Microprogramming For Probability Distribution Sampling

Microprogramming of special instructions for sampling of random variates from any probability distribution is a means of increasing sampling speed. The diversity of sampling techniques is narrowed to one general algorithm: conditional bit sampling. Conditional bit sampling uses a high-speed uniform random number generator based on feedback shift registers to sample one bit at a time. The probability of a bit being a one in the j-th position of a binary expanded variate is stored in a table of conditional probabilities. A comparison with the pseudorandom number yields a one or zero. The table of conditional probabilities is generated once and passed through an instruction to the microprogram which performs the sampling. One user instruction is issued for each variate returned

A Statistical Evaluation of Algorithms for Independently Seeding Pseudo-Random Number Generators of Type Multiplicative Congruential (Lehmer-Class).

To be effective, a linear congruential random number generator (LCG) should produce values that are (a) uniformly distributed on the unit interval (0,1) excluding endpoints and (b) substantially free of serial correlation. It has been found that many statistical methods produce inflated Type I error rates for correlated observations. Theoretically, independently seeding an LCG under the following conditions attenuates serial correlation: (a) simple random sampling of seeds, (b) non-replicate streams, (c) non-overlapping streams, and (d) non-adjoining streams. Accordingly, 4 algorithms (each satisfying at least 1 condition) were developed: (a) zero-leap, (b) fixed-leap, (c) scaled random-leap, and (d) unscaled random-leap. Note that the latter satisfied all 4 independent seeding conditions. To assess serial correlation, univariate and multivariate simulations were conducted at 3 equally spaced intervals for each algorithm (N=24) and measured using 3 randomness tests: (a) the serial correlation test, (b) the runs up test, and (c) the white noise test. A one-way balanced multivariate analysis of variance (MANOVA) was used to test 4 hypotheses: (a) omnibus, (b) contrast of unscaled vs. others, (c) contrast of scaled vs. others, and (d) contrast of fixed vs. others. The MANOVA assumptions of independence, normality, and homogeneity were satisfied. In sum, the seeding algorithms did not differ significantly from each other (omnibus hypothesis). For the contrast hypotheses, only the fixed-leap algorithm differed significantly from all other algorithms. Surprisingly, the scaled random-leap offered the least difference among the algorithms (theoretically this algorithm should have produced the second largest difference). Although not fully supported by the research design used in this study, it is thought that the unscaled random-leap algorithm is the best choice for independently seeding the multiplicative congruential random number generator. Accordingly, suggestions for further research are proposed

Progress Report No. 3

Progress report of the Biomedical Computer Laboratory, covering period 1 July 1966 to 30 June 1967

Biophysical Source Modeling of Some Exogenous and Endogenous Components of the Human Event-Related Potential

Methods of dipole localization were applied to human scalp-recorded electrical activity associated with a simple auditory cognitive discrimination task. Human neuroanatomy and neurophysiology were reviewed from a biophysical standpoint in order to describe the probable neurogenesis of electrical activity in the brain and on the surface of the head. Topographic electroencephalography (EEG) analysis and source localization methods were historically reviewed in detail, followed by a brief review of the history of non-invasive evoked potential (EP) and magnetic field measurements of human central nervous system activity. Four well known simple cognitive tasks were considered that were known to elicit non-obligatory brain responses, and the odd-ball task chosen. Three subjects listened to a series of two tones, one frequent and one rare, and counted the rare tones. During task performance, 40 to 46 channels of EEG activity were recorded from their scalps. From the EEG data, average evoked potentials (aEP) were calculated for the frequent and rare conditions. From these a difference response was calculated. All three of these EPs were plotted as equipotential maps over a schematic of a head for topographic display and the major distribution features discussed. These aEPs and maps matched those previously reported in the literature. From estimates of the spatial electrical power over the head, four peak components were selected for analysis by equivalent source modeling (ESM). These were designated the FP40, FP100, FP200, and FP350, where FP stands for field power. ESM demonstrated that one centrally located point dipole or two bilaterally symmetric dipoles could model the empirical data quite well. These results were discussed in relation to other topographic studies, as well as studies of intracranial recordings, lesions, and animal models. The source locations found were consistent with auditory cortical locations for the obligatory sensory peaks (FP40, FP100, FP200) and with brainstem locations as the source of the FP350 cognitive event-related peak.</p

Investigating How Individual Differences in Organisations are Associated with Employee Performance, Job Satisfaction and Climate for Innovation: A Quantitative Study in Jordan’s Middle Eastern Context

