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Workplace
Kinds of Workplace Terms modified by Workplace Selected AbstractsANTHROPOLOGISTS IN THE TOURISM WORKPLACEANNALS OF ANTHROPOLOGICAL PRACTICE, Issue 1 2005VALENE L. SMITH Anthropology and tourism melded at a symposium at the 1974 American Anthropological Association meeting in Mexico City, believed to be the first social science discussion of tourism in the Western Hemisphere. Tourism has increased dramatically to become one of the world's largest industries, and anthropology has also extended its interests in theory and methodology. Few articles have linked career options for anthropologists to the tourism workplace. Our disciplinary strengths in heritage conservation, economic development,especially among indigenous cultures,and conflict resolution, as well as our cross-cultural orientation, lead to employment with governments, NGOs, visitor and convention bureaus, and management. Regrettably, many industry employers are unfamiliar with our professional skills; a job search in the tourism workplace may become a personal quest, often bolstered by a sales pitch and with bilingualism as a major asset. [source] LABOR LAW FOR MANAGERS OF NON-UNION EMPLOYEES IN TRADITIONAL AND CYBER WORKPLACESAMERICAN BUSINESS LAW JOURNAL, Issue 4 2003Nancy J. King First page of article [source] Academic Research Training for a Nonacademic Workplace: a Case Study of Graduate Student Alumni Who Work in ConservationCONSERVATION BIOLOGY, Issue 6 2009MATTHEW J. MUIR educación en conservación; formación de graduados; habilidades para el trabajo; programas universitarios Abstract:,Graduate education in conservation biology has been assailed as ineffective and inadequate to train the professionals needed to solve conservation problems. To identify how graduate education might better fit the needs of the conservation workplace, we surveyed practitioners and academics about the importance of particular skills on the job and the perceived importance of teaching those same skills in graduate school. All survey participants (n = 189) were alumni from the University of California Davis Graduate Group in Ecology and received thesis-based degrees from 1973 to 2008. Academic and practitioner respondents clearly differed in workplace skills, although there was considerably more agreement in training recommendations. On the basis of participant responses, skill sets particularly at risk of underemphasis in graduate programs are decision making and implementation of policy, whereas research skills may be overemphasized. Practitioners in different job positions, however, require a variety of skill sets, and we suggest that ever-increasing calls to broaden training to fit this multitude of jobs will lead to a trade-off in the teaching of other skills. Some skills, such as program management, may be best developed in on-the-job training or collaborative projects. We argue that the problem of graduate education in conservation will not be solved by restructuring academia alone. Conservation employers need to communicate their specific needs to educators, universities need to be more flexible with their opportunities, and students need to be better consumers of the skills offered by universities and other institutions. Resumen:,La educación en biología de la conservación a nivel licenciatura ha sido calificada como ineficaz e inadecuada para formar a los profesionales que se requieren para resolver problemas de conservación. Para identificar cómo la educación a nivel licenciatura puede satisfacer las necesidades del ámbito laboral en conservación, sondeamos a profesionales y académicos sobre la importancia de habilidades particulares del trabajo y la percepción de la importancia de esas mismas habilidades en la universidad. Todos los participantes en el sondeo (n = 189) fueron alumnos del Grupo de Graduados en Ecología de la Universidad de California en Davis y obtuvieron el grado basado en tesis entre 1973 y 2008. Los académicos y profesionales encuestados difirieron claramente en sus habilidades, aunque hubo considerablemente mayor acuerdo en las recomendaciones de capacitación. Con base en las respuestas de los participantes, los conjuntos de habilidades en riesgo de no ser consideradas en los programas educativos son la toma de decisiones y la implementación de políticas, mientras que las habilidades de investigación tienden a ser sobre enfatizadas. Sin embargo, los profesionales en diferentes puestos de trabajo requieren una variedad de conjuntos de habilidades, y sugerimos que los constantes llamados a ampliar la capacitación para responder a esta multitud de labores conducirán a un desbalance en la enseñanza de otras habilidades. Algunas habilidades, como el manejo de programas, pueden desarrollarse en proyectos colaborativos o de capacitación en el trabajo. Argumentamos que el problema de la educación en biología de la conservación a nivel licenciatura no se resolverá solo con la reestructuración de la academia. Los empleadores deben comunicar sus requerimientos específicos a los