5,906 research outputs found

    Beam scanning by liquid-crystal biasing in a modified SIW structure

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    A fixed-frequency beam-scanning 1D antenna based on Liquid Crystals (LCs) is designed for application in 2D scanning with lateral alignment. The 2D array environment imposes full decoupling of adjacent 1D antennas, which often conflicts with the LC requirement of DC biasing: the proposed design accommodates both. The LC medium is placed inside a Substrate Integrated Waveguide (SIW) modified to work as a Groove Gap Waveguide, with radiating slots etched on the upper broad wall, that radiates as a Leaky-Wave Antenna (LWA). This allows effective application of the DC bias voltage needed for tuning the LCs. At the same time, the RF field remains laterally confined, enabling the possibility to lay several antennas in parallel and achieve 2D beam scanning. The design is validated by simulation employing the actual properties of a commercial LC medium

    Comparative Multiple Case Study into the Teaching of Problem-Solving Competence in Lebanese Middle Schools

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    This multiple case study investigates how problem-solving competence is integrated into teaching practices in private schools in Lebanon. Its purpose is to compare instructional approaches to problem-solving across three different programs: the American (Common Core State Standards and New Generation Science Standards), French (Socle Commun de Connaissances, de Compétences et de Culture), and Lebanese with a focus on middle school (grades 7, 8, and 9). The project was conducted in nine schools equally distributed among three categories based on the programs they offered: category 1 schools offered the Lebanese program, category 2 the French and Lebanese programs, and category 3 the American and Lebanese programs. Each school was treated as a separate case. Structured observation data were collected using observation logs that focused on lesson objectives and specific cognitive problem-solving processes. The two logs were created based on a document review of the requirements for the three programs. Structured observations were followed by semi-structured interviews that were conducted to explore teachers' beliefs and understandings of problem-solving competence. The comparative analysis of within-category structured observations revealed an instruction ranging from teacher-led practices, particularly in category 1 schools, to more student-centered approaches in categories 2 and 3. The cross-category analysis showed a reliance on cognitive processes primarily promoting exploration, understanding, and demonstrating understanding, with less emphasis on planning and executing, monitoring and reflecting, thus uncovering a weakness in addressing these processes. The findings of the post-observation semi-structured interviews disclosed a range of definitions of problem-solving competence prevalent amongst teachers with clear divergences across the three school categories. This research is unique in that it compares problem-solving teaching approaches across three different programs and explores underlying teachers' beliefs and understandings of problem-solving competence in the Lebanese context. It is hoped that this project will inform curriculum developers about future directions and much-anticipated reforms of the Lebanese program and practitioners about areas that need to be addressed to further improve the teaching of problem-solving competence

    Knowledge Distillation and Continual Learning for Optimized Deep Neural Networks

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    Over the past few years, deep learning (DL) has been achieving state-of-theart performance on various human tasks such as speech generation, language translation, image segmentation, and object detection. While traditional machine learning models require hand-crafted features, deep learning algorithms can automatically extract discriminative features and learn complex knowledge from large datasets. This powerful learning ability makes deep learning models attractive to both academia and big corporations. Despite their popularity, deep learning methods still have two main limitations: large memory consumption and catastrophic knowledge forgetting. First, DL algorithms use very deep neural networks (DNNs) with many billion parameters, which have a big model size and a slow inference speed. This restricts the application of DNNs in resource-constraint devices such as mobile phones and autonomous vehicles. Second, DNNs are known to suffer from catastrophic forgetting. When incrementally learning new tasks, the model performance on old tasks significantly drops. The ability to accommodate new knowledge while retaining previously learned knowledge is called continual learning. Since the realworld environments in which the model operates are always evolving, a robust neural network needs to have this continual learning ability for adapting to new changes

    Especificación del modelo de habilidades, motivación y oportunidades (AMO) como multiplicativo o aditivo y comprobación de su validez en su aplicación a las prácticas de alta implicación de recursos humanos enfocadas a la mejora continua

