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Biodiversity conservation is a complex and transdisciplinary problem that requires engagement and cooperation among scientific, societal, economic, and political institutions. However, historical approaches have often failed to bring together and address the needs of relevant stakeholders in decision-making processes. The Tropical Andes, a biodiversity hotspot where conservation efforts often conflict with socioeconomic issues and policies that prioritize economic development, provides an ideal model to develop and implement more effective approaches. In this study, we present a codesign approach that mainstreams and improves the flow of biodiversity information in the Tropical Andes, while creating tailored outputs that meet the needs of economic and societal stakeholders. We employed a consultative process that brought together biodiversity information users and producers at the local, national, and regional levels through a combination of surveys and workshops. This approach identified priority needs and limitations of the flow of biodiversity information in the region, which led to the co-design of user-relevant biodiversity indicators. By leveraging the existing capacities of biodiversity information users and producers, we were able to co-design multiple biodiversity indicators and prioritize two for full implementation ensuring that the data was findable, accessible, interoperable, and reusable based on the FAIR principles. This approach helped address limitations that were identified in the stakeholder engagement process, including gaps in data availability and the need for more accessible biodiversity information. Additionally, capacity-building workshops were incorporated for all stakeholders involved, which aimed to not only improve the current flow of biodiversity information in the region but also facilitate its future sustainability. Our approach can serve as a valuable blueprint for mainstreaming biodiversity information and making it more inclusive in the future, especially considering the diverse worldviews, values, and knowledge systems between science, policy, and practice.

Hostile partisan communication is ubiquitous on social media. Partisan hostility often takes the form of reciprocal blaming, where one feels blamed by an out-party member (“She said my beliefs are stupid!”) and then reciprocates with blame-fueled verbal hostility. Here, we examine whether historicist narratives, story-like descriptions of how someone developed her beliefs, can reduce such hostile verbal retaliation. In three experiments, strongly liberal or strongly conservative participants were presented with “tweets” that criticized their views. They replied with a “tweet” of their own. Experiments 1 and 2 showed that historicist narratives regarding their criticizer reduced hostile verbal retaliation by both liberals and conservatives. Experiment 3 showed that an abstract historicist reminder—a general message about how life history shapes people’s beliefs—reduced hostile verbal retaliation by liberals. Across experiments, reductions in harsh verbal retaliation were mediated by reduced blame of the criticizer.

When will racial bias in blame and punishment emerge? Here, we focus on White people's willingness to “un-blame” Black and White offenders upon learning of their unfortunate life histories or biological impairments. We predicted that personal mitigating narratives of Black (but not White) offenders would be ignored by Whites who are societal-level anti-historicists. Societal-level anti-historicists deny that a history of oppression by Whites has shaped current societal-level intergroup disparities. Thus, our prediction centers on how societal-level beliefs relate to bias against individuals. Our predictions were confirmed in three studies. In one of those studies, we also showed how racial bias in willingness to un-blame can be removed: Societal-level anti-historicists became open to mitigation for Black offenders if they were reminded that the offender began as an innocent baby. Results are discussed in terms of how the rich literature on blame and moral psychology could enrich the study of racial bias.

Employee volunteering has become a common phenomenon in many organizations. However, it is unclear how sustained volunteering spreads between colleagues. Drawing on an empirical study set in the English legal profession, this study examines the processes through which existing employee volunteers influence their coworkers to internalize a volunteer identity. The study yields a theoretical model that specifies how coworkers may identify existing volunteers as moral exemplars. Five forms of social influence emanate, often unknowingly, from these exemplars: encouraging, evoking, edifying, enacting, and exemplifying. These forms of social influence inform coworkers’ microprocess of moral identity work through which they claim a volunteer identity. This study thereby shifts attention from the well-theorized outcomes of moral identities to the largely unexamined social influences on moral identities in the workplace, enriching our understanding of the development of the moral self that is foundational to theories of volunteering and identity.

