Asymptotic frameworks for high-dimensional two-group classification

Asymptotic properties of two-group supervised classi cation rules designed for problems with much more variables than observations are discussed. Two types of asymptotic bounds on expected error rates are considered: (i) bounds that assume consistent mean estimators and focus on the impact of the covariance matrix estimation. (ii) bounds that consider the errors in mean and covariance estimation. Known results for independence-based classi cation rules are generalized to correlationadjusted linear rules.info:eu-repo/semantics/publishedVersio

Gluon and Ghost Dynamics from Lattice QCD

The two point gluon and ghost correlation functions and the three gluon vertex are investigated, in the Landau gauge, using lattice simulations. For the two point functions, we discuss the approach to the continuum limit looking at the dependence on the lattice spacing and volume. The analytical structure of the propagators is also investigated by computing the corresponding spectral functions using an implementation of the Tikhonov regularisation to solve the integral equation. For the three point function we report results when the momentum of one of the gluon lines is set to zero and discuss its implications.Comment: Proceedings of Light Cone 2016, held in Lisbon, September 2016. Minor changes in text. To appear in Few B Sy

How does authentic leadership boost work engagement? Exploring the mediating role of work meaningfulness and work–family enrichment

Leadership is crucial in organizational life. Positive leadership is marked by transparent, trust-based leader–follower relationships that significantly boost employees’ dedication and engagement. Work engagement stems from a positive bond between workers, their job, and their organization. Authentic leadership, in particular, has been found to enhance work engagement, but this relationship is quite complex. Prior studies have explored the psychological processes linking organizational context and work-related attitudes and provided intriguing insights, such as that employees consider work to be part of their identity and that positive work experiences enrich family life. This research more closely examined authentic leadership’s impact on work engagement, including the mediating effect of meaningful work and work–family enrichment. A cross-sectional study was conducted with data from various organizations’ employees (number = 292). Multiple regression analyses’ results support the theoretical model, confirming a significant positive link between perceived authentic leadership and work engagement. These variables are directly and indirectly related through the proposed mediators. Implications for human resource management are discussed, especially strategies that increase work environments’ positive impacts on work engagement.info:eu-repo/semantics/publishedVersio

Do they need us? Linking functional indispensability and voice behavior: The role of psychological ownership, job insecurity, and organizational ambidexterity

This study looked into how workers’ perception of their team’s functional indispensability motivates them to engage in promotive voice behavior. The mediating role of psychological ownership and the moderator roles of job insecurity and organizational ambidexterity were also examined. Data from 820 Portuguese workers from different business sectors were analyzed using multiple regression techniques. Results indicate that perceived functional indispensability is positively associated with employee voice behavior, and this relationship is mediated by increased psychological ownership of the organization. Moreover, quantitative job insecurity weakens the link between indispensability and ownership, while ambidexterity reinforces the relationship between indispensability and voice.info:eu-repo/semantics/publishedVersio