| 1. |
- Eklund, Greta, et al.
(författare)
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Nuclear localization of {gamma}-tubulin affects E2F transcriptional activity and S-phase progression.
- 2011
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Ingår i: FASEB Journal. - : Wiley. - 1530-6860 .- 0892-6638. ; 25:11, s. 3815-3827
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Tidskriftsartikel (refereegranskat)abstract
- We show that the centrosome- and microtubule-regulating protein γ-tubulin interacts with E2 promoter binding factors (E2Fs) to modulate E2F transcriptional activity and thereby control cell cycle progression. γ-Tubulin contains a C-terminal signal that results in its translocation to the nucleus during late G(1) to early S phase. γ-Tubulin mutants showed that the C terminus interacts with the transcription factor E2F1 and that the E2F1-γ-tubulin complex is formed during the G(1)/S transition, when E2F1 is transcriptionally active. Furthermore, E2F transcriptional activity is altered by reduced expression of γ-tubulin or by complex formation between γ-tubulin and E2F1, E2F2, or E2F3, but not E2F6. In addition, the γ-tubulin C terminus encodes a DNA-binding domain that interacts with E2F-regulated promoters, resulting in γ-tubulin-mediated transient activation of E2Fs. Thus, we report a novel mechanism regulating the activity of E2Fs, which can help explain how these proteins affect cell cycle progression in mammalian cells.-Höög, G., Zarrizi, R., von Stedingk, K., Jonsson, K., Alvarado-Kristensson, M. Nuclear localization of γ-tubulin affects E2F transcriptional activity and S-phase progression.
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| 2. |
- Holm, Kristoffer, et al.
(författare)
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Can Job Demands and Job Resources Predict Bystander Behaviour in Workplace Bullying? A Longitudinal Study
- 2023
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Ingår i: International Journal of Bullying Prevention. - : Springer Nature. - 2523-3653 .- 2523-3661.
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Tidskriftsartikel (refereegranskat)abstract
- Bystanders can affect workplace bullying by engaging in active or passive behaviours. However, there is a knowledge gapregarding how perceived work environment factors relate to bystander behaviour. The study aim was to investigate how job demands, and job resources are associated with bystander behaviour in workplace bullying. An online questionnaire wasdistributed to a sample of health care workers at two time points. Longitudinal data were obtained from 1144 respondents. Cross-lagged panel models were used to investigate associations between job demands, job resources, and bystander behaviours over time. The results showed that social support was positively related to active behaviours, whereas influence at work was negatively related to both active and passive behaviours. Perceived illegitimate tasks were negatively related to active and positively related to passive behaviours, whereas emotional demands had an unanticipated opposite pattern of relationships. The findings provide new information about how factors in the organisational and social work environment are associated with active and passive bystander behaviours in workplace bullying. Specifically, the results expand current understanding of workplace bullying by relating bystander behaviour to the organisational context.
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| 3. |
- Holm, Kristoffer, et al.
(författare)
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Exploring How Individual and Contextual Factors Affect the Outcomes of a Workplace Civility Intervention
- 2024
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Konferensbidrag (refereegranskat)abstract
- Workplace civility training has been highlighted as one important measure to prevent theoccurrence of workplace bullying and harassment (Walsh & Magley, 2018). Indeed,intervention studies with the aim to increase civility have shown beneficial effects in the formof increased civility, reduced incivility from supervisors, as well as enhanced work-relatedattitudes over time (Leiter et al., 2011; 2012). Given that low intensity mistreatment mayescalate into workplace bullying (Holm et al., 2022; Zapf & Gross, 2001), civility interventionscould play an important role in reducing the risk of workplace bullying. However, as Walshand Magley (2018) point out, little is known about which factors that influence theeffectiveness of civility training. Thus, more knowledge is needed about both attitudinal andcontextual factors that may influence the effectiveness of workplace civility interventions.Consequently, the present study aims to explore both individual and contextual factors thatmay influence the outcome of a civility intervention
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| 4. |
- Holm, Kristoffer, et al.
