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The purpose of this paper is to deal with the anomaly detection problem in multi-unmanned aerial vehicles (UAVs) formation that can be transformed to identify some unknown parameters; a more general nonlinear dynamical model for each UAV is considered to include two terms. Due to an unknown parameter corresponding to the normal or abnormal state for each UAV, the bias-compensated approach is proposed to obtain the unbiased parameter estimation. Meanwhile, the biased error and accuracy analysis are also given in case of strict statistical description of the uncertainty or white noise. To relax this strict statistical description on external noise, an analytic center approach is proposed to identify the unknown parameters in presence of bounded noise, such that two inner and outer ellipsoidal approximations are constructed to include the membership set. To be precise, this paper is regarded as one extension and summary for the author’s previous research on the anomaly detection in multi-UAV formation. Finally, one simulation example is given to confirm the theoretical results.

Firstly, one extended nonlinear relation is constructed to embody the mutual relationship of UAVs. Secondly, to obtain the unbiased parameter estimations, the bias-compensated approach is applied to achieve it under the condition of white noise. Thirdly, in case of unknown but bounded noise, an analytic center approach is proposed to deal with this special case. Without loss of generality, the author thinks this paper can be used as one extension and summary for research on multi-UAVs formation anomaly detection.

An anomaly detection problem in multi-UAVs formation can be transformed into a problem of nonlinear system identification, and in modeling the nonlinear dynamical model for each UAV, two terms are considered simultaneously to embody the mutual relationships with other nearest UAV.

To the best knowledge of the authors, this problem of the anomaly detection problem in multi-UAVs formation is proposed by the authors’ previous work, and the problem of multi-UAVs formation anomaly detection can be transferred into one problem of parameter identification. In case of unknown but bounded noise, an analytic center approach is proposed to identify the unknown parameters, which correspond to achieve the goal of the anomaly detection.

This study aims to examine configurations of person-centered psychological change during organizational restructuring and downsizing in a public sector setting. Drawing on a social cognitive framework of organizational change the authors explore and identify the existence of different groups of employees who demonstrate varied responses (on commitment, engagement and anxiety) to restructuring and downsizing.

Surveys were collected from employees in three longitudinal waves (Time 1 N = 253; Time 2 N = 107; Time 3 N = 93, twelve months apart) at a UK public sector organization shortly before, during and after restructuring and downsizing.

Three classes of response emerged based on levels of and change in anxiety, organizational commitment and work engagement: a positive “Flourishers” profile was identified along with two relatively negative response profiles, labeled as “Recoverers” and “Ambivalents”. Higher levels of job control accounted for membership of the more positive response profile; higher structural uncertainty predicted membership of the most negative response group.

Using a person-centered approach, the authors form an understanding of different types of employee responses to downsizing; along with potential factors that help explain why groups of employees may exhibit certain psychological response patterns and may need to be managed differently during change. Thus, this approach provides greater understanding to researchers and managers of the varied impact that restructuring/downsizing has on the workforce.

To date there has been little research exploring employee responses to organizational restructuring and downsizing that has attempted to take a person-centered approach, which assumes population heterogeneity. Unlike variable centered approaches, this unique approach helps identify different patterns of employee responses to restructuring and downsizing.

Most retention literature compares students who remain at an institution with those who leave. This paper seeks to extend the analysis by focusing on freshmen who leave in order to transfer to another institution. Using person‐centered and variable centered approaches, it aims to examine subgroups to determine variables contributing to different transfer rates.

Data were collected through surveys, and a quantitative approach was used to analyze the data.

By the unique nature of the sample (i.e. students contemplating transfer to another institution even before their freshman year at Adelphi begins) and utilization of person‐centered and variable‐centered analytic approaches, the current results provide both practical and methodological implications for student retention.

This is an original work which was previously presented at the 2006 Northeast Association of Institutional Association annual conference.

