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1
Anderson, Tyler. "Determining Interstellar Reddening Using Intrinsic Colors of C- Type RR-Lyrae Variables." Bowling Green State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1348595134.
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Hansen, Peter J. "The relationship between moral judgment and Christian beliefs with moderator variables of intrinsic religious orientation, socioeconomic status, year in school, and IQ /." The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1345043569.
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Gashler, Michael S. "Advancing the Effectiveness of Non-Linear Dimensionality Reduction Techniques." BYU ScholarsArchive, 2012. https://scholarsarchive.byu.edu/etd/3216.
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Data that is represented with high dimensionality presents a computational complexity challenge for many existing algorithms. Limiting dimensionality by discarding attributes is sometimes a poor solution to this problem because significant high-level concepts may be encoded in the data across many or all of the attributes. Non-linear dimensionality reduction (NLDR) techniques have been successful with many problems at minimizing dimensionality while preserving intrinsic high-level concepts that are encoded with varying combinations of attributes. Unfortunately, many challenges remain with existing NLDR techniques, including excessive computational requirements, an inability to benefit from prior knowledge, and an inability to handle certain difficult conditions that occur in data with many real-world problems. Further, certain practical factors have limited advancement in NLDR, such as a lack of clarity regarding suitable applications for NLDR, and a general inavailability of efficient implementations of complex algorithms.
This dissertation presents a collection of papers that advance the state of NLDR in each of these areas. Contributions of this dissertation include:
• An NLDR algorithm, called Manifold Sculpting, that optimizes its solution using graduated optimization. This approach enables it to obtain better results than methods that only optimize an approximate problem. Additionally, Manifold Sculpting can benefit from prior knowledge about the problem.
• An intelligent neighbor-finding technique called SAFFRON that improves the breadth of problems that existing NLDR techniques can handle.
• A neighborhood refinement technique called CycleCut that further increases the robustness of existing NLDR techniques, and that can work in conjunction with SAFFRON to solve difficult problems.
• Demonstrations of specific applications for NLDR techniques, including the estimation of state within dynamical systems, training of recurrent neural networks, and imputing missing values in data.
• An open source toolkit containing each of the techniques described in this dissertation, as well as several existing NLDR algorithms, and other useful machine learning methods.
4
Bester, Cornelia Maria. "Die rol van oorredingsveranderlikes tydens MIV/Vigs-programme by hoër skole in Potchefstroom / Cornelia Maria Bester." Thesis, North-West University, 2005. http://hdl.handle.net/10394/1442.
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Persuasion communication, elaboration likelihood model, intrinsic persuasion variables,
extrinsic persuasion variables, Life Orientation, HlV/Aids, grade 9 learners, guidance
counselling, persuasion campaigns, credibility, motivation, capacity, youth
The elaboration likelihood model (Petty & Caccioppo, 1996:l-309) in the field of
persuasion communication explains the role that variables can play in the measure to
which the youth can be influenced and persuaded by messages aimed at changing sexual
risk behaviour.
In order to offer the North West Province Department of Education's Life Orientation
learning area, which is marked by a life skills approach, a better chance of success, it is
important to determine which of the intrinsic and/or extrinsic variables-as is hypothesised
by the elaboration likelihood model-play a role with grade 9 learners. Thus, the
persuasion messages within Life Orientation could be adapted accordingly.
The purpose of this study was to determine what role the intrinsic and/or extrinsic
persuasion variables have in the presentation of Life Orientation classes to selected grade
9 learners at three Potchefstroom high schools.
Relevant literature was analysed in regard to HlV/Aids campaigns and programmes that
had been launched in South Africa, especially in instances where the theoretical
framework corresponded with this study. The empirical study was done by way of
methodological triangulation. An overall picture was formed by way of a quantitative survey
questionnaire of the persuasion variables that are found among grade 9 learners in
Potchefstroom, Promosa and Ikageng. Qualitative methods (focus groups, personal interviews and non-participatory observation) were employed to investigate the deeper
seated aspects of the persuasion variables.
