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Early intervention (EI) services are provided for families and children at risk for or with developmental delays. Early intervention includes services that are provided in the natural environment as mandated by the Individuals with Disabilities Education Act (IDEA; 2004). The natural environment is where children and families would naturally spend their time and for most families, the natural environment is their home (S. A. Raver & D. C. Childress, 2015). There is an upward trend in the number of young children and families who are experiencing homelessness (National Center on Family Homelessness, 2016) and as a result, EI providers are providing services with families who do not have homes. The purpose of this qualitative study was to interview EI providers to highlight the conditions and characteristics of the natural environments where EI services are provided for families that are experiencing homelessness and to gather information about the barriers and beneficial practices for providing EI services with families that are experiencing homelessness. Implications for leaders in the field of EI, service delivery, systems change, and professional development are discussed.

Religion is a preeminent social institution that meaningfully shapes cultures. Prevailing theory suggests that it is primarily a benevolent force in business, and differences across world religions preclude examining effects that thread across religions. We develop a theoretical account that fundamentally challenges these assumptions by explaining how and why religiosity--regardless of which religion is prominent--differentiates based on gender, widening the gender wage gap. Guided by an integrated review of the religion literature, we specify three dimensions of gender differentiation--social domains, sexuality, and agency--that explain why religiosity widens the gender wage gap. A series of studies tested our theoretical model. Two studies showcased the predictive power of religiosity on the gender wage gap across 140 countries worldwide and the 50 United States via gender-differentiated social domains, sexuality, and agency, explaining 37% of the variance in the wage gap. U.S. longitudinal data indicated that the gender wage gap is narrowing significantly faster in secular states. Moreover, experiments allowed for causal inference, revealing that gender-egalitarian interventions blocked the effect of religiosity on the gender wage gap. Finally, theoretical and empirical accounts converge to suggest that religiosity's effect on the gender wage gap applies across the major world religions. [ABSTRACT FROM AUTHOR]

For decades, scholars and managers alike have shared a sustained interest in harnessing the talents of high-performing employees primarily due to their disproportionate contributions. An emerging research stream has begun examining the diverse effects that high performers elicit on their peers. Prior work now spans multiple organizational fields of study and utilizes a variety of high performer conceptualizations, theoretical lenses, and methodological approaches to examine the main effects of high performers as well as the boundary conditions of these effects. However, the body of work on high performers has yet to be systematically reviewed to synthesize the current state of the high performer literature and build commonality across disciplines. In this multidisciplinary review, we first establish conceptual clarity on what a high performer is (and is not) and identify the conceptualization of high performers used in current research. We then use appraisal theories to create a framework to organize the cognitive, affective, and behavioral peer effects sparked by high performers as well as to build an integrative view of the psychological mechanisms through which peers interpret and react to high performers. Following this, we outline several boundary conditions of high performer peer effects, including the characteristics of high performers, peers, and the context in which high performers and peers interact. We further consider how the various operationalizations of high performers are associated with different peer effects. We conclude by identifying and elaborating several avenues for future research that may yield useful cross-disciplinary insights. [ABSTRACT FROM AUTHOR]

We tested the hypothesis that employees are willing to maintain their motivation when their work is relationally designed to provide opportunities for respectful contact with the beneficiaries of their efforts. In Experiment 1, a longitudinal field experiment in a fundraising organization, callers in an intervention group briefly interacted with a beneficiary; callers in two control groups read a letter from the beneficiary and discussed it amongst themselves or had no exposure to him. One month later, the intervention group displayed significantly greater persistence and job performance than the control groups. The intervention group increased significantly in persistence (142% more phone time) and job performance (171% more money raised); the control groups did not. Experiments 2 and 3 used a laboratory editing task to examine mediating mechanisms and boundary conditions. In Experiment 2, respectful contact with beneficiaries increased persistence, mediated by perceived impact. In Experiment 3, mere contact with beneficiaries and task significance interacted to increase persistence, mediated by affective commitment to beneficiaries. Implications for job design and work motivation are discussed. (Contains 3 figures and 2 tables.)