(författare)
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How are witnessed workplace bullying and bystander roles related to perceived care quality, work engagement, and turnover intentions in the healthcare sector? : A longitudinal study
- 2023
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Ingår i: International Journal of Nursing Studies. - : Elsevier. - 0020-7489 .- 1873-491X. ; 138
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Tidskriftsartikel (refereegranskat)abstract
- BackgroundWorkplace bullying is widespread in the healthcare sector and the negative effects are well known. However, less attention has been paid to bystanders who witness bullying in the workplace. Bystanders can affect the bullying process by engaging in active, passive, or destructive behaviors. There is a need to study work-related and organizational consequences of witnessing bullying and bystander behaviors.ObjectiveThe aim was to explore how witnessed workplace bullying and bystander behaviors are associated with work-related and organizational consequences, such as perceived quality of care, work engagement, and turnover intentions, among healthcare workers over time.DesignLongitudinal design. An online questionnaire was administered twice over the course of six months.Setting(s)Employees in the healthcare sector in Sweden, such as physicians, nurses, and assistant nurses, responded to the questionnaire.Participants1144 participants provided longitudinal data.MethodsStructural equation modeling was used to explore the associations between witnessed bullying, bystander behavior, work-related and organizational factors over time.ResultsWitnessed workplace bullying (B = − 0.18, 95 % CI [− 0.23 to − 0.12]) and the bystander outsider role (B = − 0.24, 95 % CI [− 0.29 to − 0.19]) were statistically significantly related to a decrease in perceived quality of care. Work engagement was statistically significantly predicted by all three bystander roles over time; positively by the defender role (B = 0.11, 95 % CI [0.05–0.17]), and negatively by the outsider role (B = − 0.23, 95 % CI [− 0.29 to − 0.16]), and the assistant role (B = − 0.32, 95 % CI [− 0.41 to − 0.24]). The outsider role (B = 0.12, 95 % CI [0.02–0.22]), the assistant role (B = 0.17, 95 % CI [0.03–0.30]), and witnessed workplace bullying (B = 0.18, 95 % CI [0.08–0.29]), all positively predicted increased turnover intentions at a subsequent time point.ConclusionsIn addition to the direct negative impact workplace bullying has on those targeted by it, witnessing bullying and taking different bystander roles can have work-related and organizational consequences by influencing perceived care quality, employees' work engagement, and their intention to leave the organization.
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| 5. |
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| 6. |
- Holm, Kristoffer, et al.
(författare)
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“Is it just me?” : How does experienced and witnessed workplace bullying relate toemployee well-being in a sample of Swedish healthcare workers?
- 2023
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Extant research has demonstrated adverse effects for those that are exposed toworkplace bullying (Mikkelsen et al., 2020). Additionally, studies have also found anegative relationship between witnessing workplace bullying and well-being (Sprigg et al.,2016). This suggest that not only targets of workplace bullying, but also bystanders, canexperience distress. Although knowledge about workplace bullying bystanders is steadilyincreasing (Ng et al., 2020), no studies to date have yet examined the combined effect ofboth witnessing and experiencing workplace bullying on employee well-being. Therefore,the aim of the present study was to identify different clusters of workplace bullyingexposure, and investigate whether levels of well-being differ over clusters. A final aim wasto explore the transitions of employees between clusters over time. A questionnaire wasdistributed to Swedish healthcare professionals at two time points, resulting in 1590responses at t1 and 1616 at t2. The questionnaire included measures of experiencedworkplace bullying, witnessed workplace bullying, and well-being. Four clusters can beidentified at t1. Respondents that report experienced but not witnessed bullying (N = 36),bystanders who have not experienced bullying (N = 171), double-exposed who have bothexperienced and witnessed bullying (N = 86), as well as respondents who have neitherwitnessed nor experienced bullying (N = 1295). The study found the levels of well-being tostatistically differed across clusters. During the presentation, the transition betweenclusters over time will also be discussed. This study adds to the literature by exploringcombinations of experienced and witnessed workplace bullying. The results of the studycould be useful in understanding the development of the workplace bullying process, andto what extent experiencing and witnessing workplace bullying relate to well-beingadditively, as well as in isolation.
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| 7. |
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| 8. |
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| 9. |
- Holm, Kristoffer, et al.
