Using a Bilingual Reading Strategy to Reduce SLD Numbers

Studies show that for Spanish speaking students, vocabulary expansion in Spanish increases fluency and comprehension in English. Therefore, creating a bilingual reading intervention program with a strong emphasis on vocabulary building in the early grades will help improve the students’ overall reading comprehension in English and avoid improper placement.

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.

(Table 1) Individual codes, haplotype codes, GenBank accession numbers for DNA sequences and sample locality of the analysed Betamorpha fusiformis specimens from the ANDEEP III expedition

Based on our current knowledge about population genetics, phylogeography and speciation, we begin to understand that the deep sea harbours more species than suggested in the past. Deep-sea soft-sediment environment in particular hosts a diverse and highly endemic invertebrate fauna. Very little is known about evolutionary processes that generate this remarkable species richness, the genetic variability and spatial distribution of deep-sea animals. In this study, phylogeographic patterns and the genetic variability among eight populations of the abundant and widespread deep-sea isopod morphospecies Betamorpha fusiformis [Barnard, K.H., 1920. Contributions to the crustacean fauna of South Africa. 6. Further additions to the list of marine isopods. Annals of the South African Museum 17, 319-438] were examined. A fragment of the mitochondrial 16S rRNA gene of 50 specimens and the complete nuclear 18S rRNA gene of 7 specimens were sequenced. The molecular data reveal high levels of genetic variability of both genes between populations, giving evidence for distinct monophyletic groups of haplotypes with average p-distances ranging from 0.0470 to 0.1440 (d-distances: 0.0592-0.2850) of the 16S rDNA, and 18S rDNA p-distances ranging between 0.0032 and 0.0174 (d-distances: 0.0033-0.0195). Intermediate values are absent. Our results show that widely distributed benthic deep-sea organisms of a homogeneous phenotype can be differentiated into genetically highly divergent populations. Sympatry of some genotypes indicates the existence of cryptic speciation. Flocks of closely related but genetically distinct species probably exist in other widespread benthic deep-sea asellotes and other Peracarida. Based on existing data we hypothesize that many widespread morphospecies are complexes of cryptic biological species (patchwork hypothesis).

(Tables 1, 3) Details of Agassiz trawl stations and numbers of specimens per macro- and megazoobenthic taxon collected during POLARSTERN cruise ANT-XXII/3 (ANDEEP III)

The assemblages inhabiting the continental shelf around Antarctica are known to be very patchy, in large part due to deep iceberg impacts. The present study shows that richness and abundance of much deeper benthos, at slope and abyssal depths, also vary greatly in the Southern and South Atlantic oceans. On the ANDEEP III expedition, we deployed 16 Agassiz trawls to sample the zoobenthos at depths from 1055 to 4930 m across the northern Weddell Sea and two South Atlantic basins. A total of 5933 specimens, belonging to 44 higher taxonomic groups, were collected. Overall the most frequent taxa were Ophiuroidea, Bivalvia, Polychaeta and Asteroidea, and the most abundant taxa were Malacostraca, Polychaeta and Bivalvia. Species richness per station varied from 6 to 148. The taxonomic composition of assemblages, based on relative taxon richness, varied considerably between sites but showed no relation to depth. The former three most abundant taxa accounted for 10-30% each of all taxa present. Standardised abundances based on trawl catches varied between 1 and 252 individuals per 1000 m2. Abundance significantly decreased with increasing depth, and assemblages showed high patchiness in their distribution. Cluster analysis based on relative abundance showed changes of community structure that were not linked to depth, area, sediment grain size or temperature. Generally abundances of zoobenthos in the abyssal Weddell Sea are lower than shelf abundances by several orders of magnitude.

