title: Optimising ITS behaviour with Bayesian networks and decision theory

authors: Mayo, Michael

subjects: computer science

abstract: We propose and demonstrate a methodology for building tractable normative intelligent tutoring systems (ITSs). A normative ITS uses a Bayesian network for long-term student modelling and decision theory to select the next tutorial action. Because normative theories are a general framework for rational behaviour, they can be used to both define and apply learning theories in a rational, and therefore optimal, way. This contrasts to the more traditional approach of using an ad-hoc scheme to implement the learning theory. A key step of the methodology is the induction and the continual adaptation of the Bayesian network student model from student performance data, a step that is distinct from other recent Bayesian net approaches in which the network structure and probabilities are either chosen beforehand by an expert, or by efficiency considerations. The methodology is demonstrated by a description and evaluation of CAPIT, a normative constraint-based tutor for English capitalisation and punctuation. Our evaluation results show that a class using the full normative version of CAPIT learned the domain rules at a faster rate than the class that used a non-normative version of the same system.

text: Optimising ITS behaviour with Bayesian networks and decision theory We propose and demonstrate a methodology for building tractable normative intelligent tutoring systems (ITSs). A normative ITS uses a Bayesian network for long-term student modelling and decision theory to select the next tutorial action. Because normative theories are a general framework for rational behaviour, they can be used to both define and apply learning theories in a rational, and therefore optimal, way. This contrasts to the more traditional approach of using an ad-hoc scheme to implement the learning theory. A key step of the methodology is the induction and the continual adaptation of the Bayesian network student model from student performance data, a step that is distinct from other recent Bayesian net approaches in which the network structure and probabilities are either chosen beforehand by an expert, or by efficiency considerations. The methodology is demonstrated by a description and evaluation of CAPIT, a normative constraint-based tutor for English capitalisation and punctuation. Our evaluation results show that a class using the full normative version of CAPIT learned the domain rules at a faster rate than the class that used a non-normative version of the same system.

year: 2001

title: The Influence of Work-Life Balance Benefits on Family-Supportive Organisational Perception and Work Attitudes

authors: Herlin, Paula Kristina

subjects: organisational commitment

abstract: This study investigated the relationship between the availability of, and the use of, work-family balance policies offered by organisations and family-supportive organisational perception (FSOP), work-to-family conflict, continuance and affective commitment, family satisfaction, job satisfaction, turnover intention and psychological strain. The research explored whether individuals’ perceptions of how supportive their organisations were to their non-work responsibilities was related to work attitudes including job satisfaction, organisational commitment (affective and continuance) and turnover intention. One hundred and twelve respondents from New Zealand organisations recorded how they perceived their organisation as being family-supportive and whether this affected their wellbeing, as well as how satisfied they were with their jobs. FSOP was shown to not moderate the relationship between work-to-family conflict and psychological strain; turnover intention; job satisfaction and affective commitment. However, FSOP was found to be significantly and negatively related to both psychological strain and turnover intention. The availability of benefits was significantly and positively related to affective commitment and negatively related to psychological strain and turnover intention. The usage of available benefits was not related to any of the study variables. The research adds to the knowledge of factors that may improve the work environment by increasing employees’ levels of FSOP. The results suggest that organisations could improve staff retention by ensuring the existence of valuable benefits and making them available to all employees, supporting them in their pursuit of a reasonable balance between their daily work and non-work activities.

text: The Influence of Work-Life Balance Benefits on Family-Supportive Organisational Perception and Work Attitudes This study investigated the relationship between the availability of, and the use of, work-family balance policies offered by organisations and family-supportive organisational perception (FSOP), work-to-family conflict, continuance and affective commitment, family satisfaction, job satisfaction, turnover intention and psychological strain. The research explored whether individuals’ perceptions of how supportive their organisations were to their non-work responsibilities was related to work attitudes including job satisfaction, organisational commitment (affective and continuance) and turnover intention. One hundred and twelve respondents from New Zealand organisations recorded how they perceived their organisation as being family-supportive and whether this affected their wellbeing, as well as how satisfied they were with their jobs. FSOP was shown to not moderate the relationship between work-to-family conflict and psychological strain; turnover intention; job satisfaction and affective commitment. However, FSOP was found to be significantly and negatively related to both psychological strain and turnover intention. The availability of benefits was significantly and positively related to affective commitment and negatively related to psychological strain and turnover intention. The usage of available benefits was not related to any of the study variables. The research adds to the knowledge of factors that may improve the work environment by increasing employees’ levels of FSOP. The results suggest that organisations could improve staff retention by ensuring the existence of valuable benefits and making them available to all employees, supporting them in their pursuit of a reasonable balance between their daily work and non-work activities.

