bluuebunny/crossref_metadata_2025_split huggingface dataset:
Two‐step active contour method based on gradient flow
Authors: Zhu Linlin , Fan Baojie , Tang Yandong 
Published: June 2010

PurposeActive contour can describe target's silhouette accurately and has been widely used in image segmentation and target tracking. Its main drawback is huge computation that is still not well resolved. The purpose of this paper is to optimize the evolving path of active contour, to reduce the computation cost and to make the evolution effectively.Design/methodology/approachThe contour‐evolution process is separated into two steps: global translation and local deformation. The contour global translation and local deformation are realized by average and normal gradient flow of the evolving contour curve, respectively.FindingsWhen a contour is far away from the object to be segmented or tracked, the effective way of contour evolution is that it moves to the object without deformation first and then it deforms into the shape of the object when it moves on the object.Originality/valueThe method presented in this paper can optimize the curve evolving path effectively without complicated calculation, such as rebuilding a new inner product, and its computation cost is largely reduced.
Multi‐robot team formation control in the GUARDIANS project
Authors: Saez‐Pons Joan , Alboul Lyuba , Penders Jacques , Nomdedeu Leo 
Published: June 2010

PurposeThe Group of Unmanned Assistant Robots Deployed in Aggregative Navigation by Scent (GUARDIANS) multi‐robot team is to be deployed in a large warehouse in smoke. The team is to assist firefighters search the warehouse in the event or danger of a fire. The large dimensions of the environment together with development of smoke which drastically reduces visibility, represent major challenges for search and rescue operations. The GUARDIANS robots act alongside a firefighter and guide and accompany the firefighters on the site while indicating possible obstacles and the locations of danger and maintain communications links. The purpose of this paper is to focus on basic navigation behaviours of multi‐robot or human‐robot teams, which have to be achieved without central and on‐line control in both categories of GUARDIANS robots' tasks.Design/methodology/approachIn order to fulfill the aforementioned tasks, the robots need to be able to perform certain behaviours. Among the basic behaviours are capabilities to stay together as a group, that is, generate a formation and navigate while keeping this formation. The control model used to generate these behaviours is based on the so‐called social potential field framework, which the authors adapt to the specific tasks required for the GUARDIANS scenario. All tasks can be achieved without central control, and some of the behaviours can be performed without explicit communication between the robots.FindingsThe GUARDIANS environment requires flexible formations of the robot team: the formation has to adapt itself to the circumstances. Thus, the application has forced the concept of a formation to be re‐defined. Using the graph‐theoretic terminology, it can be said that a formation may be stretched out as a path or be compact as a star or wheel. The developed behaviours have been implemented in simulation environments as well as on real ERA‐MOBI robots commonly referred to as Erratics. Advantages and shortcomings of the model, based on the simulations as well as on the implementation with a team of Erratics are discussed.Originality/valueThis paper discusses the concept of a robot formation in the context of a real world application of a robot team (Swarm).
Social networks, age cohorts and employment
Authors: Gayen Kaberi , McQuaid Ronald , Raeside Robert 
Published: June 2010

PurposeThe purpose of this paper is to investigate the association of social networks with being in work, contrasting those under age 50 with those over 50 years.Design/methodology/approachA case study is undertaken of a local labour market in Scotland. Data were collected by interview using a semi‐structured questionnaire from 194 people divided into four groups. Data include information on individuals' socio‐economic characteristics and on their networks. A four‐way comparison is made by age and employment status.FindingsThose in work have denser social networks populated with members with higher social and human capital. For those over 50 years, the more contacts one has with higher prestige employment positions (a proxy for social capital), and the stronger the ties with these contacts, the more likely that one is to be in employment. For those under 50 years, their own qualifications and the number of contacts are important.Research limitations/implicationsThis work adds to both research on employability and social networks.Social implicationsThe over 50s tend to be the age group that is most likely to be not in employment and as populations age there is a need to ensure that barriers to employment against those over 50 are reduced. Finding routes to reduce unemployment will also help combat social exclusion.Originality/valueThis is in the combination of a social network approach with age cohort analysis to give insight into how social capital is associated with being in employment.
China's new rural pension scheme: can it be improved?
Authors: Shen Ce , Williamson John B. 
Published: June 2010