Seawater carbonate chemistry and cell numbers during experiments with dinoflagellates, 2007

The effects of dissolved inorganic carbon (DIC) on the growth of 3 red-tide dinoflagellates (Ceratium lineatum, Heterocapsa triquetra and Prorocentrum minimum) were studied at pH 8.0 and at higher pH levels, depending upon the pH tolerance of the individual species. The higher pH levels chosen for experiments were 8.55 for C. lineatum and 9.2 for the other 2 species. At pH 8.0, which approximates the pH found in the open sea, the maximum growth in all species was maintained until the total DIC concentration was reduced below ~0.4 and 0.2 mM for C. lineatum and the other 2 species, respectively. Growth compensation points (concentration of inorganic carbon needed for maintenance of cells) were reached at ~0.18 and 0.05 mM DIC for C. lineatum and the other 2 species, respectively. At higher pH levels, maximum growth rates were lower compared to growth at pH 8, even at very high DIC concentrations, indicating a direct pH effect on growth. Moreover, the concentration of bio-available inorganic carbon (CO2 + HCO3-) required for maintenance as well as the half-saturation constants were increased considerably at high pH compared to pH 8.0. Experiments with pH-drift were carried out at initial concentrations of 2.4 and 1.2 mM DIC to test whether pH or DIC was the main limiting factor at a natural range of DIC. Independent of the initial DIC concentrations, growth rates were similar in both incubations until pH had increased considerably. The results of this study demonstrated that growth of the 3 species was mainly limited by pH, while inorganic carbon limitation played a minor role only at very high pH levels and low initial DIC concentrations.

What's in the Numbers? Child Welfare Statistics and the Children (NI) Order

This article draws attention to the importance of routinely collected administrative data as an important source for understanding the characteristics of the Northern Ireland child welfare system as it has developed since the Children (Northern Ireland) Order 1995 became its legislative base. The article argues that the availability of such data is a strength of the Northern Ireland child welfare system and urges local politicians, lobbyists, researchers, policy-makers, operational managers, practitioners and service user groups to make more use of them. The main sources of administrative data are identified. Illustration of how these can be used to understand and to ask questions about the system is provided by considering some of the trends since the Children Order was enacted. The “protection” principle of the Children Order provides the focus for the illustration. The statistical trends considered relate to child protection referrals, investigations and registrations and to children and young people looked after under a range of court orders available to ensure their protection and well-being.

Estimating quantum chromatic numbers

We develop further the new versions of quantum chromatic numbers of graphs introduced by the first and fourth authors. We prove that the problem of computation of the commuting quantum chromatic number of a graph is solvable by an SDP algorithm and describe an hierarchy of variants of the commuting quantum chromatic number which converge to it. We introduce the tracial rank of a graph, a parameter that gives a lower bound for the commuting quantum chromatic number and parallels the projective rank, and prove that it is multiplicative. We describe the tracial rank, the projective rank and the fractional chromatic numbers in a unified manner that clarifies their connection with the commuting quantum chromatic number, the quantum chromatic number and the classical chromatic number, respectively. Finally, we present a new SDP algorithm that yields a parameter larger than the Lovász number and is yet a lower bound for the tracial rank of the graph. We determine the precise value of the tracial rank of an odd cycle.

La congruence des valeurs : un facteur à considérer pour rehausser le leadership transformationnel et son efficacité ?

