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Ocean deoxygenation is one of the major consequences of climate change. In coastal waters, this process can be exacerbated by eutrophication, which is contributing to an alarming increase in the so-called "dead zones" globally. Despite its severity, the effect of reduced dissolved oxygen has only been studied for a very limited number of organisms, compared to other climate change impacts such as ocean acidification and warming. Here we experimentally assessed the response of sponges to moderate and severe simulated hypoxic events. We ran three laboratory experiments on four species from two different temperate oceans (NE Atlantic and SW Pacific). Sponges were exposed to a total of five hypoxic treatments, with increasing severity (3.3, 1.6, 0.5, 0.4 and 0.13 mg O2 L-1 , over 7-12-days). We found that sponges are generally very tolerant of hypoxia. All the sponges survived in the experimental conditions, except Polymastia crocea, which showed significant mortality at the lowest oxygen concentration (0.13 mg O2 L-1 , lethal median time: 286 h). In all species except Suberites carnosus, hypoxic conditions do not significantly affect respiration rate down to 0.4 mg O2 L-1 , showing that sponges can uptake oxygen at very low concentrations in the surrounding environment. Importantly, sponges displayed species-specific phenotypic modifications in response to the hypoxic treatments, including physiological, morphological, and behavioural changes. This phenotypic plasticity likely represents an adaptive strategy to live in reduced or low oxygen water. Our results also show that a single sponge species (i.e., Suberites australiensis) can display different strategies at different oxygen concentrations. Compared to other sessile organisms, sponges generally showed higher tolerance to hypoxia, suggesting that sponges could be favoured and survive in future deoxygenated oceans.

In a time of unprecedented ecological change, understanding natural biophysical relationships between reef resilience and physical drivers is of increasing importance. This study evaluates how wave forcing structures coral reef benthic community composition and recovery trajectories after the major 2015/2016 bleaching event in the remote Chagos Archipelago, Indian Ocean. Benthic cover and substrate rugosity were quantified from digital imagery at 23 fore reef sites around a small coral atoll (Salomon) in 2020 and compared to data from a similar survey in 2006 and opportunistic surveys in intermediate years. Cluster analysis and principal component analysis show strong separation of community composition between exposed (modelled wave exposure > 1000 J m−3) and sheltered sites (−3) in 2020. This difference is driven by relatively high cover of Porites sp., other massive corals, encrusting corals, soft corals, rubble and dead table corals at sheltered sites versus high cover of pavement and sponges at exposed sites. Total coral cover and rugosity were also higher at sheltered sites. Adding data from previous years shows benthic community shifts from distinct exposure-driven assemblages and high live coral cover in 2006 towards bare pavement, dead Acropora tables and rubble after the 2015/2016 bleaching event. The subsequent recovery trajectories at sheltered and exposed sites are surprisingly parallel and lead communities towards their respective pre-bleaching communities. These results demonstrate that in the absence of human stressors, community patterns on fore reefs are strongly controlled by wave exposure, even during and after widespread coral loss from bleaching events.

The Problem The field of human resource development (HRD) is a multidisciplinary field of research and practice requiring collaboration. Unfortunately, the literature on how to conduct collaborative research is incomplete within HRD and other disciplines. Any breakdown in the communication, exchange of ideas, agreed-upon methodologies, or shared credit for dissemination has the potential of preventing research from moving forward. Promotion and tenure policies also hamper collaborative efforts in that these policies often reward individual initiative as opposed to collaborative outcomes. These behavioral patterns provide constraints to the improvement and betterment of efforts to changing of the guard. The Solution This article highlights new and improved methods for working in collaborative environments. During an academic’s transition and professional development, these methods will help emerging scholars, new to collaborative research, when facing the team science revolution. The Stakeholders Scholars and scholar-practitioners engaged in collaborative research. Emerging scholars who are beginning their journey into collaborative research. Graduate students preparing for a career in academia.

The distribution and organisation of benthic organisms on tropical reefs are typically heterogenous yet display distinct zonation patterns across depth gradients. However, there are few datasets which inform our understanding of how depth zonation in benthic community composition varies spatially among and within different reef systems. Here, we assess the depth zonation in benthic forereef slope communities in the Central Indian Ocean, prior to the back-to-back bleaching events in 2014–2017. We compare benthic communities between shallow (5–10 m) and deep (20–25 m) sites, at two spatial scales: among and within 4 atolls. Our analyses showed the variation in both major functional groups and hard coral assemblages between depth varied among atolls, and within-atoll comparisons revealed distinct differences between shallow and deep forereef slope communities. Indicator taxa analyses characterising the hard coral community between depths revealed a higher number of coral genera characteristic of the deep forereef slopes (10) than the shallow forereef slopes (6). Only two coral genera consistently associated with both depths across all atolls, and these were Acropora and Porites. Our results reveal spatial variation in depth zonation of benthic communities, potentially driven by biophysical processes varying across depths and atolls, and provide a baseline to understand and measure the impacts of future global climate change on benthic communities across depths.

