487,555 research outputs found

    A Mathematical Framework of Human Thought Process: Rectifying Software Construction Inefficiency and Identifying Characteristic Efficiencies of Networked Systems Via Problem-solution Cycle

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    Problem The lack of a theory to explain human thought process latently affects the general perception of problem solving activities. This present study was to theorize human thought process (HTP) to ascertain in general the effect of problem solving inadequacy on efficiency. Method To theorize human thought process (HTP), basic human problem solving activities were investigated through the vein of problem-solution cycle (PSC). The scope of PSC investigation was focused on the inefficiency problem in software construction and latent characteristic efficiencies of a similar networked system. In order to analyze said PSC activities, three mathematical quotients and a messaging wavefunction model similar to Schrodinger’s electronic wavefunction model are respectively derived for four intrinsic brain traits namely intelligence, imagination, creativity and language. These were substantiated using appropriate empirical verifications. Firstly, statistical analysis of intelligence, imagination and creativity quotients was done using empirical data with global statistical views from: 1. 1994–2004 CHAOS report Standish Group International’s software development projects success and failure survey. 2. 2000–2009 Global Creativity Index (GCI) data based on 3Ts of economic development (technology, talent and tolerance indices) from 82 nations. 3. Other varied localized success and failure surveys from 1994–2009/1998–2010 respectively. These statistical analyses were done using spliced decision Sperner system (SDSS) to show that the averages of all empirical scientific data on successes and failures of software production within specified periods are in excellent agreement with theoretically derived values. Further, the catalytic effect of creativity (thought catalysis) in human thought process is outlined and shown to be in agreement with newly discovered branch-like nerve cells in brain of mice (similar to human brain). Secondly, the networked communication activities of the language trait during PSC was scrutinized statistical using journal-journal citation data from 13 randomly selected 1984 major chemistry journals. With the aid of aforementioned messaging wave formulation, computer simulation of message-phase “thermogram” and “chromatogram” were generated to provide messaging line spectra relative to the behavioral messaging activities of the messaging network under study. Results Theoretical computations stipulated 66.67% efficiency due to intelligence, imagination and creativity traits interactions (multi-computational skills) was 33.33% due to networked linkages of language trait (aggregated language skills). The worldwide software production and economic data used were normally distributed with significance level α of 0.005. Thus, there existed a permissible error of 1% attributed to the significance level of said normally distributed data. Of the brain traits quotient statistics, the imagination quotient (IMGQ) score was 52.53% from 1994-2004 CHAOS data analysis and that from 2010 GCI data was 54.55%. Their average reasonably approximated 50th percentile of the cumulative distribution of problem-solving skills. On the other hand, the creativity quotient score from 1994-2004 CHAOS data was 0.99% and that from 2010 GCI data was 1.17%. These averaged to a near 1%. The chances of creativity and intelligence working together as joint problem-solving skills was consistently found to average at 11.32%(1994-2004 CHAOS: 10.95%, 2010 GCI: 11.68%). Also, the empirical data analysis showed that the language inefficiency of thought flow ηʹ(τ) from 1994-2004 CHAOS data was 35.0977% and that for 2010 GCI data was 34.9482%. These averaged around 35%. On the success and failure of software production, statistical analysis of empirical data showed 63.2% average efficiency for successful software production (1994 - 2012) and 33.94% average inefficiency for failed software production (1998 - 2010). On the whole, software production projects had a bound efficiency approach level (BEAL) of 94.8%. In the messaging wave analysis of 13 journal-to-journal citations, the messaging phase space graph(s) indicated a fundamental frequency (probable minimum message state) of 11. Conclusions By comparison, using cutoff level of printed editions of Journal Citation Reports to substitute for missing data values is inappropriate. However, values from optimizing method(s) harmonized with the fundamental frequency inferred from message wave analysis using informatics wave equation analysis (IWEA). Due to its evenly spaced chronological data snapshot, the application of SDSS technique inherently does diminish the difficulty associated with handling large data volume (big data) for analysis. From CHAOS and GCI data analysis, the averaged CRTQ scores indicate that only 1 percent (on the average) of the entire human race can be considered exceptionally creative. However in the art of software production, the siphoning effect of existing latent language inefficiency suffocates its processes of solution creation to an efficiency bound level of 66.67%. With a BEAL value of 94.8% and basic human error of 5.2%, it can be reasonable said that software production projects have delivered efficiently within existing latent inefficiency. Consequently, by inference from the average language inefficiency of thought flow, an average language efficiency of 65% exists in the process of software production worldwide. Reasonably, this correlates very strongly with existing average software production efficiency of 63.2% around which software crisis has averagely stagnated since the inception of software creation. The persistent dismal performance of software production is attributable to existing central focus on the usage of multiplicity of programming languages. Acting as an “efficiency buffer”, the latter minimizes changes to efficiency in software production thereby limiting software production efficiency theoretically to 66.67%. From both theoretical and empirical perspective, this latently shrouds software production in a deficit maximum attainable efficiency (DMAE). Software crisis can only be improved drastically through policy-driven adaptation of a universal standard supporting very minimal number of programming languages. On the average, the proposed universal standardization could save the world an estimated 6 trillion US dollars per year which is lost through existing inefficient software industry

    Strategic HRM and Organizational Behavior: Integrating Multiple Levels of Analysis