PurposeThis paper aims to describe China's need for old‐age pension coverage in its rural areas, to highlight the strengths and weaknesses of the new rural pension system currently being implemented, and to suggest some needed reforms.Design/methodology/approachThis paper's analysis is based largely on evidence from Chinese government documents, newspaper reports, and research reports including those discussing related programs in rural areas of other developing countries. This evidence is supplemented with a small number of interviews with government officials, Chinese academics, and farmers living in rural China.FindingsChina has recently started a major effort to bring old‐age pension coverage to rural China. While it is too early to know how successful this effort will be, there are some structural issues that should be addressed. The paper's major conclusion is that the current funded accounts component needs to be supplemented with a modest social pension scheme.Originality/valueTo date next to nothing has been published for an academic audience about this major new and first ever countrywide old‐age pension program for rural China. If successful, this program has the potential to stimulate efforts in many other developing nations around the world to provide pension coverage in rural areas. The paper analyzes the program, uncovers some serious limitations, and proposes changes to deal with those limitations.
Race, human capital, and wage discrimination in STEM professions in the United States
Authors: Broyles Philip , Fenner Weston 
Published: June 2010

PurposeThe purpose of this paper is to examine how human capital affects the racial wage gap of science, technology, engineering, and mathematics (STEM) professionals, controlling for labor market characteristics and argue that human capital of minority STEM professionals is valued less than their White counterparts, even when minorities have similar levels of human capital.Design/methodology/approachData for this study were obtained from the American Chemical Society (ACS) 2005 census of its membership and consisted of 13,855 male chemists working full‐time in industry – there were too few minority women to make comparisons. The racial wage gap was decomposed by modeling earnings as an exponential function of race, education, marital status, children, experience, employment disruption, work specialty, work function, industry, size of employer, and region of work.FindingsThis research shows that there is racial discrimination in STEM professions. Although there is variation among racial groups, minority chemists receive lower wages than White chemists. For Asian and Black chemists, the wage differential is largely due to discrimination. The case may be different for Hispanic chemists. Most of the difference in wages between Hispanics and Whites was explained by the lower educational attainment and experience of Hispanic chemists.Practical implicationsBecause the racial wage gap is largely due to racial differences in the return on human capital, public and private efforts to increase human capital of potential minority scientists have a limited impact on the racial wage gap. Eliminating the differential returns to human capital would drastically reduce the racial wage gap – except for Hispanics. Achieving racial pay equity is one important step towards eliminating racial discrimination in the STEM workforce.Originality/valueThis paper shows the role of human capital in explaining the racial wage gap in STEM professions.
The recontextualization of commercialization: the shifting discourse of an R&D unit
Authors: Asimakou Theodora , Oswick Cliff 
Published: June 2010

PurposeThe purpose of this paper is to consider the impact of the introduction of a commerical discourse within a scientific context (i.e. a research and development (R&D) setting). It explores the reconstitution of professional identities, becoming customer focused and changing time orientations.Design/methodology/approachDrawing upon the concept of recontextualization as a discursive framework for analysis, extensive fieldwork was undertaken in a multinational oil company involving informal conversations, formal interviews with R&D staff (n = 41), secondary data analysis and non‐participant observation.FindingsThe major finding is that the commercialization of R&D operations was resented, but not resisted, by established R&D scientists. The reasons for the absence of resistance are discussed.Originality/valueThis work contributes to the understanding of the recontextualization of discourse in professional settings. It also offers insights into the colonizing and commodifying effects of the commercialization discourse.
Usage of parental leave by fathers in Norway
Authors: Naz Ghazala 
Published: June 2010

PurposeFathers' participation in childcare is not only important in promoting gender equality but can be also important for the child's better upbringing. To promote fathers' involvement and participation in childcare, in the 1990s Norway and other Scandinavian countries have evolved their parental leave schemes such that employed fathers may have equal access to paid parental leave as mothers. The purpose of this paper is to investigate the factors that determine use of parental leave in Norway.Design/methodology/approachThis paper's dependent variable is ordinal. An individual has three options: do not take leave, use leave up to the paternity quota or use leave in excess of the paternity quota. For modelling the choice between these three categories, an ordered logit model is used.FindingsFathers' workplace type has no effect on their use of paternity quota, but they opt to take gender‐neutral leave if they are working in female‐dominated professions. In addition the effects of mothers' relative income, education, working time and number of pre‐school children are more important for the use of gender‐neutral leave by fathers as compared with leave up to the paternity quota.Originality/valueSeveral studies in Scandinavia have investigated the determinants of use of paternal leave but this paper differs from the existing literature in the following respects. First, it differentiates the determinants of taking paternity quota and gender‐neutral leave and it focuses sharply on the difference between husbands' and wives' characteristics. In addition, it uses a large dataset that includes information from several public registers, merged by Statistics Norway. In contrast, the previous studies in Norway were based on relatively small samples and self‐reported data.
Dialogued‐based activation – a new “dispositif”?
Authors: Born Asmund W. , Jensen Per H. 
Published: June 2010

