Big system: Interactive graphics for the engineer

The BCS Interactive Graphics System (BIG System) approach to graphics was presented, along with several significant engineering applications. The BIG System precompiler, the graphics support library, and the function requirements of graphics applications are discussed. It was concluded that graphics standardization and a device independent code can be developed to assure maximum graphic terminal transferability

The Counterfeit Clothing Wars

WRIT 4002, Periodical Writing and Publishing PracticumLA&PS 2018 Writing Prize Finalists, 4th Year Honourable Mentio

The Counterfeit Clothing Wars

“Counterfeit Clothing Wars” beautifully balances personal story with factual background to create a compelling, in-depth feature article about local artists, “borrowed” designs, and the blurred lines of “ownership.” From first line to last, we are drawn into the artists’ lives and their battle against giant corporations who pirate original designs without credit and without compensation. Who’d have thought that a local artist would take on a Kardashian? And is it possible to “win” such a struggle? Vivid and compelling descriptions take us into the artists’ studios and lives, expertly woven with impeccable research and lucid explanations of complex issues. Similarly, the personal impact of such struggles is deftly parleyed into larger questions about copyright law, counterfeiting, and social media’s role. Distinctively and smoothly written, this timely and persuasive article enthralls while it subtly educates

The Bush Administration and Guantanamo Bay: The Difference Between Public and Private Information

One major factor of George Bush’s tenure was the War on Terror, and the aftermath, specifically the controversy surrounding the Guantanamo Bay prison. Bush and his cabinet consistently gave speeches, public addresses, and generally put out public information denying the use of enhanced interrogation techniques, or more commonly known as torture. In this delivery of misinformation, the American public is led to believe that their government is imprisoning terrorists and handling them according to their crimes, when in reality that could not be further from the truth. The Department of Justice then issued memorandums that would lead to Bush’s justification of giving the order to use enhanced interrogation. This “advice,” given in the form of memorandums, blatantly denies every public piece of information given by George Bush. The differences between “public” and “private” information are vast, and truly expose the conditions of Guantanamo Bay.https://orb.binghamton.edu/research_days_posters_2023/1076/thumbnail.jp

Experimental and Numerical Assessments of Injury Criteria for Short-Duration, High-Force Impact Loading of the Tibia

Short-duration, high-force loading of the lower leg occurs during a variety of events, including indirect (i.e., in-vehicle) contact with landmines. To date, the majority of research on impact loading of the lower extremities has been conducted by the car crash industry. From this, the current standard for designing protective measures for high- impulse scenarios has been selected - a maximum axial load of 5.4 kN measured in an Anthropomorphic Test Device (ATD). This force value, however, gives no indication of the load duration or injury severity. Furthermore, its applicability to high-impulse situations, with higher forces over shorter durations, is not known. The overall objective of this thesis was to investigate the appropriateness of this value for short-duration impulsive loading of the tibia (i.e., lower leg bone) using both cadaveric specimens and test surrogates. Surrogates that were considered for injury prediction were synthetic bones, ATDs, and finite element models. Experimental testing was accomplished through the development of a pneumatic testing apparatus capable of applying axial loads to test specimens over a large range of magnitudes and velocities. This apparatus was validated to replicate the loading caused by anti-vehicular mine blasts, and was initially used to conduct load-to-failure tests on cadaveric tibias. A new injury criterion was proposed, with a higher force limit (7.9 kN) and inclusion of kinetic energy as a fracture risk factor. Synthetic composite bones were similarly tested, but demonstrated lower impact tolerance and non-biofidelic fracture patterns compared to cadavers. Critical load values from ATDs (12.6 kN) were determined which correspond to injury levels from the cadaveric tests. in To allow computer simulations of survivability analyses, a finite element model of a representative cadaveric specimen was developed using TrueGrid® and LS-Dyna® softwares. The model was evaluated by comparing to experimental results, with refinements to best represent the experimental axial load, load duration, and strains for both non-fracture and fracture scenarios. Through experimental testing and development of a finite element model, this thesis investigated the injury criteria for tibias exposed to short-duration, high-force axial loading. Overall, this research will contribute to improved standards for better protection of occupants from lower leg injuries

Mean Likelihood Estimation And Time Series Analysis

In this thesis, I develop mean likelihood estimation (MeLE) and maximum likelihood estimation (MLE) for the parameters of a fractionally differenced autoregressive moving average (FARMA) model and its integrated form (IFARMA).;In chapter 1, I study the sampling distribution theory of MeLE by embedding the estimation problem into a Bayesian model.;In chapter 2, I apply MeLE and MLE to the estimation of the moving average parameter of a MA(1) model. The main result is that the MeLE has a smaller mean square error than the MLE when the moving average parameter is sufficiently inside the parameter space. I also demonstrate that the concentrated likelihood function of a time series with a MA(1) component has a local maximum or minimum at the boundary {dollar}\pm{dollar}1.;In chapter 3, I give the theory and methods needed to simulate FARMA series and to estimate the parameters of the FARMA model by MeLE and MLE. I explain how to calculate the exact value of the likelihood function for the parameters of a FARMA model. I show how to integrate functions over the stationary and invertible region of an ARMA process. Finally, I conduct simulation studies that compare the MLE and MeLE in combination with various algorithms to calculate them.;In the last chapter, I solve the problem of defining a likelihood function that unifies both the stationary FARMA and non-stationary IFARMA models, and I show how to select an appropriate model for a given time series by using a minimum information criteria strategy