Understanding how Marine Protected Areas (MPAs) improve conservation outcomes across anthropogenic pressures can improve the benefits derived from them. Effects of protection for coral reefs in the western and central Indian Ocean were assessed using size-spectra analysis of fish and the relationships of trophic group biomass with human population density. Length-spectra relationships quantifying the relative abundance of small and large fish (slope) and overall productivity of the system (intercept) showed inconsistent patterns with MPA protection. The results suggest that both the slopes and intercepts were significantly higher in highly and well-protected MPAs. This indicates that effective MPAs are more productive and support higher abundances of smaller fish, relative to moderately protected MPAs. Trophic group biomass spanning piscivores and herbivores, decreased with increasing human density implying restoration of fish functional structure is needed. This would require addressing fisher needs and supporting effective MPA management to secure ecosystem benefits for coastal communities.

The 2003 Prison Rape Elimination Act (PREA) mandates that U.S. state correctional systems regulate and reduce staff-on-inmate sexual misconduct in state correctional facilities. As data on correctional officer sexual misconduct are limited and its legal definition varies across states, this study utilized statutory analysis to document how staff sexual misconduct is defined and how it is punished across state correctional systems. The most notable finding is that although all 50 states have statutes designed to protect incarcerated persons from being sexually victimized by correctional staff, they are far from uniform.

The Problem The trend in current research is to seek a statistically significant finding, one that provides a p value less than a predetermined alpha. Unfortunately, a large number of research studies have been identified as being nonreplicable along with having other shortcomings (low power, improper methodology, poor sample size) that reduce the rigor of a study’s research findings. Additional techniques are needed beyond relying solely on a p value. The Solution This article presents recommendations that Human Resource Development (HRD) scholars and scholar-practitioners can implement to improve the rigor of the discipline’s research and practice. This article also provides guidelines (higher power, meta-analyses, low bias in large studies) of how to best avoid producing nonreplicability studies along with recommendations for the larger field, in this instance for scholars and scholar-practitioners in the social sciences. The Stakeholders Scholars, scholar-practitioners, employees, and researchers who are impacted by changes in their environment due to less-than rigorous evidence-based research findings.

The Problem Research matters. Results from research can affect policy, practice, and future research. Taking every precaution to assure that research is conducted ethically, accurately, and correctly is a practice that should be exhibited by all disciplines. Unfortunately, this has not been the case with upward of 40% of published research identified as being nonreproducible. The Solution The first step for any discipline is to be aware that meta-science problems exists and to identify necessary techniques for preventing these problems from occurring. The current Special Issue introduces meta-science to the field of human resource development (HRD) as a step in informing scholars and scholar-practitioners (a) about the potential problems that exists in other disciplines and (b) what steps could be taken to help prevent these problems from occurring in research within the field of HRD. The Stakeholders HRD scholars and scholar-practitioners, collaborators of HRD, researchers, instructors, and students of HRD programs.

The Problem Leadership is commonly represented as being an individual construct with characteristics, competencies, and traits that identify the individual. Leadership development interventions are also framed around the individual leader. Leadership needs to account for the perceptions and identities of all group members. This includes a leader who is a prototype of both the in-group and out-group members. The Solution Leadership development efforts could be designed to account for the different identities of all members involved, producing a representative prototypical leader. Implementing the social identity model of organizational leadership (SIMOL) theory could be the catalyst that furthers human resource development (HRD)’s efforts of providing a new Worldview of Leadership as called for by McLean and Beigi, one that is all inclusive of its membership. The Stakeholders Considering the SIMOL theory, HRD scholars and scholar-practitioners could offer new perspectives when viewing the leader-group dynamics and leadership development.

The Problem Adaptive structuration theory (AST) has had little to no attention within the human resource development (HRD) literature. It is important for HRD scholars and scholar-practitioners to be concerned with how new technology initiatives impact both the individual and the organization, equally. Unfortunately, new technologies are often introduced with no consideration of its utility to the agents expected to use these new technologies, causing incompatibilities and productivity losses. The Solution AST views the duality of structure between an organization’s structural features and its human agents. This perspective enables human agents when implementing new technologies and organizational change initiatives. Also, AST provides HRD scholars and scholar-practitioners with new insight into the interactions that take place during these change initiatives, providing support for current and future research efforts. The Stakeholders It would be beneficial for HRD scholars and scholar-practitioners involved with designing, evaluating, implementing, or managing technology in the workplace.

