Trees from Functions as Processes

Levy-Longo Trees and Bohm Trees are the best known tree structures on the {\lambda}-calculus. We give general conditions under which an encoding of the {\lambda}-calculus into the {\pi}-calculus is sound and complete with respect to such trees. We apply these conditions to various encodings of the call-by-name {\lambda}-calculus, showing how the two kinds of tree can be obtained by varying the behavioural equivalence adopted in the {\pi}-calculus and/or the encoding

On the Computation Power of Name Parameterization in Higher-order Processes

Parameterization extends higher-order processes with the capability of abstraction (akin to that in lambda-calculus), and is known to be able to enhance the expressiveness. This paper focuses on the parameterization of names, i.e. a construct that maps a name to a process, in the higher-order setting. We provide two results concerning its computation capacity. First, name parameterization brings up a complete model, in the sense that it can express an elementary interactive model with built-in recursive functions. Second, we compare name parameterization with the well-known pi-calculus, and provide two encodings between them.Comment: In Proceedings ICE 2015, arXiv:1508.0459

The “Invisible” Chinese Employees: The Influential Factors Of Job Satisfaction Of Chinese Employees In The American Workplace

There are about 2.23 million Chinese workers employed in the American workplace. However, Chinese workers have received disproportionately less attention in the research of job satisfaction in the US. They should not be “invisible.” This capstone is a mixed-method research study that focuses on the influential factors of job satisfaction of Chinese employees in the American workplace, who are the first generation of Chinese immigrants originally coming from mainland China, Hong Kong, Macau, Taiwan. Data was collected using a Qualtrics survey of fifteen questions and nine personal interviews with Chinese employees in various industries. The finding of this study reveals that Chinese employees generally have a higher satisfaction rate with their organization and organizational culture than non-Chinese employees. Chinese employees attach importance to career development in the workplace, but put less value on the leadership/management in the organization, compared to their non-Chinese peers. Also, more Chinese employees feel excluded in the American workplace than non-Chinese employees. This study provides valuable information for managers and organizations in motivating and including their Chinese immigrant employees