A mountain pine beetle (Dendroctonus ponderosae Hopkins) outbreak has recently spread into boreal forests, with unknown consequences for this ecosystem. We intensively sampled 12 stands affected by the current outbreak in northern British Columbia to determine the potential of western boreal forests to recover from this novel disturbance. We sampled the species composition, size structure, and spatial distribution (using 5 m x 5 m subplots, 40 per stand) of live and dead trees and used a variety of analyses, including ordinations, to assess potential developmental trajectories of stands. Advance regeneration (stems < 10 m tall) varied greatly in abundance among stands (50-18 280 stems x [ha.sup.-1]). However, most subplots contained at least one individual; only three stands had many empty subplots. We conclude that most stands have enough advance regeneration and residual canopy trees to form a nearly continuous new canopy. Ordinations indicate that species composition will shift substantially and become more divergent among stands. Species of high economic value will remain common, though, and active management will not be necessary in most stands to maintain productive forests. However, this novel disturbance will have very different effects on these forests than the typical fire-disturbance regime and is likely to deflect these forests into new successional trajectories. Key words: mountain pine beetle, boreal forest, advance regeneration, stand development, forest disturbance. Une epidemie du dendroctone du pin ponderosa (Dendroctonus ponderosae Hopkins) s'est recemment repandue dans la foret boreale avec des consequences inconnues pour cet ecosysteme. Nous avons fait un inventaire intensif de 12 peuplements touches par l'epidemie en cours dans le nord de la Colombie-Britannique pour determiner le potentiel de recuperation des forets boreales de l'Ouest face a cette nouvelle perturbation. Nous avons echantillonne la composition en especes, la structure des tailles et la distribution spatiale (en utilisant des sous-placettes de 5 m x 5 m, 40 par peuplement) des arbres morts et vivants et nous avons utilise differentes analyses, incluant les ordinations, pour evaluer les trajectoires developpementales potentielles des peuplements. L'abondance de la regeneration preetablie (tiges < 10 m de hauteur) variait fortement parmi les peuplements (50 a 18 280 tiges x [ha.sup.-1]). Cependant, la plupart des sous-placettes contenaient au moins un individu; seulement trois peuplements avaient plusieurs sous-placettes vides. Nous concluons que la plupart des peuplements ont suffisamment de regeneration preetablie et d'arbres residuels dans le couvert forestier pour former un nouveau couvert presque continu. Les ordinations indiquent que la composition en especes va changer substantiellement et devenir plus divergente parmi les peuplements. Les especes a valeur economique elevee ne risquent pas de disparaitre et ne il ne sera pas necessaire d'adopter une gestion active dans la plupart des peuplements pour maintenir la productivite des forets. [Traduit par la Redaction] Mots-cles: dendroctone du pin ponderosa, foret boreale, regeneration preetablie, developpement du peuplement, perturbation forestiere., Introduction Small trees are abundant in the understories of many forests and can play a pivotal role in stand renewal. Following disturbances that kill canopy trees, e.g., windstorms (Veblen et [...]

Two studies investigating the relationships between the experiences of harming others, benefiting others and job satisfaction along with burnout in service work such as transport sector, teaching sector and secretaries are presented. Results indicate that the perception that they are protecting others may help the service employees against decreased job satisfaction and increased burnout.

Research has shown that disagreeableness predicts financial success (especially for men), and this association is attributed to workplace behavior. However, this effect remains puzzling given that disagreeableness is negatively associated with valued workplace behaviors, such as cooperation and prosocial behavior. We theorize that the male disagreeableness premium can be further understood by considering social exchanges at home in which married men are less concerned with and helpful to their wives, especially when harboring traditional gender role attitudes. Such exchanges should allow disagreeable men to demonstrate higher job involvement, resulting in higher pay, especially when their wives demonstrate higher household performance and are highly conscientious. As expected, Study 1 data from 195 married couples indicated that male disagreeableness predicts higher pay as mediated by lower wife‐orientation and higher job involvement, and moderated by traditionalism and a wife's household performance (and conscientiousness). In Study 2, we replicated key aspects of our model in a nationally representative sample of 1,558 married couples: Again, disagreeableness in married men predicts higher pay if they are more traditional and their wives are more conscientious. Our findings build on the literature's conventional wisdom (that organizations seem to reward disagreeable workplace behaviors) and highlight the importance of social exchange at home for success at work. [ABSTRACT FROM AUTHOR]

