title: Using character-grams to automatically generate pseudowords and how to evaluate them

authors: König, Jemma Lynette

abstract: This paper provides a practical solution to the problem of generating (good) pseudowords, which are commonly used in vocabulary testing and experimental research in applied linguistics, and introduces an empirically founded solution to evaluating the suitability of pseudowords for different tasks. In the first part of the paper, we propose a novel way of generating pseudowords—a character-gram chaining algorithm. A major advantage of the algorithm is that it does not require any knowledge of the language, thereby facilitating the generation of pseudowords in any language. Secondly, there is currently a lack of formal criteria for evaluating pseudowords, both in terms of (i) their orthographic fit in the target language they are intended for and (ii) their suitability for use in various lexical processing and language teaching tasks. In the second part of the paper, we argue for the need to evaluate pseudowords, propose a set of linguistic criteria for evaluating the generated pseudowords, and provide a comparison with other current pseudoword lists using this criteria.

text: Using character-grams to automatically generate pseudowords and how to evaluate them This paper provides a practical solution to the problem of generating (good) pseudowords, which are commonly used in vocabulary testing and experimental research in applied linguistics, and introduces an empirically founded solution to evaluating the suitability of pseudowords for different tasks. In the first part of the paper, we propose a novel way of generating pseudowords—a character-gram chaining algorithm. A major advantage of the algorithm is that it does not require any knowledge of the language, thereby facilitating the generation of pseudowords in any language. Secondly, there is currently a lack of formal criteria for evaluating pseudowords, both in terms of (i) their orthographic fit in the target language they are intended for and (ii) their suitability for use in various lexical processing and language teaching tasks. In the second part of the paper, we argue for the need to evaluate pseudowords, propose a set of linguistic criteria for evaluating the generated pseudowords, and provide a comparison with other current pseudoword lists using this criteria.

year: 2019

title: The relationship among personality traits, job design characteristics and organizational commitment: An empirical study of organizations in China

authors: Cui, Chu

subjects: organizational commitment

abstract: The purpose of this research was to identify antecedents that would predict organizational commitment. One category of predictor was the “Big Five” personality traits (extraversion, conscientiousness, agreeableness, neuroticism and openness) and the other category included job design characteristics (skill variety, task identity, task significance, task autonomy, and task feedback). This research also investigated the association that demographic variables (job title, job tenure, organization tenure, age, gender and education) had with all major variables. A survey was completed by 142 participants of five Chinese organizations in Beijing, from the health/medical, banking, insurance, international business, and construction sectors. Agreeableness, openness and all job design characteristics were significantly correlated with affective commitment, whereas extraversion and agreeableness, neuroticism were related to continuance commitment. Regression analyses showed that agreeableness and openness were salient predictors of affective commitment. Agreeableness and neuroticism contributed significantly to continuance commitment. The conclusions are discussed in relation to their practical implications for organizations, and researchers, and the need for future research. The major implications from this research are that managers in organizations need to enrich employees’ job content to enhance their affective commitment, and keep in mind the links between some personality traits and continuance commitment. This study encourages future research to focus on doing more longitudinal cross-cultural studies in order to assess the generalizability of previous research findings.

text: The relationship among personality traits, job design characteristics and organizational commitment: An empirical study of organizations in China The purpose of this research was to identify antecedents that would predict organizational commitment. One category of predictor was the “Big Five” personality traits (extraversion, conscientiousness, agreeableness, neuroticism and openness) and the other category included job design characteristics (skill variety, task identity, task significance, task autonomy, and task feedback). This research also investigated the association that demographic variables (job title, job tenure, organization tenure, age, gender and education) had with all major variables. A survey was completed by 142 participants of five Chinese organizations in Beijing, from the health/medical, banking, insurance, international business, and construction sectors. Agreeableness, openness and all job design characteristics were significantly correlated with affective commitment, whereas extraversion and agreeableness, neuroticism were related to continuance commitment. Regression analyses showed that agreeableness and openness were salient predictors of affective commitment. Agreeableness and neuroticism contributed significantly to continuance commitment. The conclusions are discussed in relation to their practical implications for organizations, and researchers, and the need for future research. The major implications from this research are that managers in organizations need to enrich employees’ job content to enhance their affective commitment, and keep in mind the links between some personality traits and continuance commitment. This study encourages future research to focus on doing more longitudinal cross-cultural studies in order to assess the generalizability of previous research findings.

year: 2010

title: One hundred years of Sylvia Ashton-Warner: An introduction.

authors: Middleton, Sue

subjects: Sylvia Ashton-Warner

abstract: A biography of Sylvia Ashton-Warner is presented. She was born on 17 December 1908 in New Zealand. She studied at the Auckland Teachers' Training College and taught in several native schools including Horoera Native School and Pipiriki Native School. Later she started writing, starting with "Teacher," a book about teaching schemes and followed by "Incense to Idols," "Bell Call," and "Greenstone." Also, her travels to various places are mentioned.

text: One hundred years of Sylvia Ashton-Warner: An introduction. A biography of Sylvia Ashton-Warner is presented. She was born on 17 December 1908 in New Zealand. She studied at the Auckland Teachers' Training College and taught in several native schools including Horoera Native School and Pipiriki Native School. Later she started writing, starting with "Teacher," a book about teaching schemes and followed by "Incense to Idols," "Bell Call," and "Greenstone." Also, her travels to various places are mentioned.

year: 2008