Knowledge-intensive firms (KIFs) depend on their workers’ knowledge assets more than capital- and labour-intensive firms. Knowledge assets, such as human and social capital, enable KIFs to innovate, solve problems, and build relationships. But managing a highly skilled and well-connected workforce presents several HRM challenges – perhaps none more so than hiring. In tight labour markets, workers’ knowledge assets are strategically valuable and rare. To attract knowledge workers, KIFs must signal significant value from entering into employment relationships. They must use hiring strategies that communicate positive organisational attributes (employer branding), as well as HRM practices that entice job seekers (employment inducements).Previous studies on KIFs have focused largely on Western contexts. Few studies have considered HRM by KIFs in developing economies. In China, the focus of this study, KIFs are an emerging organisational form that have grown from privately owned start-ups in high-tech sectors. Such firms encounter hiring challenges at both organisational and external environmental levels. For example, privately owned KIFs face intense labour market competition from state-owned and foreign-invested enterprises for highly skilled workers. This has fuelled upsurges in wages and high turnover. Most private firms are small and vulnerable to market forces, yet scholars know little about their hiring and HRM approaches. Almost no studies have systematically examined hiring as a ‘single’ HRM issue within privately owned Chinese KIFs. By synthesising Western and Chinese HRM literatures, this study developed an analytical framework to explore organisational and external factors that explain variations in KIFs’ hiring strategies and practices. The study conducted interviews with managers and HR workers in seven privately owned KIFs and one state-funded training school.Several case firms had implemented sophisticated strategies that linked hiring with business objectives. Managers and HR workers acquired HRM knowledge from several sources including the Internet and HRM texts, management consultancies, in-house training, the state’s HR qualification, and informal HR clubs. However, firm size and reputation, as well as managers’ tacit beliefs still limited some KIFs’ abilities to attract talented individuals. Firms generally used a wide range of inducements to attract knowledge workers, including competitive salaries, career development, and ‘paternalistic cultures’. Most participants perceived worker referrals, headhunting, and universities to be effective hiring sources. Thus, some firms had developed strategic hiring approaches that enabled them to compete with state-owned and foreign-invested firms. But small KIFs, in particular, must still strengthen their employer branding to offset competition and labour market ‘invisibility’. KIFs must also deliver on their employment inducements, lest they risk high turnover and a loss of valuable human and social capital.

This study seeks to advance the understanding of appellate promotion in the senior judiciary of Great Britain . It describes the population and attributes of judges who served in the British High Courts, Court of Appeal, and Appellate Committee of the House of Lords (i.e., Law Lords) from 1850 to 1990. It specifically builds upon the work of C. Neal Tate and tests his model of appellate recruitment on a larger and augmented database. The study determines that family status, previously asserted as having a large effect on recruitment to the appellate courts, is not as important as previously believed. It concludes that merit effects, professional norms, and institutional constraints offer equally satisfactory or better explanations of appellate recruitment patterns.

This qualitative, inductive study analyzed online recruiting information posted at the websites of five major aerospace and defense corporations to recruit college juniors, seniors, and recent graduates. Recruitment of this group is critical to staff the personnel for the scientific, technical, and management needs of aerospace and defense industries. The study sought: (1) to determine the use of multiple recruitment factors inferred from the literature and recommended for successful recruitment of college graduates, (2) to determine use of online social media (Facebook, Twitter, LinkedIn) to recruit this population, and (3) to explore commonalities among these corporations regarding online recruiting information to determine if a model for online recruitment now exists. A matrix of recruitment factors was developed from a review of the literature on the personnel needs of this industry and on effective recruiting factors for this group. Content analysis involved filtering information at each website with the matrix. Conclusions of this study include: (1) the matrix of recruitment factors and the rating scale developed for the purposes of this study provide a tool for researching, documenting, and comparing recruitment information on the internet; (2) that while these corporations represent the latest applications in technology in their manufacturing processes and products, they do not use social networking technology to the extent the popular and scholarly literature indicate is typical for the target group. Given that the current generation exhibits extensive use of social media, several of these corporations’ websites appear not to utilize this networking technology. Informally, these corporations argue that cyber-security prevents extensive use of social networking sites. Thus, these corporations must determine how to maintain cyber-security while at the same time adopting more accepted use of social networking platforms.