The results of the study confirm the premise of the elaboration likelihood model, and
proved that intrinsic persuasion variables play an important role with grade 9 learners
when HlV/Aids persuasion messages are conveyed to them through Life Orientation
classes. Thus, it can be inferred that grade 9 learners of the three selected Potchefstroom
schools would process these persuasion messages via the central route, which enhances
the chances of long term persuasion. Further, it appears that in this study extrinsic
persuasion variables mostly played a strengthening role with regard to persuasion
messages. The study deduces, therefore, that Life Orientation, and specifically the content
that is focused on HIV/Aids, led to the successful persuasion of grade 9 learners in the
selected schools. However, the study also makes important recommendations on how the
impact of these persuasion messages can be even more heightened within the context of
the elaboration likelihood model.Thesis (M.A. (Communication Studies))--North-West University, Potchefstroom Campus, 2006
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Zapata, Rotundo Gerardo J. "La centralización en la organización y los incentivos intrínsecos: un estudio en medianas empresas." Pontificia Universidad Católica del Perú, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/114875.
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This quantitative study offers the partial results of a research project conducted in a population of medium-sized businesses in Lara State, Venezuela. The objective was to determine whether there is a relationship between the variables of organizational design: centralized decision making and intrinsic rewards. The theoretical framework developed provides a general hypothesis which was tested in a field study. Methodologically, the measurement scales of the studied variables were assessed for its reliability, and content validity and construct. Data processing consisted of statistical correlation analysis and simple regression. Results show that there is a significant negative relationship between a centralized system and the implementation of intrinsic rewards in the organization.El presente trabajo de naturaleza cuantitativa ofrece los resultados parciales de un proyecto de investigación llevado a cabo en una población de medianas empresas del estado Lara, Venezuela1, y cuyo propósito fue determinar si existe una relación entre las variables de diseño organizativo: centralización de la toma de decisiones y los incentivos intrínsecos.Del desarrollo del marco teórico, se desprende una hipótesis general que fue contrastada a través de un estudio de campo. Metodológicamente, las escalas de medición utilizadas para operacionalizar las variables objeto de este trabajofueron sometidas tanto a la evaluación de su fiabilidad como de su validez de contenido y de constructo. El tratamiento de los datos se realizó mediante la aplicación de análisis estadísticos de correlación y regresión simple. Los resultados muestran que existe una relación negativa y significativa entre la centralización de la toma de decisiones y la implementación en la organización de incentivos intrínsecos.
Este estudo quantitativo apresenta os resultados parciais de uma pesquisa realizada em uma população de médias empresas no estado de Lara, Venezuela. O objetivo foi determinar se existe uma relação entre as variáveis do desenho organizacional: tomada de decisão centralizada e recompensas intrínsecas. O referencial teórico formula uma hipótese geral que foi testada numa pesquisa de campo. Metodologicamente, foram avaliadas a confiabilidade e a validade de conteúdo e construção das variáveis estudadas. O processamento de dados foi realizado utilizando a análise de correlação e regressão simples. Os resultados mostram que existe uma relação negativa significativa entre a tomada de decisão centralizada e as recompensas intrínsecas na organização.
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Liu, Li-yu Daisy. "Coefficient of intrinsic dependence: a new measure of association." Texas A&M University, 2005. http://hdl.handle.net/1969.1/2397.
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To detect dependence among variables is an essential task in many scientific
investigations. In this study we propose a new measure of association, the coefficient
of intrinsic dependence (CID), which takes value in [0,1] and faithfully reflects the full
range of dependence for two random variables. The CID is free of distributional and
functional assumptions. It can be easily implemented and extended to multivariate
situations.
Traditionally, the correlation coefficient is the preferred measure of association.
However, it's effectiveness is considerably compromised when the random variables
are not normally distributed. Besides, the interpretation of the correlation coefficient
is difficult when the data are categorical. By contrast, the CID is free of these problems.
In our simulation studies, we find that the ability of the CID in differentiating
different levels of dependence remains robust across different data types (categorical
or continuous) and model features (linear or curvilinear). Also, the CID is particularly
effective when the dependence is strong, making it a powerful tool for variable
selection.
As an illustration, the CID is applied to variable selection in two aspects: classification
and prediction. The analysis of actual data from a study of breast cancer gene expression
is included. For the classification problem, we identify a pair of genes that best
classify a patient's prognosis signature, and for the prediction problem, we identify a
pair of genes that best relates to the expression of a specific gene.
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Witzel, Gunther [Verfasser], Andreas [Akademischer Betreuer] Eckart, Andreas [Akademischer Betreuer] Zilges, and Peter [Akademischer Betreuer] Schneider. "Intrinsic Near-Infrared Properties of the Variable Source Sagittarius A* / Gunther Witzel. Gutachter: Andreas Eckart ; Andreas Zilges ; Peter Schneider." Köln : Universitäts- und Stadtbibliothek Köln, 2012. http://d-nb.info/1038226619/34.
