinity relations (family-employees and non-family-employees), verbal contracts and the shift as a unit of work; informality in performance evaluation; the permanence associated with welfare elements that favor the organizational climate and the advanced age of some collaborators as well as the lack of work qualification to perform in other productive activities; and the absence of a career plan. As conclusions are indicated: the centralization of the business administration in the leader, the influence of the family bond in the organizational decision making and the "own style" of the entrepreneur that characterizes the human management practices in these organizations. [ABSTRACT FROM AUTHOR]

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Copyright of Revista Electrónica Gestión de las Personas y Tecnologías is the property of Revista Electronica Gestion de las Personas y Tecnologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Acta Scientiarum Polonorum. Oeconomia is the property of Wydawnictwo SGGW and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article aims at analyzing the impact of human talent management on the economic and financial profitability of organizations in the hotel sector. The study is quantitative in nature with a non-experimental design, since the variables were analyzed without deliberate manipulation, observing the phenomena just as they develop in their natural context. This research was carried out in the region of Puno, Peru, as the hotel industry is one of the main activities of this region. From this research we can conclude that people management is a sensitive area with high priority in the organizations of the hotel sector, relevant in the scope of institutional goals and objectives, thus constituting an axis that has an impact and is highly significant in terms of economic profitability. Six dimensions of human talent management were analyzed, being admission and compensation the ones that presented the highest relationship regarding profitability. It became apparent that the companies of the hotel sector are not being efficient enough and are facing the great challenge of consolidating their processes, an aspect in which the staff becomes the basic element of overcoming the company, since it helps the organization to gain and maintain a sustainable advantage. Throughout the study, we showed that the success of a business depends more on the proper management of human talent and not so much on financial resources or fixed assets as it is generally considered. [ABSTRACT FROM AUTHOR]

The aim of this study is the reconstitution of the recent morpho-sedimentary evolution of the Medjerda River delta. We examine the spatio-temporal evolution of the Medjerda shoreline between 1936 and 2016 using satellite images, complemented by sedimentological and geochemical analyses and 210Pbex and 137Cs radiometric data. The general tendency of the shoreline evolution shows an increasing progradation (300 ± 12 m) between 1936 and 2016. Yet the mesoscale Net Shoreline Movement position (NSM) and the End Point Rate (EPR) reveal an erosion pattern estimated to be −20 m ± 0.15 m/yr during the period 1988–1999. The sedimentological analyses reveal four main lithostratigraphic units. The fine sand substratum layer (Md = 0.08 mm) decreases toward clay and silt facies (Md < 0.063 mm), rich in continental plant debris. The geochemical results reveal gradual incoming of the terrigenous component instead of marine deposits. The 137Cs/210Pbex radiometric dating confirms the functioning of the new river flow by the 1950s with the highest sedimentation rate being 3.3 cm/yr. Our results show that the Sidi-Salem dam impoundment (1981) led to a dramatic reduction of sediment discharge, a decrease of the grain size with nearly no more sand reaching the coast, and the shoreline retreat. [ABSTRACT FROM AUTHOR]

The purpose of this study is to find out whether there is a verifiable correlation between the individuals’ employee commitment dimensions (affective, continuance, normative, professional and deliberate) and the personal characteristics of these employees. Our research was carried out among the employees of 56 organizations based in Hungary. Organizations were selected by snowball method. A total of 1731 questionnaires were processed, besides descriptive statistical methods we have used variance analysis. We have found significant correlations between the ages of employees and the level of affective, continuance, normative and professional commitment as well, by age-grouping and wage-grouping too. The results show that the first communication mode also has a significant impact on these four commitment dimensions, and all of the commitment dimensions had a higher level among employees who was enquired by the organization (the direction of the first communication is from the organization to the employee).

The present paper proposes an approach to human management that privileges conversational spaces in the organization through verbalization, which results in symbolization, socialization and responsibilization of individuals in the organization groups. Our special concern is responsibilization, emphasizing that participation through conversation generates commitment, inclusion and a sense of belonging in individuals. In the cases studied, we have privileged the analytical method, understood as the method of discourse analysis, which underlies the attitude of the professional who grounds his work on listening, analyzing and intervening. The research findings allow the set out of a path to corporate responsibility.

The article critically questions the representation that Human Resources discourse makes of the ways of doing and being of people within the company. What is proposed is that the discourse of Human Resources can be conceptualized as a device of power for people to adapt and transform themselves according to the needs of the company and that this generates different problems in the being and ways of relating to people. We adopt the qualitative methodology perspective, supported on the analysis of written texts, using categorization processes using the Nvivo 11 software. The results show the way in which discourse creates fragile, unequal and competitive relationship models that make the commitment of people with the company impossible is also discussed. [ABSTRACT FROM AUTHOR]

Copyright of Revista Facultad de Ciencias Economicas: Investigacion y Reflexion is the property of Revista Facultad de Ciencias Economicas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The objective of this reflective article is to contribute to the discussion on the work as an exclusively human activity along with its essential role in the configuration of labor subjectivity in the context of human management practices. From a psychological perspective the historical, cultural and critical analysis of the transformations occurring in the work scenarios is studied. Within a documentary research methodology, an analysis of a set of documents on the labor psychology and human management is done; secondly, the social phenomenon of labor and its constitution as an employment in the capitalist industrial society is addressed; and finally, the implications of these events in the construction of the contemporary labor subjectivities are described. [ABSTRACT FROM AUTHOR]

The present work has as purpose to know how human management is carried out, approached from its practices in the small manufacturing companies of the Boyacá industrial corridor. Based on a qualitative research supported by a questionnaire and a semi-structured interview, some of its practices are analyzed as a relevant result of the bibliographic review, which are: the selection of personnel, training systems, career opportunities, performance evaluation and compensation. It was found that there is an incipient use of practices due to the centralization of power in the owners, the lack of economic resources and the lack of strategies linked to the important role of people within the organization. [ABSTRACT FROM AUTHOR]

Copyright of Revue d'Orthopédie Dento-Faciale is the property of Parresia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)