Genetic diversity among and within populations of all species is necessary for people and nature to survive and thrive in a changing world. Over the past three years, commitments for conserving genetic diversity have become more ambitious and specific under the Convention on Biological Diversity's (CBD) draft post-2020 global biodiversity framework (GBF). This Perspective article comments on how goals and targets of the GBF have evolved, the improvements that are still needed, lessons learned from this process, and connections between goals and targets and the actions and reporting that will be needed to maintain, protect, manage and monitor genetic diversity. It is possible and necessary that the GBF strives to maintain genetic diversity within and among populations of all species, to restore genetic connectivity, and to develop national genetic conservation strategies, and to report on these using proposed, feasible indicators. ispartof: CONSERVATION GENETICS vol:24 issue:2 pages:181-191 ispartof: location:Netherlands status: published

A relation on a $k$-net$(n)$ (or, equivalently, a set of $k-2$ mutually orthogonal Latin squares of order $n$) is an $\mathbb{F}_{2}$ linear dependence within the incidence matrix of the net. Dukes and Howard (2014) showed that any 6-net(10) satisfies at least two non-trivial relations, and classified the relations that could appear in such a net. We find that, up to equivalence, there are $18\,526\,320$ pairs of MOLS satisfying at least one non-trivial relation. None of these pairs extend to a triple. We also rule out one other relation on a set of $3$-MOLS from Dukes and Howard's classification.

We report the results of a computer enumeration that found that there are 3155 perfect 1-factorisations (P1Fs) of the complete graph $K_{16}$. Of these, 89 have a nontrivial automorphism group (correcting an earlier claim of 88 by Meszka and Rosa [‘Perfect 1-factorisations of $K_{16}$ with nontrivial automorphism group’, J. Combin. Math. Combin. Comput. 47 (2003), 97–111]). We also (i) describe a new invariant which distinguishes between the P1Fs of $K_{16}$, (ii) observe that the new P1Fs produce no atomic Latin squares of order 15 and (iii) record P1Fs for a number of large orders that exceed prime powers by one.

Blame permeates our social lives. When done properly, blame can facilitate the upholding of moral norms. When done with excessive intensity or harshness, however, blame can have significant negative impacts. Here, we develop and validate a scale-the Blame Intensity Inventory-to measure individual differences in the propensity for intense blame responses. First, we present evidence for its convergent and divergent validity by examining relations with existing scales. In addition, in two studies, we show that the Blame Intensity Inventory-rooted in an affective conception of blame-predicts hostile responses to offenders better than do measures focused on blame-related cognitive appraisals (e.g., free will, intentionality). Finally, in three studies, we show that Blame Intensity uniquely predicts malicious satisfaction, or gratification upon learning that an offender has suffered gratuitous harm. Results are discussed in terms of important research questions that could be addressed using the Blame Intensity Inventory.

Organizational scholars increasingly view institutionalization as a process through which actors adapt or translate seemingly successful practices in a field to create variations that are specific to their own organization. Yet little is known about how outsiders who seek to diffuse ‘best practice’ affect translation. We examined interactions between management consultants and their clients in two different consulting projects, which focused on embedding the practice of ‘lean’ in one and the practice of a quality improvement framework in the other. Our findings provide insights into the processes of translation through which promoters and adopters iterate at different stages to reach a compromise, illuminating how the evolution of an imported practice signals the outcome of a negotiation. Furthermore, we demonstrate that management practices are not translated in isolation but enveloped by peripheral practices that are adopted by association. We highlight how the peripheral practice of benchmarking, in both cases, was rarely contested or negotiated and thus proved more resistant to translation. Our analysis allows us to unpack the agency inherent within translation-as-negotiation and integrate research on diffusion and translation.

Blame permeates our social lives. When done properly, blame can facilitate the upholding of moral norms. When done with excessive harshness, however, blame can have significant negative impacts. Here, we develop and validate a scale—the Blame Intensity Inventory—to measure individual differences in the propensity for harsh blame responses. First, we present evidence for its unifactorial structure and test-retest reliability. Then, we present evidence for its convergent and divergent validity by examining relations with existing scales. Finally, across three experiments we show that Blame Intensity uniquely predicts—controlling for other predictors—an important phenomenon: Malicious satisfaction, or gratification upon learning that an offender has been brutally victimized. Results are discussed in terms of important research questions that could be addressed using the Blame Intensity Inventory.

