Latency Optimal Broadcasting in Noisy Wireless Mesh Networks

In this paper, we adopt a new noisy wireless network model introduced very recently by Censor-Hillel et al. in [ACM PODC 2017, CHHZ17]. More specifically, for a given noise parameter $p\in [0,1],$ any sender has a probability of $p$ of transmitting noise or any receiver of a single transmission in its neighborhood has a probability $p$ of receiving noise. In this paper, we first propose a new asymptotically latency-optimal approximation algorithm (under faultless model) that can complete single-message broadcasting task in $D+O(\log^2 n)$ time units/rounds in any WMN of size $n,$ and diameter $D$. We then show this diameter-linear broadcasting algorithm remains robust under the noisy wireless network model and also improves the currently best known result in CHHZ17 by a $\Theta(\log\log n)$ factor. In this paper, we also further extend our robust single-message broadcasting algorithm to $k$ multi-message broadcasting scenario and show it can broadcast $k$ messages in $O(D+k\log n+\log^2 n)$ time rounds. This new robust multi-message broadcasting scheme is not only asymptotically optimal but also answers affirmatively the problem left open in CHHZ17 on the existence of an algorithm that is robust to sender and receiver faults and can broadcast $k$ messages in $O(D+k\log n + polylog(n))$ time rounds.Comment: arXiv admin note: text overlap with arXiv:1705.07369 by other author

The Consequences of Authentic Leadership and Psychological Capital: A Unit level, Multi-rater, Intervention and Longitudinal Study

Drawing on managerial theories (e.g. social learning theory, emotion contagion and broaden-and-build theory, conservation of resource theory, goal setting theory, and social exchange theory), this study proposes a comprehensive model that links authentic leadership to organizational citizenship behaviour by means of key mediating variables (i.e. role modeling, psychological capital, and work competence). Further, underpinned by the nature of psychological capital (PsyCap), which is state-like and open to development, this study proposesthat authentic leaders’ PsyCap can be enhanced by PsyCap intervention, which in turn amplifies the transmission effect on the consequences of authentic leadership. This study examines these propositions not only at individual but also at team level. Survey questionnaires have been conducted with multisource in 2 rounds in 3 manufacturing in China, including a sequential of activities including one pilot survey, 1st round survey (N=774 individuals; N=89 teams), PsyCap intervention training (N=39 leaders in the treatment group, N=48 leaders in the control group), and 2nd round survey (N=620 individuals; N=87 teams). This study is an experimental research using randomized controlled trials (RCT) to divide the control group and the treatment group who received the PsyCap intervention. Several procedural techniques (e.g. incentive, protecting respondents’ identification, blinding the treatment group) have been incorporated in order to increase response rate and reduce the risk of common method bias. This study is a longitudinal research included a complete panel design, making the possibility to reveal causality among the studied variables. These features build up its very high methodological quality of longitudinal research. This study tests the propositions with powerful statistical techniques. Firstly, this study uses confirmatory factor analyses (CFA) to identify the best measurement model. Secondly, this study uses structure equation modeling (SEM) to test causal hypothesised models. Finally, Using SEM a 2-step group analysis has been conducted to test for the equivalence of causal structure between the treatment group and control group. The result indicates significant different effects in the causal paths in the structure models at both individual and team level. This provides strong support of the effects of PsyCap intervention. The results from SEM reveal some substantial new findings. Key findings are that, authentic leadership does not directly predict employees’ PsyCap, but transmits its effect through role modeling. Employees’ PsyCap does not contribute to OCB, but transmits its main effects through work competence. These findings are more in-depth than corresponding prior studies. Another new finding is that training leaders’ PsyCap has effects on their role modelling, which in turn influence employees’ PsyCap, work competence and OCB. This finding makes its contribution unique and significant, as it is the first PsyCap intervention study examining the transmitting effect from team leader to team members. It is also the 1st study to examine developmental character of PsyCap as well as its behaviour impacts from PsyCap intervention in Chinese context. The findings are discussed with respect to earlier findings. Suggestions for future research are proposed

A Review of the Research on Teachers’ Motivating Style

With the deepening and development of the application of self-determination theory, the research enthusiasm for teachers’ motivating style is increasing at home and abroad. Teachers’ motivating style refers to the way that teachers motivate students. This paper starts with the theory of self-determination, and on the basis of in-depth elaboration of the connotation and measurement of teachers’ motivating style, reviews the relevant research on teachers’ motivating style at home and abroad. The results show that there are many factors influencing the formation of teachers’ different motivating styles. Meanwhile, different motivating styles also affect students’ learning motivation and learning engagement

Incentivizing High-quality Content from Heterogeneous Users: On the Existence of Nash Equilibrium

We study the existence of pure Nash equilibrium (PNE) for the mechanisms used in Internet services (e.g., online reviews and question-answer websites) to incentivize users to generate high-quality content. Most existing work assumes that users are homogeneous and have the same ability. However, real-world users are heterogeneous and their abilities can be very different from each other due to their diverse background, culture, and profession. In this work, we consider heterogeneous users with the following framework: (1) the users are heterogeneous and each of them has a private type indicating the best quality of the content she can generate; (2) there is a fixed amount of reward to allocate to the participated users. Under this framework, we study the existence of pure Nash equilibrium of several mechanisms composed by different allocation rules, action spaces, and information settings. We prove the existence of PNE for some mechanisms and the non-existence of PNE for some mechanisms. We also discuss how to find a PNE for those mechanisms with PNE either through a constructive way or a search algorithm