A Survey of String Matching Algorithms

ABSTRACT The concept of string matching algorithms are playing an important role of string algorithms in finding a place where one or several strings (patterns) are found in a large body of text (e.g., data streaming, a sentence, a paragraph, a book, etc.). Its application covers a wide range, including intrusion detection Systems (IDS) in computer networks, applications in bioinformatics, detecting plagiarism, information security, pattern recognition, document matching and text mining. In this paper we present a short survey for well-known and recent updated and hybrid string matching algorithms. These algorithms can be divided into two major categories, known as exact string matching and approximate string matching. The string matching classification criteria was selected to highlight important features of matching strategies, in order to identify challenges and vulnerabilities

Am I Myself at Work? Engagement, Identity, and Role Transitions

In my dissertation, I adopt a “self-in-role” perspective to understand employee work engagement after role transitions. In particular, I highlight how employees’ selves vary based on the roles that they occupy inside versus outside the workplace. This creates a daily challenge to the engagement of employees who are returning to work. To address this challenge, I theorize how the role transition process – specifically the magnitude of the transition – influences the extent to which an employee perceives their two identities as conflicting versus enhancing, which undermines versus enables engagement, respectively. I further consider two contextual factors (experienced authenticity and work role reattachment) that buffer this process. To accomplish this, I first develop and validate a measure of role transition magnitude using a multi-step process that spans five separate samples of working adults (N = 811). I then use this measure across four separate studies to test my hypothesized model. In Study 1 (N = 320), I conduct a correlational test of my model within a sample of working adults. In Study 2 (N = 463), I experimentally manipulate role transition magnitude to demonstrate the causal direction of the association between role transition magnitude and identity conflict and enhancement. In Study 3 (N = 480), I manipulate role transition magnitude and experienced authenticity to provide additional evidence of the moderating effect of experienced authenticity. In Study 4 (N = 392), I conducted a one-day field experiment where I randomly assigned participants to reattach to their work role (or not) during their morning commute to work. Overall, my hypotheses were supported across these studies. Role transition magnitude was positively related to identity conflict, and negatively related to identity enhancement. As expected, identity conflict was negatively associated with engagement, whereas identity enhancement was positively associated with engagement. Furthermore, the more a given employee experienced authenticity, the less role transition magnitude related to either identity conflict or enhancement. Finally, the more an employee reattached to their work role during their role transition to work, the less experiencing identity conflict undermined their engagement.Doctor of Philosoph