Given the recent trend towards establishing very large marine protected areas (MPAs) and the high potential of these to contribute to global conservation targets, we review outcomes of the last decade of marine conservation research in the British Indian Ocean Territory (BIOT), one of the largest MPAs in the world. The BIOT MPA consists of the atolls of the Chagos Archipelago, interspersed with and surrounded by deep oceanic waters. Islands around the atoll rims serve as nesting grounds for sea birds. Extensive and diverse shallow and mesophotic reef habitats provide essential habitat and feeding grounds for all marine life, and the absence of local human impacts may improve recovery after coral bleaching events. Census data have shown recent increases in the abundance of sea turtles, high numbers of nesting seabirds and high fish abundance, at least some of which is linked to the lack of recent harvesting. For example, across the archipelago the annual number of green turtle clutches (Chelonia mydas) is ~ 20,500 and increasing and the number of seabirds is ~ 1 million. Animal tracking studies have shown that some taxa breed and/or forage consistently within the MPA (e.g. some reef fishes, elasmobranchs and seabirds), suggesting the MPA has the potential to provide long-term protection. In contrast, post-nesting green turtles travel up to 4000 km to distant foraging sites, so the protected beaches in the Chagos Archipelago provide a nesting sanctuary for individuals that forage across an ocean basin and several geopolitical borders. Surveys using divers and underwater video systems show high habitat diversity and abundant marine life on all trophic levels. For example, coral cover can be as high as 40–50%. Ecological studies are shedding light on how remote ecosystems function, connect to each other and respond to climate-driven stressors compared to other locations that are more locally impacted. However, important threats to this MPA have been identified, particularly global heating events, and Illegal, Unreported and Unregulated (IUU) fishing activity, which considerably impact both reef and pelagic fishes.

This chapter provides an overview of techniques, tools, and methods for organizations to manage and operate in today's complexity. Current literature is lacking in providing techniques and tools for organizations to operate in complex environments. This gap in the literature is especially troubling for practitioners who are trying to learn and apply new tools to support their customers in implementing new innovation initiatives. The techniques, tools, and methods provided in this chapter were derived from a joint effort from academia, industry, and the Navy. This juxtaposition of tools and practices provides a praxis that ranges from creativity, innovation, performance improvement, organization development, organizational improvement, and organizational transformation.

Purpose This paper aims to identify the life-cycle of leadership theory from both the human resource development (HRD) and the organizational/leadership literature while providing a contrast between the two bodies of literature. The current research identifies which theories are being represented within the HRD literature, followed by a review of current directions in the leadership fields, primarily from literature in the organizational and leadership fields. By identifying these two bodies of leadership theories, the following research question will be answered: How current are the leadership theories provided in the literature of HRD compared to research that is reported from other external leadership fields? Design/methodology/approach This paper examines how leadership theories are represented in the HRD literature. Data for the current article provide a preview of leadership theories that are used to inform HRD scholars and scholar–practitioners for a period of 15 years (2000-2015) in the four Academy of Human Resource Development (AHRD) publications (Advances in Developing Human Resources; Human Resource Development International; Human Resource Development Quarterly; and Human Resource Development Review). The four journals within the AHRD were reviewed to identify which leadership theories were being researched and used to inform members of HRD. The search terms for the current study included “leadership AND theory,” “team AND leadership,” “leadership AND development” and “team AND development.” Studies that presented a leadership theory and either described or defined the theory were coded for the current study. Within this body of literature, there were a total of 74 leadership theories identified (some repeating), among those there were a total of 20 unique leadership theories. The literature external of HRD was identified using the ScienceDirect database for 10 years (2007-2017) with the topics limited to “topics–leadership.” Once the HRD and organizational/leadership literature are presented, a comparison between the two literature streams will be provided, highlighting any deficiencies within either body of literature and recommendations for future research efforts for the field of HRD. Findings This examination of leadership theory study within HRD and other fields highlights the deficiencies within either body of literature and offers recommendations for future research efforts for the field of HRD. In line with the trend in leadership research, HRD should call for more longitudinal and multi-level research efforts to be conducted as opposed to cross-sectional studies. Research limitations/implications The current study is limited in the literature that was used to collect/code data. Also, the time frame for the HRD literature ended in 2015 due to the long duration required to review articles and to code the data. Secondary data were obtained from organizational/leadership literature and are more current because they are more recent. Overall, even with an end date of 2015 for the HRD literature, the HRD field has not changed too much during this time and the authors recognize some minor changes, but the research findings are still relevant and the leadership deficits presented are still realized. Practical implications The field of HRD is behind when it comes to leadership theories. This paper identifies this in an effort to aid researchers, students and practitioners to look beyond the leadership theories presented in the HRD literature for more relevant and current leadership theories. This paper highlighted a number of newer and current leadership theories and trends for scholars and scholar-practitioners to begin to focus on; however, this list is only a snapshot and is bounded by the data collected for the current paper. Originality/value This paper is original in that it is both critical of leadership research within the HRD literature while also providing new directions for the field. The snapshot of where the field of HRD is compared to the leadership and organizational fields becomes apparent with multiple future directions for research.