Work-life flexibility policies (e.g., flextime, telework, part-time, right-to-disconnect, and leaves) are increasingly important to employers as productivity and well-being strategies. However, policies have not lived up to their potential. In this chapter, the authors argue for increased research attention to implementation and work-life intersectionality considerations influencing effectiveness. Drawing on a typology that conceptualizes flexibility policies as offering employees control across five dimensions of the work role boundary (temporal, spatial, size, permeability, and continuity), the authors develop a model identifying the multilevel moderators and mechanisms of boundary control shaping relationships between using flexibility and work and home performance. Next, the authors review this model with an intersectional lens. The authors direct scholars’ attention to growing workforce diversity and increased variation in flexibility policy experiences, particularly for individuals with higher work-life intersectionality, which is defined as having multiple intersecting identities (e.g., gender, caregiving, and race), that are stigmatized, and link to having less access to and/or benefits from societal resources to support managing the work-life interface in a social context. Such an intersectional focus would address the important need to shift work-life and flexibility research from variable to person-centered approaches. The authors identify six research considerations on work-life intersectionality in order to illuminate how traditionally assumed work-life relationships need to be revisited to address growing variation in: access, needs, and preferences for work-life flexibility; work and nonwork experiences; and benefits from using flexibility policies. The authors hope that this chapter will spur a conversation on how the work-life interface and flexibility policy processes and outcomes may increasingly differ for individuals with higher work-life intersectionality compared to those with lower work-life intersectionality in the context of organizational and social systems that may perpetuate growing work-life and job inequality.

The purpose of this paper is to present a framework applicable to interactive video retrieval. The objective of the framework is so that it can be applied conceptually for understanding users and use of video digital libraries, and also practically for designing retrieval components like user interfaces.

The framework was developed through a user-centered and analytical approach, and serves as an initial attempt at generalizing how users interact when searching and browsing digital video, throughout different situations, along with the general designs that can be supportive.

The framework is two-fold, yet, together, comprises one set of conceptual findings. The first component of the framework depicts generalized user interactions throughout varying contexts of an interactive video retrieval process, followed by a second component, an illustration of the resulting supportive interface designs or sets of features. Cautions from previous studies not to over generalize the interactive process were heeded.

The implications for such research are based on the understanding that video retrieval will benefit from the advancement of user-centered foundations, which can guide and support design decisions for resources like digital libraries.

The need for this study is rather straightforward: there is currently not enough conceptual research of interactive video retrieval from a user-centered perspective, which contrasts with other areas of information retrieval research where the interaction process has been thoroughly examined for a variety of domains and contexts with implications for different retrieval tools like OPACs, search engines, and article databases.

Previous studies have focused on exploring the factors that influence employees' two distinct types of creativity, that is, radical and incremental creativity, while very little attention has been paid to the outcomes of creativity and how the two types of creativity interact within individuals.

The present study addresses this issue by adopting both variable-centered (correlation) and person-centered (latent profile analysis) approaches for three samples of supervisor–employee dyads data from China (n = 159, 213 and 273).

Using variable-centered analysis in sample 1, general creativity was positively associated with the four work performance dimensions, while there was no significant correlation between creativity and well-being. Using person-centered analysis, five very similar creativity profiles were found across samples 2 and 3 based on employees' radical and incremental creativity. These five classes differed in work performance dimensions and well-being, with classes characterized by a high level of incremental creativity profiles reporting a higher level of well-being and classes characterized by a high level of both incremental and radical creativity profiles reporting a higher level of the four work performance dimensions.

Managers are suggested to focus on factors that could promote employees' incremental creativity if they want to have happier and highly performing employees, and they could also focus on factors that could aid employees who may experience costs when engaging in radical creative activities.

The results of the present study contribute to uncover the potential outcomes related to employees' creativity by identifying distinct profiles of creativity types.

Narrow, managerially centered notions of organizational culture remain hegemonic, marginalizing richer, anthropological approaches as well as efforts to understand how the beliefs and practices of organizations are fundamentally shaped by the wider societal dynamics within which they are embedded. In this paper, the authors draw upon recent efforts to explore the interface of scholarship on practice and the institutional logics perspective to highlight the utility of a practice-driven institutional approach to the study of organizational culture that brings society back in. Empirically, the authors present a longitudinal case study of a Chinese private enterprise, and analyze how the unfolding dynamics of a strong community logic increasingly affected by a rising market logic, shaped the formation of political coalitions internally and externally as organizational members aimed to maintain truces between the push and pull of logics over a period of 22 years. Through an analysis of seven episodes that we conceptualize as “cultural encounters,” the authors find that a combination of compartmentalization and overall integration of logics contributes to provisional truces, and that people in the same cohort who share common geographic socialization are more likely to form allies. Our aim is to encourage future scholars to study how societal beliefs and practices work their way into organizations in a variety of explicit as well as more mundane, hidden ways.

