Three neonicotinoids, imidacloprid, clothianidin and thiacloprid, agonists of the nicotinic acetylcholine receptor in the central brain of insects, were applied at non-lethal doses in order to test their effects on honeybee navigation. A catch-and-release experimental design was applied in which feeder trained bees were caught when arriving at the feeder, treated with one of the neonicotinoids, and released 1.5 hours later at a remote site. The flight paths of individual bees were tracked with harmonic radar. The initial flight phase controlled by the recently acquired navigation memory (vector memory) was less compromised than the second phase that leads the animal back to the hive (homing flight). The rate of successful return was significantly lower in treated bees, the probability of a correct turn at a salient landscape structure was reduced, and less directed flights during homing flights were performed. Since the homing phase in catch-and-release experiments documents the ability of a foraging honeybee to activate a remote memory acquired during its exploratory orientation flights, we conclude that non-lethal doses of the three neonicotinoids tested either block the retrieval of exploratory navigation memory or alter this form of navigation memory. These findings are discussed in the context of the application of neonicotinoids in plant protection.

Summary Employees who work periodically in both a traditional office and home office (part‐time teleworkers) face opportunities and risks related to both working locations. As self‐leadership might play a crucial role in this context, we examined within‐person variations in self‐leadership (self‐reward, self‐punishment, self‐cueing, self‐goal setting, imagining successful performance, and evaluation of beliefs and assumptions) on home days and office days. In a typical workweek, 195 part‐time teleworkers filled out daily surveys (729 days), and we examined the relationship between working location (office and home) and self‐leading behavior as well as the mediating role of autonomy. Finally, we investigated whether self‐leading behavior relates to ego depletion and work satisfaction at the end of the working day. Multilevel analyses revealed that part‐time teleworkers reported higher use of self‐reward, self‐goal setting, and visualization of successful performance on home days than on office days. The association between working location and self‐reward, self‐goal setting, visualization of successful performance, and evaluation of beliefs and assumptions was mediated by autonomy. There were no indirect effects of working location on ego depletion through self‐leadership. However, we found that on home days, part‐time teleworkers were more satisfied with their job at the end of the workday through self‐goal setting.

Electrospinning of biopolymer and inorganic substances is one of the efficient ways to combine various advantageous properties in one single fibrous structure with potential for tissue engineering applications. In the present study, to integrate the high stiffness of polyhydroxybutyrate (PHB), the flexibility of poly(ε-caprolactone) (PCL) and the bioactivity of 58S bioactive glass, PHB/PCL/58S sol-gel bioactive glass hybrid scaffolds were fabricated using combined electrospinning and sol-gel method. Physical features such as fiber diameter distribution, mechanical strength and Young's modulus were characterized thoroughly. FTIR analysis demonstrated the successful incorporation of 58S bioactive glass into the blend polymers, which greatly improved the hydrophilicity of PHB/PCL fibermats. The primary biological response of MG-63 osteoblast-like cells on the prepared fibrous scaffolds was evaluated, proving that the 58S glass sol containing hybrid scaffold were not only favorable to MG-63 cell adhesion but also slightly enhanced cell viability and significantly increased alkaline phosphate activity .

Frequent business travel can be a burden for travelers' work and private life. We tested whether preventive coping (the proactive accumulation of resources in advance of potential stressors) makes such trips beneficial despite their potential to be stressful. In a longitudinal threewave study, we investigated whether frequent travel relates to an increase or decrease in work-life balance, emotional exhaustion, work engagement, and relationship satisfaction depending on preventive coping. Findings from a sample of 133 frequent business travelers revealed significant indirect effects for emotional exhaustion, work engagement, and relationship satisfaction through work-life balance. Among employees who engaged less in preventive coping, a higher number of business trips was related to a decrease in work-life balance, which, in turn, was related to more emotional exhaustion, less work engagement, and lower relationship satisfaction. Among those who reported higher preventive coping, we found opposing indirect effects: Frequent travel was related to an increase in work-life balance and, in turn, to less emotional exhaustion, more work engagement, and higher relationship satisfaction. These findings advance our knowledge in the field of business travel, future-oriented coping, and work-life balance. They highlight that travelers and their organizations should resort to preventive coping to make frequent travel more beneficial.

