The pragmatic formalization of computing systems relative to a given high-level language

Imperial Users onl

A survey of compiler development aids

A theoretical background was established for the compilation process by dividing it into five phases and explaining the concepts and algorithms that underpin each. The five selected phases were lexical analysis, syntax analysis, semantic analysis, optimization, and code generation. Graph theoretical optimization techniques were presented, and approaches to code generation were described for both one-pass and multipass compilation environments. Following the initial tutorial sections, more than 20 tools that were developed to aid in the process of writing compilers were surveyed. Eight of the more recent compiler development aids were selected for special attention - SIMCMP/STAGE2, LANG-PAK, COGENT, XPL, AED, CWIC, LIS, and JOCIT. The impact of compiler development aids were assessed some of their shortcomings and some of the areas of research currently in progress were inspected

A study of the influence of economic and social leader-member exchange relationships on job performance, organizational citizenship behaviors and turnover intention : and the mediation effects of self-efficacy and social loafing

This research studied the influence of leader-member exchange (LMX) relationships on employee job performance, organizational citizenship behaviors, and turnover intention. Mediation effects of self-efficacy and social loafing are also examined. Leader-member relationships were examined from the two different perspectives of social LMX and economic LMX proposed by Kuvaas, Buch, Dysvik and Haeram (2012) and results compared with Scandura and Graen’s (1984) traditional LMX-7 construct. Temporal effects of LMX relationship building were also investigated by considering the influence of dyad tenure on both the quality of economic and social LMX relationships and other study variables.The framework for the research adopted a hypothetico-deductive methodology. The sampling frame comprised 227 leader-subordinate dyads drawn from Omani Higher Education Institutions. Subjects completed the following instruments: Kuvaas et al’s,. (2012) economic and social leader-member exchange relationship scale; Scandura and Graen’s (1984) LMX-7 scale; Williams and Anderson’s (1991) employee job performance; Van Dyne and LePine’s (1998) organizational citizenship behavior; Cammann, Fichman, Jenkiins, and Klesh’s (1979) employee turnover intention; Riggs, Warka, Babasa, Betancourt, and Hooker’s (1994) employee self-efficacy scale; and George’s (1992) social loafing scale. Data were analyzed using structural equation modeling and analysis of variance.Findings support the use of the two distinct economic and social LMX scales proposed by Kuvaas et al., (2012). Results revealed that ELMX was negatively associated with work performance and positively associated with employee turnover intention. Results also revealed that SLMX was positively associated with work performance and negatively associated with employee turnover intention. Social loafing and self-efficacy were found to mediate the relationships between SLMX/ELMX exchanges and employee job performance and turnover intention. These results provide further support for the two-dimensional SLMX/ELMX model. The study has also revealed that the quality of SLMX and ELMX relationships differed as dyad tenure increased. Those whose tenure ranged from 13 to 24 months produced the highest scores of ELMX and social loafing, and the lowest scores on job performance. Dyads whose tenure was in the highest category had the highest job performance and the lowest ELMX relationships.This study provides further empirical evidence that LMX relationships have consequential effects on employee outcomes in the workplace, and new evidence of the influence of dyad tenure on the development of LMX relationship over time. Findings also provide a cross-cultural comparison of LMX research by conducting the field study in a non-western culture. It also brings new evidence to the LMX differentiation literature by explaining how a leader can respond to different employees’ needs and requirements. Human resource implications for practice are highlighted. Considering the economic aspect of the relationship would likely assist managers to restructure rewarding systems/compensation and benefits packages that would further enhance subordinates positive outcomes. Managerial training programs seem a worthwhile for supervisors to enable them respond to both aspects of the relationship. Recommendations for future research are also discussed

Transformational Leadership And Leader-Member Exchange Organisational Learning And Behaviour In Nigerian Road Transport

