title: Performance at the cost of well-being? Testing the multi-level effects of HR practices on organisational performance via employee experiences and well-being

authors: Sutton, Anna

abstract: Purpose
While the potential for HR practices (HRPs) to improve organisational performance is well-established, the mechanisms by which this occurs are complex. Individual HRPs may affect organisational performance either by mutual gains (improving both organisational performance and employee well-being) or by conflicting outcomes (organisational performance is improved at the expense of employee well-being). Models which combine HRPs may mask these differences and this study therefore tests pathways for four individual HRPs.
Design/methodology/approach 
HRPs (employee involvement, pay, performance management and training) were hypothesised to influence organisational performance directly and indirectly via employee experiences of work (communication, autonomy) and employee well-being. The study used a large secondary dataset, the UK Workplace Employee Relations Survey 2011, to test these relationships in a multi-level model.
Findings
Employee experiences of work strongly predicted well-being. In addition, three different pathways from HRP to organisational performance were identified. Pay showed indirect negative effects, involvement had direct positive effects and performance management had a mixture of both positive direct and negative indirect effects on performance.
Originality/value
Using a disaggregated analysis of HRP and demonstrating their differing effects, this study questions the feasibility of a universal model of HRP effects. By using multi-level modelling (MLM), the study develops understanding of employee perspectives and integrates these into organisational-level models, demonstrating that performance effects are partially mediated by both employee experiences of work and employee well-being. Finally, the study highlights the complexity of performance effects achieved via both employee benefits and an intensification of employee experiences.

text: Performance at the cost of well-being? Testing the multi-level effects of HR practices on organisational performance via employee experiences and well-being Purpose
While the potential for HR practices (HRPs) to improve organisational performance is well-established, the mechanisms by which this occurs are complex. Individual HRPs may affect organisational performance either by mutual gains (improving both organisational performance and employee well-being) or by conflicting outcomes (organisational performance is improved at the expense of employee well-being). Models which combine HRPs may mask these differences and this study therefore tests pathways for four individual HRPs.
Design/methodology/approach 
HRPs (employee involvement, pay, performance management and training) were hypothesised to influence organisational performance directly and indirectly via employee experiences of work (communication, autonomy) and employee well-being. The study used a large secondary dataset, the UK Workplace Employee Relations Survey 2011, to test these relationships in a multi-level model.
Findings
Employee experiences of work strongly predicted well-being. In addition, three different pathways from HRP to organisational performance were identified. Pay showed indirect negative effects, involvement had direct positive effects and performance management had a mixture of both positive direct and negative indirect effects on performance.
Originality/value
Using a disaggregated analysis of HRP and demonstrating their differing effects, this study questions the feasibility of a universal model of HRP effects. By using multi-level modelling (MLM), the study develops understanding of employee perspectives and integrates these into organisational-level models, demonstrating that performance effects are partially mediated by both employee experiences of work and employee well-being. Finally, the study highlights the complexity of performance effects achieved via both employee benefits and an intensification of employee experiences.

year: 2023-02-14

title: Development of a Rhizosheath Selection Tool for screening perennial ryegrass (Lolium perenne L.) for reduced root competition against white clover (Trifolium repens L.) for soil phosphorus

authors: Yeates, Rebecca Maree

subjects: Agriculture

abstract: Perennial ryegrass (Lolium perenne L.) outcompetes white clover (Trifolium repens L.) for soil phosphorus [P], resulting in higher P fertiliser rates to overcome the competition. Perennial ryegrass has long, dense root hairs compared to white clover, which increase the root contact with soil (soil exploration) and root surface area for P uptake. This study was conducted to test whether the selection of perennial ryegrass with reduced root hair length and density would reduce root competition for P with no detrimental effect on the perennial ryegrass growth. 
A Rhizosheath Selection Tool [RST] was developed to select ryegrass populations with contrasting root hair length and density. The RST protocol used rhizosheath traits (the width and coverage of soil adhered to the extracted root system) along with the total seedling weight to select two distinct ryegrass populations. The low rhizosheath population had shorter, sparser root hairs on seminal roots and sparser root hairs on adventitious roots than the high rhizosheath population.
The two populations were then grown at five soil P levels in a glasshouse experiment and demonstrated that the rhizosheath trait selection had no detrimental effect on growth. There were no significant differences between the two population’s dry weight (g) and P concentration (mg P g-1 dry weight). However there was evidence to indicate that the high rhizosheath population was sometimes more efficient at P uptake with a larger total P content (mg P). 
The two perennial ryegrass populations were then grown with companion white clover in Olsen P 12 and 19 mg L⁻¹ soil with partitions separating the shoot systems to avoid shoot competition for light. The low rhizosheath population had reduced root competition with the companion white clover. In Olsen P 12 mg L⁻¹ soil, more P was partitioned to the white clover than the ryegrass, measured by total P content (mg P), and achieved a greater dry weight (g) than when grown with the HRS ryegrass. In Olsen P 19 mg L⁻¹ soil there was no rhizosheath selection effect on white clover growth, possibly because of the reduced need for soil exploration by roots under the higher soil P availability. 
The findings from this study confirmed that the RST for the selection of a perennial ryegrass population with a reduced capacity for root competition against white clover for soil P is effective. Furthermore, the RST selection had no detrimental effect to the ryegrass growth. This research highlights the importance of root traits in forage plant breeding, and the potential environmental and economic benefits a low rhizosheath perennial ryegrass could have in New Zealand’s pastoral farming system.