educadores, las universidades deben ser más flexibles con sus oportunidades y los estudiantes necesitan ser mejores consumidores de las habilidades ofrecidas por las universidades y otras instituciones. [source] Keeping Democracy Vibrant: Whistleblowing as Truth-Telling in the WorkplaceCONSTELLATIONS: AN INTERNATIONAL JOURNAL OF CRITICAL AND DEMOCRATIC THEORY, Issue 3 2009Abraham Mansbach First page of article [source] Special Issue , Creativity in the WorkplaceCREATIVITY AND INNOVATION MANAGEMENT, Issue 3 2004Todd Lubart No abstract is available for this article. [source] Current Awareness in Drug Testing and AnalysisDRUG TESTING AND ANALYSIS, Issue 4 2010Article first published online: 1 APR 2010 In order to keep subscribers up-to-date with the latest developments in their field, John Wiley & Sons are providing a current awareness service in each issue of the journal. The bibliography contains newly published material in the field of drug testing and analysis. Each bibliography is divided into 18 sections: 1 Reviews; 2 Sports doping - General; 3 Steroids; 4 Peptides; 5 Diuretics; 6 CNS agents; 7 Equine; 8 Recreational drugs - General; 9 Stimulants; 10 Hallucinogens; 11 Narcotics; 12 Forensics; 13 Alcohol; 14 Tobacco; 15 Homeland security; 16 Workplace; 17 Product authenticity; 18 Techniques. Within each section, articles are listed in alphabetical order with respect to author. If, in the preceding period, no publications are located relevant to any one of these headings, that section will be omitted. [source] Current Awareness in Drug Testing and AnalysisDRUG TESTING AND ANALYSIS, Issue 9-10 2009Article first published online: 22 DEC 200 In order to keep subscribers up-to-date with the latest developments in their field, John Wiley & Sons are providing a current awareness service in each issue of the journal. The bibliography contains newly published material in the field of drug testing and analysis. Each bibliography is divided into 18 sections: 1 Reviews; 2 Sports doping - General; 3 Steroids; 4 Peptides; 5 Diuretics; 6 CNS agents; 7 Equine; 8 Recreational drugs - General; 9 Stimulants; 10 Hallucinogens; 11 Narcotics; 12 Forensics; 13 Alcohol; 14 Tobacco; 15 Homeland security; 16 Workplace; 17 Product authenticity; 18 Techniques. Within each section, articles are listed in alphabetical order with respect to author. If, in the preceding period, no publications are located relevant to any one of these headings, that section will be omitted. [source] Current Awareness in Drug Testing and AnalysisDRUG TESTING AND ANALYSIS, Issue 6 2009Article first published online: 7 OCT 200 In order to keep subscribers up-to-date with the latest developments in their field, John Wiley & Sons are providing a current awareness service in each issue of the journal. The bibliography contains newly published material in the field of drug testing and analysis. Each bibliography is divided into 18 sections: 1 Reviews; 2 Sports doping - General; 3 Steroids; 4 Peptides; 5 Diuretics; 6 CNS agents; 7 Equine; 8 Recreational drugs - General; 9 Stimulants; 10 Hallucinogens; 11 Narcotics; 12 Forensics; 13 Alcohol; 14 Tobacco; 15 Homeland security; 16 Workplace; 17 Product authenticity; 18 Techniques. Within each section, articles are listed in alphabetical order with respect to author. If, in the preceding period, no publications are located relevant to any one of these headings, that section will be omitted. [source] The Leaner, Meaner Workplace: Strategies for Handling Bullies at WorkEMPLOYMENT RELATIONS TODAY, Issue 2 2001Susan Gardner First page of article [source] Extent and Nature of Sexual Harassment in the Fashion Retail Workplace: 10 Years LaterFAMILY & CONSUMER SCIENCES RESEARCH JOURNAL, Issue 1 2005Catherine Amoroso Leslie Sexual harassment continues to be a pervasive and costly problem for businesses, government, and educational institutions. In the past 15 years, workplace sexual harassment has become prominent in the public consciousness. In fashion retailing, an industry with a large number of young, unmarried female employees and relatively large power differentials between organizational levels, sexual harassment is an important issue. The purpose of this study was to replicate Workman's 1993 article "Extent and Nature of Sexual Harassment in the Fashion Retail Workplace." The same instrument was administered to 144 female clothing and textile students at a large state university. One hundred six participants (73.6%) had experienced at least one incident of sexual harassing behavior. This was consistent with Workman's finding of 73.5%. In the majority of the variables tested, very little had changed between 1993 and 2003. [source] Constructing the Deviant Other: Mothering and Fathering at the WorkplaceGENDER, WORK & ORGANISATION, Issue 2 2006Clarissa Kugelberg Gender stereotyping is a widely described and documented process that permeates working life in western societies. It is characterized by ascribing greatly simplified attributes to women and men and forging a dualistic view of gender in which women and men