The purpose of this paper is to examine an essential component of enacting an improvement network: facilitation. In it, the author surfaces synthesizing as a core, power-laden facilitation practice that brought together network members from disparate institutions to converge on a shared network aim and theory of improvement.

This study is situated within a teacher preparation improvement network. Forty-four teacher educators from seven university-based teacher preparation programs participated in the network. Guided by practice theory (Feldman and Orlikowski, 2011), the author collected and analyzed network meetings and artifacts to unveil facilitation practices and their relation to power.

Synthesizing emerged as a central facilitation practice. Facilitators' engagement in this practice produced power by constraining and enabling how network members participated. Finally, facilitators were systematically and advantageously positioned to prioritize some network members' perspectives while peripheralizing others'.

This paper offers a concrete, detailed window into a core facilitation practice in a network and problematizes it to enable network leaders to be deliberate about facilitation decisions.

Facilitation is a central component of effective networks (Rincón-Gallardo and Fullan, 2016) and is considered central to the work of networked improvement (Bryk et al., 2015), but there exists a dearth of research that offers insights into how facilitation comes to be enacted in practice. This study offers detailed insights into one such facilitation practice.

This research examined the presence of career orientation profiles by investigating how young workers combined protean career orientation attitudes, motivation to learn to develop one's career and an optimistic future perspective on their career. It explored how a differentiated endorsement of these attitudes and motivation (i.e. career orientation profiles) were associated with the adoption of multiple career-enhancing behaviors, namely proactive career behaviors (i.e. career planning, networking and skill development) and learning behaviors with technologies.

Latent profile analysis was conducted among young individuals starting their career (N = 767) and found four distinct profiles.

The first profile revealed that 17.2% of workers in this sample were displaying low levels in protean career orientation, motivation to learn and optimistic future time perspective (profile 1). Two differentiated profiles showed either low levels of protean career orientation and high levels of motivation to learn (profile 2) or high levels of protean career attitudes and low levels of motivation to learn (profile 3). These profiles presented an average level of future time perspective and represented 13.8 and 40.6% of the sample. Finally, 28.4% of the sample showed high levels on all these variables (profile 4).

Only young workers who showed high levels on all these indicators also presented high levels of proactive behaviors and learning with technologies. The other three profiles were associated with suboptimal levels on these outcomes. Taken together, these results offer new insights into the psychological state of mind of workers most adapted to succeed in a modern career.

The idea that criminal behavior is a function of the offender's personality, also called the Homology hypothesis, has a long history in forensic psychology and criminology. This assumption, however, has been decried as lacking empirical support. In spite of much social concern relative to sexual offenses, there is virtually no research looking at the stability of offending pattern in sex offenders of adult women. This paper aims to fill some of the gaps.

Latent structure analyses were conducted on a secondary dataset including 145 serial rapists. A cross‐sectional, discrete time‐series design was used including a sequence of three offenses.

Moderate support was found for the three main assumptions underlying the Homology hypothesis. Offenses tended to share a relatively similar underlying structure, with the victimology and aggression components being more prominent than the sexual dimension. The three primary profiles identified, labeled “Passive”, “Stranger‐aggressive”, and “Antisocial”, were found to be about 50 percent stable across the sequence. Finally, the presence of significant dysfunction in the family of origin predicted membership in the “Antisocial” class, as well as increased the specificity and stability of this profile. The presence of early maladjustment was not related to any of the states.

Based on the results, it is proposed that future research incorporates contextual‐environmental elements in order to increase the validity of the findings.

This study represents a unique attempt at documenting patterns of stability and variations across incidents of rape, using an institutional sample. Furthermore, it illustrates the use and potential benefits of latent structure models in criminological research.