(författare)
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Short and Long-Term Outcomes of a Workplace Civility Intervention in Three Different Organizations
- 2024
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Konferensbidrag (refereegranskat)abstract
- Background: Workplace mistreatment continues to be a problem that negatively affectsindividuals across the globe. Workplace civility interventions have been suggested as onepossible countermeasure, with the possibility to reduce workplace incivility and promote aculture of civility and respect within workgroups (Osatuke et al., 2009; 2013). Such interventions have been found to be effective in facilitating both short and long-term change (Leiter et al., 2011; 2012). However, civility interventions have almost exclusively targeted healthcare professions such as nurses and hospital staff. Consequently, there is still a lack ofknowledge about how civility interventions are received in different contexts, and whether theyare effective, over both short and long-term, in occupational groups outside of hospitalsettings.The aim of the present study was to evaluate the effects of a civility intervention delivered tothree different organizations, in order to investigate whether the intervention was associatedwith reduced levels of workplace incivility, as well as increased levels of civility and norms forrespect over time.Method: The study had a quasi-experimental wait-list control design, meaning that workplaceswere allocated to either an intervention group or a control group. Individuals in the interventiongroup participated in a series of monthly workshops over the course of six months focusing on workplace (in)civility and workplace culture. After the intervention group had completed theintervention, it was implemented in the control group. Questionnaires were administered priorto the intervention (time 1), after the intervention group had completed their participation (time2), and six months later, when the control group had also completed the intervention (time 3).The questionnaires measured workplace incivility, workplace civility, and norms for respect.Participants were employed in workplaces within two different municipal organizations, and oneconstruction company, in Sweden. One of the municipal organizations employed staff atdisability care homes (N = 51). The other municipal organization employed nurses,physical/occupational therapists, and case officers (N = 160). The construction companyemployed carpenters, supervisors, and site managers (N = 46).Results: During the presentation, results from all three measurement waves will be presented,exploring whether the intervention is associated with change in workplace incivility, civility andnorms for respect over time. Trajectories for both the intervention group and the wait-list controlgroup will be investigated. Possible differences between organizations will also be analysed.Conclusion: Although workplace interventions can be one way to address workplace incivilityand reduce workplace mistreatment, they can require consistent effort and maintenance to beeffective. The presentation will, on the basis of the results, discuss possible factors influencingthe efficacy of civility interventions.Funding: The study was funded by AFA Insurance under Grant 210121.
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| 10. |
- Holm, Kristoffer, et al.
(författare)
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Testing the effects of an intervention aimed to increase civility in Swedish workplaces
- 2023
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Ingår i: The future is now - the changing world of work.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Research goals and why the work was worth doingOver the past two decades, research has demonstrated that workplace incivility is a ubiquitous work environment issue, which can have deleterious consequences for both individuals and organizations (Schilpzand et al., 2016; Cortina et al., 2017). Workplace incivility refers to low-intensity rude behavior in the workplace (Andersson & Pearson, 1999). The effects of incivility can be far-reaching, as it may spread in the workplace (Foulk et al., 2016; Holm et al., 2021). One promising avenue to address incivility has been the use of civility interventions. Actively promoting civility in the workplace may reduce the risk for incivility, and increase civility and respect (Leiter et al., 2011; 2012). However, recent research has shown less consistent results of civility interventions when applied in other cultural contexts than North America (e.g., Sawada et al., 2021), or in other workplaces than hospitals (e.g., Grantham, 2019). More information is therefore