Coral settlement and recruitment responses to reef fish foraging and trait diversity

The process of coral recruitment is crucial to the healthy functioning of coral reef ecosystems, as well as recovery following disturbances. Fishes are key modulators of this process by feeding on algae and other benthic taxa that compete with corals for benthic space. However, foraging strategies within reef fish assemblages are highly diverse and the effect of foraging diversity on coral recruitment success remains poorly understood. Here, we test how the foraging traits of reef fishes affect coral settlement and juvenile success at Lizard Island, Great Barrier Reef. Using a multi-model inference approach incorporating six metrics of fish assemblage foraging diversity (foraging rates, trait richness, trait evenness, trait divergence, herbivore abundance, and benthic invertivore abundance), we found that herbivore abundance had positive effects on both coral settlement and recruitment success. However, foraging trait diversity had a negative effect on coral settlement but not on recruitment. Coral settlement was higher at sites with less trait diverse fish assemblages, specifically in trait divergence and richness. Moreover, these two trait diversity metrics were stronger predictors of coral settlement success compared to herbivore abundance. Our findings provide evidence that impacts mediated by fish foraging on coral juveniles can potentially be harmful during settlement, but the space-clearing effect overall remains advantageous. We show here that the variation of fish biodiversity across reefs can be a partial driver to spatially uneven patterns of coral recruitment and reef recovery.

Drift Indices Confirm That Rapid Larval Displacement Is Essential for Recruitment Success in High-Latitude Oceans

Larval drift is a key process for successful fish recruitment. We used Norwegian spring-spawning herring (Clupea harengus) as model species to investigate the relationship between larval drift and recruitment. Larval drift indices were derived from simulations based on survey observations between 1993 and 2016. We show that forward simulated larval drift indices have an important positive relation to recruitment success. The relationship demonstrates elevated recruitment when larvae relocate rapidly northwards toward the Barents Sea. Negative or low larval drift indices coincide with only weak recruitment emphasizing limited survival in years with enhanced larval retention. Hence, with this work we combine drift model outcomes refined with survey data indicating that more extensive larval drift is an important component in population dynamics for high-latitude small pelagic fishes. However, larval displacement alone represents only one among many controlling factors but may offer possible predictions of the probability of higher or lower recruitment in the short term. The applicability of the drift indices is adaptable in all world oceans and all marine organisms that occupy planktonic life stages exposed to dynamic ocean currents. The study demonstrates how larval drift indices help to identify larval transport or retention to be crucial for population replenishment.

Recruitment strategies should not be randomly selected: empirically improving recruitment success and diversity in developmental psychology research

Psychological and developmental research have been critiqued for the lack of diversity of research samples. Because differences in culture, race, and ethnicity can influence participant behavior, limited diversity limits the generalizability of the findings. These differences may also impact how participants behave in response to recruitment attempts, which suggests that recruitment itself may be leveraged to increase sample diversity. The goal of the current study was to determine what factors, within a recruitment interaction, could be leveraged to increase success and diversity when recruiting families with children for developmental research. Study 1 found three factors influenced success: (1) recruitment was more successful when other potential participants were also interested (i.e., recruiters were busy), (2) recruiters of particular races were more successful than recruiters of other races, and (3) differences in success were related to what the recruiter said to engage the potential participant (i.e., the script). The latter two factors interacted, suggesting some recruiters were using less optimal scripts. To improve success rates, study 2 randomly assigned scripts to recruiters and encouraged them to recruit more vigorously during busy periods. Study 2 found that two factors influenced success: (1) some scripts were more successful than others and (2) we were more successful at recruiting non-White potential participants than White participants. These two interacted, with some scripts being more successful with White and other scripts being more successful with non-White families. This intervention significantly increased recruitment success rate by 8.1% and the overall number of families recruited by 15.3%. These findings reveal that empirically evaluating and tailoring recruitment efforts based on the most successful strategies is effective in boosting diversity through increased participation of children from non-White families.

Recruitment strategies should not be randomly selected: empirically improving recruitment success and diversity in developmental psychology research

Psychological and developmental research have been critiqued for the lack of diversity of research samples. Because differences in culture, race, and ethnicity can influence participant behavior, limited diversity limits the generalizability of the findings. These differences may also impact how participants behave in response to recruitment attempts, which suggests that recruitment itself may be leveraged to increase sample diversity. The goal of the current study was to determine what factors, within a recruitment interaction, could be leveraged to increase success and diversity when recruiting families with children for developmental research. Study 1 found three factors influenced success: (1) recruitment was more successful when other potential participants were also interested (i.e., recruiters were busy), (2) recruiters of particular races were more successful than recruiters of other races, and (3) differences in success were related to what the recruiter said to engage the potential participant (i.e., the script). The latter two factors interacted, suggesting some recruiters were using less optimal scripts. To improve success rates, study 2 randomly assigned scripts to recruiters and encouraged them to recruit more vigorously during busy periods. Study 2 found that two factors influenced success: (1) some scripts were more successful than others and (2) we were more successful at recruiting non-White potential participants than White participants. These two interacted, with some scripts being more successful with White and other scripts being more successful with non-White families. This intervention significantly increased recruitment success rate by 8.1% and the overall number of families recruited by 15.3%. These findings reveal that empirically evaluating and tailoring recruitment efforts based on the most successful strategies is effective in boosting diversity through increased participation of children from non-White families.

Positive and Negative Species Interactions Shape Recruitment Patterns of a Range Expanding Native Alga

A species’ ability to spread is in part governed by the extent to which recipient habitats either resist, tolerate or promote the species’ recruitment. In disturbed marine environments, there is a general trend for the loss of algal canopies, thought to resist invasion, toward algal turf or rock barrens habitat. This study tested whether the spread of the range-expanding native macroalga Caulerpa filiformis was resisted by algal canopies but facilitated by algal turf or barrens habitats. Large-scale field surveys generally supported the predicted recruitment patterns, with C. filiformis recruits being most abundant on turf (but not barrens) and absent under kelp canopies. However, a discrepancy existed between different structural forms of turf, with the positive association holding true only for geniculate corallines, not filamentous turf. Secondly, a laboratory experiment tested whether the physical structure and/or the sediment-trapping properties of coralline turf influenced the recruitment success of C. filiformis. Whilst the structural complexity of turf aided overall recruitment performance (i.e., increased rhizoid production, attachment speed, success, and strength), a positive influence of turf-derived sediment on recruits’ growth was less obvious, at least over 10 days. The high morphological plasticity of C. filiformis propagules resulted in possible benefits of faster or stronger attachment of more developed propagules being only temporary, and that recruitment may be regulated in accordance with habitat preference. Finally, a field experiment confirmed the observed positive role of turf and the negative influence of algal canopies in the short-term, however, adverse environmental conditions in the longer-term resulted in the loss of most fragments. In conclusion, this study demonstrated the importance of both positive and negative species interactions for the recruitment success of a native alga, suggesting that a shift from kelp to turf algae can initiate further community change.