Fine-root turnover rates of European forests revisited: an analysis of data from sequential coring and ingrowth cores

Background and Aims Forest trees directly contribute to carbon cycling in forest soils through the turnover of their fine roots. In this study we aimed to calculate root turnover rates of common European forest tree species and to compare them with most frequently published values. Methods We compiled available European data and applied various turnover rate calculation methods to the resulting database. We used Decision Matrix and Maximum-Minimum formula as suggested in the literature. Results Mean turnover rates obtained by the combination of sequential coring and Decision Matrix were 0.86 yr−1 for Fagus sylvatica and 0.88 yr−1 for Picea abies when maximum biomass data were used for the calculation, and 1.11 yr−1 for both species when mean biomass data were used. Using mean biomass rather than maximum resulted in about 30 % higher values of root turnover. Using the Decision Matrix to calculate turnover rate doubled the rates when compared to the Maximum-Minimum formula. The Decision Matrix, however, makes use of more input information than the Maximum-Minimum formula. Conclusions We propose that calculations using the Decision Matrix with mean biomass give the most reliable estimates of root turnover rates in European forests and should preferentially be used in models and C reporting.

Employee turnover, HRM and institutional contexts

Literature on comparative capitalism remains divided between approaches founded on stylized case study evidence and descriptions of broad trends, and those that focus on macro data. In contrast, this study explores the relevance of Amable’s approach to understanding differences in employment relations practice, based on firm-level micro data. The article examines employee–employer interdependence (including turnover rates) in different categories of economy as classified by Amable. The findings confirm that exit – whether forced or voluntary – remains more common in market-based economies than in their continental counterparts and that institutionalized employee voice is an important variable in reducing turnover. However, there is as much diversity within the different country categories as between them, and across continental Europe. In Denmark’s case, high turnover is combined with high unionization, showing the effects of a ‘flexicurity’ strategy. While employee voice may be stronger in Scandinavia, interdependence is weaker than in continental Europe.

Does managerial turnover affect football club share prices?

This paper analyses the 53 managerial sackings and resignations from 16 stock exchange listed English football clubs during the nine seasons between 2000/01 and 2008/09. The results demonstrate that, on average, a managerial sacking results in a post-announcement day market-adjusted share price rise of 0.3%, whilst a resignation leads to a drop in share price of 1% that continues for a trading month thereafter, cumulating in a negative abnormal return of over 8% from a trading day before the event. These findings are intuitive, and suggest that sacking a poorly performing manager may be welcomed by the markets as a possible route to better future match performance, while losing a capable manager through resignation, who typically progresses to a superior job, will result in a drop in a club’s share price. The paper also reveals that while the impact of managerial departures on stock price volatilities is less clear-cut, speculation in the newspapers is rife in the build-up to such an event.

Nepotism and turnover intentions amongst knowledge workers in Saudi Arabia

This chapter discusses how international assignment was used as tool to expand knowledge within the organisation using the example of the Kingdom of Saudi Arabia, we focus in particularly on the case of repatriation and problems with subsequent staff turnover, among repatriates in Saudi Arabia’s private sector. Before doing so, the chapter provides a background to the Saudi labour market and the impact of Saudization policies that aimed to reduce relying on foreign labour. Following this, the chapter discusses the Saudi government attempt create a national knowledgeable labour force through international assignment. Finally, using the example of an organisation in Saudi Arabia, this chapter illustrates the possible role of Wasta - a prevalent form of nepotism that permeates organizational life in Saudi Arabia - in repatriates managers turnover intention. Our focus is on unravelling the impact of Wasta on HRM practices with a particular focus on the management of the repatriation process of Saudi employees upon their completion of international assignments.

Effects of species turnover on reserve site selection in a fragmented landscape

Changes in species composition is an important process in many ecosystems but rarely considered in systematic reserve site selection. To test the influence of temporal variability in species composition on the establishment of a reserve network, we compared network configurations based on species data of small mammals and frogs sampled during two consecutive years in a fragmented Atlantic Forest landscape (SE Brazil). Site selection with simulated annealing was carried out with the datasets of each single year and after merging the datasets of both years. Site selection resulted in remarkably divergent network configurations. Differences are reflected in both the identity of the selected fragments and in the amount of flexibility and irreplaceability in network configuration. Networks selected when data for both years were merged did not include all sites that were irreplaceable in one of the 2 years. Results of species number estimation revealed that significant changes in the composition of the species community occurred. Hence, temporal variability of community composition should be routinely tested and considered in systematic reserve site selection in dynamic systems.

