Improved accuracies for satellite tracking

A charge coupled device (CCD) camera on an optical telescope which follows the stars can be used to provide high accuracy comparisons between the line of sight to a satellite, over a large range of satellite altitudes, and lines of sight to nearby stars. The CCD camera can be rotated so the motion of the satellite is down columns of the CCD chip, and charge can be moved from row to row of the chip at a rate which matches the motion of the optical image of the satellite across the chip. Measurement of satellite and star images, together with accurate timing of charge motion, provides accurate comparisons of lines of sight. Given lines of sight to stars near the satellite, the satellite line of sight may be determined. Initial experiments with this technique, using an 18 cm telescope, have produced TDRS-4 observations which have an rms error of 0.5 arc second, 100 m at synchronous altitude. Use of a mosaic of CCD chips, each having its own rate of charge motion, in the focal place of a telescope would allow point images of a geosynchronous satellite and of stars to be formed simultaneously in the same telescope. The line of sight of such a satellite could be measured relative to nearby star lines of sight with an accuracy of approximately 0.03 arc second. Development of a star catalog with 0.04 arc second rms accuracy and perhaps ten stars per square degree would allow determination of satellite lines of sight with 0.05 arc second rms absolute accuracy, corresponding to 10 m at synchronous altitude. Multiple station time transfers through a communications satellite can provide accurate distances from the satellite to the ground stations. Such observations can, if calibrated for delays, determine satellite orbits to an accuracy approaching 10 m rms

Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

The aim of this study is to extend research on employee affective commitment in three ways: (1) instead of organizational commitment the focus is on occupational commitment; (2) the role of proactive personality on affective occupational commitment is examined; and (3) occupational satisfaction is examined as a mediator and political skills as moderator in the relationship between proactive personality and affective occupational commitment. Two connected studies, one in a hospital located in the private sector and one in a university located in the public sector, are carried out in Pakistan, drawing on a total sample of over 400 employees. The results show that proactive personality is positively related to affective occupational commitment, and that occupational satisfaction partly mediates the relationship between proactive personality and affective occupational commitment. No effect is found for a moderator effect of political skills in the relationship between proactive personality and affective occupational commitment. Political skills however moderate the relationship between proactive personality and affective organizational commitment

Fitting as a temporal sensemaking process: shifting trajectories and stable themes

This study identifies several mechanisms and the overall process by which individuals understand their evolving fit with their work environment. Prior person-environment research has emphasized one-time quantitative assessments of fit, primarily as new entrants enter their work environment. In this study, we employed a qualitative approach to investigate the following question: how do long-tenured professionals make sense of fit over time? Three key findings emerged from the fit-related histories we collected. First, we discovered four prototypical fit trajectories, which were constructed from temporal comparisons with past, present, and future fit, and employed to make momentary sense of events occurring in the work environment. Second, we identified two fit processes that played out over time: a slow accumulation journey and a sudden identity-threat journey. Third, we found that individuals’ set of fit experiences was explained by one of four enduring fit themes, explaining their pattern of fit experiences over time and their reaction to misfit. Most surprising was the significant turnover among our long-tenured participants in the year or so following our interviews. Our findings break from traditional thinking about fit as predicting outcomes in the moment, to fitting as both a journey and a retrospective and prospective process of sensemaking. Keywords: person-environment fit, misfit, temporal, time, process, sensemaking, qualitative, identit

Software quality management improvement through mentoring: an exploratory study from GSD projects

Proceeding of: OTM 2011 Workshops: Confederated InternationalWorkshops and Posters: EI2N+NSF ICE, ICSP+INBAST, ISDE, ORM, OTMA, SWWS+MONET+SeDeS, and VADER 2011, Hersonissos, Crete, Greece, October 17-21, 2011Software Quality Management (SQM) is a set of processes and procedures designed to assure the quality of software artifacts along with their development process. In an environment in which software development is evolving to a globalization, SQM is seen as one of its challenges. Global Software Development is a way to develop software across nations, continents, cultures and time zones. The aim of this paper is to detect if mentoring, one of the lead personnel development tools, can improve SQM of projects developed under GSD. The results obtained in the study reveal that the influence of mentoring on SQM is just temperate

Frequent CEO Turnover and Firm Performance: The Resilience Effect of Workforce Diversity

© 2020, Springer Nature B.V. CEO turnover (or succession) is a critical event in an organization that influences organizational processes and performance. The objective of this study is to investigate whether workforce diversity (i.e., age, gender, and education-level diversity) might have a resilience effect on firm performance under the frequency of CEO turnover. Based on a sample of 409 Korean firms from 2010 to 2015, our results show that firms with more frequent CEO turnover have a lower firm performance. However, firms with more gender and education-level diversity could buffer the disruptive effect of frequent CEO turnover on firm performance to offer a benefit to the organization. Our theory and findings suggest that effectively managing diverse workforce can be a resilience factor in an uncertain organizational environment because diverse workforce has complementary skills and behaviors that can cope better with uncertainty and signals social inclusion of an organization, thus fostering a long-term exchange relationship. These findings contribute to the literature on CEO turnover (or succession) and diversity

Assessing the Effects of Responsible Leadership and Ethical Conflict on Behavioral Intention

[[abstract]]This study develops a research model that elaborates how responsible leadership and ethical conflict influence employees from the perspectives of role theory and attachment theory. Its empirical results reveal that turnover intention indirectly relates to ethical conflict and responsible leadership via the mediating mechanisms of organizational identification and organizational uncertainty. At the same time, helping intention indirectly relates to ethical conflict and responsible leadership only through organizational identification. Finally, the managerial implications for international business and research limitations based on the empirical results are discussed.[[notice]]補正完

Social climates in community groups: Toward a taxonomy

While community groups have often helped people cope with stress, little empirical research has been available to guide their use in prevention or treatment. To partly fill this gap, an empirical taxonomy of community groups was derived from ratings of 41 randomly selected groups on 35 dimensions of Group Structure, function, and Membership Characteristics. Cluster analysis defined five types. By comparison with other associations, Self-Interest (e.g., liberation and minority) groups rated lower in regulations and had members who were newer to the community. Self-Help groups were highly regulated settings providing support, integration, and developmental aids. Their members had few social relations apart from the family. Social Communion groups rated high on the provision of support for members often living without family. Civic Development groups rated highest on dimensions emphasizing personal development for persons with external sources of support and status. Finally, Recreation groups were casual and briefly attended groups. Their members were younger and less often married than those in other associations. Strategies for group referrals may be implied.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/44299/1/10597_2004_Article_BF00835723.pd