Organizational scholars increasingly recognize the value of employing historical research. Yet the fields of history and organization studies struggle to reconcile. In this article, we contend that a closer connection between these two fields is possible if organizational historians bring their role in the construction of historical narratives to the fore and open their research decisions up for discussion. We provide guidelines to support this endeavor, drawing on four criteria that are prevalent within interpretive organization studies for developing the trustworthiness of research: credibility, confirmability, dependability and transferability. In contrast to the traditional use of trustworthiness criteria to evaluate the quality of research, we advance the criteria to encourage historians to generate more transparent narratives. Such transparency allows others to comprehend and comment on the construction of narratives thereby building trust and understanding. We convert each criterion into a set of guiding principles to enhance the trustworthiness of historical research, pairing each principle with a practical technique gleaned from a range of disciplines within the social sciences to provide practical guidance.

Qualitative researchers have employed a variety of distinct methodologies to examine individuals’ identities in organizations. There is, however, limited guidance to help researchers choose between these methodologies to select the approach that is best suited to answer their research questions. Compounding the methodological complexity facing researchers is the growing variation within each existing methodology. This diversity remains under-examined in the limited scholarship that compares methodologies. The purpose of this chapter is, therefore, to consider the variation between and within two distinct methodological approaches to the study of identity work: grounded theory and phenomenology. The chapter establishes some of the key similarities and differences in terms of these methodologies. It then offers guidelines to support researchers in making informed methodological choices to better address the needs of their research.

Stone tools in the prehistoric record are the most abundant source of evidence for understanding early hominin technological and cultural variation. The field of primate archaeology is well placed to improve our scientific knowledge by using the tool behaviours of living primates as models to test hypotheses related to the adoption of tools by early stone-age hominins. Previously we have shown that diversity in stone tool behaviour between neighbouring groups of long-tailed macaques (Macaca-fascicularis) could be explained by ecological and environmental circumstances (Luncz et al., 2017b). Here however, we report archaeological evidence, which shows that the selection and reuse of tools cannot entirely be explained by ecological diversity. These results suggest that tool-use may develop differently within species of old-world monkeys, and that the evidence of material culture can differ within the same timeframe at local geographic scales and in spite of shared environmental and ecological settings.

Recent research suggests that mentors can enhance their mentees' mental health. Yet little is known about the effect of mentoring on the anxieties of the mentors themselves. We hypothesise that mentoring programmes can have a positive impact on both mentees' and mentors' mental health. In a multi-method longitudinal study, we explore empirically the effect of a formal mentoring programme in the English police force on senior police officers' levels of anxiety. In the first step of our study, we conducted a field experiment. This experiment yielded preliminary results that suggest mentors may experience marginally lower levels of anxiety and feel as if their job is more meaningful when they participate in the mentoring programme. As a second step, we qualitatively investigated the subjective experience of the participants to explain and substantiate our findings. We found that mentoring relationships provide a unique context for mentors to discuss and normalise their concerns, to share ideas for managing anxieties, and to find more meaning in their work. We discuss our findings in terms of mentoring theory and consider their practical implications for improving mental health in the workplace.

I develop a framework to explain workers’ diverse responses to similar combinations of control modes across organizations. The framework highlights the importance of two conceptual dimensions that draw together insights from studies of control and resistance in the workplace. The dimension of compatibility considers workers’ subjective experiences of the fit between their personhood and modes of control, where alignment can inspire fulfillment and misalignment can prompt suffering. The dimension of coherence considers workers’ perception of the consistency between modes, which can be fragmented or unified to reinforce organizationally prescribed goals and processes. The framework yields four ideal types of interaction between modes of control: complementing, coexisting, competing and clashing. I illustrate how workers experience each ideal type through empirical examples. In doing so, I identify how workers’ experiences can trigger processes that generate different intensities of compliance and resistance to control.

