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Travel counseling and recommender systems on the Internet have not yet become smart enough to fulfill the elementary functions a fastidious consumer may expect. The EU‐funded project named DieToRecs (http://dietorecs.itc.it/) aims at improving recommender system functionality by incorporating relevant findings from tourist behavior research. The computational intelligence needed to optimize the user‐system encounter greatly depends on how far the user has advanced in his travel decision process. This report elaborates the levels of counseling intelligence, explores the basic marketing paradigm of matching the products/services desired and offered, and ponders on the consequences for devising a recommender or counseling system capable of learning.

Research projects designed to examine social identity difference in organizations are driven by a passion to affect positive change that ultimately leads to a more just society rather than one which enables status quo power perpetuation and continues to marginalize certain people and inhibit them from achieving personal and career goals. This important change requires the support of all people and not just those who use a simplistically essentialist dyad because they feel a personal connection or because such avenues of inquiry are considered off limits when a researcher or a manager does not “match” members of specific minority groups. Polyvocality is necessary to exorcise -isms in the workplace and larger global communities, so this important work is everyone’s responsibility.

In Chapter 2, difference is operationalized and it is acknowledged that recognizing power differentials between ourselves as researcher and our respondents or participants as researched is a starting point in any important journey when exploring social identity difference. Researching across social identity difference is examined, the simplistically essentialist dyad or racial-matching paradigm is critiqued, and the partial perspective and lived experience orientations are advanced. Useful guidance and methodological techniques also are offered for self-reflexive moves when considering research paradigms, theoretical underpinnings, data collection procedures, data interpretation and analysis steps, and dissemination of findings – as well as discussion about ways that institutionalized power can intervene in potentially risky ways for researchers of social identity and difference.

This book represents an integration of numerous theory streams and approaches so that researchers of social identity difference will have at least one go-to source for engaging with potential analytical, ethical, and methodological challenges. Chapter 2 is divided into these central subthemes: what is social identity difference?, power issues among researchers and the researched, techniques for doing social identity difference research, and researching across social identity difference and the matching paradigm.

Explores the relevance of structuralism and post‐structuralism to the field of library and information science (LIS).

The paper is a literature‐based conceptual analysis of the two philosophical movements, structuralism and post‐structuralism, as represented by the seminal figures of Ferdinand de Saussure and Michel Foucault.

The principles of structuralism and post‐structuralism have significant implications for how the role of the modern library can and should be viewed.

Provides insights into LIS by drawing on philosophical perspectives that are beyond the LIS literature.

This paper assesses the ability of the minimally verbal child with autism to recognise their own voice. The rationale for this study rests in recent advances in technology aimed at making the voice of speech generating devices (SGDs) sound more like the child using them (van Santen and Black, 2009). The purpose of this paper is to investigate the child’s ability to actually recognise the sound of their own voice in a series of short experiments using computer-based methodology.

Using a voice-face matching computerised paradigm, the performance of 33 children with autism was compared to that of 27 children with developmental delay (DD), and 33 typically developing (TD) children. The children were matched for verbal and non-verbal ability and a training period was conducted prior to the main test to ensure children’s understanding of what was expected of them.

The findings of this study suggest that the child with autism recognise the sound of their own voice at test, but with much greater difficulty than age-and-ability matched comparison groups. The implications of this finding are useful for researchers in the field of speech mimicry technology and manufacturers of SGD software packages. The paper also provides empirical insights about how the child with autism may process voice in their everyday social interactions.

Some limitations to this study exist, for instance, there were only a small number of presentations involving self-voice in this task. This may have over simplified the process for the young TD children and the children with DD. Nevertheless, it is striking that despite being matched for non-verbal mental age, the children with autism performed significantly less well than either of the other two groups of children. However, future studies would benefit from adjusting the number of presentations of voice and face accordingly. It is also important to note that for some children with autism the simultaneous presentation of faces and voices may act more as an interference effect (Cook and Wilding, 1997; Joassin et al., 2004) than a facilitation effect (Molholm et al., 2002). Future studies may wish to test a subgroup on voice recognition without the aid of visual prompts.

The paper includes implications for the type of voice children with autism may prefer to use when communicating via a SGD. The authors suggest that if the child does not recognise or prefer the sound of their own natural voice on such devices, partial or complete abandonment of the SGD may occur.

This paper fulfils an identified need to research how children’s abilities and preferences can be taken into account at the point of decision making for particular communication tools.

This paper presents the case for personnel systems based on maximizing the differential information gathered about individual abilities and their match to jobs. In the context of assignment to multiple jobs, such systems are shown to be more effective than those based on the currently dominant paradigm of maximizing predictive validity. The latter paradigm favours the measurement of general cognitive ability over multiple specific aptitudes. Recent differential approaches use computer simulation modelling of alternative hypothetical systems to evaluate potential efficiency. The paper reviews the theoretical background on the structure of human abilities which has led to these contrasting approaches to personnel system design, and presents evidence, based on the US Army selection and classification system, in support of the alternative approach. Individual test/aptitude profiles improve the efficiency of personnel selection and classification as well as academic, vocational and career counselling. They also provide a broader, potentially fairer definition of talent than a unidimensional indicator of cognitive ability, and a foundation for the design of learning and decision environments around learner and user profiles.