Purpose The purpose of this paper is to identify the different leadership development techniques used to develop leaders from the human resource development (HRD) and performance improvement (PI) literature, and to categorize the development techniques using Garavan et al.’s (2015) multifaceted typology of development where development has recently emerged in the literature as a “central and important process” (p. 360). Design/methodology/approach This literature review followed the guidelines for an integrative literature review presented by Torraco (2005) and Imel (2011). This literature review was a freestanding literature review designed to provide directions for future research and development within the HRD discipline. Findings This literature review categorized over 500 leadership development techniques and mapped them with previously identified leadership capacities into Garavan et al.’s (2015) development typology. Once mapped, the authors were able to identify the most common leadership capacities and related development techniques for each development domain in the typology. Practical implications This research provides a tool for identifying required leadership capacities and development techniques that could be used by scholars and scholar-practitioners to conduct further research, as an aid in designing future leadership development programs and as instructional materials in the classroom. Social implications Leadership is becoming a shared construct in today’s literature. Leadership as a shared construct has multiple shareholders, both internal and external of the agent. To better meet the needs of these shareholders, this research provides tools for the scholar and scholar-practitioner for leadership development that can be catered to one’s needs – as opposed to a one-size fits all strategy. Originality/value This paper highlights the HRD and PI literature, and provides a pragmatic tool for leadership development. This tool can be used by scholars for future research and for testing, as well as by scholar-practitioners for designing future leadership development programs.

In order to implement spatial fisheries management in the Arabian Gulf, a better understanding of the distribution of fish in relation to benthic habitats is required. To facilitate this, hydroacoustic fish surveys were conducted over oyster bed/reef (“shallow”) and surrounding soft sediment (“deep”) habitats in the offshore central Gulf, within Qatari waters. Transects at ‘shallow’ sites had significantly higher mean fish density and biomass. Mean target strength of individual fish was also significantly higher at ‘shallow’ sites. Fish positions in the water column were examined and overall there was a closer association with the seabed at the ‘shallow’ sites. Larger fish were found significantly closer to the seabed than smaller fish across all sites, but more so at ‘shallow’ sites than at ‘deep’ sites. Acoustic return from the seabed was extracted to provide information on the habitat type both using ‘Sonar5′ and ‘Visual Habitat’ software. The different site categories (‘shallow’ vs ‘deep’) were significantly different for all the measures of acoustic habitat. Fish density was significantly related to ‘Visual Habitat’ data, more so than depth alone. Our results show that fish distribution in the offshore Gulf is associated with complex, shallow oyster bed/reef habitats, and this is particularly the case for larger demersal fish that are commercially exploited. The ability to characterise benthic habitats from acoustic fish survey data shows promise, with important time saving implications for the monitoring of marine environments and developing a spatial approach to fisheries management. This may include the identification of habitats with a relatively high density of larger fish for inclusion in candidate marine protected areas. This document details the acoustic survey component of the collaborative project between Qatar University, Bangor University and Department of Fisheries, Ministry of Municipality and Environment, State of Qatar entitled: �Identification of Essential Fish Habitat to Achieve An Ecosystem-Based approach to Fisheries Management�. It was funded by the Qatar National Research Foundation (QNRF) NPRP 6-1680-4-027 . We would particularly like to thank Dr Bruno Giraldes for assistance in the dive surveys and also Fish Unite, Environmental Lab., Environmental Monitoring Department, Ministry of Municipality and Environment, State of Qatar. Thanks to goes to the comments provided by two anonymous reviewers whose constructive advice strengthened the manuscript considerably. Acoustic equipment was kindly provided by Echology Ltd. Appendix A Scopus

The Academy of Human Resource Development (AHRD) has proven to be a source of knowledge providing research in the forms of theory development, literature reviews, educational and descriptive analyses, critical analyses, and empirical research studies. Given this vast body of knowledge, there has not been a call for researchers to provide a literature review format for tracing the life cycles of individual theories, differentiating between formal and informal theories within human resource development’s (HRD) body of knowledge. The current article proposes a format for conducting a theoretical literature review, using path-goal leadership theory and the learning organization as two examples to showcase the benefits of using a theoretical literature review. Incorporating theoretical literature reviews to some of the AHRD’s journals could help in identifying and mapping the field’s formal and informal theories while aiding in providing additional historical reviews for the discipline.