Purpose Based on the limited strength model, the purpose of this paper is to examine the relationship of self-leadership strategies (behavior-focused strategies, constructive thought patterns) and qualitative and quantitative overload with subsequent self-control strength. Design/methodology/approach The present study is a field study with 142 university affiliates and two measurement occasions during a typical workday (before and after lunch). Self-control strength was measured using a handgrip task. Findings Hierarchical regression analyses revealed that self-leadership, quantitative overload, and qualitative overload were not directly associated with self-control strength at either of the two measurement occasions. Qualitative overload moderated the relationship between self-leadership and self-control strength, such that self-leadership was associated with lower self-control strength at both measurement occasions when individuals experienced high qualitative overload in the morning. Practical implications Employees and employers should be aware of the possibly depleting characteristics of self-leadership in order to be able to create a work environment allowing for the recovery and replenishment of self-control strength. Originality/value The present field study theoretically and methodologically contributes to the literature on self-leadership and self-control strength in the work context by investigating the depleting nature of self-leadership and workload.

A BSTR ACT Socioemotional selectivity theory predicts shifts in social motives from resource acquisition to emotional well-being when endings are salient. In the work context, the theory has instigated much research on understanding age-related shifts in motivation, yet this research has exclusively relied on correlational paradigms. To provide experimental evidence for key tenets of the theory, we manipulated employees' occupational future time perspective in 2 scenarioexperiments (N1 = 150, N2 = 240) to understand why some employees prefer emotionally close social partners for a joint lunch break, while others prefer instrumental ones. We found that emotionally close companions were generally preferred for a joint lunch. At the same time, employees with a long-term perspective (those imagining a permanent employment contract or being far from retirement) preferred instrumental social partners relatively more often than employees with a limited time perspective (those imagining having resigned or being close to retirement). Having limited future goals (i.e., imagining low career ambitions) further led to preferring fewer instrumental and even more emotionally close companions. Overall, this research shows that the main tenets of socioemotional selectivity theory are directly applicable to the work context and, further, that work-related social contacts seem to change not only after retirement, but also before when this life event is approaching. In terms of practical implications, our findings suggest to consider that employees with different time horizons and career ambitions might have different social motivations at work.

Forgetting is a common phenomenon in everyday life. Although it often has negative connotations, forgetting is an important adaptive mechanism to avoid loading the memory storage with irrelevant information. A very important aspect of forgetting is its interaction with emotion. Affective events are often granted special and priority treatment over neutral ones with regards to memory storage. As a consequence, emotional information is more resistant to extinction than neutral information. It has been suggested that intentional forgetting serves as a mechanism to cope with unwanted or disruptive emotional memories and the main goal of this study was to assess forgetting of emotional auditory material using the item-method directed forgetting (DF) paradigm using a forgetting strategy based on mindfulness as a means to enhance DF. Contrary to our prediction, the mindfulness-based strategy not only did not improve DF but reduced it for neutral material. These results suggest that an interaction between processes such as response inhibition and attention is required for intentional forgetting to succeed.

Abstract. Control over business trips has been considered an important resource for frequent business travelers. Building on past research and conservation of resources theory, this two-wave study among 210 frequent business travelers investigated whether work meaning moderates the relationship between two kinds of control, job control and trip-scheduling control, and two important work outcomes, work satisfaction and perceived task performance. Hierarchical regression analyses showed that when work meaning was lower, trip-scheduling control was negatively related to work satisfaction and perceived task performance 6 months later. However, there were no significant interactions between job control and work meaning on the two outcomes. Findings support the reasoning that trip-scheduling control is of specific importance in the context of business travel and that this particular kind of control is not per se positive but contingent on work meaning and thus the larger context.