The maintenance of the size and strength of the U.S. volunteer military heavily depends on its recruitment arm to prospect and inform potential recruits. In a country where military service is believed to offer benefits such as steady incomes and college education to disadvantaged communities while implying they are unavailable through other means the concern becomes that recruiters target these communities for recruitment. This thesis first draws on the existing literature about citizen-state interactions to derive a new theoretical perspective about predatory practices then begins to evaluate that theory through a qualitative analysis of military recruitment manuals. The findings suggest that predatory practices may be occurring at lower levels of the recruitment hierarchy and those in charge are aware and unable or unwilling to prevent it.

Teacher education programs across the country are being asked to systematically and deliberately recruit teacher candidates who are not only highly qualified, but represent diverse backgrounds. Coupled with dwindling enrollments, these programs may want to reevaluate the types of students recruited into a career in physical education. This article uses occupational socialization theory as the framework for discussing how breaking away from traditional recruitment strategies may be necessary to keep physical education teacher education programs thriving. To address this point, current recruitment practices in physical education teacher education are critiqued, and nontraditional strategies for recruiting highly qualified candidates who also represent diverse backgrounds are discussed. It is argued that the future of the physical education discipline rests on the ability to recruit and train students who are focused on lifetime physical activity rather than team sports.

Marine protected areas (MPAs) have proliferated in the past decades to protect biodiversity and sustain fisheries. However, most of the MPA networks have been designed without taking into account a critical factor: the larval dispersal patterns of populations within and outside the reserves. The scale and predictability of larval dispersal, however, remain unknown due to the difficulty of measuring dispersal when larvae are minute (~ cm) compared to the potential scale of dispersal (~ km). Nevertheless, genetic approaches can now be used to make estimates of larval dispersal. The following thesis describes self-recruitment and connectivity patterns of a coral reef fish species (Centropyge bicolor) in Kimbe Bay, Papua New Guinea. To do this, microsatellite markers were developed to evaluate fine-scale genetics and recruit assignment via genetic parentage analysis. In this method, offspring are assigned to potential parents, so that larval dispersal distances can then be inferred for each individual larvae. From a total of 255 adults and 426 juveniles collected only 2 parentoffspring pairs were assigned, representing less than 1% self-recruitment. Previous data from the same study system showed that both Chaetodon vagagundus and Amphiprion percula have consistent high self-recuitment rates (~ 60%), despite having contrasting life history traits. Since C. bicolor and C. vagabundus have similar characteristics (e.g. reproductive mode, pelagic larval duration), comparable results were expected. On the contrary, the results of this study showed that dispersal patterns cannot be generalized across species. Hence the importance of studying different species and seascapes to better understand the patterns of larval dispersal. This, in turn, will be essential to improve the design and implementation of MPAs as conservation and management tools.

Knowledge in the spatial patterns of fish larval dispersal is crucial for the establishment of a sustainable management of fisheries and species conservation. Direct quantification of larval dispersal is a challenging task due to the difficulty associated with larval tracking in the vast ocean. However, genetic approaches can be used to estimate it. Here, I employed genetic markers (microsatellites) as a proxy to determine dispersal patterns and self-recruitment levels using parentage analysis in the bumphead parrotfish (Bolbometapon muricatum) in the Solomon Islands. Tissue samples of 3924 fish (1692 juveniles, 1121 males and 1111 females) were collected from a spear-fishery at the Kia District in Santa Isabel Island. The samples come from three distinct zones with different fishing pressure histories (lightly fished, recently fished, and heavily fished). The mean dispersal distance estimated for the bumphead parrotfish was 36.5 Km (range 4 – 78 Km) and the genetic diversity for the population studied was low in comparison with other reef fishes. The parentage analysis identified 68 parent–offspring relationships, which represents a self-recruitment level of almost 50 %. Most of the recruits were produced in the zone that recently started to be fished and most of these recruits dispersed to the heavily fished zone. Comparisons of genetic diversity and relatedness among adults and juveniles suggested the potential occurrence of sweepstakes reproductive success. These results suggest that management measures must be taken straightaway to assure the sustainability of the spear-fishery. These measures may imply the ban on juveniles fishing in the heavily fished zone and the larger adults in the recently fished zone. Overall, the population dynamics of the studied system seem to be strongly shaped by self-recruitment and sweepstakes reproduction events.

