To observe the aggregation and dispersal behavior of adult European corn borer, Ostrinia nubilalis (Hub ner), males in search of mates, two populations were marked, each with a different dye. One population was continuously reared in the laboratory (.5 yr) and the other was collected annually from the Þeld. From 1986 to 1988, marked adults were released in two release sets per year, with three to Þve releases per release set, coinciding with the spring and summer ßights of European corn borer in central Iowa. Traps for recapture contained lures baited with 40 mg of synthetic 97:3 Z:E-11-tetradecenyl acetate. Traplines extended from 200 m to 48 km. Each trap was assigned a compass direction. Males from the laboratory-reared population dispersed similarly to males just 1 generation from the wild. European corn borer males and females dispersed 23Ð49 km and some were recovered 14 km from the release site within 100 min after release. Sampling of aggregation sites demonstrated that on the nights of release, many adults aggregated in adjacent dense vegetation and did not disperse until the following night. Upon dispersal, these adults seemingly moved many meters or kilometers before settling again. Recapture of marked adults at 200 m might have been inßuenced by open landscapes (short, vegetative-growth corn). Recapture at 800 m or beyond, however, was unaffected by open landscapes, and in 1988 a greater proportion of marked males was recaptured while the landscape was closed. (tall, mature-growth corn). In 1987, during the Þrst ßight of European corn borer, displacement to 800 m was southeasterly, south, or west, but during Þrst ßights in 1986 and 1988, displacement to 800mwas predominately northeasterly. During the second ßight in midsummer, displacement to 800 m for all 3 yr of the study also was northeasterly. Recapture results from 1986 suggest that male movement.800mis common. During the Þrst release set (early summer), 37% of the males recaptured ßew 800 m or more and 8% ßew 3.2kmor more. During the second release set (late summer), 51% of the males recaptured ßew 800m or more and 11% ßew 3.2 km or more. The recommendation for placement of nontransgenic corn (Zea mays L.) as refuge in the Corn Belt is a half mile or closer to Bacillus thuringiensis Berliner (Bt)-corn if the refuge corn is not sprayed and a quarter mile or closer when the refuge corn is sprayed. Based on the dispersal results from this study, at least in Iowa, a half-mile proximity recommendation should be robust. Studies still should be conducted in other regions, especially where corn is commonly irrigated, to determine whether European corn borer adult movement patterns are similar. During the second ßight in midsummer, displacement to 800 m for all 3 yr of the study also was northeasterly. Recapture results from 1986 suggest that male movement Ͼ800 m is common. During the Þrst release set (early summer), 37% of the males recaptured ßew 800 m or more and 8% ßew 3.2 km or more. During the second release set (late summer), 51% of the m...
Data were collected on 365 managers representing five managerial levels in order to provide an initial field test of an equity model based on Adams (1963) and Lawler (197 1). Exploratory path analysis was performed using LISREL VI to identify the primary paths affecting equity perceptions and those leading to the outcomes of job performance and voluntary turnover. The primary variables influencing pay equity were salary level, job level, pay valence, and prior job performance. The data suggested that pay equity perceptions have an impact on voluntary turnover but not necessarily on job performance. The impact on turnover, however, was indirect, through its influence on pay satisfaction, job satisfaction, organizational commitment, and intent to leave. The major predictors of job performance were prior job performance and salary level.Adams ' (1963, 1965) equity theory has been described as one of the more valid frameworks available for understanding human motivation (Miner, 1984). The theory has been applied to four broad areas of human interaction: exploiter-victim relationships, philanthropist-recipient relationships, business relationships, and intimate relationships (Walster, Walster & Berscheid, 1978). Within the business relationships category, attention has focused on exchanges between employers and their employees, and on the comparisons employees make against referents in assessing whether their outcomes from work (e.g. pay) are fair. Yet, while laboratory tests of the theory's major hypotheses have generally been supportive (Mowday, 1979), there has been relatively little field research. Moreover, with few exceptions, the field research has neglected the potential effect of pay equity perceptions on job performance(seeLord &Hohenfeld, 1979and Oldham, 1986 for exceptions) and voluntary turnover (see Dittrich & Carrell, 1979; Oldham, 1986 and Telly, French & Scott, 197 1 for exceptions). The neglect of job performance is surprising in light of Adams' (1963) original formulation, which predicted changes in work quantity and quality under certain inequitable circumstances, and in light of the numerous early laboratory studies which found that perceived inequity, both over-reward and underreward, can affect job performance (see Mowday, 1979, for a review). As to voluntary turnover, Adams (1963) referred to 'leaving the field' as a possible last resort to perceptions of severe inequity, and in a laboratory study, Schmitt & Marwell (1972) found that a significant proportion of subjects chose to forgo rewards and withdraw from * Requests for reprints. 146Timothy P . Summers and William H . Hendrix inequitable situations where withdrawal was the only alternative to an inequitable situation. This paucity of research is especially surprising given the obvious importance to organizations of job performance and voluntary turnover.In terms of attitudinal outcomes of perceived inequity, most field research has focused on pay satisfaction (cf. Berkowitz, Fraser, Treasure & Cochran, 1987;Ronen, 1986;Scholl, Cooper, & Mc...
A stress assessment survey was administered and blood samples collected on 370 subjects in Department of Defense organizations and a civilian hospital. A path analytic model was proposed, hypothesizing that intraorganizational, extraorganzational, and individual characteristics were related to stress and its behavioral and physiological consequences. Exploratory path analysis resulted in the identification of paths that led to the primary behavioral consequence of intent to quit the organization. Also identified were paths that led to an increase in the medical consequence variable: the ratio of total cholesterol divided by high density lipoprotein (HDL) cholesterol. The data suggested that intraorganizational variables affect one’s intention to quit an organization indirectly through their impact on job stress and job satisfaction. Home-family relationships affected job stress indirectly through their affect on life stress. One’s potential for developing coronary artery disease as measured by the “cholesterol ratio” was affected by individual characteristics. The ratio was higher for individuals who were male, overweight, smoked, and did not exercise.
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