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    [Excerpt] A few trends have emerged in the field of Strategic Human Resource Management (SHRM) over the past few years. First, and most obviously, has been the extensive effort to demonstrate a link between HRM practices and firm performance (Becker & Gerhart, 1996). Researchers such as Huselid (1995), MacDuffie (1995), Delery and Doty (1996), and Guthrie (2000) have published empirical studies showing a statistically significant linkage between HRM practices and some measures of organizational performance. A second trend has been to try to understand the mechanisms through which this relationship takes place. Authors such as Becker & Gerhart, (1996), Dyer and Reeves (1995), Guest, (1997) and Wright and Gardner (2003), have all called for research that uncovers some of the mediating relationships that must exist between the HRM practices and organizational performance. A final trend has been the recent interest in taking a multi-level approach to understanding SHRM. Wright and Boswell (2001) reviewed the SHRM literature and categorized this research as being differentiated along one dimension representing whether the focus was on single or multiple practices, and along a second dimension dealing with the unit of analysis, specifically the individual versus the group or organization. Ostroff and Bowen (2000) and more recently Bowen and Ostroff (2004) have developed the most extensive multi-level model of SHRM to date. Their theoretical approach argues that HR practices serve as communications mechanism signaling employees to engage in certain behaviors; relying on communications theory they contend that different aspects of HRM systems impede or facilitate this communication process. The purpose of this paper is related to these last two trends: we conceptually examine some of the mediating processes that might occur in the HRM – performance relationship, and try to make explicit their multilevel nature. In order to accomplish this, we will first explore the concept of variance, which is crucial to the analysis of any phenomena across multiple levels. We will show how virtually all existing SHRM research focuses on variance at one level of analysis while assuming constancy at other levels. We will next discuss the process through which HRM practices must act, and identify some of the relevant variables that have heretofore been virtually ignored in the empirical SHRM literature, specifically focusing on variance at different (unit vs. individual) levels of analysis. Finally, we will present some implications for theorizing and research in this area

    The Direct Effect of Entrepreneurial Orientation and Innovation Success on Firm Performance

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    Innovation plays pivotal role in whole business competition, while small firms in developing economies face challenging issue to invest in innovation. The research aims to examine the impact of innovation success as mediator variables on relationship among entrepreneurial orientation, human capital, social capital and firm performance.Hence, this research wants to contribute to the literature of product development management. With independent variables of entrepreneurial orientation, human capital and social capital, the research employs sample of small and medium enterprise from Malaysia and Indonesia.Through employed innovation success as moderator variable, the research indicates positive relationship between entrepreneurial orientation and firm performance. However, the evident highlights negative relationship between human capital and firm performance as well as social capital and firm performance

    Research and Applications of the Processes of Performance Appraisal: A Bibliography of Recent Literature, 1981-1989

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    [Excerpt] There have been several recent reviews of different subtopics within the general performance appraisal literature. The reader of these reviews will find, however, that the accompanying citations may be of limited utility for one or more reasons. For example, the reference sections of these reviews are usually composed of citations which support a specific theory or practical approach to the evaluation of human performance. Consequently, the citation lists for these reviews are, as they must be, highly selective and do not include works that may have only a peripheral relationship to a given reviewer\u27s target concerns. Another problem is that the citations are out of date. That is, review articles frequently contain many citations that are fifteen or more years old. The generation of new studies and knowledge in this field occurs very rapidly. This creates a need for additional reference information solely devoted to identifying the wealth of new research, ideas, and writing that is changing the field

    Systematic evaluation of design choices for software development tools

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    [Abstract]: Most design and evaluation of software tools is based on the intuition and experience of the designers. Software tool designers consider themselves typical users of the tools that they build and tend to subjectively evaluate their products rather than objectively evaluate them using established usability methods. This subjective approach is inadequate if the quality of software tools is to improve and the use of more systematic methods is advocated. This paper summarises a sequence of studies that show how user interface design choices for software development tools can be evaluated using established usability engineering techniques. The techniques used included guideline review, predictive modelling and experimental studies with users

    Missing Variables in Theories of Strategic Human Resource Management: Time, Cause, and Individuals

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    Much progress has been made with regard to theory building and application in the field of Strategic Human Resource Management (HRM) since Wright and McMahan’s (1992) critical review. While researchers have increasingly investigated the impact of HR on economic success within the Resource Based view of the firm, and have developed more middle level theories regarding the processes through which HR impacts firm performance, much work still needs to be done. This paper examines how future theorizing in SHRM should explore the concepts of time, cause, and individuals. Such consideration will drive more longitudinal research, more complex causal models, and consideration of multi-level phenomena

    Beginning to Unlock the Black Box in the HR Firm Performance Relationship: The Impact of HR Practices on Employee Attitudes and Employee Outcomes

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    Theoretical models in strategic human resource management research commonly include employee attitudes and behaviors as key mediating links between human resource practices and firm performance. However, almost all empirical SHRM work to date has ignored the mediating hypothesis and merely examined the direct relationship between HR practices and firm outcomes. The purpose of this study is to test the relationship between HR practices and employee attitudes and behaviors. Using a sample of 174 independent work groups, we examined the relationship between HR practices and collective behaviors (turnover and absenteeism) mediated by collective attitudes (job satisfaction and commitment). Results indicate attitudes partially mediate the relationship between HR practices and employee behaviors. The direct and indirect relationships identified in this study support the notion that attitudes and behaviors play a mediating role between HR practices and firm outcomes. These findings illustrate the varying impacts of HR practices and the importance of utilizing multilevel theory and methods
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