Subjects: Biology >> Botany >> Applied botany submitted time 2023-05-21 Cooperative journals: 《广西植物》
Abstract： Planting native tree species plantations and Eucalyptus plantations is a common model of forest management in south subtropical China, but the response characteristics and mechanisms of soil fungal community diversity and functions to native tree species and Eucalyptus plantations are still unclear. Based on the 18S rRNA high-throughput sequencing data of soil (0-20cm) in each stand and FUNGuild database, this study took 4 native tree species plantations(Pinus massoniana, Michelia macclurei, Mytilaria laosensis, Castanopsis hystrix) and exotic tree species Eucalyptus urophylla × E. grandis(EUG) plantations in the south subtropical China as the research object, and compared and analyzed the diversity and functional groups of soil fungal communities between native tree species and EUG plantations, as well as the dominant soil environmental factors affecting them. The results were as follows: (1)The dominant phyla of soil fungi in the five stands were both Ascomycota and Basidiomycota, but there were differences in the dominant orders of soil fungi between different native tree species and EUG plantations. (2) The α diversity of soil fungal communities in EUG plantation was higher than that in native tree plantations, and the community composition was significantly different from the native tree plantations(P<0.05). (3)The relative abundance of saprotroph in the native tree plantations was higher than that of EUG plantation, and the relative abundance of soil arbuscular mycorrhizal fungi in Michelia macclurei and Mytilaria laosensis plantations was markedly higher than that of EUG plantation. The relative abundance of soil symbiotroph, ectomycorrhizal fungi and wood saprotroph in EUG plantation was remarkably higher than that in the native tree plantations. (4) pH was the crucial soil environmental factor regulating the difference of soil fungal community diversity and functional group between EUG and native tree plantations. In general, there were significant differences in the structure and function of soil fungal community between native tree plantations and EUG plantations, which indicated that different stand types had great effects on soil fungal community and function. In conclusion, it is concluded that the soil nutrient level can be improved by converting the EUG plantation into native tree species plantations in the south subtropical China, and the soil ecological function could be improved by choosing Michelia macclurei or Mytilaria laosensis plantation as native tree species plantation.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Feeling trusted by supervisors is not only beneficial for employees’ job attitude and performance, but also for organizational effectiveness. Feeling ability-distrusted, defined as “the extent to which a subordinate perceives that their leader evaluates their ability to be untrustworthy”, is a crucial part of trust research. Previous research has revealed that feeling ability-distrusted by supervisors is detrimental to employees’ self-concept. Nevertheless, this prevailing assumption leaves our understandings of trust incomplete. Traditional Chinese management practice (e.g., “Jijiangfa”) has suggested that supervisors’ distrust may encourage employees to exhibit their better self. However, limited attention has been paid to the potential positive influence of employees' feeling ability- distrusted by their supervisors on their self-concept. For example, when employees perceive ability-distrust from their supervisors, they may lose their confidence in their abilities, or, on the other hand, may be motivated to prove their abilities. Thus, an important question is: Does feeling ability-distrusted by supervisors have both positive and negative effects on subordinates’ self-concept, and if so, why? To address this question, drawing from self-evaluation and psychological reactant theories, we examine the effects of feeling ability-distrusted by supervisors on employees’ job self-efficacy and desire to prove their abilities, which in turn influence employee work effort and job performance. Furthermore, we examine the moderating effect of perceived supervisor competence on the relationship between feeling ability-distrusted by supervisors and employees’ job self-efficacy or employees’ desire to prove their abilities. We conducted one experiment and two multi-wave field studies to test our hypothesis. In Study 1, we designed a 2 × 2 experiment, with 4 different scenarios. The scenarios described the interaction at work between a fictional employee named Wang Chen and his supervisor. We recruited 164 undergraduates from a university and assigned participants randomly to each of the scenarios. Each participant read the scenario and took on the role of Wang Chen. Next, participants reported their job self-efficacy, desire to prove their abilities, manipulation check, and demographics. In Study 2, we initially recruited 227 employees and their immediate supervisors from an insurance company in southern China. Employees were asked to report on their feeling ability-distrusted by their supervisors, job self-efficacy, desire to prove abilities, work effort, perceived supervisor competence, and demographics. One week later, supervisors were asked to report their subordinates’ job performance. Before responding to the surveys, participants were informed that the survey data would be confidential and only used for academic research., There were 195 pairs of matched and usable data for our final sample. In Study 3, we surveyed 266 employees and their supervisors across 65 workgroups. The employees reported on feelings of ability-distrust by their supervisors, perceived supervisor competence, and their demographics. One month later, employees were required to assess self-efficacy on the job, desire to prove their abilities and work effort. Supervisors were then invited to rate employees’ job performance. Results showed that when perceived supervisor competence was high, feeling ability-distrusted by supervisors was negatively associated with job self-efficacy, which in turn, decreased employee work effort and task performance. On the other hand, when perceived supervisor competence was low, feeling ability-distrusted by supervisors was positively associated with employee’s desire to prove their abilities, which in turn increased employee work effort and task performance. This study makes several theoretical contributions. First, we contribute to the literature on trust by challenging the consensus that feeling ability-distrusted by supervisors is unequivocally detrimental to employees’ self- concept. Second, we contribute by identifying an important boundary condition for the effects of feeling ability- distrusted by supervisors. From the perspective of perceived credibility of evaluation information, we found that perceived supervisor competence moderated the effects of feeling ability distrusted. Finally, we contribute to the literature on work effort by identifying an important but neglected antecedent of employee work effort. We suggest that beyond leaders’ positive behavior, their negative behaviors (e.g., expressed distrust) may also lead to employees’ increased work effort when employees perceive supervisor competence to be low.