needed on the effects of implementing civility interventions in the workplace, particularly exploring mechanisms and moderators in the intervention process. The aim of the present study is to test the effects of an intervention aimed to increase civility in Swedish workplaces. Theoretical backgroundThe present study is based on the principles developed in the Civility, Respect and Engagement in the Workplace (CREW) intervention (Osatuke et al., 2013). CREW was developed by the United States Department of Veteran Affairs in 2005. CREW was a culture-based workplace intervention promoting civility in the workplace in the departments’ VA-hospitals, with documented successful outcomes (Osatuke et al., 2009). Two research studies tested the effect of the CREW intervention in hospitals in North America, showing both short- and long-term effects of the intervention on workplace behavior, attitudes, and absence (Leiter et al., 2011; 2012). However, little is still known about how civility interventions operate in other contexts than hospitals, and which mechanisms or boundary conditions that influence the impact of civility interventions. Design/Methodology/Approach/InterventionThe present study has a quasi-experimental waitlist-control design. Participating workplaces are assigned to one of two conditions, an intervention condition or waitlist. The intervention group participates in a series of monthly workshops during the period of September 2022 – January 2023. The workshops address topics such as workplace culture, with the aim to promote workplace civility and reduce the risk of workplace incivility. The waitlist serves as the control group. Pre- and post-surveys are conducted to investigate possible effects of the intervention on measures of workplace (in)civility, norms for civility, social work environment factors, as well as work-related well-being. Results (expected)Baseline survey data have currently been gathered from about 200 individuals across 13 workplaces in a Swedish municipality. The intervention group is currently undergoing the workshop series. The follow up post-survey is planned for January of 2023. When post-measures have been completed, possible change in measures of workplace civility, norms for civility, and workplace incivility will be explored. Change in social work environment factors, as well as work-related well-being, will also be explored. The intervention is expected to result in increased civility and norms for civility, as well as reduced incivility over time. LimitationsWorkplaces were not assigned to the intervention or control condition via cluster randomization. Instead, it was based on practical aspects such as feasibility and scheduling in the participating organizations. Moreover, the follow-up measure is carried out only a few weeks after completion of the final workshop. Possible effects on behavior or well-being may take longer time to develop. Lastly, the measures are self-reported by participants. Conclusions – research and or practical implications/Originality/ValueResults from the post-measure surveys will be presented at the congress. The originality of the project lies in exploring the effects of an updated version of a civility intervention, in a context outside of hospital settings in North America. The study will also provide information about potential mechanisms and moderators involved in the intervention process. Practically, the knowledge that results from the study could be of use in future attempts to improve the social work environment in workplaces by working with the workplace culture. Relevance to the Congress ThemeThe study is relevant to several of the congress themes, e.g. 6. Group dynamics, 8. Organizational design and development, 15. Stress and dysfunction, and 18. Well-being. Relevant UN SDGsGoal 3. Good health and well-beingGoal 8. Decent work and economic growth
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| 11. |
- Holm, Kristoffer, et al.
(författare)
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Utveckling och tillämpning av en evidensbaserad metod för att främja hövlighet i organisationer : En projektöversikt och resultat från en pilotstudie
- 2022