With a dramatic decrease of biodiversity as a result of the increase in exploitation of marine ecosystems, the establishment of marine protected areas (MPAs) serves as an important means of protecting those resources. Although there is support for the effectiveness of these MPAs and MPA networks, there is room for improvement in terms of MPA management and design. For example, a better understanding of the dispersal dynamics of targeted species across these MPAs will serve as a more accurate means of reserve as well as fisheries management. While there have been many methods used to determine the larval dispersal of a certain species, parentage analysis is becoming the most robust. In this thesis, I attempt to determine the patterns of self-recruitment and larval dispersal of the Longfin Grouper (Epinephelus quoyanus) in one focal marine reserve within the Great Keppel Island group through the method of parentage. For this, I developed 14 microsatellite markers and with those, genotyped 610 adults as well as 478 juveniles from the study site. These genotypes allowed me to assign offspring to their potential parents, which then allowed me to measure the self-recruitment, local retention as well as larval dispersal percentages of this species from and within the reserve. My results indicate that there is 32% local retention to the reserve while 68% of the assigned juveniles were dispersed to other areas (4% of which dispersed to another reserve). Previous studies conducted in the same area showed higher reserve self-recruitment rates for both Plectropomus maculatus (~30%) and Lutjanus carponotatus (64%) despite their similar life history traits. The results from this study add to the growing evidence that dispersal patterns cannot be generalized across marine systems or even between species within a single system.

The Red Sea is one of the warmest, saltiest, and most oligotrophic seas in the world that supports a healthy and extremely diverse coral reef ecosystem. Increasing development along the Saudi Arabian coast may increase eutrophication due to impacts of human population and also oil pollution from increased shipping traffic and refinery activity. The risk of oil pollution combined with increased eutrophication due to coastal development provides a clear stressor interaction which is vastly understudied. Individually, these stressors are known to negatively impact coral reproduction, recruitment, and growth. This study focuses on reef settlement and recovery following experimentally-simulated disturbance scenarios. Carbonate recruitment tiles were placed on the reef and exposed to four treatments: control, nutrient enrichment with slow-release fertilizer, tiles soaked in crude oil, and a combination treatment of nutrient enrichment and oil-coated tiles. At periods of 3, 6, 9, 14, and 17 weeks, tiles were collected to classify the settled community and measure oxygen production. Oil, nitrate, and phosphate were the biggest determining factors predicting settlement and oxygen production of the different treatments. The oil treatment had the least overall settlement and oxygen production, whereas the nutrient treatment had the most turf algal recruitment and oxygen production. The combination treatment had an antagonistic effect on algal growth: the nutrients facilitated growth on the otherwise toxic oiled tiles.

Long-term studies are important for understanding the intricacies of population dynamics over time. Self-recruitment and social hierarchy are valuable tools to quantify the rates at which populations change. In mutualistic symbiosis, where two species benefit from the relationship, different selective pressures and life histories can have unintended consequences on the population dynamics of both species. Anemonefish live in a sized-based hierarchy where individuals queue to be part of the breeding pair (ranks 1 and 2). They have a mutualistic association with their host anemone; the identity of the anemone can impact their growth and fecundity. However, there is limited knowledge on the anemone lifespan and its site persistence over time. Here, we investigate rank changes and self-recruitment in Amphiprion percula and persistence in a common host anemone, Stichodactyla gigantea, on the remote island of Kimbe Island in Papua New Guinea. The populations of A. percula (n = 1,530) and their local host anemones, S. gigantea (n = 290) and Heteractis magnifica (n = 174), were sampled exhaustively in 2011 and 2019. Using DNA profiling, I determined the fate of individuals between years. We found that 21% of the A. percula population survived over the eight-year time gap compared to the 69% survival of the associated S. gigantea population in a six-year time gap. Half of the surviving A. percula individuals increased in rank and exhibited faster growth rates living on S. gigantea compared to H. magnifica. Self-recruitment was high in both years, 47% in 2011 and 39% in 2019, with one individual returning to its natal anemone. Our findings provide rare insights into one of the most charismatic symbiotic relationships in the marine environment such as the first documentation of longevity in a host anemone.