Arguing security: validating security requirements using structured argumentation

This paper proposes using both formal and structured informal arguments to show that an eventual realized system can satisfy its security requirements. These arguments, called 'satisfaction arguments', consist of two parts: a formal argument based upon claims about domain properties, and a set of informal arguments that justify the claims. Building on our earlier work on trust assumptions and security requirements, we show how using satisfaction arguments assists in clarifying how a system satisfies its security requirements, in the process identifying those properties of domains that are critical to the requirements

Government Performance and Life Satisfaction in Contemporary Britain

This paper investigates relationships between public policy outcomes and life satisfaction in contemporary Britain. Monthly national surveys gathered between April 2004 and December 2008 are used to analyze the impact of policy delivery both at the micro and macro levels, the former relating to citizens personal experiences, and the latter to cognitive evaluations of and affective reactions to the effectiveness of policies across the country as a whole. The impact of salient political events and changes in economic context involving the onset of a major financial crisis also are considered. Analyses reveal that policy outcomes, especially microlevel ones, significantly influence life satisfaction. The effects of both micro- and macrolevel outcomes involve both affective reactions to policy delivery and cognitive judgments about government performance. Controlling for these and other factors, the broader economic context in which policy judgments are made also influences life satisfaction. © 2010 Southern Political Science Association

Arguing satisfaction of security requirements

This chapter presents a process for security requirements elicitation and analysis, based around the construction of a satisfaction argument for the security of a system. The process starts with the enumeration of security goals based on assets in the system, then uses these goals to derive security requirements in the form of constraints. Next, a satisfaction argument for the system is constructed, using a problem-centered representation, a formal proof to analyze properties that can be demonstrated, and structured informal argumentation of the assumptions exposed during construction of the argument. Constructing the satisfaction argument can expose missing and inconsistent assumptions about system context and behavior that effect security, and a completed argument provides assurances that a system can respect its security requirements

The Hygiene Factors Contributing to Work Satisfaction, Interaction with locals and Life Satisfaction among Dell Expatriates in the Asia Pacific Region

Pembangunan profesional ekspatriat telah menjadi semakin penting kepada organisasi transnasional sejak beberapa dekad yang lalu (Adler, 2008; Mendenhall, 2006; Mezias & Scandura, 2005). The professional development of expatriates has become increasingly important to transnational organizations over the past few decades

Relationship maintenance behavior and adult attachment: an analysis of the actor-partner interdependence model

Associations between relationships maintenance behaviors (positivity, openness, assurances, and sharing tasks) and anxious and avoidant attachment were examined in 265 married couples. Using structural equation modeling to employ the actor-partner interdependence model, the use of positivity, assurances and sharing tasks were found to be negatively associated with anxious and avoidant attachment for both husbands and wives. Being open and self-disclosing in marriage was not strongly associated with attachment. Results indicated that the use of maintenance behaviors in marriages could have the potential to foster increased security in partners. Research and clinical implications are discussed

Partnership, high performance work systems and quality of working life

The paper measures the effects of workplace partnership and selected high performance work practices on four different dimensions of employee experience. Whilst the partnership-high performance work systems nexus seems to have little impact on employees' job satisfaction or sense of attachment, it does, however, have a negative impact on both workplace stress and employee evaluations of union performance. The analysis thus questions common assumptions about the inevitability of 'mutual gain' and the necessity of employer/unionpartnership. Introduction and researc

Lean, but is it mean? Union members’ views on a high performance workplace system

The growing literature on high performance workplace systems suggests that in a unionised environment such systems can be advantageous for workers. This paper reports on a study of New Zealand dairy workers’ views on the introduction of a hpws. It reports little evidence to support the more optimistic claims in the literature. But it also reports that union members still support hpws, primarily for reasons of job security. Thus notwithstanding many of the findings, the paper concludes that there are limited grounds for a degree of optimism about the potential of union involvement in hpws to enhance worker voice

Antecedents of Perceived Coach Interpersonal Behaviors: The Coaching Environment and Coach Psychological Well- and Ill-Being

Embedded in the self-determination theory (Deci & Ryan, 2000) framework, we obtained self-report data from 418 paid and voluntary coaches from a variety of sports and competitive levels with the aim of exploring potential antecedents of coaches’ perceived autonomy supportive and controlling behaviors. Controlling for socially desirable responses, structural equation modeling revealed that greater job security and opportunities for professional development, and lower work–life conflict were associated with psychological need satisfaction, which, in turn, was related to an adaptive process of psychological well-being and perceived autonomy support toward athletes. In contrast, higher work–life conflict and fewer opportunities for development were associated with a distinct maladaptive process of thwarted psychological needs, psychological ill-being, and perceived controlling interpersonal behavior. The results highlight how the coaching context may impact upon coaches’ psychological health and their interpersonal behavior toward athletes. Moreover, evidence is provided for the independence of adaptive and maladaptive processes within the self-determination theory paradig