are conceptualized as antipodes to each other. Through this ongoing reproduction of simplistic views; contradictions, variations and complexities are concealed, together with the richness of individuals' competence and experiences. Intimately related to this gender stereotyping are assumptions that distinct kinds of jobs and positions fit either men or women. In this article I investigate the constructions of motherhood and fatherhood as important elements in the processes of gender stereotyping. I argue that the production of stereotypes is part of an inter-discursive contest which has a significant impact on gender relations and women's opportunities. My discussion derives from an anthropological study of one workplace. [source] Tragedy Reshapes the American Workplace: A Symposium with Lynn MartinGLOBAL BUSINESS AND ORGANIZATIONAL EXCELLENCE, Issue 4 2002Sandra L. Williams In March 2002, the Midwest Workplace Symposium was sponsored by the Union League Club of Chicago. The discussion explored leadership needs, cultural management issues, and the reshaping of attitudes and values at American businesses in the post-9/11 environment. A panel of business experts gathered to share observations and provide insight into future challenges facing domestic and international commerce. The honorable Lynn Martin, former Secretary of Labor, facilitated the group. This article details salient portions of their discussion. © 2002 Wiley Periodicals, Inc. [source] Workplace and organizational accident causation factors in the manufacturing industryHUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 1 2010Panagiota Katsakiori Abstract Labor inspectors investigate accidents to identify possible accident causes, initiate prosecution, and plan future accident prevention. The Method of Investigation for Labor Inspectors (MILI) was designed to help them to identify workplace and organizational factors in addition to immediate factors and legal breaches. The present study analyzes the impact of workplace (work design and provision of unsafe equipment) and organizational factors (training and employee involvement) on accident causation and validates MILI on real accident cases. Accident data from the manufacturing sector are analyzed with LISREL structural equation modeling. Results confirm the relationship between work design and training as well as between provision of unsafe equipment and employee involvement. The present study provides evidence that MILI is a structured accident investigation method allowing multiple accident causation factors to be revealed and that it could help all interested parts (not only labor inspectors, but companies as well) to thoroughly investigate occupational accidents. © 2009 Wiley Periodicals, Inc. [source] Globalization, Human Resource Practices and Innovation: Recent Evidence from the Canadian Workplace and Employee SurveyINDUSTRIAL RELATIONS, Issue 2 2007SCOTT WALSWORTH This study examines the triangular relationship that connects the degree to which a workplace is internationally engaged, the extent to which it innovates, and the human resource practices it adopts. By pooling various years of data from the Canadian Workplace and Employee Survey, a nationally representative data set, we found that certain practices, such as variable pay and autonomy training, are more likely to be used in international workplaces. We subsequently found that for an international workplace, the use of variable pay contributes very little to workplace innovation while autonomy training has a positive relationship with innovation. [source] Re-Examining Machiavelli: A Three-Dimensional Model of Machiavellianism in the WorkplaceJOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 8 2010Stacey R. Kessler Machiavellianism has been studied extensively over the past 40 years as a personality characteristic that shares features with the manipulative leadership tactics Machiavelli advocated in The Prince. We introduce a new model of Machiavellianism based in organizational settings that is multidimensional, incorporating aspects not previously included in Machiavellianism scales. Our model consists of 3 factors: maintaining power, harsh management tactics, and manipulative behaviors. The results of 3 studies are summarized, discussing the development of these 3 factors and how they relate to individual-difference and organizational variables. [source] Resistance to Deficient Organizational Authority: The Impact of Culture and Connectedness in the WorkplaceJOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 4 2009Wilhelmina Wosinska In 2 countries differing on individualistic,collectivistic orientation, we investigated resistance to a request made by a manager perceived as lacking personal power based on a key attribute (e.g., expertise, relationality). Results of an experiment with Polish and American participants were consistent with cultural differences in the preferred attribute of leaders in the 2 nations. Participants were more resistant to a manager who lacked the attribute more valued in their