Extensive published literature shows that hydrated lime improves Hot Mix Asphalt (HMA) durability. Its impact on the environmental impact of HMA has not been investigated. This paper presents a comparative Life Cycle Assessment (LCA) for the use of HMA without hydrated lime (classical HMA) and with hydrated lime (modified HMA) for the lifetime of a highway. System boundaries cover the life cycle from cradle-to-grave, meaning extraction of raw materials to end of life of the road. The main assumptions were: 1. Lifetime of the road 50 years; 2. Classical HMA with a life span of 10 years, maintenance operations every 10 years; 3. Modified HMA with an increase in the life span by 25%, maintenance operations every 12.5 years. For the lifetime of the road, modified HMA has the lowest environmental footprint compared to classical HMA with the following benefits: 43% less primary total energy consumption resulting in 23% lower emissions of greenhouse gases. Partial LCAs focusing only on the construction and/or maintenance phase should be used with caution since they could lead to wrong decisions if the durability and the maintenance scenarios differ. Sustainable construction technologies should not only consider environmental impact as quantified by LCA, but also economic and social impacts as well. Avoiding maintenance steps means less road works, fewer traffic jams and hence less CO2 emissions.

Spatial heterogeneity in ecosystem metabolism may play a critical role in determining ecosystem functions. Variation in ecosystem metabolism between macrophyte patches in shallow wetlands at the extremes of freshwater habitats has not been investigated. We estimated ecosystem metabolism in mesocosms containing different macrophytes using 24-hour oxygen curves to test our hypotheses: (1) net aquatic production (NAP) during spring and summer would be similar among algal patches (metaphyton and Chara), (2) NAP in algal patches would be greater than patches dominated by the vascular plant Potamogeton foliosus, (3) heterotrophy and anaerobiosis would be greatest in patches dominated by Lemna, and (4) the pond would be autotrophic in the spring and fall but heterotrophic in the summer. We found that different patches generated differences in NAP but not always as we predicted. NAP was different among algal patches in the spring and summer, and only metaphyton was more heterotrophic than P. foliosus. In the summer Chara and Lemna patches were heterotrophic and metaphyton became autotrophic. As predicted, the pond was net autotrophic in the spring and heterotrophic in the summer with an absence of patchiness in fall attributed to the dominance of Lemna. This research suggests the importance of macrophyte patchiness in wetlands in determining patterns of ecosystem metabolism despite challenges in measuring 24 hour oxygen curves (e.g. oxygen supersaturation). Consequently, macrophyte traits may be important in determining spatial heterogeneity of ecosystem metabolism in shallow ponds.

Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2018-04-26T16:40:35Z No. of bitstreams: 1 Jayme Diego Silva Peixoto_.pdf: 3682873 bytes, checksum: e3f3b08ba12067f318cd31d90d3ae999 (MD5) / Made available in DSpace on 2018-04-26T16:40:35Z (GMT). No. of bitstreams: 1 Jayme Diego Silva Peixoto_.pdf: 3682873 bytes, checksum: e3f3b08ba12067f318cd31d90d3ae999 (MD5) Previous issue date: 2018-02-26 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / A Gestão de Portfólio de Produtos tem atraído de maneira crescente o interesse de empresas e pesquisadores. Os esforços de pesquisa, por meio de evidências empíricas, indicam a necessidade de ampliação da aplicação de métodos formais para a Gestão de Portfólio de Produtos nas empresas. No entanto, são escassos os estudos na literatura que tratam de métodos direcionados à Revisão do Portfólio de Produtos. Pode-se observar nas publicações atuais, que questões conceituais e terminológicas acerca da Gestão de Portfólio de Produtos requerem atenção de pesquisadores. Portanto, é necessário identificar nos métodos para a Gestão de Portfólio de Produtos oportunidades para melhorar os resultados nas empresas. Para o desenvolvimento desta pesquisa utilizou-se a Design Science Research como abordagem metodológica. Este trabalho propõe um método financeiro de Revisão do Portfólio de Produtos, denominado Financial Method for the Product Portfolio Review, FMPPR, como parte integrante da Gestão de Portfólio de Produtos. Na elaboração do método proposto, foram avaliadas as relações da revisão do Portfólio de Produtos com a operação da empresa, com mercado consumidor e com o Processo de Desenvolvimento de Produtos. Finalmente, o método proposto foi aplicado em um ambiente empresarial para verificação de sua funcionalidade. Os resultados foram submetidos à análise de um grupo focal, que validou os avanços realizados propondo ajustes para a geração do artefato final desta dissertação. / Product Portfolio Management has increasingly attracted the interest of companies and researchers. The research efforts, through empirical evidence, indicate the need to extend the application of formal methods for the Product Portfolio Management in companies. However, there are scarce studies in the literature about methods directed to Product Portfolio Review. It can be observed in current publications that conceptual and terminological questions about Product Portfolio Management require the attention of researchers. Therefore, it is necessary to identify in the methods for the Product Portfolio Management opportunities to improve the results of the companies. For the development of this research, Design Science Research was used as a methodological approach. This project proposes a Financial Method for the Product Portfolio Review, called FMPPR as an integral part of Product Portfolio Management. In the elaboration of the proposed method, the relations between the Product Portfolio Review, the operation of the company, the consumer market and the Product Development Process were evaluated. Finally, the proposed method was applied in an enterprise environment to verify its functionality. The results were submitted to the analysis of a focal group, which validated the advances made proposing adjustments for the generation of the final artifact of this dissertation.