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Höppner, Hannes [Verfasser], Patrick van der [Akademischer Betreuer] [Gutachter] Smagt, and Veit [Gutachter] Senner. "Analysis of Human Intrinsic Stiffness Modulation and its Use in Variable-Stiffness Robots / Hannes Höppner ; Gutachter: Patrick van der Smagt, Veit Senner ; Betreuer: Patrick van der Smagt." München : Universitätsbibliothek der TU München, 2016. http://d-nb.info/1122738358/34.
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Jonasson, Therese, and Andrea Kupari. "Arbetsrelaterad stress hos fastighetsmäklare : En analys av i vilken utsträckning olika variabler är stressande i fastighetsmäklaryrket." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-17013.
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I vårt arbete har vi analyserat vilka variabler som är mer eller mindre stressande i yrket som fastighetsmäklare. De variabler vi valt att undersöka är faktorer inneboende i arbetet, roll i organisationen, karriärutveckling, relationer på arbetet, organisationsstruktur och klimat samt utomorganisatoriska källor till stress. Sammanlagt medverkade 426 fastighetsmäklare från 8 olika fastighetsmäklarföretag i en enkätundersökning. Resultaten har sedan analyserats med hjälp av ett flertal olika statistiska analyser. Resultatet från undersökningen innebär en revision av de tidigare sex variablerna till fyra nya: organisationsklimat, ansvar, tid och händelser i livet. Slutsatsen är att faktorn ”Tid” har fyra gånger så stor inverkan på känslan av arbetsrelaterad stress hos fastighetsmäklare i jämförelse med de övriga tre variablerna. Genom resultatet i vårt arbete bidrar vi med information till fastighetsmäklarorganisationer, om vilka faktorer de behöver arbeta med för att minska den arbetsrelaterade stressen hos fastighetsmäklare.In our work, we have analyzed which variables are more or less stressful in the profession of real estate brokers. The variables we chose to examine are the factors intrinsic to job, role in organization, career development, relationships at work, organizational structure and climate, and extra-organizational sources of stress. A total of 426 brokers from 8 different real estate brokerage firms, participated in a survey. The results were then analyzed using a variety of statistical analyzes. The results from the survey represent a revision of the previous six variables to four new ones: organizational climate, responsibility, time and life events. It is concluded that the factor “Time” has four times the impact on the sense of work-related stress among realtors in comparison with the other three variables. The result of our work, contribute with information to the real estate brokerage organizations, which factors they need to work on, in order to reduce work-related stress among brokers.
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Swan, Richard Heywood. "Deriving Operational Principles for the Design of Engaging Learning Experiences." Diss., CLICK HERE for online access, 2008. http://contentdm.lib.byu.edu/ETD/image/etd2573.pdf.
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Yu, Meng-lin, and 游孟玲. "A Study of Children''''s Intrinsic Motivation and the Related Variables in Elementary Schools." Thesis, 1995. http://ndltd.ncl.edu.tw/handle/75722510770702324061.
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碩士台北市立師範學院
初等教育學系
83
The purposes of this study were to (1) understand the current condition of elementary school children''''s intrinsic motivation, (2) explore the relationship of adults'''' autonomy support and children''''s perceptions of academic competence to children''''s intrinsic motivation, and (3) predict children''''s intrinsic motivation on the basis of adults'''' autonomy support, children''''s perceptions of academic competence, grade and gender of children. The study employed the survey method, the observational method, and interviews. The subjects of the study were 1089 fourth grade and sixth grade students sampled from 8 elementary schools in Taipei City. The instrument was " The Elementary School Children''''s Learning Questionnaire ". Based on the results of the intrinsic motivation of 32 classes, the higher and the lower intrinsic motivation classes were identified for further observations and interviews. The data from questionnaire were analyzed using t-test, Hotelling''''s T2, Pearson correlation, and multiple regression analysis. The data from observations and interviews were analyzed with reference to four aspects of teaching activities.
12
Huang, Yu-Chieh, and 黃鈺傑. "The effects of supervisor behavior on emotion, intrinsic motivation and consequence variables of manufacturing line workers." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/94447835085108672539.