Fear is a common and powerful emotion that can regulate behaviour. Yet institutional scholars have paid limited attention to the function of fear in processes of institutional reproduction and stability. Drawing on an empirical study of elite chefs within the institution of haute cuisine, this article finds that the multifaceted emotion of fear characterized their experiences and served to sustain their institution. Chefs’ individual feelings of fear prompted conformity and a cognitive constriction, which narrowed their focus on to the precise reproduction of traditional practices while also limiting challenges to the norms underpinning the institution. Through fear work, chefs used threats and violence to connect individual experiences of fear to the violation of institutionalized rules, sustaining the conditions in which fear-driven maintenance work thrived. The study also suggests that fear is a normative element of haute cuisine in its own right, where the very experience and eliciting of fear preserved an essential institutional ingredient. In this way, emotions such as fear do not just accompany processes of institutionalization but can be intimately involved in the performance and maintenance of institutions.

In this article, we provide a nuanced perspective on the benefits and costs of covert research. In particular, we illustrate the value of such an approach by focusing on covert participant observation. We posit that all observational studies sit along a continuum of consent, with few research projects being either fully overt or fully covert due to practical constraints and the ambiguous nature of consent itself. With reference to illustrative examples, we demonstrate that the study of deviant behaviors, secretive organizations and socially important topics is often only possible through substantially covert participant observation. To support further consideration of this method, we discuss different ethical perspectives and explore techniques to address the practical challenges of covert participant observation, including; gaining access, collecting data surreptitiously, reducing harm to participants, leaving the site of study and addressing ethical issues.

Owning and managing Class A commercial office properties in today's economic climate has many challenges. While a major focus is always to offer the best customer service possible, the key to success is often tied directly to the bottom line operating costs of a property. In most cases, leases for commercial office space are structured to allow the properties, operating costs to be escalated back (or passed through) to the tenant base. More often than not, one of the largest, if not the largest line item in an operating budget for a commercial office property, is utilities. By effectively managing utilities, building owners can offer lower escalatable operating costs to buildings customers, while still providing the best customer service possible. This enables us to be much more competitive in the market with respect to leasing our buildings. Two strategies that have been successfully implemented and have directly lowered utility costs have been load leveling and VFD control optimization.

This chapter outlines the potential of phenomenology to illuminate how individuals experience the emotions replete within organizations. It employs one particular type of phenomenological approach known as Interpretative Phenomenological Analysis (IPA). The chapter considers how the hermeneutic and phenomenological foundations of this approach lend themselves to the study of affect. The chapter then clarifies and develops established IPA guidelines to render them more appropriate for research on emotions. In doing so, the chapter demonstrates how IPA can produce contextualized accounts that explore the role of emotions in individuals’ experiences of organizational events and processes.

Qualitative researchers have developed and employed a variety of phenomenological methodologies to examine individuals’ experiences. However, there is little guidance to help researchers choose between these variations to meet the specific needs of their studies. The purpose of this article is to illuminate the scope and value of phenomenology by developing a typology that classifies and contrasts five popular phenomenological methodologies. By explicating each methodology’s differing assumptions, aims, and analytical steps, the article generates a series of guidelines to inform researchers’ selections. Subsequent sections distinguish the family of phenomenological methodologies from other qualitative methodologies, such as narrative analysis and autoethnography. The article then identifies institutional work and organizational identity as topical bodies of research with particular research needs that phenomenology could address.

Critical management scholars have emphasized that organizations’ attempts to regulate employees’ identities can prompt the reproduction or transformation of self-identity. The emotional consequences of identity regulation, however, remain largely unexamined. This article explores the experiences of eight management consultants in the British office of a global consulting firm over several months. Interviews and observations were analysed according to the principles of interpretative phenomenological analysis. The results of the study highlight consultants’ identification with an organizationally inspired elite discourse alongside high levels of commitment and the presence of a counter-intuitive yet significant status anxiety. Drawing on psychological and sociological theories that connect identity and anxiety, this article suggests that the continual promotion of an elite identity within the consulting firm leaves many of the consultants feeling acutely anxious about their status.

Covert participant observation has often been discarded as a research method in the social sciences on the grounds that deceiving research subjects is unethical. This article reviews the benefits a...

Although a growing number of scholars suggest that the construction of identity is an important form of institutional work, the complex interactions between identities and institutions remain under...