Search results

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.

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.

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.

The purpose of the paper is to encourage debate around the issues of the bank and Islamisation.

The work is an ideological examination of approaches to Islamisation and includes references to thinkers from Muslim history.

The Islamisation model is not wholly appropriate in the banking sector.

The paper highlights the limitations of the Islamisation approach and puts forward the case for another methodology, Namely the model of Islamication.

The impact of the author's recommendations, if followed would revolutionise the way banking is carried out.

The conceptualization of Islamication with regard to banking has not yet been academically formulated. This paper provides a platform to do this. Although Muslim societies and Muslims living in the West will be interested in the paper, non Muslim scholars Europe too, faced with a banking crisis may welcome some of the report's recommendations.

To be utilized effectively in decision-making processes, management accounting (MA) information should fit the business context and at the same time reflect the roles, responsibilities and values of the actors taking part in the decision-making. This study aims to investigate the limitations for MA information utilization in decision-making. In particular, this study explores limitations stemming from the decision-making process structure and the involvement of several managerial actors.

An exploratory case study of an energy company and its customer company illustrates the current challenges in providing and integrating MA information into decision-making. The analysis is focused on the analytical and actor-based features of the decision-making and thus the limitations for MA information utilization. As a part of the broader research process, the researchers facilitated a meeting in the customer company, where the actors relevant to investment decisions discussed the current limitations in utilizing MA information.

Analytical and actor-based features may take different forms in the decision-making. Some relevant MA information may not be included in an organization’s decision-making process structure that allows merely conventional, yet analytical, decision alternatives. At the same time, certain actors’ viewpoints (such as sustainability metrics) can be excluded from the process without considering the logic behind the exclusion. This case study identifies the following limitations, largely related to insufficient actor-based features in the decision-making: managers may lack expertise in the use of MA tools, managerial interaction may lack reflection on taken-for-granted assumptions, different managers may appreciate different scope, content and timing of MA information and the process structure can ignore the required managerial viewpoints.

This study demonstrates that both the decision-making process structure and the needs of the several actors involved may lead to limitations for MA information utilization. Although many limitations stemmed from the insufficient actor-based orientation in the case study, introducing new MA analyses and extending the validity of analytical approaches may also help overcome some of the limitations. Further research should address possibilities to integrate different actors’ viewpoints with MA information already in the decision-making process structure, find ways to introduce MA information on unconventional decision alternatives and enable reflection among and about relevant actors with respect to decision-making. These means could lead to more effective utilization of MA information for decision-making and, consequently, economically viable decisions.

This study addresses the limitations in MA information utilization by combining the viewpoints of analytical decision-making processes and reflective actors, and thus unveils possibilities for enhancing MA practice.