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碩士輔仁大學
心理學系
102
With the continuous development of economic globalization, manufacturing industry which needs intensive labor force gradually transfer to East Asia, containing higher intensive labor as well as lower labour cost. Especially the mainland China, named 「the world factory」for its largest scale. However, in recent years, with the increasement of basic salary and manpower cost, the employee’s work performance remains constant. It is worth mentioning that the high flow rate of those grass-roots staffs is causing a greater concern. The author went to mainland China to assist a project implementation in 2013, finding that the turnover rate of new employees reached a high point of 63.7% during a three-month probation period., which caused the waste of recruitment, training, food and accommodation. Actually this phenomenon is quite common in local manufacturing industry, enterprises would rather concentrate on recruitment, hoping to find stable employee, than attach importance to the management of the supervisors. Once they give consideration to both recruitment and employment, the dimission problem could be effectively ameliorated. Therefore, this study hope to clarify how the manager’s supervisor behavior influence the operator’s negative emotions and intrinsic motivation, including other consequences such as job satisfaction, job performance and turnover. This study adopts the method of gathering paper questionnaire in March, 2014, with employees in Printed circuit board manufacturing factory as the object of the research. 699 valid returned questionnaire were generated, the actual turnover or in-service information has been collected in May. Through the correlation analysis, regression analysis and logistic regression analysis the result displays that the Autonomy can’t predict the consequence variable, but supervisor behaviors are capable of forecasting the job satisfaction and self-rating of job performance via negative working emotion, Competence and Relatedness. But the result also reflect no prediction on supervisor-rating job performance. Through the SEM path analysis the result displays that turnover intention is predicted by the job satisfaction and self-rating of job performance via the supervisor behaviors. Finally the actual turnover behavior is predicted by supervisor-rating job performance and turnover intention but not job performance. The result can apply in the traning and selection of supervisor.
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Yen, Hui-Ling, and 顏惠玲. "The Impact of Paternalistic Leadership on Thriving at Work of Employees: Intrinsic and Extrinsic Motivation as Mediating Variables." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/uhqb29.
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碩士國立彰化師範大學
人力資源管理研究所
106
Under the trend of globalization and the global village, the society is rapidly changing. Organizations require employees to be brave in their work; nevertheless, how can companies enable their employees to be continually thriving at work while facing the ever-changing environment and rising pressure and in turn increasing their work commitments to improve job performances? Accordingly, this study explored the relationships among paternalistic leadership, intrinsic and extrinsic motivations, and employees’ thriving at work so as to be able to provide a reference for companies to enhance employees’ thriving at work. This study adopted the questionnaire survey method. Employees who had at least one year of seniority in domestic small and medium enterprises (SMEs) were sampled. A total of 454 survey questionnaires were randomly distributed, of which 389 effective copies were returned, accounting for the effective response rate of 85.6%. The research results show that: (1) Paternalistic leadership has an influence on employees’ thriving at work; (2) Paternalistic leadership influences both intrinsic and extrinsic motivations; (3) Intrinsic and extrinsic motivations affect employees’ thriving at work; (4) The benevolent leadership and the moral leadership of the paternalistic leadership positively influence employees’ thriving at work through intrinsic and extrinsic motivation, while the authoritarian leadership of the paternalistic leadership positively influences employees’ thriving at work through external motivation. Finally, based on the research results, this study recommends that companies should create a sound environment and encourage employees, colleagues, or superiors to share their emotional experiences, enabling them to perceive the company’s care and support. Additionally, employees should be provided with a clear “reward and punishment system” and work autonomy so that employees will have a personal sense of control that will in turn enhance employees’ thriving at work.
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Chen, Shiiann, and 陳璽安. "The Impact of Proactive Personality And Intrinsic Motivation on Employee Creativity with Extrinsic Motivation and Work Load as Moderating Variables." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/84759093709409384647.
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碩士靜宜大學
企業管理學系
100
The twenty-first century is an era of humanistic management. At the same time, innovation is still a very hot issue. In this new wave of fiercely competitive market, enterprises need to discover and cultivate employees with creativity. Employees with proactive personality often work hard and try to use available resources to innovate new information and methods for improving work efficacy (Bateman and Crant, 1993). And the design and consideration of institution of an enterprise, e.g., rewards system, workloads, etc., is also a possible factor that may affect the creativities of employees. The aim of this study is to investigate the impact of proactive personalities on creativities of employees as well as the moderating effect of extrinsic motivation and workload on the relationship between proactive personalities and employee creativity. The mediating effect of intrinsic motivation between proactive personalities and employee creativity is also investigated. We selected the domestic firms of considerable scale and visibility (turnover of more than NT $ 80 million, the enterprises reached more than 100 number of employees), belong to the top 1,000 manufacturing firms, the top 500 service firms and the top 100 financial firms issued by Commonwealth magazine of Taiwan in 2011. Questionnaire survey to their employees was approved by their superintendents before hand. In total, 350 questionnaires are sent out, and 282 valid questionnaires are returned (the effective response rate is approximately 83%). We use Spss20.0 and Amos20.0 for data analyses to verify the hypotheses. This empirical results show：(1)Employees that have higher level of proactive personalities, have higher degree of emplyee creativities. (2)Proactive personalities of employees have positive impact on employee creativities through intrinsic motivation. (3)Employees that have higher level of proactive personalities, with the influence of extrinsic motivation, have higher degree of creativities. (4)Employees that have higher level of proactive personalities, with the influence of work load, have higher degree of creativities.