Subjects: Psychology >> Management Psychology submitted time 2021-08-13
Abstract： "
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Inequality is the biggest challenge for global social and economic development, which has the potential to impede the goal of global sustainable development. One way to reduce such inequality is to use artificial intelligence (AI) for decision-making. However, recent research has found that while AI is more accurate and is not influenced by personal bias, people are generally averse to AI decision-making and perceive it as being less fair. Given the theoretical and practical importance of fairness perceptions of AI decision-making, a growing number of researchers have recently begun investigating how individuals form fairness perceptions in regard to AI decision-making. However, existing research is generally quite scattered and disorganized, which has limited researchers’ and practitioners’ understanding of fairness perceptions of AI decision-making from a conceptual and systematic perspective. Thus, this review first divided the relevant research into two categories based on the type of decision makers. The first category is fairness perception research in which AI is the decision-maker. Drawn upon moral foundations theory, fairness heuristic theory, and fairness theory, these studies explain how AI characteristics (i.e., transparency, controllability, rule, and appropriateness) and individual characteristics (demographics, personalities, and values) affect individuals’ fairness perceptions. Existing research revealed that there were three main underlying cognitive mechanisms underlying the relationship between AI or individual characteristics and their fairness perceptions of AI decision-making: (a) individual characteristics and AI appropriateness affect individuals’ fairness perceptions via their moral intuition; (b) AI transparency affects individuals’ fairness perceptions via their perceived understandability; and (c) AI controllability affects individuals’ fairness perceptions via individuals’ needs fulfillment. The second category is fairness perception research that compares AI and humans as decision-makers. Based on computers are social actors (CASA) hypothesis, the algorithm reductionism perspective, and the machine heuristic model, these studies explained how individuals’ different perceptions of attributes between AI and humans (i.e., mechanistic attributes vs. societal attributes, simplified attributes vs. complex attributes, objective attributes vs. subjective attributes) affect individuals’ fairness perceptions and have revealed some inconsistent research findings. Specifically, some studies found that individuals perceive AI decision makers as being mechanical (i.e., lack of emotion and human touch) and simplified (i.e., decontextualization) than human decision makers, which leads individuals perceive that the decisions made by humans rather than AI are fairer. However, other studies found that compared to human decision makers, individuals regard AI decision makers as being more objective (i.e., consistent, neutral, and free of responsibility) than human decision makers, which leads individuals perceive that the decisions made by AI rather than human are fairer. Also, a small number of studies found that there is no significant difference in individuals’ fairness perceptions between AI decision makers and human decision makers. Such mixed findings reveal that individuals’ fairness perceptions of decision-making may be dependent on the specifical attributes of AI that individuals perceived in different contexts. Based on this systematic review, we proposed five promising directions for future research to help expand fairness perception literature in the context of AI decision-making. That is, (a) exploring the affective mechanisms underlying the relationship between AI or individual characteristics and their fairness perceptions of AI decision-making; (b) exploring the antecedents of interactional fairness perceptions of AI decision-making; (c) exploring fairness perceptions when robotic AI is the decision maker; (d) clarifying the boundary conditions when AI decision-making is considered to be fairer than human decision-making, versus when human decision-making is considered to be fairer than AI decision-making; and (e) exploring fairness perceptions when AI and humans make decisions jointly. We hope this review contribute to the understanding of individuals' fairness perceptions of AI decision-making theoretically and practically.
Subjects: Psychology >> Management Psychology submitted time 2021-11-26
Abstract： "
Peer Review Status:Awaiting Review
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