CCP1/Nna1 functions in protein turnover in mouse brain: Implications for cell death in Purkinje cell degeneration mice

Purkinje cell degeneration (pcd) mice have a mutation within the gene encoding cytosolic carboxypeptidase 1 (CCP1/Nna1), which has homology to metallocarboxypeptidases. To assess the function of CCP1/Nna1, quantitative proteomics and peptidomics approaches were used to compare proteins and peptides in mutant and wild-type mice. Hundreds of peptides derived from cytosolic and mitochondrial proteins are greatly elevated in pcd mouse hypothalamus, amygdala, cortex, prefrontal cortex, and striatum. However, the major proteins detected on 2-D gel electrophoresis were present in mutant and wild-type mouse cortex and hypothalamus at comparable levels, and proteasome activity is normal in these brain regions of pcd mice, suggesting that the increase in cellular peptide levels in the pcd mice is due to reduced degradation of the peptides downstream of the proteasome. Both nondegenerating and degenerating regions of pcd mouse brain, but not wild-type mouse brain, show elevated autophagy, which can be triggered by a decrease in amino acid levels. Taken together with previous studies on CCP1/Nna1, these data suggest that CCP1/Nna1 plays a role in protein turnover by cleaving proteasome-generated peptides into amino acids and that decreased peptide turnover in the pcd mice leads to cell death.-Berezniuk, I., Sironi, J., Callaway, M. B., Castro, L. M., Hirata, I. Y., Ferro, E. S., Fricker, L. D. CCP1/Nna1 functions in protein turnover in mouse brain: Implications for cell death in Purkinje cell degeneration mice. FASEB J. 24, 1813-1823 (2010). www.fasebj.org

Investimento em educação e "turnover" critério para otimização do investimento em educação nas empresas

Trata da questão da elaboração de políticas de educação nas empresas, e seus impactos com relação ao "turnover". Aborda como políticas de educação distintas atraem indivíduos com características diferentes. Analisa uma pesquisa realizada na Grande São Paulo", apontando critérios para otimizar o retorno do investimento em educação nas empresas.

Um modelo alternativo para o estudo do turnover

Trata do problema do Turnover nas empresas. Apresenta e discute os principais modelos que estudam e, variáveis relevantes que influenciam no turno ver e na sua relação como desempenho dos indivíduos. Critica os modelos e apresenta um modelo alternativo que é testado através de uma pesquisa. Os dados não confirmaram o modelo proposto em sua totalidade

Importância do plano de carreira e remuneração para a redução do turnover dentro das empresas: o caso ELETROBRAS

Este estudo investiga se há alguma relação entre o plano de carreira e remuneração adotado pelas empresas e o turnover voluntário. Neste estudo, o plano de carreira e remuneração foi subdividido em três partes: progressão de carreira, avaliação de desempenho e progressão salarial. A pesquisa de campo foi realizada em uma única empresa pública do setor elétrico brasileiro, a Eletrobras, por meio de um survey eletrônico, totalizando a participação de 260 (46,5%) de 559 novos concursados, universo desta pesquisa, ingressantes nesta instituição entre 2002 e 2011, via concurso público. Como contribuição acadêmica, pode-se citar o aprofundamento da compreensão da demissão voluntária segundo a ótica do plano de carreira e remuneração. Nesse sentido, evidenciou-se que o comprometimento do funcionário com a empresa, a credibilidade do plano e a recompensa dada pelo seu desempenho são fatores que impactam significativamente na rotatividade, possuindo uma correlação negativa com a demissão voluntária de -0,51, -0,40 e -0,42 respectivamente. Esses três fatores juntos explicam 31,5% da variabilidade do turnover dentro da Eletrobras.

Managerial turnover and leverage under a takeover threat

How do shareholders perceive managers who lever up under a takeover threat? Increasing leverage conveys good news if it reflects management's ability to enhance value. It conveys bad news, though, if inefficient managers are more pressured to lever up. This paper demonstrates that negative (positive) updating prevails when takeover costs are small (large). Managers who leve r up to end a takeover threat thus may commit to an increase in the firm's value and yet increase their chances of being replaced by their shareholders. The model predicts that intraindustry leverage is less dispersed when takeover costs are low.

Carbon-13 turnover in 'roxo de valinhos' fig trees

The aim of this study was to assess carbon-13 turnover in different organs of the fig tree, 'Roxo de Valinhos' cultivar. The experiment was carried out in an orchard at School of Agronomical Sciences, FCA/UNESP, Botucatu Campus, State of São Paulo, Brazil. The main photosynthetically active leaf was previously determined based on gas exchanges by means of an open portable photosynthesis system, IRGA. That leaf was placed in a chamber where the enriched gas injection occurred. The leaf enrichment time was 30 minutes. Treatments were constituted of seven fig trees removed from the soil after: 6; 24; 48; 72; 120; 168 and 360 hours of enrichment using (13)C, and their parts were sectioned into: apical bud, young leaves, adult leaves (photosynthetically active), lateral sprouts, fruits, and branch. The results allowed the establishment of the carbon-13 metabolism sequence in the studied parts: Young leaves > Fruits > Sprouts > Adult leaves > Apical bud > branch > Labeled leaf. 'Roxo de Valinhos' fig trees, had (13)C turnover of 24 hours and carbon-13 half-time shorter than 11 hours.

Social separation and diazepam withdrawal increase anxiety in the elevated plus-maze and serotonin turnover in the median raphe and hippocampus

Fundação de Amparo à Pesquisa do Estado de São Paulo (FAPESP)