culture: Americans were more resistant to managers perceived as lacking in expertise, whereas Poles were more resistant to managers perceived as lacking in relational skills. This effect occurred only under conditions of well-established workplace relationships, suggesting that group connectedness creates a tendency to behave in line with predominant cultural norms. [source] Age Bias in the Workplace: The Impact of Ageism and Causal Attributions,JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 6 2006Deborah E. Rupp This study considers the roles of managerial ageism and causal attributions in the age bias process. Specifically, we predicted that employee age and manager ageism would interact in predicting the severity of recommendations made about an employee's performance errors, such that ageist managers would be more likely to engage in age bias. Second, we proposed that age bias is caused partially by differential attributions made about the performance errors of older vs. younger workers. Results indicated that older employees received more severe recommendations for poor performance than did their younger counterparts. Also, some ageist attitudes moderated the relationship between age and performance recommendations. Stability attributions mediated the relationship of employee age on endorsement of the more punitive recommendations. [source] A Case of Stalking in the Workplace and Subsequent Sexual HomicideJOURNAL OF FORENSIC SCIENCES, Issue 3 2007Kimberley A. Morrison Ph.D. ABSTRACT: A case of stalking in the workplace and subsequent sexual homicide by a 33-year-old male is reported. Following several months of stalking a 38-year-old female, the male subject went to the woman's office after business hours and restrained, raped, and murdered her. The cause of death was multiple stab wounds. The facts of the case reveal that the subject fits a predatory-type stalker, which represents a small subgroup within stalkers that has received little attention. Unlike other types of stalkers, the predatory stalker gives little warning to their victim (or multiple victims), as their stalking behaviors tend not to be very invasive or harassing. In general, most stalkers are not physically violent; however, predatory-type stalkers, given their tendency for sexual violence, are dangerous and the importance of identifying them is emphasized. Factors associated with perpetrators of sexual homicide are discussed. [source] Burned by Bullying in the American Workplace: Prevalence, Perception, Degree and Impact*JOURNAL OF MANAGEMENT STUDIES, Issue 6 2007Pamela Lutgen-Sandvik abstract This study assesses the prevalence of workplace bullying in a sample of US workers, using a standardized measure of workplace bullying (Negative Acts Questionnaire, NAQ), and compares the current study's prevalence rates with those from other bullying and aggression studies. The article opens by defining bullying as a persistent, enduring form of abuse at work and contrasting it with other negative workplace actions and interactions. Through a review of the current literature, we propose and test hypotheses regarding bullying prevalence and dynamics relative to a sample of US workers. After discussing research methods, we report on the rates of bullying in a US sample, compare these to similar studies, and analyse the negative acts that might lead to perceptions of being bullied. Based upon past conceptualizations, as well as research that suggests bullying is a phenomenon that occurs in gradations, we introduce and provide statistical evidence for the construct and impact of bullying degree. Finally, the study explores the impact of bullying on persons who witnessed but did not directly experience bullying in their jobs. [source] On Bullying in the Nursing WorkplaceJOURNAL OF OBSTETRIC, GYNECOLOGIC & NEONATAL NURSING, Issue 4 2008Colonel John S. Murray PhD No abstract is available for this article. [source] Incivility and Bullying in the Workplace and Nurses' Shame ResponsesJOURNAL OF OBSTETRIC, GYNECOLOGIC & NEONATAL NURSING, Issue 2 2008Dianne M. Felblinger ABSTRACT Incivility and bullying in the workplace are intimidating forces that result in shame responses and threaten the well-being of nurses. Some nurses are accustomed to tolerating behaviors that are outside the realm of considerate conduct and are unaware that they are doing so. These behaviors affect the organizational climate, and their negative effects multiply if left unchecked. Interventions for incivility and bullying behaviors are needed at both individual and administrative levels. [source] Erratum: "Mothers and Fathers in the Workplace: How Gender and Parental Status Influence Judgments of Job-Related Competence"JOURNAL OF SOCIAL ISSUES, Issue 2 2005Article first published online: 16 MAY 200 No abstract is available for this article. [source] Asymptomatic individuals at genetic risk of haemochromatosis take appropriate steps to prevent disease related to iron overloadLIVER INTERNATIONAL, Issue 3 2008Katrina J. Allen Abstract Background/Aims: If community screening for