title: Improving adaptive bagging methods for evolving data streams

authors: Bifet, Albert

subjects: computer science

abstract: We propose two new improvements for bagging methods on evolving data streams. Recently, two new variants of Bagging were proposed: ADWIN Bagging and Adaptive-Size Hoeffding Tree (ASHT) Bagging. ASHT Bagging uses trees of different sizes, and ADWIN Bagging uses ADWIN as a change detector to decide when to discard underperforming ensemble members. We improve ADWIN Bagging using Hoeffding Adaptive Trees, trees that can adaptively learn from data streams that change over time. To speed up the time for adapting to change of Adaptive-Size Hoeffding Tree (ASHT) Bagging, we add an error change detector for each classifier. We test our improvements by performing an evaluation study on synthetic and real-world datasets comprising up to ten million examples.

text: Improving adaptive bagging methods for evolving data streams We propose two new improvements for bagging methods on evolving data streams. Recently, two new variants of Bagging were proposed: ADWIN Bagging and Adaptive-Size Hoeffding Tree (ASHT) Bagging. ASHT Bagging uses trees of different sizes, and ADWIN Bagging uses ADWIN as a change detector to decide when to discard underperforming ensemble members. We improve ADWIN Bagging using Hoeffding Adaptive Trees, trees that can adaptively learn from data streams that change over time. To speed up the time for adapting to change of Adaptive-Size Hoeffding Tree (ASHT) Bagging, we add an error change detector for each classifier. We test our improvements by performing an evaluation study on synthetic and real-world datasets comprising up to ten million examples.

year: 2009

title: Exploring the antecedents of intentions to leave the job: The case of luxury hotel staff

authors: Mohsin, Asad

subjects: staff turnover

abstract: The aim of this study is to assess the antecedents of employee’ intentions to resign from their jobs in luxury hotels in India. Two aspects are considered in this context: firstly, the employees’ enthusiasm for the profession and organisation, the nature of the work and its impact on social and family life. Secondly, their level of satisfaction with the job in terms of organisational loyalty, relationship with supervisors, job security, earnings and additional benefits. A theoretical model (see Fig. 1) and seven hypotheses are tested to indicate whether the employees’ level of agreement with statements about the job and their level of satisfaction with the job will impact their intentions to quit. The study further examines if any current employees intend to leave their job. The term luxury hotel is used to represent 5 star and 4 star hotels of India.
Findings from the analyses of 884 responses suggest that, when considering intentions to resign from the job, a negative relationship is found between professional and organisational enthusiasm and perceptions about the work being stimulating. No support was found for a positive relationship between the extent work impacted social and family life and the intention to quit. However, results supported the notion that the employee's organisational loyalty has a negative effect on his/her intention to resign from the job. Our findings contradict several other studies in that they suggest the employee's intention to resign from the job increases as job security and earnings improve. The study is distinctive as it explores intentions luxury hotel employees in India to leave their jobs; three is little evidence in the wider literature of similar attempts in the context of the Indian hotel industry. The outcomes have implications for both theory and practice as this is the first such major study in the context of the hotel industry in India where there is a population of over a billion people and an expanding hotel industry.

text: Exploring the antecedents of intentions to leave the job: The case of luxury hotel staff The aim of this study is to assess the antecedents of employee’ intentions to resign from their jobs in luxury hotels in India. Two aspects are considered in this context: firstly, the employees’ enthusiasm for the profession and organisation, the nature of the work and its impact on social and family life. Secondly, their level of satisfaction with the job in terms of organisational loyalty, relationship with supervisors, job security, earnings and additional benefits. A theoretical model (see Fig. 1) and seven hypotheses are tested to indicate whether the employees’ level of agreement with statements about the job and their level of satisfaction with the job will impact their intentions to quit. The study further examines if any current employees intend to leave their job. The term luxury hotel is used to represent 5 star and 4 star hotels of India.
Findings from the analyses of 884 responses suggest that, when considering intentions to resign from the job, a negative relationship is found between professional and organisational enthusiasm and perceptions about the work being stimulating. No support was found for a positive relationship between the extent work impacted social and family life and the intention to quit. However, results supported the notion that the employee's organisational loyalty has a negative effect on his/her intention to resign from the job. Our findings contradict several other studies in that they suggest the employee's intention to resign from the job increases as job security and earnings improve. The study is distinctive as it explores intentions luxury hotel employees in India to leave their jobs; three is little evidence in the wider literature of similar attempts in the context of the Indian hotel industry. The outcomes have implications for both theory and practice as this is the first such major study in the context of the hotel industry in India where there is a population of over a billion people and an expanding hotel industry.

year: 2013

title: Rauaroha: He tohu Aroha rau i te akoranga

authors: Paringatai, Karyn

subjects: huarahi ako

abstract: Nö te tau 2001 i whakatüria ai e Ako Aotearoa (National Centre for Tertiary Teaching Excellence) tëtahi tohu hei whakanui i ngä mahi a te tangata e whakaako ana i te taumata takiura. Me whakaatu te kaiwhiwhi tohu i tana ü roa ki ngä taumata tiketike rawa i tana mahi whakaako. Tekau mä rua ngä kaiwhiwhi toa i ia tau, kätahi ka whiriwhirihia ai e tëtahi kömiti kaiwhakawä kia kotahi te tangata e whiwhi nei i te Tohu Tiketike o te Pirimia. Mö ngä tau e whä kua hipa ake nei i riro i ngä kaiako Mäori te tohu tiketike nei. Ko te aronga o tënei tuhinga he whakaatu i ngä ähuatanga o ënei kaiako kia märama pai atu ai te whakaaro tiketike o te Mäori ki tënei mea te ako.

text: Rauaroha: He tohu Aroha rau i te akoranga Nö te tau 2001 i whakatüria ai e Ako Aotearoa (National Centre for Tertiary Teaching Excellence) tëtahi tohu hei whakanui i ngä mahi a te tangata e whakaako ana i te taumata takiura. Me whakaatu te kaiwhiwhi tohu i tana ü roa ki ngä taumata tiketike rawa i tana mahi whakaako. Tekau mä rua ngä kaiwhiwhi toa i ia tau, kätahi ka whiriwhirihia ai e tëtahi kömiti kaiwhakawä kia kotahi te tangata e whiwhi nei i te Tohu Tiketike o te Pirimia. Mö ngä tau e whä kua hipa ake nei i riro i ngä kaiako Mäori te tohu tiketike nei. Ko te aronga o tënei tuhinga he whakaatu i ngä ähuatanga o ënei kaiako kia märama pai atu ai te whakaaro tiketike o te Mäori ki tënei mea te ako.

year: 2017