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Ingår i: Konferens FALF 2022 13–15 juni Kiruna Framtidens arbete – arbetets framtid.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- InledningInternationell forskning har under de senaste åren visat att ohövliga beteenden i arbetslivet är en tydlig källa till stress, knutet till negativa konsekvenser för både individer och organisationer (Schilpzand m fl., 2016). Ohövliga beteenden kan beskrivas som både avsiktliga och oavsiktliga lågintensiva negativa beteenden som bryter mot normer för respekt på arbetsplatsen (Andersson & Pearson, 1999), t ex nedlåtande kommentarer, att inte bli lyssnad till, eller ett nonchalant eller avfärdande bemötande från kollegor (Cortina m fl., 2013). Ohövlighet skiljer sig från grövre typer av kränkningar, som arbetsplatsmobbning, genom att det har en lägre intensitet, och att intentionen bakom beteendet är mer tvetydig (Leiter m fl., 2015).Forskning har även visat att ohövliga beteenden är vanligt förekommande på den svenska arbetsmarknaden (Torkelson m fl., 2016). En svensk avhandling visade nyligen att vittnen till ohövliga beteenden har en ökad tendens att själv utöva ohövliga beteenden mot andra, och att ohövlighet kan knytas till arbetsplatsens kultur (Holm, 2021). Trots att ohövliga beteenden är vanligt förekommande och riskerar att spridas, har relativt få systematiska insatser utvecklats för att förebygga och motverka ohövliga beteenden i arbetslivet. Ett undantag är den amerikanska interventionsmodellen Civility, Respect and Engagement in the Workplace (CREW), som utvecklats specifikt för att främja hövlighet och respekt i bemötandet mellan kollegor inom den amerikanska sjukvården (Osatuke m fl., 2009; 2013). CREW har utvärderats i par studier, där insatsen visat på effekter som en ökad nivå av hövliga beteenden över tid, mindre ohövlighet, ökad tillit till ledningen, ökad arbetstillfredsställelse och mindre frånvaro (Osatuke m fl., 2009; Leiter m fl., 2011). Förändringen av rapporterad hövlighet visade även på en trend som fortsatte att utvecklas i positiv riktning ett år efter insatsen avslutats (Leiter m fl., 2012).Det saknas däremot fortfarande kunskap om vilka faktorer (organisatoriskt och socialt) som leder till en positiv förändring, och hur effektiv insatsen är utanför sjukvården, såväl som i andra nationella kontexter. Det finns därför ett behov av att vidareutveckla interventionen, pröva den på den svenska arbetsmarknaden, och identifiera vilka faktorer som får metoden att fungera. Med bakgrund av detta pågår ett forskningsprojekt som syftar till att utveckla och implementera en hövlighetsinsats i ett antal olika organisationer, som präglas av olika förutsättningar, styrning, målbilder, och arbetsformer. Detta för att möjliggöra en utvärdering av insatsens gångbarhet i olika organisatoriska kontexter. SyfteProjektet har två huvudsakliga syften. Det första syftet är att utveckla och implementera en hövlighetsintervention, och undersöka om förändringen av beteenden och arbetsrelaterad hälsa påverkar, eller påverkas av, den organisatoriska och sociala arbetsmiljön. Projektet syftar även till att, utifrån interventionens resultat, sammanställa ett metodstöd med konkreta riktlinjer för hur organisationer kan arbeta preventivt mot kränkande särbehandling och ohälsa. MetodInsatsen kommer att genomföras som en workshopserie med arbetsgrupper under sex månaders tid, och jämföras med kontrollgrupper i samma verksamheter. Projektet tillämpar en väntliste-kontroll-design, vilket innebär att personer som ingår i kontrollgruppen också erbjuds möjlighet att delta i insatsen när insatsgruppen slutfört sin workshopserie. Insatsen består av diskussionsmoment under månadsvisa träffar med fokus på kommunikation och socialt klimat på arbetsplatsen. Insatsen tar utgångspunkt i individernas egna erfarenheter, där de är aktiva agenter i processen. Arbetsgrupperna bidrar därmed genom att identifiera vad de ser som hövligt, och sätter själva mål för hövlighet som utgår från gruppens delade upplevelser av vad hövlighet är (Osatuke m fl., 2009). Totalt planeras insatsen att genomföras i fem organisationer. Det rör sig om två större förvaltningar i Malmö stad som bedriver människobehandlande arbete, såväl som förskoleverksamheter, en organisation med kulturarbetare, och ett privat företag med tekniskt orienterat arbete. För att utvärdera insatsen genomförs enkäter före, direkt efter, och sex månader efter insatsen. Uppföljande intervjuer kommer även att genomföras med medverkande i insatsen. ResultatUnder våren 2022 genomförs en pilotstudie för att pröva ut det frågeformulär som planeras att användas i projektet. Pilotdata kommer att samlas in från ett bekvämlighetsurval av yrkesverksamma individer. Resultat kring frågeformulärets psykometriska egenskaper, såväl som samband mellan hövlighet/ohövlighet, normer kring hövlighet, och social arbetsmiljö kommer att presenteras. Initiala resultat från pilotstudien kring samband mellan hövlighet, ohövlighet, normer och den sociala arbetsmiljön förväntas generera viktig kunskap om vilka potentiella effekter insatsen kan komma att resultera i. FinansieringProjektet finansieras av AFA försäkring (dnr 210121).
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| 12. |
- Holm, Kristoffer, et al.