For this PhD thesis, individual differences in the workplace are studied, with the focus being on the key personality characteristics and styles identified in the field of business and organisational psychology: the Big Five, Team Roles, Conflict Management Styles, and Decision Making Styles. Some personality characteristics and styles have been identified as ‘healthy’ and productive, whilst others are considered ‘unhealthy’ and dysfunctional. Measuring individual differences in the workplace is seen as highly beneficial in view of its diagnostic potential. Furthermore, these constructs have been found to be significantly associated with employee performance, job satisfaction and climate for innovation. The literature is scant with regards to studying these constructs under one umbrella to investigate their associations with employee performance, job satisfaction and climate for innovation. Moreover, most of the evidence, to date, has been collected in Western contexts and studies from Middle Eastern countries are rare. The aim of this thesis is to address this research gap, by presenting a series of studies from Jordan – a collectivist society, which is becoming increasingly important in terms of economic growth and companies’ roles in the world market. Specifically, three empirical studies are presented that examine the structure of these individual differences constructs and how they are associated with employee performance, job satisfaction and climate for innovation. For Study 1, the structure of individual differences constructs is investigated using a sample recruited from two of the top 20 companies in Jordan: a shipping and logistics company (n=224) and a telecommunications company (n=219). Confirmatory Factor Analyses largely confirmed the factorial structures found in studies in Western cultures: The big five were measured with the short and a longer version of the Big Five Inventory (i.e. BFI-10 and BFI-44), and a 5-factor structure was confirmed for the long, but not the short version. Team roles were measured with the Team Role Experience and Orientation questionnaire, and a 6-factor structure was confirmed. Conflict management styles were measured with the Dutch test for Conflict Handling, with a 5-factor structure being confirmed. Decision making styles were measured with the General Decision-Making Style questionnaire and a 5-factor structure was confirmed. Lastly, climate for innovation was measured with the Team Climate Inventory, with a 4-factor structure being confirmed. Study 2 involved examining how individual differences are associated with employee performance, job satisfaction and climate for innovation. For this purpose, data were collected from a new sample (n=249) from the shipping and logistics company. For employee performance, regression analysis identified conscientiousness from the big five and the problem-solving conflict management style as significant predictors (both positive). For job satisfaction, regression analysis identified neuroticism from the big five and avoidant decision-making style as significant predictors (both negative). For climate for innovation, regression analysis identified agreeableness (positive) and neuroticism (negative) from the big five as significant predictors, along with the problem-solving conflict management style (positive) and rational decision-making style (positive). Study 3 was aimed at replicating the findings from Study 2 in a sample from the Jordanian general population. Further, an additional more reliable measure of employee performance, the Individual Work Performance Questionnaire was used. Three hundred and ninety Jordanian employees participated. The findings from Study 2 were largely confirmed. Furthermore, from the regression analysis, additional predictors of employee performance, job satisfaction and climate for innovation emerged. i.e. neuroticism (negative), rational decision-making style (positive), and avoidant decision-making style (negative), were significant predictors of employee performance. Agreeableness (positive), the problem-solving conflict-management style (positive), and the rational decision-making style (positive) were significant predictors of job satisfaction. Moreover, the avoidant decision-making style was found to be a negative predictor of climate for innovation. These studies contribute to knowledge in several ways: first, by examining the factorial structure of the instruments used in a Jordanian, rather than a Western context and second, by investigating the individual differences constructs simultaneously under one umbrella, thereby identifying the most and least effective characteristics that contribute to high levels of employee performance, job satisfaction and climate for innovation in Jordan’s Middle Eastern context

Sales Performance and Emotional Intelligence of Technology Sales Professionals

United States business leaders spend $15 billion per year on sales training, but approximately 50% of salespeople still fail to reach their annual sales targets. Business leaders have limited understanding of the relationship between emotional intelligence and its central constructs (self-perception, self-expression, interpersonal, decision making, and stress management) and sales performance of sales professionals based in the United States. The purpose of this correlational research study was to examine the relationship between emotional intelligence and sales performance via an online pre-existing emotional intelligence assessment. The theoretical framework incorporated emotional intelligence theory and job performance theory. The sample included 86 technology sales professionals working in the United States who were recruited through a nonrandom purposive sampling method. The correlation results showed an association exists between decision making and sales performance (r = .310, n = 73; p Ë? .01). For all 6 predictor variables, the regression model was not a significant predictor of sales performance, F(6,66) = 1.295, p = .272, R-² = .105. By including only decision making, the linear regression model was a significant predictor of sales performance, F(1,71) = 7.550, p Ë? .01, R-² = .096. The results were not generalizable, but suggest that decision making is significant in achieving sales performance. These results suggest that higher decision making skills lead to higher sales performance. Social implications for sales and business leaders include using these results to seek and hire emotionally intelligent sales professionals and training existing sales professionals about emotional intelligence competencies to improve company-wide sales performance