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    Tesis por compendio[ES] El objetivo principal de la presente tesis es dilucidar los aspectos del modelo de habilidades, motivación y oportunidades (modelo AMO) que permitan determinar la relación que existe entre las prácticas de RRHH y la mejora de los resultados a nivel organizacional o individual. El objetivo se vehicula a través de preguntas de investigación específicas. Además, a través de métodos estadísticos evaluamos el alcance y difusión de los sistemas de alta implicación en el contexto laboral español, que posee unas particularidades específicas. Finalmente, investigamos qué modelo de interacción predice mejor la satisfacción laboral a nivel individual, el sumativo o el multiplicativo, lo cual constituye una de las grandes cuestiones no resueltas hasta la fecha. De nuestra investigación se desprende que el modelo AMO proporciona una estructura apropiada para explorar la relación entre la gestión de RRHH y los resultados a distintos niveles. Muchas investigaciones articulan sus análisis en base a las agrupaciones de prácticas planteadas por el modelo, y numerosos estudios confirman los efectos positivos de los sistemas de alta implicación. Sin embargo, no existe un consenso claro que permita generalizar los resultados y establecer una metodología única. De acuerdo con nuestra investigación, existen dos razones. En primer lugar, hay una gran variedad de enfoques metodológicos, que conducen a resultados muy diversos. Por otro lado, el modelo AMO se integra en un sistema de relaciones complejo, donde además de los mecanismos que moderan las relaciones internas de los sistemas de RRHH y los resultados, operan otros factores organizacionales, personales y externos. Puesto que existen múltiples realidades, definir políticas que garanticen un modelo de gestión único que se adapte a cualquier situación es complejo. Sin embargo, las evidencias demostradas en la literatura juegan sin duda un papel relevante a la hora de tomar decisiones. Con respecto a la difusión y grado de uso de los sistemas de RRHH en el contexto español, nuestros resultados indican que existe poca influencia de incentivos económicos basados en el rendimiento, quizás debido a la rigidez de la legislación laboral. Los modelos planteados, relacionados con la aplicación formal de sistemas de alta implicación tampoco predicen en gran medida los resultados individuales, aunque sí apuntan a que la categoría de habilidades, y en menor medida la de oportunidades tienen un efecto mayor sobre la satisfacción laboral. Sin embargo, observamos que muchos empleados tienen percepciones positivas en relación con la capacidad de participación, el trabajo en equipo, el intercambio de información, o la formación en el puesto de trabajo, que podrían no estar vinculadas con el diseño y la implantación formal de sistemas de RRHH. En este sentido, algunos estudios evidencian las diferencias entre España y otros países de referencia en relación con la utilización de prácticas de alta implicación. Esta tesis ofrece diversas contribuciones. En primer lugar, realizamos una síntesis exhaustiva de las características del modelo AMO y sus implicaciones teóricas y prácticas, y señalamos los aspectos que dificultan la generalización de resultados. En segundo lugar, analizamos el grado de uso de los sistemas de alta implicación en el contexto español, señalando las posibles carencias. Nuestras conclusiones pueden fomentar el desarrollo de medidas para incrementar la participación de los empleados, así como para romper las barreras que ralentizan la implantación de los sistemas de alta implicación. Por último, evaluamos la validez de los enfoques sumativo y multiplicativo del modelo para predecir la satisfacción laboral. Contribuimos de este modo al creciente interés por las percepciones de los empleados y los resultados a nivel individual, así como a la conveniencia de explorar enfoques distintos al aditivo para confirmar las supuestas sinergias de los sistemas de alta implicación.[CA] L'objectiu principal de la present tesi és dilucidar els aspectes del model d'habilitats, motivació i oportunitats (model AMO) que permeten determinar la relació que existeix entre les pràctiques de RRHH i la millora dels resultats a nivell organitzacional o individual. L'objectiu es vehicula a través de preguntes d'investigació específiques. A més, a través de mètodes estadístics avaluem l'abast i difusió dels sistemes d'alta implicació en el context laboral espanyol, que posseeix unes particularitats específiques. Finalment, investiguem quin model d'interacció prediu millor la satisfacció laboral a nivell individual, el sumatiu o el multiplicador, la qual cosa constitueix una de les grans qüestions no resoltes fins hui. De la nostra investigació es desprén que el model AMO proporciona una estructura apropiada per a explorar la relació entre la gestió de RRHH i els resultats a diferents nivells. Moltes investigacions articulen les seues anàlisis sobre la base de les agrupacions de pràctiques plantejades pel model, i nombrosos estudis confirmen els efectes positius dels sistemes d'alta implicació. No obstant això, no existeix un consens clar que permeta generalitzar els resultats i establir una metodologia única. D'acord amb la nostra investigació, existeixen dues raons. En primer lloc, hi ha una gran varietat d'enfocaments metodològics, que condueixen a resultats molt diversos. D'altra banda, el model AMO s'integra en un sistema de relacions complex, on a més dels mecanismes que moderen les relacions internes dels sistemes de RRHH i els resultats, operen altres factors organitzacionals, personals i externs. Com que existeixen múltiples realitats, definir polítiques que garantisquen un model de gestió únic que s'adapte a qualsevol situació és complex. No obstant això, les evidències demostrades en la