PurposeThe so‐called individual action plan (IAP) has become a major policy instrument in providing active welfare for social benefit claimants, and as such it has attracted quite a research interest. The purpose of this paper is to maintain that research hitherto has been founded in a too narrow notion of the IAP, arguing instead that IAP represents a new societal rationality, in relation to which the scope of research questions should be broadened.Design/methodology/approachThe paper explores the basic dynamics and internal features of the IAP dialogue theoretically and ideal typically. It is furthermore argued that IAP‐like arrangements have extended far beyond the domain of social policy; IAP‐like dialogues are practiced in all corners of society in the form of HRM conversations, supervision, coaching etc. Relating to Foucault it is therefore argued that IAP represents a new dispositif.FindingsThe paper states that the emerging dispositif demands that the individual constitutes herself as a creative and self‐expressive subject in dynamic dialogue. Accordingly the microphysics of the interaction change for the clientele as well as for the case worker. Purpose and procedures turn singular, which undermines collective endeavours and general criteria for success in social policy.Originality/valueThe paper employs a theoretical and sociological perspective on the IAP as a new technology in the organisation of social policy, and its contribution lies in its displacement of the perspective on IAP and its consequences on research questions.
Improving training impact through effective follow‐up: techniques and their application
Authors: Martin Harry J. 
Published: June 2010

PurposeThis paper aims to describe a variety of cost‐effective methods that employers can use to support training activities and promote the transfer of skills and knowledge to the workplace. These techniques work to positively impact the workplace environment through peer and supervisory support.Design/methodology/approachThe application of action plans, performance assessment, peer meetings, supervisory consultations, and technical support is illustrated in two case examples.FindingsFollow‐up activities resulted in improved transfer and had positive quantitative and qualitative effects on operations and firm performance.Practical implicationsBillions of dollars are spent annually by organisations on employee training and management development. It is important that managers implement procedures that encourage transfer of learning in order to achieve greater training impact. The techniques discussed have wide application and significant effects on trainee motivation and workplace environment that are critical to success.Originality/valueThe paper provides an in‐depth discussion of how to create peer support mechanisms that encourage training transfer. It also provides details on how organisations can engage managers in follow‐up efforts.
Customized executive learning: a business model for the twenty‐first century
Authors: Anderson Jamie , van Wijk Gert‐Jan 
Published: June 2010

PurposeThis paper seeks to elaborate on the drivers underpinning the rise of the Platform Model in customized executive learning and to explain the guiding philosophy underpinning this model.Design/methodology/approachThe study followed directives for case‐based research, and was based on multiple sources of evidence: extant literature, archival data, industry publications, interviews and direct observation. Common issues were identified and used to build theory and make the concepts generic enough to be communicated to executive education professionals. Findings were shared and validated with professionals, and with managers within the human resource and organizational development departments of corporate firms.FindingsThe emergence of the Platform Model for executive education has been driven by four key developments –an explosion in the number of intellectual free agents who work outside or beyond the permeable organizational boundaries of academic institutions; the increasing recognition of open collaboration as an engine of customization and innovation; the pervasive spread of information and communication technologies that are enabling virtual teams to deliver integrated educational offerings; and the demand of clients that educational offerings should deliver outcomes by matching intellectual resources with their needs, and not vice versa.Originality/valueThe paper describes a recent trend in the ongoing evolution of approaches towards the design and delivery of executive learning. The Platform Model for executive learning is based on the existence of what has become a two‐sided network, entailing a triangular set of market relationships. On one side of this network are the individuals and firms that possess specialist skills and expertise, and on the other side are organizational clients seeking learning solutions. The need for these two groups – the network's “sides” – to interact with each other efficiently has created the opportunity for the emergence of Platform Intermediaries.
Critical thinking and business process improvement
Authors: Ayad Amine 
Published: June 2010