Developing a case for a more granular examination in the selection of information technology job roles most suitable for outsourcing and offshore placement

This study reviewed shortcomings present in the process of selecting the scope of offshore outsourcing vendor usage. While extensive financial cost information is available to companies considering this alternative, there is little mentioned of the quality of service performance experienced by the internal work teams that act as the primary consumers of these contracted services. Additionally, it is common practice to contract offshore outsourcing on a project or departmental level without granular examination of suitability at the job role level. This study surveyed a representative sample (n = 30) of IT professionals, and addressed two related research questions regarding internal value return. The first questioned whether a satisfactory level of overall job performance is returned by holistically-outsourced IT services to offshore vendors and results were inconclusive. The second examined if differences were present between work teams responsible for various IT functions, indicating a need for more granular consideration and found significant differences between work teams\u27 needs. As to the first research question, results were calculated from the aggregate mean of each departmental review with which the respondent had direct experience. Overall job performance satisfaction was measured using the t-test methodology as minimally sub-par, with insufficient significance to reject the possibility of sampling error, t (22) = 2.57, p \u3e .05. As to the second research question, departmental satisfaction ratings in 10 factors relevant to service delivery were analyzed for variation in order to determine if significant valuation differences were present. Significant variation present in satisfaction levels between teams are representative of variation in factor importance by department. Three discrete departments -- Application Development, Server Operations, & Solutions and Architecture were examined. An analysis of variance showed that the effect of performance factor was significant F (9, 27) = 304.434, p \u3c 1 that the effect of work team was significant at F (3, 27) = 43.190, p \u3c 1. As both performance factor and work team variations were significant above the confidence level (95%) chosen as the threshold, the null hypothesis that there was no variation in factor delivery efficacy was rejected. The results of the second research question of whether a more detailed and granular examination would reveal differences in factor importance -- or the difference in emphasis on one factor over another, a statistically significant finding that such differences are present was found. Significant differences in value perception present between individual work teams and the collective totals indicated that each work team was unique in their expectations -- and valuation -- of services provided.In order, therefore, to provide optimal value, a more granular examination of each position or team to be outsourced should be conducted in order to reserve those positions that do not perform well for in-house performance, and only outsource those positions likely to do well to an offshore vendor. As each company requires its own unique mix of IT management needs appropriate their situation, each IT work team was found to have a level of unique need as well. These needs define work team satisfaction levels with services provided. Additionally, companies that avoid single factor decision-making with regard to offshore outsourced vendor use may see more optimal results. For the same reasons outlined above, the service delivery performance seen by internal work teams reflect the quality of work performed by the vendor. If such value degrades below satisfactory levels, it is possible to erode the savings realized by cost incentives to a negative return

Aerospace medicine and biology: A continuing bibliography with indexes, supplement 125

This special bibliography lists 323 reports, articles, and other documents introduced into the NASA scientific and technical information system in January 1974

Tinkering with the Unbearable Lightness of Being: Meditation, Mind-Body Medicine and Placebo in the Quantum Biology Age

There are empirical indications that mind-body therapies have a nonlocal quantum component, in addition to the psychoneuroimmunological pathways that have been the focus of the predominant experimental paradigm.  The discussion below addresses the evidence and proposed theoretical mechanisms supporting this conclusion, and makes the case that there should be a convergence of research agendas between mind-body interventions (including placebo),  photomedicine and quantum biology.  Specifically, the role of endogenously generated biophotons in the regulation of genetic expression and the apparent ability of mental intent to direct biophoton emissions to specifically targeted tissues needs to be further evaluated from the perspective of photobiomodulation mechanisms, with a special focus on the spectroscopy and dosimetry of these emissions. Finally, the possible role of long-term meditation in enhancing quantum biological effects has to be further investigated at the level of cellular and macromolecular remodeling, both in the brain and the body