title: Effects of re-ordered memory operations on parallelism

authors: Littin, Richard H.

subjects: memory access

abstract: The performance effect of permitting different memory operations to be re-ordered is examined. The available parallelism is computed using a machine code simulator. A range of possible restrictions on the re-ordering of memory operations is considered: from the purely sequential case where no re-ordering is permitted; to the completely permissive one where memory operations may occur in any order so that the parallelism is restricted only by data dependencies. A general conclusion is drawn that to reliably obtain parallelism beyond 10 instructions per clock will require an ability to re-order all memory instructions. A brief description of a feasible architecture capable of this is given.

text: Effects of re-ordered memory operations on parallelism The performance effect of permitting different memory operations to be re-ordered is examined. The available parallelism is computed using a machine code simulator. A range of possible restrictions on the re-ordering of memory operations is considered: from the purely sequential case where no re-ordering is permitted; to the completely permissive one where memory operations may occur in any order so that the parallelism is restricted only by data dependencies. A general conclusion is drawn that to reliably obtain parallelism beyond 10 instructions per clock will require an ability to re-order all memory instructions. A brief description of a feasible architecture capable of this is given.

year: 1997-11

title: Evaluating the impact of authenticity and person-organisation fit on work attitudes

authors: McLeish, Georgia

subjects: authenticity

abstract: Person-Organisation (PO) Fit and authenticity play an important role in generating positive work attitudes such as job satisfaction, organisational commitment, organisational belonging and turnover intentions. However, the question remains: which is more important? Is one more closely related to these work attitudes? As such, this study explores the correlations of PO Fit and trait and state authenticity with job satisfaction, organisational commitment, organisational belonging and turnover intentions, as well as comparing the significance of their contribution towards these work attitudes. A sample of 285 participants drawn from the general population and University of Waikato undergraduate students completed an online questionnaire examining these concepts, and the hypotheses and research questions were empirically tested using correlation and multiple regression analyses. The results found that both PO Fit and state authenticity were significant contributors to job satisfaction, organisational commitment, organisational belonging and turnover intentions. Notably, one measure of PO Fit – the Person Organisation Fit Questionnaire emerged as the most significant contributor to all our chosen work attitudes. This study is among the first to compare PO Fit and authenticity on work attitudes, enriching the existing literature and offering vital insights for organisations. Indeed, it highlights the importance of prioritising PO Fit to enhance job satisfaction, nurturing organisational commitment and belonging, and reducing turnover intentions. Future research recommendations include investigating additional components within the broader Person-Environment fit framework, such as person-supervisor, person-job, and person-group fit, to better understand their influence on work attitudes. Additionally, intervention studies are recommended to evaluate strategies aimed at enhancing PO Fit and authenticity, and to assess their impact on positive work attitudes.

text: Evaluating the impact of authenticity and person-organisation fit on work attitudes Person-Organisation (PO) Fit and authenticity play an important role in generating positive work attitudes such as job satisfaction, organisational commitment, organisational belonging and turnover intentions. However, the question remains: which is more important? Is one more closely related to these work attitudes? As such, this study explores the correlations of PO Fit and trait and state authenticity with job satisfaction, organisational commitment, organisational belonging and turnover intentions, as well as comparing the significance of their contribution towards these work attitudes. A sample of 285 participants drawn from the general population and University of Waikato undergraduate students completed an online questionnaire examining these concepts, and the hypotheses and research questions were empirically tested using correlation and multiple regression analyses. The results found that both PO Fit and state authenticity were significant contributors to job satisfaction, organisational commitment, organisational belonging and turnover intentions. Notably, one measure of PO Fit – the Person Organisation Fit Questionnaire emerged as the most significant contributor to all our chosen work attitudes. This study is among the first to compare PO Fit and authenticity on work attitudes, enriching the existing literature and offering vital insights for organisations. Indeed, it highlights the importance of prioritising PO Fit to enhance job satisfaction, nurturing organisational commitment and belonging, and reducing turnover intentions. Future research recommendations include investigating additional components within the broader Person-Environment fit framework, such as person-supervisor, person-job, and person-group fit, to better understand their influence on work attitudes. Additionally, intervention studies are recommended to evaluate strategies aimed at enhancing PO Fit and authenticity, and to assess their impact on positive work attitudes.

year: 2024

title: From colonial categories to local culture: Evolving state practices of ethnic enumeration in Oceania, 1965-2014

authors: Kukutai, Tahu

subjects: Social Sciences

abstract: Numerous scholars have examined how governments in particular times and places have classified their populations by ethnicity, but studies that are both cross-national and longitudinal are rare. Using a unique database of census questionnaires, we examine state practices of ethnic enumeration over a 50-year period (1965–2014) in the 24 countries and areas that comprise Oceania. The region’s extraordinary linguistic and cultural diversity, combined with its complex colonial history and indigenous politics, make it an ideal site for comparative analyses. We find a shift from biological conceptions of difference to a more cultural understanding of group identity, exemplified by a sharp rise in language questions and the decline of race-based inquiries. While local identity labels have largely displaced colonial categories, the imprimatur of previous regimes still lingers, particularly in Melanesia. These shifts in official constructions of ethnoracial differences reflect a gradual lessening of colonial influences on demographic practices.

text: From colonial categories to local culture: Evolving state practices of ethnic enumeration in Oceania, 1965-2014 Numerous scholars have examined how governments in particular times and places have classified their populations by ethnicity, but studies that are both cross-national and longitudinal are rare. Using a unique database of census questionnaires, we examine state practices of ethnic enumeration over a 50-year period (1965–2014) in the 24 countries and areas that comprise Oceania. The region’s extraordinary linguistic and cultural diversity, combined with its complex colonial history and indigenous politics, make it an ideal site for comparative analyses. We find a shift from biological conceptions of difference to a more cultural understanding of group identity, exemplified by a sharp rise in language questions and the decline of race-based inquiries. While local identity labels have largely displaced colonial categories, the imprimatur of previous regimes still lingers, particularly in Melanesia. These shifts in official constructions of ethnoracial differences reflect a gradual lessening of colonial influences on demographic practices.

year: 2016