Legitimizing health-care networks over time is crucial to the survival of the networks, but studies providing insight into the motivational paradigms used to legitimize networks and mergers are missing. This study aims to contribute by analyzing which motivational paradigms, namely, transaction costs economics, resource dependency, stakeholder theory, organizational learning and institutional theory, are used over time to motivate the formation, integration and eventually merger of a health-care network.

The theoretical paradigms from the literature are matched with the motivational arguments that were found in the communication around the formation and evolution of a specific health-care network. Secondary data in the printed press were analyzed in three ways to obtain triangulation in method.

Five theoretical paradigms matched the communication during significant parts of the time-scope of the study, but not always equally strong. It, therefore, confirms the usefulness of an integrated and evolutionary perspective on the paradigms, not only during the formation but also during the life-span of the organization.

Insight into the motivational paradigms that dominate in the press during an integration and merger process allows for health-care managers and policy makers to manage the process of legitimizing. This might prevent network failure because of lack of legitimacy, misperceptions of the motivations, overemphasizing one motivation or inability to move to a next layer of motivation when the integration process evolves.

The recent economic/environmental discourse on development issues has led to a new paradigm of development, called here the “eco‐economic development model”, but usually known as sustainable development (including both ecological and economic concerns), which has successfully substituted the traditional model of economic development in general acceptance. However, new models usually imply new rules and perhaps a new type of market, yet policy issues within the eco‐economic development paradigm are being addressed with theoretical constructs and a state of mind as if we were still in the old paradigm – perhaps because the nature and the internal structure of the new paradigm are not yet well known and understood, as nobody has apparently looked into this. It should be expected that the two paradigms are not equivalent to each other, and therefore, they should be addressed differently. This paper presents a qualitative approach, from a systematic point of view, which can be used to highlight how different the two paradigms are in terms of structure and policy implications. Then, this information is used to provide an answer to three questions: is the economic development market the same as the eco‐economic development market; if not, how many invisible hands are there in the eco‐economic development market; and what are the environmental, social, and economic policy implications of this situation?. Shows that new paradigms require a new line of thinking to market policy and planning.

The purpose of this paper is to describe a novel application of the well‐established 2D laser scan‐matching technique for self‐localization of a walking robot. The techniques described in this paper enable a walking robot with a 2D laser scanner to obtain precise maps of man‐made environments, which can be useful in search and reconnaissance missions, e.g. in warehouses, production plants, and other industrial areas.

The presented system combines two scan‐matching algorithms (PSM and PLICP) to deal with low‐quality range data from a compact laser scanner and to provide robust self‐localization in various types of man‐made environments. Data from proprioceptive sensors and simplifying assumptions holding in man‐made environments are exploited to compensate for the varying attitude of the walking robot, particularly in uneven terrain.

The experimental results suggest that neglecting either the poor initial pose guess obtained from the legged odometry, or the varying attitude angles of a walking robot's body, may lead to unacceptable results in self‐localization and scan‐based mapping. It is also demonstrated that using the PSM algorithm to compute the initial pose estimate for the more precise PLICP scan‐matching algorithm improves the results of self‐localization.

So far, the presented self‐localization system was tested in limited‐scale indoor experiments. Experiments with more extended and realistic scenarios are scheduled as further work.

Applying techniques described in this paper, the author was able to obtain the robot pose and precise maps of man‐made environments, which can be useful in USAR and reconnaissance missions, also in warehouses, production plants, and other industrial areas.

The scan‐matching algorithms used in the presented research are not new, the contribution lies in combining them in order to overcome issues specific to a small‐size legged platform, using only common affordable hardware.

This study aims to, given that most research focusses on leaders and ignores the influence of follower characteristics on either leadership or engagement, investigate whether employee characteristics moderate the relationship between perceived leadership styles and employee engagement. Recent research has shown that visionary and organic leadership paradigms positively influence employee engagement, compared with classical and transactional leadership environments (Zhang et al., 2014).

Questionnaire data from 432 sales assistants, collected from retail shopping malls in Sydney, Australia, were analyzed.

Structured regression analysis confirmed that the employee characteristics of need for achievement, equity sensitivity and need for clarity moderate the relationship between four leadership paradigms and employee engagement. The nature of the moderation varies in complex ways.

There is scope to confirm this study in different contexts, to include additional employee characteristics and reconfirm some scales and to remove common method variance.

The findings suggest that to improve employee engagement: employers should recruit staff exhibiting characteristics predicted to generate high employee engagement; organizations should develop supervisors to ensure that they adopt leadership styles found to drive employee engagement; and recruiters should consider matching the characteristics of employees to the prevailing leadership paradigm(s) in the organization.

This paper addresses a major gap in the literature by examining the moderating effects of follower characteristics on different leadership paradigms and employee engagement.

This study aims to compare linear programming and stable marriage approaches to the personnel assignment problem under conditions of uncertainty. Robust solutions should exhibit reduced variability of solutions in the presence of one or more additional constraints or problem perturbations added to some baseline problems.

Several variations of each approach are compared with respect to solution speed, solution quality as measured by officer-to-assignment preferences and solution robustness as measured by the number of assignment changes required after inducing a set of representative perturbations or constraints to an assignment instance. These side constraints represent the realistic assignment categorical priorities and limitations encountered by army assignment managers who solve this problem semiannually, and thus the synthetic instances considered herein emulate typical problem instances.

The results provide insight regarding the trade-offs between traditional optimization and heuristic-based solution approaches.

The results indicate the viability of using the stable marriage algorithm for talent management via the talent marketplace currently used by both the U.S. Army and U.S. Air Force for personnel assignments.