(författare)
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Witnessing Workplace Bullying : Antecedents and Consequences related to the Organizational Context of the Health Care Sector
- 2022
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Ingår i: 13th International Association on Workplace Bullying and Harassment Conference, September 20-24, 2022, Book of Abstracts. ; , s. 87-88
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Background and AimsWorkplace bullying is a severe global problem that affect individuals, organizations and society (e.g. Salin & Notelears, 2020). Studies have indicated that workplace bullying is more prevalent in health care than in other sectors. According to a recent systematic review of bullying among health care employees, up to one in four health care professionals are exposed to bullying regularly (Lever et al., 2018).There has been a growing interest in the area of bystanders of workplace bullying (Coyne et al. 2017), but the role of the bystander, and research focusing on understanding the rationale for bystander behavior, remains an important area of investigation (Thompson et al., 2020). Specifically, additional research is needed in order to achieve a deeper understanding of the connection between the organizational context and bystanders’ behavior. Consequently, the aim of this study is to investigate how different organizational factors relate to bystanders’ behavior in a bullying situation.In order to analyze the organizational context in relation to workplace bullying and bystanders’ behavior, the Job Demands-Resources theory (JD-R; Bakker & Demerouti, 2017), and the theory of Psychosocial Safety Climate (PSC; Dollard & Bakker, 2010) form the theoretical framework for the study.Design/MethodologyThe present study is a quantitative survey study conducted in the health care sector, with physicians, nurses and assistant nurses as participants. Longitudinal data have been collected through questionnaires at two occasions, about six months apart (N = 1144 responded at both t1 and t2). Demographic questions, as well as scales from the Copenhagen Psychosocial Questionnaire (COPSOQ II; Pejtersen et al., 2010), and measures of bystander behavior in response to witnessed bullying (Salmivalli et al., 1996; 2011), were included in the survey at both time points. Longitudinal structural equation modelling was conducted to investigate associations between psychosocial factors and bystander behavior over time.ResultsResults indicated that PSC was positively associated with bystanders’ reports of defending the victim. Social support from coworkers, social community at work and perceived illegitimate tasks predicted constructive, passive, and destructive bystander behaviors in expected directions. Conversely, influence, as well as quantitative and emotional demands were counterintuitively related to bystander behaviors over time.Practical ImplicationsIt is predicted that the health care sector will have a substantial need for staff in the future, while many of the current employees, especially nurses, leave their occupation. Providing a good work environment will be one of the key issues in order to attract, recruit and retain staff in the future. The study generates knowledge that creates opportunities for managers and organizations to work preventively, and increases their ability to understand and handle different types of bullying situations from both the victim’s and witnesses’ perspective.Originality/ValueThis study adds knowledge to the area of bystander behavior in the health care sector, by relating bystander behavior to the organizational context.
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| 13. |
- Jönsson, Kristoffer, et al.
(författare)
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Marketing Reorganization in a Globalized Market: The Case of ABB Robotics
- 2018
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Ingår i: Organizing Marketing and Sales: Mastering Contemporary B2B Challenges. - : Emerald Publishing Limited. - 9781787549685 - 9781787549692 ; , s. 23-41
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- The case describes how a change is achieved through a major marketing reorganization process. Initially, there are major difficulties grasping the organizational problem and identifying its causes. Many different organizational “issues” are part of the problem in the multifaceted case. Relying on complexity theory, the case suggests that a more complex environment with greater number of relevant players, which are — themselves — interconnected through networks, will also exhibit a greater range of change. Change and reorganization processes like the one confronting the case company would rather be the normal situation for companies embedded in complex global networks.
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| 14. |
- Jönsson, Kristoffer, et al.
(författare)
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Repeated Liver Resection for Colorectal Liver Metastases: A Comparison with Primary Liver Resections concerning Perioperative and Long-Term Outcome.