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Veale, Roberta. "Investigating the simultaneous influence of intrinsic and extrinsic cues an examination of the interaction between country of origin, price and selected sensory variables /." 2007. http://hdl.handle.net/2440/38837.
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The research was undertaken to quantify the power of selected extrinsic (price and country of origin) and intrinsic cues (acid in chardonnay and fat in brie) on consumer evaluations of both experienced and expected product quality, and further, to measure the respective influences of objective knowledge, subjective knowledge and self-confidence on these quality assessments. The study also seeks to determine if a survey conducted measuring expectations of quality would yield comparable results with quality assessments based on actual product experience. The study was comprised of sensory experiments using full profile conjoint analysis experimental design to measure quality perception, followed by a survey where only product description profiles were provided. The analysis from both stages show findings that are remarkably similar in most respects. Results of the sensory experiment for chardonnay show both extrinsic cues tested to be more important than acid levels, while results for the survey show price maintained the strongest influence, with comparable expectations regarding the importance of country of origin and acid. For brie (both stages) consumer opinions were consistent; with price found the most influential; and while country of origin was considered relatively important, fat levels were more influential for both groups. Whilst for chardonnay (both stages) respondents held consistent beliefs regarding each acid level tested, for brie respondents experiencing the highest level of fat held an opposite view to respondents assessing quality based on their expected liking for this type of product. The influence of knowledge (objective and subjective) and self-confidence was found to be sporadic and weak, likely due to respondents’ general lack of objective knowledge in both stages of the survey. In the case of self-confidence, results are surprising given that respondents in both studies exhibited reasonably healthy degrees of self-confidence. The research provides important information to marketers seeking to exploit the most attractive aspects of their products and platform for a number of subsequent studies.Thesis(PhD)-- School of Commerce, 2007
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Bester, Cornelia Maria. "Die rol van oorredingsveranderlikes tydens MIV/Vigs-programme by hoër skole [sic] in Potchefstroom / C.M. Bester." Thesis, 2005. http://hdl.handle.net/10394/1442.
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Kuo, Chiu-Ping, and 郭秋萍. "A Study for the Relationships among Intrinsic Motivation, Job Performance and Organizational Commitment: Extrinsic Reward as the Moderating Variable." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/34944199563896083243.
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碩士中原大學
企業管理研究所
98
Because of the financial crisis broke out in 2008, it made enterprises face the huge pressure. Under economic recession, most of all enterprises want to cost down from the human resources. People are only a tool for organization in the past, but people are important assets with era changes. In particular, the intrinsic motivation’s employee for organizations is important and necessary. However, organizations have to spend a lot of effort to retain good talent. Even the past research shows that intrinsic motivation of employees is not motivated by extrinsic rewards, or reduces intrinsic motivation. But in a depressed economy, the intrinsic motivation of employees still has the same mind to that organization provides extrinsic rewards? Therefore, our research talked about the relationship between intrinsic motivations of employees to the job performance and organizational commitment, and to explore the relationship between extrinsic rewards to the job performance and organizational commitment. Finally, our research talked about intrinsic motivation and extrinsic reward interaction on job performance and organizational commitment. It is to recommend to the practice management reference material. The research finding as follow: 1.Intrinsic motivation on job performance has positive influence, and on organizational commitment only some partial has positive influence. 2.Extrinsic reward on job performance has not significantly influence, and on organizational commitment that retention commitment and value commitment has positive influence. 3.Intrinsic motivation and extrinsic reward of the interaction on job performance and organizational commitment doesn’t have significantly influence. 4.In the personal information, marital status, age, and industry on organizational commitment has significantly influence; education and income on job performance and organizational commitment has significantly influence.
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Fourie, Anna Sophia. "Predicting satisfaction with quality of work life." Diss., 2004. http://hdl.handle.net/10500/1004.
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A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life.
Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups.
When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement.Psychology
M.A.