text: Development of a Rhizosheath Selection Tool for screening perennial ryegrass (Lolium perenne L.) for reduced root competition against white clover (Trifolium repens L.) for soil phosphorus Perennial ryegrass (Lolium perenne L.) outcompetes white clover (Trifolium repens L.) for soil phosphorus [P], resulting in higher P fertiliser rates to overcome the competition. Perennial ryegrass has long, dense root hairs compared to white clover, which increase the root contact with soil (soil exploration) and root surface area for P uptake. This study was conducted to test whether the selection of perennial ryegrass with reduced root hair length and density would reduce root competition for P with no detrimental effect on the perennial ryegrass growth. 
A Rhizosheath Selection Tool [RST] was developed to select ryegrass populations with contrasting root hair length and density. The RST protocol used rhizosheath traits (the width and coverage of soil adhered to the extracted root system) along with the total seedling weight to select two distinct ryegrass populations. The low rhizosheath population had shorter, sparser root hairs on seminal roots and sparser root hairs on adventitious roots than the high rhizosheath population.
The two populations were then grown at five soil P levels in a glasshouse experiment and demonstrated that the rhizosheath trait selection had no detrimental effect on growth. There were no significant differences between the two population’s dry weight (g) and P concentration (mg P g-1 dry weight). However there was evidence to indicate that the high rhizosheath population was sometimes more efficient at P uptake with a larger total P content (mg P). 
The two perennial ryegrass populations were then grown with companion white clover in Olsen P 12 and 19 mg L⁻¹ soil with partitions separating the shoot systems to avoid shoot competition for light. The low rhizosheath population had reduced root competition with the companion white clover. In Olsen P 12 mg L⁻¹ soil, more P was partitioned to the white clover than the ryegrass, measured by total P content (mg P), and achieved a greater dry weight (g) than when grown with the HRS ryegrass. In Olsen P 19 mg L⁻¹ soil there was no rhizosheath selection effect on white clover growth, possibly because of the reduced need for soil exploration by roots under the higher soil P availability. 
The findings from this study confirmed that the RST for the selection of a perennial ryegrass population with a reduced capacity for root competition against white clover for soil P is effective. Furthermore, the RST selection had no detrimental effect to the ryegrass growth. This research highlights the importance of root traits in forage plant breeding, and the potential environmental and economic benefits a low rhizosheath perennial ryegrass could have in New Zealand’s pastoral farming system.

year: 2018

title: Approaching Māori language through meaning: The predominance of Indo-European models of relationships within propositions

authors: Whaanga, Hēmi

subjects: Te reo Māori

abstract: In every language, there are relationships between predicators (such as, for example, 'go'/'haere') and arguments (such as, for example, ‘James'/'Hēmi’). One such relationship that has been proposed is that of agency. Thus, in 'James goes'/ ‘E haere ana a Hēmi’), 'James'/'Hēmi' can be said to be the agent of the action 'go'/'haere'. Much of the international literature on relationships of this type is based on research on English and it has been claimed that the relationships that have been identified are universals. However, there may be differences among languages, differences that are attributable to the fact that different languages encode different ways of perceiving divisions in perceptual space. My aim here is to demonstrate, with reference to a number of different models of predicator/ argument relations, that most of them are based on assumptions that derive from the structure of Indo-European languages, English in particular. In Part 2 of this paper (to appear in a subsequent issue of this Journal), the implications of this discussion will be examined with reference to an analysis of Māori in terms of relationships within propositions.

text: Approaching Māori language through meaning: The predominance of Indo-European models of relationships within propositions In every language, there are relationships between predicators (such as, for example, 'go'/'haere') and arguments (such as, for example, ‘James'/'Hēmi’). One such relationship that has been proposed is that of agency. Thus, in 'James goes'/ ‘E haere ana a Hēmi’), 'James'/'Hēmi' can be said to be the agent of the action 'go'/'haere'. Much of the international literature on relationships of this type is based on research on English and it has been claimed that the relationships that have been identified are universals. However, there may be differences among languages, differences that are attributable to the fact that different languages encode different ways of perceiving divisions in perceptual space. My aim here is to demonstrate, with reference to a number of different models of predicator/ argument relations, that most of them are based on assumptions that derive from the structure of Indo-European languages, English in particular. In Part 2 of this paper (to appear in a subsequent issue of this Journal), the implications of this discussion will be examined with reference to an analysis of Māori in terms of relationships within propositions.

year: 2001-09