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Transient aseismic vertical deformation across the steeply‐dipping Pisia‐Skinos normal fault (Gulf of Corinth, Greece)
Get PDFGeodetically‐derived deformation rates are sometimes used to infer seismic hazard, implicitly assuming that short‐term (annual‐decadal) deformation is representative of longer‐term deformation. This is despite geological observations indicating that deformation/slip rates are variable over a range of timescales. Using geodetic data from 2016 to 2021, we observe an up to 7‐fold increase in vertical deformation rate in mid‐2019 across the Pisia‐Skinos normal fault in Greece. We hypothesize that this deformation is aseismic as there is
no temporally correlated increase in the earthquake activity (M > 1). We explore four possible physical mechanisms, and our preferred hypothesis is that the transient deformation is caused by centimeter scale slip in the upper 5 km of the Pisia fault zone. This is the first observation of shallow tectonic (i.e., not related to human activities) aseismic deformation on a normal fault globally. Our results suggest that continental normal faults can exhibit variable deformation over shorter timescales than previously observed, and thus care should be taken when utilizing geodetic rates to quantify seismic hazard
Cognitive task analysis: eliciting expert cognition in context
Get PDFCognitive Task Analysis (CTA) is a powerful methodological approach that can enhance the rigorous elicitation and documentation of complex cognitive processes within interview-based qualitative research. We provide insights into this set of semi-structured interviewing techniques that we contend have much to offer management researchers who wish to understand the complexities of expert cognition within specific work-related tasks. Distinct from traditional semi-structured interview methods, CTA is designed to identify the knowledge requirements underpinning expertise in complex work domains. First, we present CTA as a robust approach to eliciting complex cognition and note why, when and where management scholars might best use its techniques. Second, we provide two examples of how CTA methods have been used to research management; specifically, using the Critical Decision Method (CDM) to explore management in high-stakes environments, and Applied Cognitive Task Analysis (ACTA) to explore global leadership. In ending, we propose greater use of this pragmatic approach in management research and highlight potential avenues for future research that will advance understanding of complex cognition at work.
Keywords:
Qualitative Approaches, Interviewing, Field Research, Contex
When bereaved people are left more distressed by the inquest process, something needs to change. Findings from the Voicing Loss study
Get PDFBlog on findings of the Voicing Loss stud
Global meta-analysis of physicians’ experiences of workplace sexual harassment by patients
Get PDFThe World Health Organization recognises that sexual harassment is an occupational hazard in medicine, but the prevalence of sexual harassment by patients is unknown. This global meta-analysis found that a pooled prevalence of 45.13% of 18 803 physicians from several specialities (e.g. internal medicine and surgery) have ever experienced it. Hospitals should implement protective measures such as panic alarms for night shifts and isolated wards
The digital scholarly record is at risk
No full textIn the past the preservation of the scholarly record relied on physical print publications being archived in multiple places by different institutions. In principle this holds true for digital preservation, where a number of organisations work to preserve the scholarly record. However, drawing on a study of Crossref DOI data, Martin Eve finds evidence to suggest that the current standard of digital preservation could fall worryingly short of ensuring persistent accurate record of scholarly works
A brief overview of strategies used to prevent or reduce human-wildlife conflict - a foundation for adaption to climate change
Get PDFHumans have been managing human-wildlife interactions and conflicts since we first encountered wildlife; that is, for at least 200,000 years. Over that time, hunters, herders, landholders, communities and, more recently, land management agencies have developed a suite of strategies for avoiding, mitigating or preventing negative human-wildlife interactions, as well as human-to-human conflicts about best to manage them. These strategies have varied in their success and their formality. For example, while some management strategies are implemented and sanctioned in formal, legal instruments, others are informal and some strategies are expressly prohibited in law. Similarly, while some strategies have effectively addressed particular sources of damage, others must be implemented on an ongoing basis – as permanent land management arrangements. Against this age-old backdrop, climate change is driving new trends in human-wildlife interactions and conflicts. This chapter briefly synthesises recent developments in human-wildlife conflict scholarship to demonstrate emerging trends that should inform the use and development of climate-adapted strategies in the HWC management toolbox. The chapter then highlights three important themes for understanding HWC as the climate changes and enhancing our capacity to foster positive future interactions between human communities and wildlife
Developing coaching cultures: an exploration of the enacting practitioner perspective
Get PDFPurpose:
Despite the popularity of facilitating coaching cultures, very little is known about this phenomenon, especially from the perspective of different organisational stakeholders. We aim to add the enacting practitioner perspective in developing coaching cultures that has not yet been explored through empirical research.
Design/methodology/approach:
We interviewed 20 organisational development and coaching practitioners who work in or with organisations to develop coaching cultures.
Findings:
We apply Braun and Clarke’s reflexive thematic analysis (TA) and unpack four intersecting themes: (1) “It flows through the veins of the organisation”; (2) “More powerful than anything else is having that one-to-one time”; (3) “The roadmap emerges”; and (4) “Means to an end and an end in itself”. We construct a coaching culture as an ever-evolving, psychologically safe, and empowering dialogic “container” or subculture that is developed and sustained by change agents with first-hand experience of coaching.
Originality/value:
The findings add to our understanding of coaching cultures by offering a conceptualisation of coaching culture based on practitioners’ perspectives and constructing a framework of assumptions, values and behaviours that underpin them. We conclude by setting an agenda for further research in the advancement of coaching culture theory and practice in coaching psychology
Dog- friendly workplaces: understanding what works and lessons learned through reflexive thematic analysis
Get PDFThe demand for pet- friendly practices has increased since the global pandemic, with some employees reporting a preference for working alongside their companion dogs. Despite increased scholarly interest in pet- friendly practices, gaps exist in understanding their real- world impact. This study examines companion- dog- friendly offices postpandemic, focusing on perceived antecedents and outcomes of pet- friendly practices. It aims to identify what works, what does not, and lessons learned. It draws on expertise from the animal welfare and the industrial, work, and organizational psychology sectors. Employing a qualitative approach, this study utilized semistructured, one- hour interviews with 14 participants who had experienced working in a dog- friendly office for a minimum of six months. The sample for this study comprised dog owners who brought their pet dogs to the office, dog owners who opted not to bring their pet dogs to the office, and non–dog owners who worked alongside colleagues who brought their pet dogs to the office. Analysis followed the six phases of reflexive thematic analysis (Braun & Clarke, 2019). The findings highlighted six pertinent themes relating to antecedents for sustainable pet- friendly practices and outcomes for organizations, teams, and individuals: (1) the impact of dog presence on well- being; (2) the need for organizational congruence with dog- friendly practices; (3) power dynamics engendered by dog- friendly practices; (4) presentation to the outside world; (5) continuous responsibility; (6) forethoughts and expectations. There was coherence across the six themes, regardless of the work environment, whether it was a corporate, nonprofit, or start- up setting. Interestingly, and perhaps unexpectedly, some of the non–dog owners in the participant sample emerged as among the strongest advocates for dog- friendly workplaces, while some dog owners’ discourse highlighted their reservations about an office full of multihousehold dogs. Dog ownership status does not appear to be indicative of a positive attitude toward a dog- friendly office environment. In conclusion, in the rapidly changing world of work, companion dogs have the innate ability to provide support to humans. The option to bring a companion dog to work can be considered an innovative and cost- effective reasonable adjustment. It can also be a component of an organizational well- being strategy. Dog- friendly office practices have the potential to be part of a broader corporate vision where organizations provide employees with choices in where, when, and how they work, thereby supporting individual needs and preferences
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