year: 2010

title: Te taiao: Te titiro a te Māori

authors: Kirby, Dean Robert

subjects: Cosmology

abstract: Ko te kaupapa o tēnei tuhinga ko te titiro a te Māori ki te taiao. He mea tuhi i runga i te aroha, i te whakapono ki ngēnei mea, ki te ātaahua o te taiao me ngā kōrero mōna. E whakatangatatia ana ngā āhuatanga o te taiao, ngā rākau, ngā manu, ngā ika, te kohu, ngā kapua, ngā maunga, otirā ngā mea katoa. Ara noa atu ngā kōrero, he whakapapa ō rātou, he huānga tētehi mea ki tētehi, he mauri tō tēnā mea tō tēnā mea. E ora ana ngā mea katoa o te ao, ka whai tamariki, he mātua he tūpuna anō, te katoa tae atu hoki ki te tangata, he wāhanga ia nō te taiao.
Hei aha tēnei tuhinga? Ko tāna mahi he whakaatu i ngēnei āhuatanga. Ā he whakamātau hoki ki te whakautu i te pātai he aha i whērā ai te titiro a ngā tūpuna ki tō rātou taiao. He kohikohingā tēnei nō ngā kōrero maha e takoto mai naka i roto i ngā pukapuka kua tāia kētia. Ehake i te mea ka kōrerotia ngā mea katoa, otiia ka tirohia noatia ngētehi āhuatanga o tēnei hanga te taiao. Kāhore i tuhia i runga i ngā kōrero ā waha a ngētehi kaikōrero, whēnā i ngētehi atu tuhinga roa. He mahi nui tērā mā tētehi atu hei whai, heoi anō tēnei he huihuinga nō ngētehi kōrero kua tuhia i mua atu.
Ka whakarārangitia ngā kōrero neki i muri ake nei. Ko tōna timatanga kei te Ōrokohanga, ko te timatanga tērā o te taiao. Ko te whenua ka whai mai me ngā kōrero mōna. Muri iho ko te wai me ngōna āhuatanga katoa. Ko te rangi, ngā mea katoa o te rangi ka whai mai i muri i tēnā. Muri iho anō ko ngā manu, ko ngā ngārara me ngā ngāngara, ngā rākau me ngā ika. Ka mutu atu i ngā tupua, i ngā taniwha me ngā patupaiarehe, i ngā kōrero mō ngērā. E iwa wāhanga nui te katoa o tēnei tuhinga. Kei te timatanga tētehi wāhanga hei whakamārama i te tuhinga ā kei te mutunga tētehi atu wāhanga hei whakatōpū, hei whakarāpopoto i ngā kōrero o roto i te puku o te tuhinga nei.
Kei ngā wāhanga o te pukapuka nei he kōrero mō tēnā mea, mō tēnā mea i raro i tōna ūpoko anō, me ngā whakaāhua e rite ana mōna. Ko te tūmanako ka kite te kaipānui i te pūrotutanga o te taiao o te Māori.

text: Te taiao: Te titiro a te Māori Ko te kaupapa o tēnei tuhinga ko te titiro a te Māori ki te taiao. He mea tuhi i runga i te aroha, i te whakapono ki ngēnei mea, ki te ātaahua o te taiao me ngā kōrero mōna. E whakatangatatia ana ngā āhuatanga o te taiao, ngā rākau, ngā manu, ngā ika, te kohu, ngā kapua, ngā maunga, otirā ngā mea katoa. Ara noa atu ngā kōrero, he whakapapa ō rātou, he huānga tētehi mea ki tētehi, he mauri tō tēnā mea tō tēnā mea. E ora ana ngā mea katoa o te ao, ka whai tamariki, he mātua he tūpuna anō, te katoa tae atu hoki ki te tangata, he wāhanga ia nō te taiao.
Hei aha tēnei tuhinga? Ko tāna mahi he whakaatu i ngēnei āhuatanga. Ā he whakamātau hoki ki te whakautu i te pātai he aha i whērā ai te titiro a ngā tūpuna ki tō rātou taiao. He kohikohingā tēnei nō ngā kōrero maha e takoto mai naka i roto i ngā pukapuka kua tāia kētia. Ehake i te mea ka kōrerotia ngā mea katoa, otiia ka tirohia noatia ngētehi āhuatanga o tēnei hanga te taiao. Kāhore i tuhia i runga i ngā kōrero ā waha a ngētehi kaikōrero, whēnā i ngētehi atu tuhinga roa. He mahi nui tērā mā tētehi atu hei whai, heoi anō tēnei he huihuinga nō ngētehi kōrero kua tuhia i mua atu.
Ka whakarārangitia ngā kōrero neki i muri ake nei. Ko tōna timatanga kei te Ōrokohanga, ko te timatanga tērā o te taiao. Ko te whenua ka whai mai me ngā kōrero mōna. Muri iho ko te wai me ngōna āhuatanga katoa. Ko te rangi, ngā mea katoa o te rangi ka whai mai i muri i tēnā. Muri iho anō ko ngā manu, ko ngā ngārara me ngā ngāngara, ngā rākau me ngā ika. Ka mutu atu i ngā tupua, i ngā taniwha me ngā patupaiarehe, i ngā kōrero mō ngērā. E iwa wāhanga nui te katoa o tēnei tuhinga. Kei te timatanga tētehi wāhanga hei whakamārama i te tuhinga ā kei te mutunga tētehi atu wāhanga hei whakatōpū, hei whakarāpopoto i ngā kōrero o roto i te puku o te tuhinga nei.
Kei ngā wāhanga o te pukapuka nei he kōrero mō tēnā mea, mō tēnā mea i raro i tōna ūpoko anō, me ngā whakaāhua e rite ana mōna. Ko te tūmanako ka kite te kaipānui i te pūrotutanga o te taiao o te Māori.

year: 1992