This study suggests that transformational leadership (TFL) and leader-member exchange (LMX) play a mediation role in the relationship between organisational learning (OL) and organisational citizenship behaviour (OCB). At the same time, it suggests that resistance to change (RTC) or change serves as a moderator in the changing environment present within Nigerian road transport companies. The goal of this study is to assess how TFL and LMX can improve organisational citizenship behaviour (Wang et al. 2005; Sherwani & Natheer, 2021). More specifically, this thesis addresses issues outlined within previous research by examining the different factors influencing the relationship between transformational leadership and organisational citizenship behaviour (Kim & Park, 2019). In order to examine these relationships, quantitative method which follows a positivist paradigm was utilised. This research adopted a deductive approach, in which hypotheses were formed based on existing theories and then empirically tested. A survey of company employees was undertaken to investigate the links between the research constructs. As a result, this study should be particularly useful to Nigerian road transport companies because it will enable subordinates to determine the most appropriate leadership style for their changing work environment. A convenience sample of 250 employees was recruited from the terminals of transport companies in Nigeria. A questionnaire with accurate and reliable scales was used to collect data on participant perceptions of their management’s ability in the areas of transformational leadership, leader-member exchange, organisational learning, resistance to change, and organisational citizenship behaviour. The relationships between the independent variable (organisational learning), dependent variable (organisational citizenship behaviour), mediating variable (transformational leadership and leader-member exchange), and moderating variable (resistance to change) were investigated using descriptive statistics, confirmatory factor analysis, mediation analysis, and moderation analysis from the PROCESS procedure for Statistical Package for the Social Sciences (SPSS). The results from all 250 respondents are then reported. Overall, the findings demonstrate that transformational leadership has a considerable impact on organisational learning and organisational citizenship behaviour. Organisational learning also has a positive effect on organisational citizenship behaviour, and transformational leadership and leader- member exchange have a strong positive relationship (Sherwani & Natheer, 2021). Additionally, as expected, the quality of transformational leadership style influences the relationship between organisational learning and organisational citizenship behaviour. In terms of moderating effects, resistance to change partially moderates the relationship between transformational leadership and organisational citizenship behaviour. The findings of this study contribute to leadership and management theory, in addition to being useful to road transport companies. This thesis contributes to the research field by studying two different relationship-oriented leadership styles simultaneously in an effort to understand their mediating influence on organisational learning and organisational citizenship behaviour. A further important contribution is made by focusing holistically on the interaction between the five constructs of organisational learning, transformational leadership, leader-member-exchange, organisational citizenship behaviour, and resistance to change within a dynamic environment. Therefore, this thesis contributes to the breath of literature on organisational learning and organisational citizenship behaviour in relation to leadership. To the best of the author’s knowledge, this is one of the first studies to simultaneously examine the interactions between these constructs. In practical terms, this study could be particularly useful to the under-researched sector of Nigerian road transport companies. Human Resource practitioners in change-oriented road transport companies may also find the study useful for informing the design and delivery method of training, development, and employee focused culture transformation workshops used to enhance organisational citizenship behaviour

Challenges related to drilling further north in the Norwegian Arctic

Master's thesis in Petroleum engineeringThe world’s energy demands are increasing rapidly and the oil & gas industry is forced to search for new acreages for exploration and production. The Arctic is expected to contain a vast amount of the remaining undiscovered hydrocarbons on this planet, thus making it an attractive region that could be essential for securing energy supplies for the future. The Arctic is however regarded as the most challenging area on the Earth, due to its extremely harsh conditions. Remoteness, cold temperatures, ice, rapid change in weather and long periods of darkness are some of the main conditions that can be expected. In other words, the region will add numerous challenges to the drilling and production operations. Large distances, lack of infrastructure, severe ice conditions and communicational issues are only some of the challenges the industry will have to overcome. This master thesis will be focusing on the challenges related to drilling and production in the Arctic, and the available technology and knowledge that exist to overcome them. With this in mind, the challenges that are relevant for the Norwegian Arctic when moving further north. will be reviewed and discussed. The usefulness of different rig types for exploration and field developments in the arctic will be presented, along with some modified versions, which are specifically made for application in the Arctic. Ice management and overcoming the large distances seems the most challenging for the next step of exploratory drilling in ice-infested waters located in remote areas. The capacity and reliance on an adequate communicational system will also play a huge role of arctic operations. Cooperation might be the key to success, not only for overcoming the operational and technical challenges, but also to get the social acceptance, political support and to make operations economically feasibl

The Relationship of LMX and FE to OWB as Moderated by Job Complexity

Business researchers studying leader-member exchange (LMX) and feedback environment (FE) have extensively examined organizational withdrawal behaviors (OWB) for insight on employee job stability, satisfaction, and performance. Although LMX and FE can each be linked to OWB, there is limited research on the combined effects of these constructs. Additionally, although job complexity has been viewed as a possible moderator between these predictor and criterion variables, its relationship has not been adequately studied. The purpose of this quantitative study was to examine the combined, relative roles of LMX and FE on OWB with job complexity as a moderator. The theoretical foundation consisted of LMX and FE theories. Data were collected from 154 part- and full-time employees of universities and community colleges across the United States using a Linkedin Ad. Participants completed the Multidimensional Measure of Leader-Member Exchange, Feedback Environment Scale, and Organizational Withdrawal Measure and Job Complexity subscale of the Work Design Questionnaire via SurveyMonkey online survey. Results of bivariate linear regression showed that LMX and FE each had a significant negative relationship with OWB; multiple regression analysis also showed a significant negative relationship with OWB when both LMX and FE were combined. The combination of the predictor variables was found to have the same amount of variance as LMX in isolation. Job complexity did not have a moderating effect. The findings provide business leaders with knowledge they can use to improve work environments and job longevity