Les théories sous-tendant le leadership transformationnel suggèrent que la congruence des valeurs personnelles et organisationnelles est au cœur du fonctionnement du leadership transformationnel. Or, l’examen de cette proposition soulève certaines questions. Par exemple, il y a lieu de s’interroger quant à l’importance du type (subjective ou objective) et de la cible (équipe, organisation) de congruence considérés, du contenu des valeurs utilisées pour juger de la congruence, des contingences situationnelles modulant l’importance de la congruence, et du rôle de la congruence des valeurs des leaders eux-mêmes. Ainsi, afin d’enrichir les connaissances sur le rôle des valeurs en regard du leadership transformationnel, cette thèse propose trois articles dans lesquels ce rôle des valeurs et de leur congruence est abordé sous trois angles. Les données utilisées dans cette thèse proviennent d’une grande organisation canadienne, et des sous-ensembles de données sont créés pour répondre aux objectifs de chaque article. Le premier article s’intéresse aux liens qu’ont a) les valeurs personnelles des gestionnaires, b) les valeurs qu’ils perçoivent dans leur organisation et c) la congruence de ces deux ensemble de valeurs avec l’émission de comportements de leadership transformationnel tel que perçus par leurs subordonnés. Les résultats suggèrent que la congruence des valeurs n’a pas de lien avec le leadership transformationnel, mais que c’est le cas pour certaines valeurs au niveau personnel et organisationnel qui présentent effectivement un lien. Le deuxième article porte sur le potentiel rôle modérateur de la congruence des valeurs personne-organisation des subordonnés dans la relation entre le leadership transformationnel et les comportements d’habilitation. Les résultats montrent que la congruence des valeurs peut effectivement modérer cette relation, et que la forme de la modération peut dépendre de l’ancienneté des employés. Le troisième article traite du rôle modérateur de la présence de valeurs et de leur congruence au niveau de l’équipe dans la relation entre le leadership transformationnel et les comportements d’habilitation. Les résultats suggèrent que les valeurs et leur congruence dans les équipes peuvent modérer l’efficacité du leadership transformationnel en regard des comportements d’habilitation. De façon générale, la présence et la congruence de cinq valeurs, parmi les sept testées, semblent rehausser la relation entre le leadership transformationnel et les comportements d’habilitation. Ainsi, la présente thèse, en ajoutant des considérations quant aux questions qui avaient été soulevées par l’examen de la proposition théorique du rôle des valeurs et de leur congruence dans le leadership transformationnel, permet d’améliorer la compréhension de ce rôle. Spécifiquement, les résultats de cette thèse suggèrent que globalement, la congruence des valeurs peut être plus importante pour l’efficacité du leadership transformationnel lorsque les valeurs considérées sont plus importantes dans l’équipe de l’individu, et lorsque l’individu a peu d’ancienneté dans son organisation. De plus, en ce qui a trait aux leaders, il semble que la présence de valeurs de bien-être collectif et d’ouverture au changement ait un lien avec l’émission de comportements de leadership transformationnel. Une discussion traite de ces résultats et indique les limites de la thèse ainsi que des pistes de recherche future.

Beyond the numbers of maternal near-miss in Rwanda - a qualitative study on women's perspectives on access and experiences of care in early and late stage of pregnancy.

BACKGROUND: Rwanda has made remarkable progress in decreasing the number of maternal deaths, yet women still face morbidities and mortalities during pregnancy. We explored care-seeking and experiences of maternity care among women who suffered a near-miss event during either the early or late stage of pregnancy, and identified potential health system limitations or barriers to maternal survival in this setting. METHODS: A framework of Naturalistic Inquiry guided the study design and analysis, and the 'three delays' model facilitated data sorting. Participants included 47 women, who were interviewed at three hospitals in Kigali, and 14 of these were revisited in their homes, from March 2013 to April 2014. RESULTS: The women confronted various care-seeking barriers depending on whether the pregnancy was wanted, the gestational age, insurance coverage, and marital status. Poor communication between the women and healthcare providers seemed to result in inadequate or inappropriate treatment, leading some to seek either traditional medicine or care repeatedly at biomedical facilities. CONCLUSION: Improved service provision routines, information, and amendments to the insurance system are suggested to enhance prompt care-seeking. Additionally, we strongly recommend a health system that considers the needs of all pregnant women, especially those facing unintended pregnancies or complications in the early stages of pregnancy.

Les plateaux de carrière : élaboration d'une grille afin d'identifier le plateau de carrière et établissement des liens avec la congruence des intérêts