- 2012
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Ingår i: Gastroenterology Research and Practice. - : Hindawi Limited. - 1687-630X .- 1687-6121. ; 2012
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Tidskriftsartikel (refereegranskat)abstract
- Introduction. 60% of patients operated for colorectal liver metastases (CRLM) will develop recurrent disease and some may be candidates for a repeated liver resection. The study aimed to evaluate differences in intraoperative blood loss and complications comparing the primary and the repeated liver resection for metastases of colorectal cancer (CRC), as well as to evaluate differences in long-time follow-up. Method. 32 patients underwent 34 repeated liver resections due to recurrence of CRLM an studied retrospectively to identify potential differences between the primary and the repeat resections. Results. There was no 30-day postoperative mortality or postoperative hospital deaths. The median blood loss at repeat resection (1850 mL) was significantly (P = 0.014) higher as compared to the primary liver resection (1000 mL). This did not have any effect on the rate of complications, even though increased bleeding in itself was a risk factor for complications. There were no differences in survival at long-term follow-up. Discussion. A repeated liver resection for CRLM was associated with an increased intraoperative bleeding as compared to the first resection. Possible explanations include presence of adhesions, deranged vascular anatomy, more complicated operations and the effects on the liver by chemotherapy following the first liver resection. 30 out of 32 patients had only one reresection of the liver.
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| 15. |
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| 16. |
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| 17. |
- Koelemeijer, Irena Adia, 1994-, et al.
(författare)
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Forest edge effects on moss growth are amplified by drought
- 2023
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Ingår i: Ecological Applications. - : Wiley. - 1051-0761 .- 1939-5582. ; 33:4
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Tidskriftsartikel (refereegranskat)abstract
- Forest fragmentation increases the amount of edges in the landscape. Differences in wind, radiation, and vegetation structure create edge-to-interior gradients in forest microclimate, and these gradients are likely to be more pronounced during droughts and heatwaves. Although the effects of climate extremes on edge influences have potentially strong and long-lasting impacts on forest understory biodiversity, they are not well understood and are not often considered in management and landscape planning. Here we used a novel method of retrospectively quantifying growth to assess biologically relevant edge influences likely caused by microclimate using Hylocomium splendens, a moss with annual segments. We examined how spatio-temporal variation in drought across 3 years and 46 sites in central Sweden, affected the depth and magnitude of edge influences. We also investigated whether edge effects during drought were influenced by differences in forest structure. Edge effects were almost twice as strong in the drought year compared to the non-drought years, but we did not find clear evidence that they penetrated deeper into the forest in the drought year. Edge influences were also greater in areas that had fewer days with rain during the drought year. Higher levels of forest canopy cover and tree height buffered the magnitude of edge influence in times of drought. Our results demonstrate that edge effects are amplified by drought, suggesting that fragmentation effects are aggravated when droughts become more frequent and severe. Our results suggest that dense edges and buffer zones with high canopy cover can be important ways to mitigate negative drought impacts in forest edges.
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| 18. |
- Koelemeijer, Irena A., et al.
(författare)
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Interactive effects of drought and edge exposure on old-growth forest understory species
- 2022
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Ingår i: Landscape Ecology. - : Springer Science and Business Media LLC. - 0921-2973 .- 1572-9761. ; 37:7, s. 1839-1853
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Tidskriftsartikel (refereegranskat)abstract
- Context Both climatic extremes and land-use change constitute severe threats to biodiversity, but their interactive effects remain poorly understood. In forest ecosystems, the effects of climatic extremes can be exacerbated at forest edges.Objectives We explored the hypothesis that an extreme summer drought reduced the richness and coverage of old-growth forest species, particularly in forest patches with high edge exposure.Methods Using a high-resolution spatially explicit precipitation dataset, we could detect variability in drought intensity during the summer drought of 2018. We selected 60 old-growth boreal forest patches in central Sweden that differed in their level of drought intensity and amount of edge exposure. The year after the drought, we surveyed red-listed and old-growth forest indicator species of vascular plants, lichens and bryophytes. We assessed if species richness, composition, and coverage were related to drought intensity, edge exposure, and their interaction.Results Species richness was negatively related to drought intensity in forest patches with a high edge exposure, but not in patches with less edge exposure. Patterns differed among organism groups and were strongest for cyanolichens, epiphytes associated with high-pH bark, and species occurring on convex substrates such as trees and logs.Conclusions Our results show that the effects of an extreme climatic event on forest species can vary strongly across a landscape. Edge exposed old-growth forest patches are more at risk under extreme climatic events than those in continuous forests. This suggest that maintaining buffer zones around forest patches with high conservation values should be an important conservation measure.
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