Bounded model checking of temporal formulas with alloy

Alloy is formal modeling language based on first-order relational logic, with no specific support for specifying reactive systems. We propose the usage of temporal logic to specify such systems, and show how bounded model checking can be performed with the Alloy Analyzer

Mirror formation control in the vicinity of an asteroid

Two strategies are presented for the positioning and control of a spacecraft formation designed to focus sunlight onto a point on the surface of asteroid, thereby sublimating the material and ejecting debris creating thrust. In the first approach, the formation is located at artficial equilibrium points around the asteroid and controlled using the force from the solar radiation pressure. The second approach determines the optimal periodic formation orbits, subject to the gravitational perturbations from the asteroid, the solar radiation pressure and the control acceleration derived from a control law

Who do we inform? The role of status and target in intergroup whistle-blowing

In two experiments (n = 87 and n = 90), we showed that strongly identifying members of a low status group are more likely to actively inform the ingroup rather than the outgroup about an outgroup transgression, and consider it as more loyal to the ingroup to do so. Moreover, strongly identifying members of a high status group are more likely to actively inform the outgroup rather than the ingroup about an outgroup transgression, and consider this to be more loyal to the ingroup. The results are in support of the notion that, depending on a group's existing status position, negative outgroup information can be used to enhance or confirm the ingroup's standing, affecting whether the ingroup or the outgroup will initially be informed about an outgroup transgression. Copyright © The Author(s), 2009

TO BLOW THE WHISTLE OR NOT: THE ROLES OF PERCEIVED ORGANIZATIONAL RETALIATION AND UPWARD COMMUNICATION SATISFACTION IN EMPLOYEE RESPONSES TO OBSERVED WRONGDOING

The act of reporting illegal and unethical practices in the workplace has become an increasingly important issue for researchers and organizational management over the past several decades. This study tested a model of whistle-blowing in which perceived organizational retaliation and upward communication satisfaction were hypothesized to act as predictors of types of whistleblowing intentions using a representative sample of employees working in Kirklareli, Turkey (n = 1,012). Structural equation modeling indicated that perceptions of upward communication satisfaction were positively associated to blowing the whistle to internal channels like immediate supervisor and upper management and negatively related to staying silent and external whistleblowing. In addition, perceived threat of retaliation from an organization was negatively related to blowing the whistle to internal channels and positively related to staying silent and external whistleblowing. The present study has contributed to our understanding of whistleblowing in a relatively new national context by clarifying its associations with perceived organizational retaliation and communication with management.WOS:0005626219000122-s2.0-8506548440