literatura juguen sens dubte un paper rellevant a l'hora de prendre decisions. Respecte a la difusió i grau d'ús dels sistemes de RRHH en el context espanyol, observem diversos aspectes. Els nostres resultats indiquen que existeix poca influència d'incentius econòmics basats en el rendiment, potser a causa de la rigidesa de la legislació laboral. Els models plantejats, relacionats amb l'aplicació formal de sistemes d'alta implicació tampoc prediuen en gran manera els resultats individuals, encara que sí que apunten al fet que la categoria d'habilitats, i en menor mesura la d'oportunitats tenen un efecte major sobre la satisfacció laboral. No obstant això, observem que molts empleats tenen percepcions positives en relació amb la capacitat de participació, el treball en equip, l'intercanvi d'informació, o la formació en el lloc de treball, que podrien no estar vinculades amb el disseny i la implantació formal de sistemes de RRHH. En aquest sentit, alguns estudis evidencien les diferències entre Espanya i altres països de referència en relació amb la utilització de pràctiques d'alta implicació. Aquesta tesi ofereix diverses contribucions. En primer lloc, realitzem una síntesi exhaustiva de les característiques del model AMO i les seues implicacions teòriques i pràctiques, i assenyalem els aspectes que dificulten la generalització de resultats. En segon lloc, analitzem el grau d'ús dels sistemes d'alta implicació en el context espanyol, assenyalant les possibles mancances. Les nostres conclusions poden fomentar el desenvolupament de mesures per a incrementar la participació dels empleats, així com per a trencar les barreres que alenteixen la implantació dels sistemes d'alta implicació. Finalment, avaluem la validesa dels enfocaments sumatiu i multiplicador del model per a predir la satisfacció laboral. Contribuïm d'aquesta manera al creixent interés per les percepcions dels empleats i els resultats a nivell individual, així com a la conveniència d'explorar enfocaments diferents a l'additiu per a confirmar les suposades sinergies dels sistemes d'alta implicació.[EN] The main objective of this thesis is to elucidate the aspects of the abilities, motivation, and opportunities model (AMO model) that allow determining the relationship between HR practices and organizational or individual results improvement. The objective is conveyed through specific research questions. In addition, we assess the scope of high-involvement work systems (HIWS) in the Spanish labour context, which has specific particularities. Finally, we compare the predictive capacity of the summative and multiplicative approaches at the individual level, which is one of the unresolved questions to date. Our research shows that the AMO model provides an appropriate structure for exploring the relationship between HR management and outcomes at different levels. Many studies articulate their analyses based on the groupings of practices proposed by the model, and numerous studies confirm the positive effects of HIWS. However, there is no clear consensus to generalize the results and establish a single methodology. According to our research, there are two main reasons. First, there is a wide range of methodological approaches, which lead to very mixed results. On the other hand, the AMO model is integrated into a complex system of relationships, where in addition to the mechanisms that moderate the internal relationships of HR systems and the results, other organizational, personal, and external factors that shape these relationships operate. Since there are multiple realities, defining policies guaranteeing a single management model that adapts to any situation is complex. However, the evidence demonstrated in the HR literature undoubtedly plays an important role when making decisions. We observe several facets regarding the use of HR systems in the Spanish context. Our results indicate little influence of performance-based incentives, perhaps due to the rigidity of labour legislation. Concerning the formal implementation of HIWS, our proposed models do not predict, to a large extent, variations in job satisfaction, although abilities and opportunities categories have greater effects than motivation. Nevertheless, many employees have positive perceptions regarding engagement, teamwork, information sharing, or on-the-job training, which may not be linked to the formal implementation of HR systems. In this sense, some studies show differences between Spain and other reference countries concerning the use of HIWP. This thesis offers several contributions. First, we offer an exhaustive synthesis of the AMO model features and its theoretical and practical implications, and we point out the aspects that hinder the generalization of results. In-depth knowledge of the model acts as a guide for future research. Secondly, we analyse the degree of use of HIWS in the Spanish context, pointing out the possible shortcomings. Our conclusions may promote the development of policies to increase employee autonomy and participation, job satisfaction, and competitiveness, as well as to break down the institutional and cultural barriers that slow the implementation of HIWS. Finally, we assess the validity of the model's summative and multiplicative approaches to predicting job satisfaction. We thus contribute to the growing interest in employee perceptions and outcomes at the individual level and the desirability of exploring approaches other than additive to confirm the supposed synergies of HIWS.Martínez Tomás, J. (2022). Especificación del modelo de habilidades, motivación y oportunidades (AMO) como multiplicativo o aditivo y comprobación de su validez en su aplicación a las prácticas de alta implicación de recursos humanos enfocadas a la mejora continua [Tesis doctoral]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/191463Compendi