Cette étude vise à établir des liens entre la situation de plafonnement de carrière et l'incongruence vocationnelle. De façon plus spécifique, il s'agit de vérifier, au moyen d'une étude, la relation entre la situation de plafonnement de carrière, largement étudiée jusqu'à présent par plusieurs auteurs et la congruence des intérêts. Ces auteurs s'interrogent sur la question des ressources humaines (tels par exemple Tremblay, Cardinal, Lamoureux, Hoyt, Charest) de laquelle, nous tenterons d'établir la congruence des intérêts professionnels en lien avec la typologie de Holland. Holland prévoit (6) six types: Réaliste (R), Investigateur (I), Artistique (A), Social (S), Entreprenant (E), et Conventionnel (C). Ces types peuvent être octroyés sur deux plans distinctifs. Il est en effet possible de définir le patron typologique sur les plans environnemental et individuel. C'est à partir de ces deux patrons typologiques, constitués de trois lettres, qu'on établira la correspondance entre les données provenant de l'individu et de l'environnement. C'est donc à partir de celles-ci que l'on peut calculer le niveau de congruence, en appliquant l'indice de lachan qui constitue une mesure de congruence. Deux instruments de mesure inclus dans une batterie d'inventaires seront donc proposés à soixante travailleurs de la Ville de Montréal. Il s'agit premièrement d'une grille d'évaluation élaborée à partir de critères spécifiques issus d'enquêtes différentes liées au plafonnement de carrière. L'instrument de mesure comporte sept échelles : le temps et l'âge, des informations relatives au travail, le positionnement par rapport aux collègues de travail, l'impact du changement sur l'individu, les rémunérations et • conditions salariales, la formation, les intérêts et loisirs reliées à la profession. Le plafonnement de carrière tel que nous le percevons, constitue un concept complexe nécessitant une vision systémique ; c'est-à-dire que le problème doit être considéré dans son ensemble, à savoir l'individu et son environnement. La deuxième étape consiste en la passation de l'inventaire des préférences professionnelles, abrégé (I.P.P.A.). Pour chacune des personnes évaluées, un patron typologique de l'environnement professionnel sera établi à partir du Codes Holland pour C. C. D. P. Les résultats obtenus par l'intermédiaire de l'I.P.P A. et transférés en types par l'intermédiaire du Guide : Codes Holland pour C.C.D.P., seront soumis à l'indice de lachan qui évalue la congruence entre deux séries de données. Le score du niveau de congruence sera par la suite confronté au score obtenu par l'intermédiaire de la grille/questionnaire par une simple corrélation. De cette façon, nous pourrons établir les liens et ainsi vérifier l'hypothèse de recherche. Cette recherche se propose donc d'identifier des plateaux de carrière à l'aide de la grille/questionnaire, pour ensuite vérifier s'il existe véritablement des liens entre la situation de plafonnement de carrière et la congruence d'intérêts. Cette démarche tend à confirmer l'hypothèse suivante : l'incongruence entre les intérêts individuels et ceux du milieu est responsable du plafonnement de carrière. En ce sens, elle entraîne entre autres une démotivation de l'individu à s'impliquer dans son travail, à mettre ses connaissances à jour. La présence du plafonnement de carrière peut décourager l'organisation et l'entourage immédiat de travail à justifier un accroissement des responsabilités ou toutes autres mobilités. Cette situation peut entraîner un malaise important tant chez l'employé que dans l'environnement de travail. La méthodologie proposée permet d'envisager la problématique sous différents angles, • étant donné que le plafonnement de carrière est à la fois la cause et l'effet d'un ensemble de facteurs difficilement mesurables.

Does the abundance of hoverfly mimics (Syrphidae) depend on the numbers of their hymenopteran models ?

We tested the prediction that, if hoverflies are Batesian mimics, this may extend to behavioral mimicry such that their numerical abundance at each hour of the day (the daily activity pattern) is related to the numbers of their hymenopteran models. After accounting for site, season, microclimatic responses and for general hoverfly abundance at three sites in north-west England, the residual numbers of mimics were significantly correlated positively with their models 9 times out of 17, while 16 out of 17 relationships were positive, itself a highly significant non-random pattern. Several eristaline flies showed significant relationships with honeybees even though some of them mimic wasps or bumblebees, perhaps reflecting an ancestral resemblance to honeybees. There was no evidence that good and poor mimics differed in their daily activity pattern relationships with models. However, the common mimics showed significant activity pattern relationships with their models, but the rarer mimics did not. We conclude that many hoverflies show behavioral mimicry of their hymenopteran models.