hereditary haemochromatosis is to be considered, compliance with preventative measures and absence of significant psychological morbidity must be demonstrated. Methods: Workplace screening for the HFE C282Y mutation and then clinical care for C282Y homozygotes was instituted. Data were collected on understanding of test results, perceived health status and anxiety for C282Y homozygotes compared with controls. Uptake of clinical care, compliance and response to treatment and changes in diet were monitored for up to 4 years for C282Y homozygotes. Results: After 11 307 individuals were screened, 40/47 (85%) newly identified C282Y homozygotes completed questionnaires 12 months after diagnosis compared with 79/126 (63%) of controls. Significantly more C282Y homozygotes correctly remembered their test result compared with controls (95 vs 51%, P<0.0001). No significant difference in perceived health status was observed within or between the two groups at 12 months compared with baseline. Anxiety levels decreased significantly for C282Y homozygotes at 12 months compared with before testing (P<0.05). Forty-five of the 47 (95.8%) C282Y homozygotes accessed clinical care for at least 12 months. All 22 participants requiring therapeutic venesection complied with treatment for at least 12 months (range 12,47 months). Conclusion: Individuals at a high genetic risk of developing haemochromatosis use clinical services appropriately, maintain their health and are not ,worried well'. Population genetic screening for haemochromatosis can be conducted in the work place in a way that is acceptable and beneficial to participants. [source] Workplace-based assessment for general practitioners: using stakeholder perception to aid blueprinting of an assessment batteryMEDICAL EDUCATION, Issue 1 2008Douglas J Murphy Context, The implementation of an assessment system may be facilitated by stakeholder agreement that appropriate qualities are being tested. This study investigated the extent to which stakeholders perceived 8 assessment formats (multiple-choice questions, objective structured clinical examination, video, significant event analysis, criterion audit, multi-source feedback, case analysis and patient satisfaction questionnaire) as able to assess varying qualities of doctors training in UK general practice. Methods, Educationalists, general practice trainers and registrars completed a blueprinting style of exercise to rate the extent to which each evaluation format was perceived to assess each of 8 competencies derived primarily from the General Medical Council document Good Medical Practice. Results, There were high levels of agreement among stakeholders regarding the perceived qualities tested by the proposed formats (G = 0.82,0.93). Differences were found in participants' perceptions of how well qualities were able to be assessed and in the ability of the respective formats to test each quality. Multi-source feedback (MSF) was expected to assess a wide range of qualities, whereas Probity, Health and Ability to work with colleagues were limited in terms of how well they could be tested by the proposed formats. Discussion, Awareness of the perceptions of stakeholders should facilitate the development and implementation of workplace-based assessment (WPBA) systems. These data shed light on the acceptability of various formats in a way that will inform further investigation of WPBA formats' validity and feasibility, while also providing evidence on which to base educational efforts regarding the value of each format. [source] Precarious Subjects: Anticipating Neoliberalism in Northern Italy's WorkplaceAMERICAN ANTHROPOLOGIST, Issue 1 2010Noelle J. Molé ABSTRACT, In Italy, the term precarizzazione (precarious-ization) refers to the process of implementing neoliberal policies to transition toward a semipermanent and privatized labor regime but also to the normalization of psychic uncertainty and hypervigilance of worker-citizens. In this article, I examine "precarious workers" and a psychological harassment called "mobbing," specifically, and suggest that these practices of labor exclusion of a transitional work regime produce emergent subjectivities through an analytics of anticipation. I illustrate the social, political, and psychic effects of imagining neoliberalism, as Italians do in this context, not as complete but, rather, as a metadiscursive object of emotionally charged apprehension and anticipation. [source] Using Competencies to Connect the Workplace and Postsecondary EducationNEW DIRECTIONS FOR INSTITUTIONAL RESEARCH, Issue 110 2001Karen Paulson To maintain viability, postsecondary institutions must prepare their graduates to enter today's performance-driven labor market. This chapter examines the use of competencies in business and summarizes skill and competency resources that institutions can use to ready their students for successful entry into the workforce. [source] Human Capital Spillovers within the Workplace: Evidence for Great Britain,OXFORD BULLETIN OF ECONOMICS & STATISTICS, Issue 5 2003Harminder Battu