Field trials were conducted in 2016 and 2017 at the Southwest Purdue Agricultural Center in Vincennes, IN, to determine the tolerance of plasticulture-grown ‘Fascination’ triploid watermelon to flumioxazin. Treatments were applied after plastic was laid, but 1 d prior to transplanting, and consisted of row middle applications of clomazone (210 g ai ha−1) plus ethafluralin (672 g ai ha−1), flumioxazin (107 g ai ha−1), and flumioxazin (88 g ha−1) plus pyroxasulfone (112 g ai ha−1); a broadcast application of flumioxazin (107 g ha−1); and a nontreated check. The broadcast application of flumioxazin reduced watermelon vine length and normalized difference vegetation index (NDVI) values compared with values for the nontreated check. All other herbicide treatments had vine length and NDVI values similar to those of the nontreated check. At 25/26 d after transplanting (DAP), weedy ground cover in row middles of the nontreated check was 39% and 14% in 2016 and 2017, respectively. Weedy ground cover in herbicide-containing treatments was significantly less, at ≤7% and ≤5% in 2016 and 2017, respectively. Marketable watermelon yield of the nontreated check was 77,931 kg and 11,115 fruits ha−1. The broadcast application of flumioxazin resulted in reduced marketable yield (64,894 kg ha−1) and fewer fruit (9,550 ha−1).

Objectives: The Wisconsin Card Sorting Test (WCST) is a complex measure of executive function that is frequently employed to investigate the schizophrenia spectrum. The successful completion of the task requires the interaction of multiple intact executive processes, including attention, inhibition, cognitive flexibility, and concept formation. Considerable cognitive heterogeneity exists among the schizophrenia spectrum population, with substantive evidence to support the existence of distinct cognitive phenotypes. The within-group performance heterogeneity of individuals with schizophrenia spectrum disorder (SSD) on the WCST has yet to be investigated. A data-driven cluster analysis was performed to characterise WCST performance heterogeneity. Methods: Hierarchical cluster analysis with k-means optimisation was employed to identify homogenous subgroups in a sample of 210 schizophrenia spectrum participants. Emergent clusters were then compared to each other and a group of 194 healthy controls (HC) on WCST performance and demographic/clinical variables. Results: Three clusters emerged and were validated via altered design iterations. Clusters were deemed to reflect a relatively intact patient subgroup, a moderately impaired patient subgroup, and a severely impaired patient subgroup. Conclusions: Considerable within-group heterogeneity exists on the WCST. Identification of subgroups of patients who exhibit homogenous performance on measures of executive functioning may assist in optimising cognitive interventions. Previous associations found using the WCST among schizophrenia spectrum participants should be reappraised. (JINS, 2019, 25, 750–760)

National cultures have a strong influence on the performance of organizations and should be taken into account when studying the traits of high performing managers. At the same time, many studies that focus upon the attributes of successful managers show that there are attributes that are similar for managers across countries. This article reports on the development of empirically validated profiles of Dutch and British high performing managers. Based on a sample of 808 Dutch and 286 British managers and using the cross-cultural framework of Excellent Leadership by Selvarajah et al., the profiles of excellent Dutch and British managers was derived. The profiles of Dutch and British high performing managers can be described by a four-dimensional factor structure consisting of Managerial behaviours, Environmental influences, Personal qualities and Organizational demands. Based on these validated profiles, the similarities and differences in attributes for managerial success between Dutch and British high performing managers can be identified.

This study explores the assessment preferences of 453 postgraduate business students in New Zealand, Australia, and Thailand using a survey linking motivational and educational preferences. This study compares the needs of Western students (Australian and New Zealand), Asian (Thai) and international students (predominantly Chinese and Indian students) in Australia and New Zealand (ANZAC). One major finding is that students from these three countries who are socially motivated prefer ‘cooperative learning’. Further, the study specifically shows that students from Thailand are more socially motivated than students from Australia and New Zealand (ANZAC) while International ANZAC students have the greatest desire for cooperative learning. It also shows that group assessment poses quite significant challenges for local ANZAC students and therefore, remedial intervention from universities is essential if group assessments are to remain relevant and useful in achieving meaningful teaching and learning outcomes.

This paper extends the boundaries of theories in leadership studies to sub-cultures of a country. The purpose of this paper is to study the relationship between the concept of an excellent leader and ethnicity in a multicultural society while formulating ten underlying dimensions for this concept. Data on leadership behaviour were gathered from 292 managers in Malaysia and were subjected to factor analysis, MANOVA analysis, regression analysis and structural equation modelling. The results suggest that, in Malaysia, strategic orientation acts through operational behaviours, producing excellence in leadership. However, the study demonstrates that there are significant ethnic differences in regard to the dimensions that relate to excellence in leadership. Studies such as this are useful in extending the understanding of the dimensions of leadership in pluralistic societies where the cultural frameworks of workers may not be the same. Most studies have looked at the leader from a mono-cultural perspective and this study addresses this deficit.

A monolithic fuel design based on U–Mo alloy has been selected as the fuel type for conversion of United States’ high-performance research reactors (USHPRRs) from highly enriched uranium (HEU) to low-enriched uranium (LEU). In this fuel design, a thin layer of zirconium is used to eliminate the direct interaction between the U–Mo fuel meat and the aluminum-alloy cladding during irradiation. The co-rolling process used to bond the Zr barrier layer to the U–Mo foil during fabrication alters the microstructure of both the U–10Mo fuel meat and the U–Mo/Zr interface. This work studied the effects of post-rolling annealing treatment on the microstructure of the co-rolled U–Mo fuel meat and the U–Mo/Zr interaction layer. The U–Mo/Zr interaction-layer thickness increased with the annealing temperature with an Arrhenius constant for growth of 184kJ/mole, consistent with a previous diffusion-couple study. The phases in the U–Mo/Zr interaction layer produced by co-rolling, however, differ from those reported in the previous diffusion-couple study.

In this article we explore the importance of ‘everyday discrimination’ and other psycho-social variables for psychological wellbeing, considering differences according to age, gender and socio-economic position. Using employee survey data collected within Australian organisations we explore a statistically reliable model of the relationship between aspects of the psycho-social work environment, psychological wellbeing and job satisfaction. The employee survey was carried out in two phases during mid-2007 and mid-2008 in a national university, two international freight terminals of a large international airline, a national manufacturing company and the roadside assistance division of a motoring organisation. Structural Equation Modelling was used to configure a model including psycho-social factors: respect, support, training, job insecurity and personally meaningful work. Everyday discrimination and consultation with supervisor were considered in terms of their direct effect on psychological wellbeing and job satisfaction and their indirect effect via the psycho-social factors enumerated above. Importantly, this generalised model attempts to describe the interrelations of these factors effectively for various age groups, gender and socio-economic position. We identify age, gender and socio-economic differences in the strength and relative importance of these relationships. A further validation study with an independent sample will be required to verify the model proposed in this article. The implications for the design of workplace interventions concerned with age discrimination are discussed.