Tree-ring time series provide long-term, annually resolved information on the growth of trees. When sampled in a systematic context, tree-ring data can be scaled to estimate the forest carbon capture and storage of landscapes, biomes, and—ultimately—the globe. A systematic effort to sample tree rings in national forest inventories would yield unprecedented temporal and spatial resolution of forest carbon dynamics and help resolve key scientific uncertainties, which we highlight in terms of evidence for forest greening (enhanced growth) versus browning (reduced growth, increased mortality). We describe jump-starting a tree-ring collection across the continent of North America, given the commitments of Canada, the United States, and Mexico to visit forest inventory plots, along with existing legacy collections. Failing to do so would be a missed opportunity to help chart an evidence-based path toward meeting national commitments to reduce net greenhouse gas emissions, urgently needed for climate stabilization and repair. [ABSTRACT FROM AUTHOR]

Keywords: elderly people, home environmental hazards, injuries Introduction In both the United States and Australia, injury ranks sixth as a cause of death and morbidity in older people [1, 2]. [...]

Organizations grapple with how to position and manage star employees within and across workgroups. One critical question not yet well understood is how to optimize the influence of stars on non‐stars and specifically whether to concentrate together or spread out stars across workgroups. Furthermore, we lack knowledge of who is more likely to benefit from stars. To that end, we develop a theoretical model that introduces a new unit‐level concept—group star proportion (GSP)—to progress understanding of how the staffing of stars, within and across workgroups, influences non‐star performance. Invoking theories of vicarious learning, we explicate why GSP has a curvilinear relationship with non‐star performance. Specifically, GSP positively relates to non‐star performance up to a point at which there are diminishing returns. In Study 1, we tested these predictions in a field dataset in a healthcare system. In Study 2, we replicated these findings in a commercial real estate firm and expanded understanding of how GSP may serve as a cross‐level moderator of non‐star performance and two critical individual differences germane to learning: non‐star tenure and trait negative affect. Findings offer theoretical and practical insights into how stars might be of most benefit to their non‐star peers. [ABSTRACT FROM AUTHOR]

Abstract Background The primary behavioural risks for the most common causes of mortality and morbidity in developed countries are tobacco smoking, poor nutrition, risky alcohol use, and physical inactivity. Evidence, guidelines and policies support routine clinician delivery of care to prevent these risks within primary care settings. Despite the potential afforded by community health services for the delivery of such preventive care, the limited evidence available suggests it is provided at suboptimal levels. This study aims to assess the effectiveness of a multi-strategic practice change intervention in increasing clinician's routine provision of preventive care across a network of community health services. Methods/Design A multiple baseline study will be conducted involving all 56 community health facilities in a single health district in New South Wales, Australia. The facilities will be allocated to one of three administratively-defined groups. A 12 month practice change intervention will be implemented in all facilities in each group to facilitate clinician risk assessment of eligible clients, and clinician provision of brief advice and referral to those identified as being 'at risk'. The intervention will be implemented in a non-random sequence across the three facility groups. Repeated, cross-sectional measurement of clinician provision of preventive care for four individual risks (smoking, poor nutrition, risky alcohol use, and physical inactivity) will occur continuously for all three facility groups for 54 months via telephone interviews. The interviews will be conducted with randomly selected clients who have visited a community health facility in the last two weeks. Data collection will commence 12 months prior to the implementation of the intervention in the first group, and continue for six months following the completion of the intervention in the last group. As a secondary source of data, telephone interviews will be undertaken prior to and following the intervention with randomly selected samples of clinicians from each facility group to assess the reported provision of preventive care, and the acceptability of the practice change intervention and implementation. Discussion The study will provide novel evidence regarding the ability to increase clinician's routine provision of preventive care across a network of community health facilities. Trial registration Australian Clinical Trials Registry ACTRN12611001284954 Universal Trial Number (UTN) U1111-1126-3465