    Science and Innovations for Food Systems Transformation

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    This Open Access book compiles the findings of the Scientific Group of the United Nations Food Systems Summit 2021 and its research partners. The Scientific Group was an independent group of 28 food systems scientists from all over the world with a mandate from the Deputy Secretary-General of the United Nations. The chapters provide science- and research-based, state-of-the-art, solution-oriented knowledge and evidence to inform the transformation of contemporary food systems in order to achieve more sustainable, equitable and resilient systems

    Unified System on Chip RESTAPI Service (USOCRS)

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    Abstract. This thesis investigates the development of a Unified System on Chip RESTAPI Service (USOCRS) to enhance the efficiency and effectiveness of SOC verification reporting. The research aims to overcome the challenges associated with the transfer, utilization, and interpretation of SoC verification reports by creating a unified platform that integrates various tools and technologies. The research methodology used in this study follows a design science approach. A thorough literature review was conducted to explore existing approaches and technologies related to SOC verification reporting, automation, data visualization, and API development. The review revealed gaps in the current state of the field, providing a basis for further investigation. Using the insights gained from the literature review, a system design and implementation plan were developed. This plan makes use of cutting-edge technologies such as FASTAPI, SQL and NoSQL databases, Azure Active Directory for authentication, and Cloud services. The Verification Toolbox was employed to validate SoC reports based on the organization’s standards. The system went through manual testing, and user satisfaction was evaluated to ensure its functionality and usability. The results of this study demonstrate the successful design and implementation of the USOCRS, offering SOC engineers a unified and secure platform for uploading, validating, storing, and retrieving verification reports. The USOCRS facilitates seamless communication between users and the API, granting easy access to vital information including successes, failures, and test coverage derived from submitted SoC verification reports. By automating and standardizing the SOC verification reporting process, the USOCRS eliminates manual and repetitive tasks usually done by developers, thereby enhancing productivity, and establishing a robust and reliable framework for report storage and retrieval. Through the integration of diverse tools and technologies, the USOCRS presents a comprehensive solution that adheres to the required specifications of the SOC schema used within the organization. Furthermore, the USOCRS significantly improves the efficiency and effectiveness of SOC verification reporting. It facilitates the submission process, reduces latency through optimized data storage, and enables meaningful extraction and analysis of report data

    2023-2024 Boise State University Undergraduate Catalog

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    This catalog is primarily for and directed at students. However, it serves many audiences, such as high school counselors, academic advisors, and the public. In this catalog you will find an overview of Boise State University and information on admission, registration, grades, tuition and fees, financial aid, housing, student services, and other important policies and procedures. However, most of this catalog is devoted to describing the various programs and courses offered at Boise State

    Intelligent computing : the latest advances, challenges and future

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    Computing is a critical driving force in the development of human civilization. In recent years, we have witnessed the emergence of intelligent computing, a new computing paradigm that is reshaping traditional computing and promoting digital revolution in the era of big data, artificial intelligence and internet-of-things with new computing theories, architectures, methods, systems, and applications. Intelligent computing has greatly broadened the scope of computing, extending it from traditional computing on data to increasingly diverse computing paradigms such as perceptual intelligence, cognitive intelligence, autonomous intelligence, and human computer fusion intelligence. Intelligence and computing have undergone paths of different evolution and development for a long time but have become increasingly intertwined in recent years: intelligent computing is not only intelligence-oriented but also intelligence-driven. Such cross-fertilization has prompted the emergence and rapid advancement of intelligent computing

    Modelling, Monitoring, Control and Optimization for Complex Industrial Processes

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    This reprint includes 22 research papers and an editorial, collected from the Special Issue "Modelling, Monitoring, Control and Optimization for Complex Industrial Processes", highlighting recent research advances and emerging research directions in complex industrial processes. This reprint aims to promote the research field and benefit the readers from both academic communities and industrial sectors
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