Abstract In this paper, we use a unique matched worker,workplace data set to estimate the effect on own earnings of co-workers' education. Our results, using the 1998 GB Workplace Employee Relations Survey, show significant effects. An independent, significantly positive effect from average workplace education is evident; own earnings premia from years of education fall only slightly when controlling for workplace education. This result suggests that the social returns to education are strongly positive , working with colleagues who each had 1.2 years (1 standard deviation) of more education than the average worker, boosts own earnings by 11.1%. An additional year of any single co-worker's education is worth about 3.2% of an additional own year of education. We also test for interactions between own and co-worker education levels and for ,skills incompatibility' when worker education levels are heterogeneous. The interactions appear negative: own education is not much valued at workplaces where co-workers' education levels are already high. There is no evidence that workplace heterogeneity in worker education levels adversely affects own earnings. This result runs counter to theoretical predictions, and suggests that workers compete in tournaments for high-paying jobs. [source] Preparing Professionals to Face Ethical Challenges in Today's Workplace: Review of the Literature, Implications for PI, and a Proposed Research AgendaPERFORMANCE IMPROVEMENT QUARTERLY, Issue 2 2004Deloise A. Frisque ABSTRACT Ethics is very much in the news today and on the minds of those who teach and/or train current and future professionals to work successfully in today's workplaces. While there seems to be agreement that organizations need to address the topic of ethics, there is also a concern about how best to proceed. Ethics and compliance offices, professional codes, ethics conferences, institutes, and centers, formal and informal ethics courses, and ethics hotlines are only some of the ways in which organizations have responded to the need for ethics preparedness. The diversity of our organizations and the global nature of our economy demands attention to multicultural/international issues as well. In this review, we examine the diverse body of literature research that explores teaching and training practices used to address ethical issues in corporations and institutions of higher education and include a special focus on multicultural environments. We discuss implications for PI professionals and propose a research agenda. [source] Work Situations Triggering Participation in Informal Learning in the Workplace: A Case Study of Public School TeachersPERFORMANCE IMPROVEMENT QUARTERLY, Issue 1 2003Margaret C. Lohman ABSTRACT Interviews and site visits were conducted with 22 teachers to identify the work situations that trigger their engagement in informal learning and the personal characteristics that enhance their motivation to engage in informal learning when dealing with such situations. Analysis of the data found that three types of work situations triggered engagement in informal learning: new teaching tasks, new leadership roles, and adherence to policies and procedures. Motivation to engage in informal learning was enhanced by teachers' initiative, self-efficacy, commitment to life-long learning, and interest in their content area. Implications of the findings for theory, research, and the facilitation of informal learning are discussed. [source] Safety walkarounds predict injury risk and reduce injury rates in the construction industryAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 6 2010K.L. Mikkelsen MD Abstract Background "Safe Workplace",a simplified and educational version of the Finnish building construction methodology involving safety walkarounds where a number of safety indicators are inspected and evaluated,is in widespread use in the Danish construction sector to evaluate physical safety standards proactively at construction work sites. Methods Data from the construction of the Copenhagen Metro were analyzed to determine the method's ability to predict injury risk related to joint responsibilities and individual worker responsibilities. Results A statistically significant association between the risk level as measured by the Safe Workplace methodology and injury risk was found. The relative risk of injury increased with the number of safety indicators violated and was elevated for safety indicators reflecting both individual and joint safety responsibility. The observed injury risk was not elevated in the post-safety walkaround period for safety indicators of individual responsibility, but the joint responsibility indicators retained an elevated injury risk level. Conclusions The data support the hypothesis that safety walkarounds both predict and prevent injuries. Safety indicators of individual responsibility are more likely to be corrected than those of joint responsibility. Am. J. Ind. Med. 53: 601,607, 2010. © 2010 Wiley-Liss, Inc. [source] | |||||||||||||||||||||||||||||||||||||||||||||||||