PurposeThe purpose of this paper is to explore the dynamics of critical thinking (CT) in contrast with Six Sigma and the “5 Whys” approach that is used by many managers to conduct “Root cause analysis” in business process improvements.Design/methodology/approachThe research integrates principles of traditional literature review with a reflective inquiry of a practitioner.FindingsSix Sigma and its “5 Whys” methodology is insufficient in root cause analysis unless coupled with CT. The paper demonstrates that some extraordinary business successes were achieved by CT, while catastrophic failures were often the result of selective biases, rigid thinking, and/or tendencies to deal with steps of processes, isolated processes, and/or independent situations. Consequently, the paper identifies a new domain that can be added to training in Six Sigma and 5 Whys.Research limitations/implicationsThe study does not address specific ways to integrate CT into Six Sigma, 5 Whys, and/or root cause analysis in business process improvement initiatives. Future research is needed in this area.Originality/valueThe paper explores a new perspective to convalescing Six Sigma and 5 Whys methods. It provides a specific example and suggestions to help practitioners avoid faulty conclusions, while conducting investigations to improve business processes. It also opens the door for encompassing aspects of CT in Six Sigma training. As such, it benefits both practitioners and academics.
University academics' psychological contracts and their fulfilment
Authors: Shen Jie 
Published: June 2010

PurposeThis study seeks to examine the contents and the nature of the academic psychological contract. It aims to explore to what extent the contract has been fulfilled and the impact of demographic variables on the contract and its fulfilment.Design/methodology/approachData for the study were collected through a survey of 280 academic staff of a middle‐ranked Australian university. To identify the contents of the academic psychological contract, three focus groups, each comprising eight academic staff, were conducted in three schools. The ordered probit model was employed to explore the impacts of various demographic variables.FindingsThe elements of the academic psychological contract to a certain extent differ from that of the contracts of other professions. Also, the academic psychological contract is more transactional than relational in character. Overall, the academic psychological contract has been fulfilled at the low level.Research limitations/implicationsThe study contributes to the debate on the different interpretation of employer obligations and their fulfilment between research‐oriented and teaching‐oriented academics. Exploring the psychological contract from both employee and employer perspectives will assist in the understanding of mutual expectations. Further research should involve a wide range of universities and make comparisons across national boundaries.Practical implicationsSome items, such as ensuring a safe workplace, the provision of adequate resources to do work, the provision of equal and competitive pay, fair promotion, consultation and recognition of skills and talents, ranked considerably higher than others and should, therefore, be given priority over others. More support should be provided to young, research‐oriented academics who are enthusiastic about research, but mobile and marketable in order to develop university sustainability.Originality/valueThe study contributes to the literature by arguing that the contents and the perceived significance of the academic psychological contract are to a certain extent different from those of the contracts in other sectors.
Attracting and managing volunteers in local government
Authors: Choudhury Enamul 
Published: June 2010

PurposeThis study seeks to understand the relation between public volunteerism and the role of local government agencies to attract and manage volunteers.Design/methodology/approachThe study is based on purposive sampling, comprising 37 cities within a 50‐mile radius around Cincinnati, Ohio, USA. Administrators in these cities responded to an e‐mail survey. The study also uses a content analysis of homepages of the sample cities.FindingsWhile volunteerism is found to be widely valued, most agencies also seem to underutilize their capacities in attracting volunteers and valuing their contributions. This is particularly reflected in their homepage design. There also seems to be an underutilization of volunteers in emergency management and homeland security‐related programs.Practical implicationsThe paper offers an analytical frame to apply professional management tools that can be replicated in other contexts of volunteer management. The study also makes an empirical case for integrating volunteer management in agency activities and in their web sites. This requires giving systematic organizational attention and support to improve volunteer management.Originality/valueThe study makes a small contribution to volunteer management literature by adopting a replicable framework of professional management and offering an empirical snapshot of the status of volunteer management in local government agencies.
How to create attractive and unique customer experiences
Authors: Högström Claes , Rosner Marina , Gustafsson Anders 
Published: June 2010

PurposeThe aim of this paper is to understand the differences across various quality dimensions and how these contribute to experienced quality and satisfaction among users.Design/methodology/approachThe study applies the Kano model of attractive quality to a destination (in this case a snowpark). The fact that the Kano model was used means that a quantitative approach was applied. In total 270 respondents responded to the survey instrument, which in turn was based on qualitative interviews.FindingsThe research shows the great importance of a destination that offers conditions that support specific goals or desired activities in order to achieve customer satisfaction. It also finds that the physical service environment has a major influence on customer satisfaction. Finally, the physical conditions seem to affect the destination's image to a greater degree than the interactions.Practical implicationsIn order to create the most attractive offering, managers should focus primarily on the physical service environment.Originality/valueThe Kano model is widely discussed and well known. There are, however, very few applications for which the Kano model has been used, especially with regard to hedonistic services, the motivation for this study. The theoretical contribution of this paper is an extension of Brady and Cronin's model of what creates service quality. In this model, the location or place is added as an important construct for explaining the experience.