Crayfish assemblage shifts in a large drought-prone wetland: the roles of hydrology and competition

1. Faster growing, larger and/or more aggressive crayfish species are predicted to dominate permanent waterbodies. We tested this prediction using a 9 year dataset for two species of crayfish (Procambarus alleni and Procambarus fallax) co-existing in a sub-tropical flowing slough in southern Florida. Using a series of laboratory and mesocosm experiments we also compared life history traits and performance of the respective species to test mechanisms that could explain dominance shifts in the local crayfish assemblages. 2. Over the 9-year period, P. alleni densities were the greatest in shallower, shorterhydroperiod areas bordering the slough, while P. fallax densities were higher in deeper, longer-hydroperiod central areas. These areas were separated by 0.8–2 km of continuous wetland with no apparent barriers to movement between them. 3. Density of P. fallax was not strongly affected by any measures of hydrological variation, while P. alleni density increased with more severe drought conditions. Following the strongest droughts, P. alleni colonized areas in the centre of the slough where they had been absent or scarce in wetter years. 4. We conducted experiments to compare growth rates, drought tolerance, and competitive dominance of these species. P. alleni survived drought conditions better, had higher growth rates, and was the dominant competitor for space and food. While drought probably limits P. fallax in the drier slough habitats, neither drought sensitivity nor interspecific competition with P. fallax can explain decreases of P. alleni with wetter conditions. 5. Our results indicate that a competition-colonization tradeoff cannot explain the crayfish compositional dynamics in this wetland because P. alleni is both the best competitor and the best at surviving in and colonizing areas with the strongest droughts. Future attention should focus on the potential for selective effects of predators that co-vary with hydrology. 6. The traits (large size, fast growth, competitive dominance) exhibited by P. alleni, which is absent in long-hydroperiod wetlands, are those exhibited by dominant crayfish in permanent lakes and streams containing fish. Although these traits make crayfish less vulnerable to fish in some lakes and streams, life-history models of community structure across permanence gradients suggest the opposite traits should be favoured for co-existence with fish.

Workplace Discrimination Climate and Team Effectiveness: The Mediating Role of Collective Value Congruence, Team Cohesion, and Collective Affective Commitment

This study explored the relationship between workplace discrimination climate on team effectiveness through three serial mediators: collective value congruence, team cohesion, and collective affective commitment. As more individuals of marginalized groups diversify the workforce and as more organizations move toward team-based work (Cannon-Bowers & Bowers, 2010), it is imperative to understand how employees perceive their organization’s discriminatory climate as well as its effect on teams. An archival dataset consisting of 6,824 respondents was used, resulting in 332 work teams with five or more members in each. The data were collected as part of an employee climate survey administered in 2011 throughout the United States’ Department of Defense. The results revealed that the indirect effect through M1 (collective value congruence) and M2 (team cohesion) best accounted for the relationship between workplace discrimination climate (X) and team effectiveness (Y). Meaning, on average, teams that reported a greater climate for workplace discrimination also reported less collective value congruence with their organization (a1 = -1.07, p < .001). With less shared perceptions of value congruence, there is less team cohesion (d21 = .45, p < .001), and with less team cohesion there is less team effectiveness (b2 = .57, p < .001). In addition, because of theoretical overlap, this study makes the case for studying workplace discrimination under the broader construct of workplace aggression within the I/O psychology literature. Exploratory and confirmatory factor analysis found that workplace discrimination based on five types of marginalized groups: race/ethnicity, gender, religion, age, and disability was best explained by a three-factor model, including: career obstruction based on age and disability bias (CO), verbal aggression based on multiple types of bias (VA), and differential treatment based on racial/ethnic bias (DT). There was initial support to claim that workplace discrimination items covary not only based on type, but also based on form (i.e., nonviolent aggressive behaviors). Therefore, the form of workplace discrimination is just as important as the type when studying climate perceptions and team-level effects. Theoretical and organizational implications are also discussed.