Quand mobiliser et proximité riment : le rôle déterminant du supérieur immédiat

Cet article examine l’influence de la perception de certaines pratiques de gestion des ressources humaines sur les comportements de mobilisation des employés, au travers de deux processus d’échange sociaux distincts, employé-organisation et employé-supérieur. Les comportements de mobilisation étaient évalués par les supérieurs et toutes les autres variables par les employés. Les analyses ont été réalisées sur un échantillon de 222 employés et 38 supérieurs de commerces au détail d’une chaîne canadienne. Nous avons établi les relations à l’aide de la méthode d’équations structurelles avec LISREL. Les résultats mettent en relief le rôle fondamental de la relation d’échange social entre les employés et leur supérieur, à travers la perception de support et de l’engagement affectif orientés vers ce dernier.This article presents the results of a study highlighting the role of perceived support and affective commitment in the relationship between the perception of three human resource management practices and two types of employee mobilization behaviours, as assessed by their supervisor. This study sought to explore the relationship between skills development practices, non-monetary recognition and information sharing, on the one hand, and mobilization behaviours in two categories or “areas” of performance, that is, behaviours related to work contract compliance and those related to high job performance, on the other. The concept of mobilization behaviours and its background will be presented in detail. This concept is part of a broader model, that of mobilizing human resources, which will also be presented.In light of research advances in this field, we measured two agents of support and commitment, that is, the supervisor and the organization .We chose management practices which are used in a discretionary manner by the organization but especially by supervisors. Indeed, deliberate intervention on the part of the supervisor increases the influence of these practices on the level of support perceived by employees. The social exchange and norm of reciprocity theories were used to explain the relationships between the different variables in our model. The social exchange theory helps to explain an employee’s decision as to whether or not to contribute to the well-being of the organization in response to the exchange relationships that he or she has experienced at work. Based on the postulate of reciprocity, it is understood that employees tend to show affective commitment to the organization and the supervisor, insofar as they also perceive that the latter are committed to them. More specifically, through positive initiatives such as the implementation of human resource management practices, the organization and the supervisor foster perceived support by getting across the symbolic message to employees that they are valued and taken into consideration. In response to this perceived support, employees develop affective commitment, that is, an emotional attachment to the organization and the supervisor. It is therefore postulated that employees who perceive support from the organization and the supervisor, through the implementation of discretionary human resource practices, will feel a moral obligation to repay these benefits, by demonstrating affective commitment and adopting mobilization behaviours. In this regard, it is recognized that mobilization is above all fostered by significant reciprocity relationships which are maintained through moral and social debts. We thus studied two social exchange relationships, that between the employee and the organization, and that between the employee and the supervisor. We also hypothesize that an employee’s commitment to the supervisor will lead him or her to display a greater number of mobilization behaviours related to work contract compliance, as these behaviours are likely to be particularly beneficial to the supervisor on a day-to-day basis.In order to eliminate common variance problems, we measured the employees’ mobilization behaviours (related to work contract compliance and high job performance) through a supervisor questionnaire, and the explanatory variables through an employee questionnaire. Analyses were carried out on a sample of 222 employees and 38 supervisors in a Canadian retail chain. Relationships were determined using structural equation modelling with LISREL. We also established the discriminant validity of the constructs by comparing various measurement models using LISREL. Lastly, alternative models were developed in order to assess the mediating effects of support from and commitment to the organization and the supervisor.Our results show that a favourable perception of skills development, non-monetary recognition and information sharing was positively linked to the perception of organizational support. Of these three practices, only information sharing was not associated with the perception of organizational support through the perception of support from the supervisor. Skills development and non-monetary recognition, on the other hand, positively influenced the perception of support from the supervisor which, in turn, reinforced the perception of organizational support. The relationships between the perception of organizational support, affective organizational commitment and high job performance behaviours, as assessed, were significant, as were the relationships between the perception of support from the supervisor, affective commitment to the supervisor and behaviours related to work contract compliance and high job performance, as assessed. Lastly, the link between affective commitment to the supervisor and behaviours related to work contract compliance, as assessed, was stronger than that between affective organizational commitment and these same behaviours, as assessed. Comparing alternative models to the structural model proposed made it possible to gather evidence regarding the mediating role of affective organizational commitment and affective commitment to the supervisor in the relationship between the perception of organizational support, the perception of support from the supervisor and mobilization behaviours.We set out to assess the explanatory power of perceived support and affective commitment involved in the relationship between employees, their supervisor and the organization. Our conclusions indicate that the relationship between employees and their supervisor in the retail trade industry is significant and should be taken into consideration by organizations that wish to foster the mobilization of employees through various human resource practices. Thus, we discovered that in response to the quality of their relationship with their supervisor, employees adopt a wide range of mobilization behaviours.Este artículo examina la influencia de la percepción de ciertas prácticas de gestión de recursos humanos sobre los comportamientos de movilización de los empleados, a través de dos distintos procesos sociales de intercambio, empleado – organización y empleado – superior. Los comportamientos de movilización fueron evaluados por los superiores y todas las otras variables fueron evaluados por los empleados. Los análisis se efectuaron sobre una muestra de 222 empleados y 38 superiores de comercios de detalle de una compañía canadiense. Las relaciones se establecieron con la ayuda del método de ecuaciones estructurales con LISREL. Los resultados resaltan el rol fundamental de la relación de intercambio social entre empleados y sus respetivos superiores, mediante la percepción de apoyo y de compromiso afectivo