Existing terrestrial carbon accounting models have mainly investigated atmosphere-vegetationsoil stocks and fluxes but have largely ignored the hydrological flux of organic carbon. It is generally assumed that biomass and soil carbon are the only relevant pools in a landscape ecosystem. However, recent findings have suggested that significant amounts of organic carbon can dissolve (dissolved organic carbon or DOC) or particulate (particulate organic carbon or POC) in water and enter the hydrological flux at the catchment scale. A significant quantity of total organic carbon (TOC) sequestered through photosynthesis may be exported from the landscape through the hydrological flux and stored in downstream stocks.¶ This thesis presents a catchment-scale case study investigation into the export of organic carbon through a river system in comparison with carbon that is produced by vegetation through photosynthesis. The Cotter River Catchment was selected as the case study. It is a forested catchment that experienced a major wildfire event in January 2003. The approach is based on an integration of a number of models. The main input data were time series of in-stream carbon measurements and remotely sensed vegetation greenness. The application of models to investigate diffuse chemical substances has dramatically increased in the past few years because of the significant role of hydrology in controlling ecosystem exchange. The research firstly discusses the use of a hydrological simulation model (IHACRES) to analyse organic carbon samples from stream and tributaries in the Cotter River Catchment case study. The IHACRES rainfall-runoff model and a regionalization method are used to estimate stream-flow for the 75 sub-catchments. The simulated streamflow data were used to calculate organic carbon loads from concentrations sampled at five locations in the catchment.¶ The gross primary productivity (GPP) of the vegetation cover in the catchment was estimated using a radiation use efficiency (RUE) model driven by MODIS TERRA data on vegetation greenness and modeled surface irradiance (RS). The relationship between total organic carbon discharged in-stream and total carbon uptake by plants was assessed using a cross-correlation analysis.¶ The IHACRES rainfall-runoff model was successfully calibrated at three gauged sites and performed well. The results of the calibration procedure were used in the regionalization method that enabled streamflow to be estimated at ungauged locations including the seven sampling sites and the 75 sub-catchment areas. The IHACRES modelling approach was found appropriate for investigating a wide range of issues related to the hydrological export of organic carbon at the catchment scale. A weekly sampling program was implemented to provide estimates of TOC, DOC and POC concentrations in the Cotter River Catchment between July 2003 and June 2004. The organic carbon load was estimated using an averaging method.¶ The rate of photosynthesis by vegetation (GPP) was successfully estimated using the radiation use efficiency model to discern general patterns of vegetation productivity at sub-catchment scales. This analysis required detailed spatial resolution of the GPP across the entire catchment area (comprising 75 sub-catchment areas) in addition to the sampling locations. Important factors that varied at the catchment scale during the sampling period July 2003 – June 2004, particularly the wildfire impacts, were also considered in this assessment. ¶ The results of the hydrologic modelling approach and terrestrial GPP outcome were compared using cross correlation and regression analysis. This comparison revealed the likely proportion of catchment GPP that contributes to in-stream hydrological flux of organic carbon. TOC Load was 0.45% of GPP and 22.5 - 25% of litter layer. As a result of this investigation and giving due consideration to the uncertainties in the approach, it can be concluded that the hydrological flux of organic carbon in a forested catchment is a function of gross primary productivity.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.