No description available.

No description available.

No description available.

An important field of research now is how smartwatches are being adopted and used in variouscultural situations. The adoption of smartwatches among Pakistani consumers is the subject ofthis study, with an emphasis on understanding the behavioral intents and usage patternsinfluenced by cultural customs and lifestyle preferences. Semi-structured interviews and qualitative questionnaires were employed in the study's qualitative research approach to extract insights from a diverse group of individuals. The research utilized qualitative methods, gathering in-depth and nuanced information from Pakistani users through semi-structured interviews and qualitative questionnaires. The data was subjected to thematic analysis, which revealed recurrent themes that provide insights into the variables impacting the adoption and sustained use ofsmartwatches.Five main themes emerged from the participants after thematic analysis. It was revealed that smartwatches were helpful in encouraging better lifestyles because they could beused as health-monitoring devices to actively control their fitness-impacting lifestyles. Users were able to smoothly incorporate technology into their fashion choices thanks to smartwatches, which wereseen as extensions of personal style. Participants praised the ease of managing tasks and notifications straight from the wrist, which facilitated effective time management. Withfeatureslike stresstracking and relaxation activities, smartwatches act as instruments for reducingstress.Participants praised smartwatches for helping them stay connected and organized whileretaining a professional demeanor. The findings were interpreted using a comprehensiveframework basedon the Affordance theory. The themes that were found reflected the perceived benefits that smartwatches are thought to provide, directing users towards activities based on thefunctionality they perceive. By illuminating the complex relationships between perceived affordances and behavioral intentions, this framework improved our knowledge of how cultural practices and lifestyle preferences interact with the adoption of technology. The results highlightthe mutually beneficial interaction between technology, culture, and personal goals whilehighlighting the roleof perceived affordances in influencing users' intents and actions. These observations offer invaluable advice for designers, academics, and stakeholders looking toimprove user experiences across various cultural contexts as smartwatches continue to reshape personal interactions with technology.

Hiring and maintaining quality staff members is crucial in juvenile correctional facilities. Unfortunately, staff turnover is much more common in correctional agencies than other areas of government work. Although several studies have looked at rates and predictors of employee turnover in adult correctional facilities, few have assessed the issue among juvenile correctional staff. Therefore, this study was guided by two main questions: (1) what are the current turnover rates among frontline staff members at Delaware's public juvenile correctional facilities, and (2) what are the main factors that lead to frontline staff leaving? To answer the above questions, this study used a mixed-methods approach consisting of three stages. In the first stage, total rates of voluntary turnover were provided by an administrator from Delaware State's Division of Youth Rehabilitative Services (DYRS) Personnel Department. The voluntary turnover rates for juvenile correctional officers in Delaware's public facilities for 2011 and 2012 were 7 percent and 13 percent, respectively. This is slightly less than voluntary turnover rates from previous studies on juvenile correctional staff. The next two stages of research were designed to assess the best predictors of intentions to leave for Delaware's frontline staff members. Specifically, the second stage consisted of interviews with 14 staff members from five residential facilities across Delaware. The interviews increased our understanding of how aspects of job satisfaction and organizational commitment apply to this particular sample of employees and provided greater insight into two recently developed aspects of employee turnover theory: Job Embeddedness and the Employment Opportunity Index (EOI). More importantly, three aspects of employee turnover for this sample were discovered: commitment to youth, career stepping stone and job expectations. The discovery of new variables supports the idea that it is important for researchers assessing employee turnover to conduct face-to-face interviews with employees prior to analyzing survey data. The final stage of research compared three models of employee turnover. The first was based on Lambert's 2001 model of correctional officer turnover which stemmed from employee turnover theory. The second model was designed to assess improvement in predicting intentions to leave by incorporating two concepts, Job Embeddedness and the Employment Opportunity Index (EOI), that have not been tested in many studies on employee turnover. The last model that was tested incorporated the three new variables that were created based on the interviews in stage two. Intentions to leave was used as the outcome variable in this study. It measures the extent to which a person desires to leave his or her job. It was chosen for two reasons: 1) Samples consisting of employees who have quit can take years to obtain and 2) Assessing employees intentions to leave could be more useful to administrators. The sample for the last stage of this study consisted of 102 frontline staff members from five of Delaware's six facilities. The data for the last portion of this study were analyzed using structural equation modeling (SEM). This method was appropriate because it could assess the impact of both direct and indirect measures. However, because the sample size for this study was not adequate to run any of the models in full, ordinary least squares (OLS) regression was also incorporated. Results from the quantitative portion of this study showed that there were several variables that predicted intentions to leave for this sample. Similar to most studies that look at intentions to leave, job satisfaction and organizational commitment were two of the strongest predictors of intentions to leave. In terms of individual characteristics, race/ethnicity was the only statistically significant predictor. What was especially interesting about this result was that when previous studies found a race effect, it was that African Americans had higher levels of intentions to leave. This was not the case for this sample. Along these lines, race/ethnicity was significantly associated with one of the factors from Job Embeddedness, organizational fit, which assesses if employees believe they are an appropriate match for their job. Interestingly, whites had lower levels of organizational fit which resulted in higher levels of intentions to leave. Findings from this study have implications for the correctional literature and employee turnover theory. This study supported a long history of employee turnover studies that have found job satisfaction and organizational commitment to be the best predictors of employee turnover. At the same time, this study also found a new predictor of employee turnover specific to juvenile correctional officers: commitment to youth. This stands to have a major impact on future research on employee turnover, not just for juvenile corrections but also studies in the larger body of employee turnover in that this study made it clear that one model does not fit all workers. The concept, commitment to youth, applies only to employees who work with youths. And, the particular way commitment to youth was measured in the present study would only apply to those who work with at-risk youths. Therefore, this study should be viewed as an important step towards understanding the relationship between commitment to youth and decisions made by juvenile correctional officers. This study also had important implications for administrators of juvenile correctional facilities. A major finding stemming from the interviews, which was subsequently confirmed by the quantitative analysis, was that support from coworkers is vital to the overall performance of staff. In fact, subjects reported that a lack of support from coworkers was the difference between a good day and a bad day, and that it was never the juveniles that created a bad day for staff; it was their coworkers. Based on this finding, it is vital that administrators stress the importance of not only working as a team, but also the importance of respecting fellow staff members, especially in front of youths. To do this, administrators should encourage supervisors to demonstrate this type of behavior every day and stress the importance of it during trainings, especially the impact it can have on the residents; several staff members discussed how the youthful offenders can easily detect bad feelings among staff. / Criminal Justice

Arbetet som presenteras i rapporten omfattar en undersökning om intentioner och förverkligande för undervisningsprocessen kring en lektion om derivator på gymnasienivå. Enligt Stake (1967) delas undervisningsprocessen upp i tre delar: (1) förutsättningar för undervisningspraktiken, (2) pedagogiska och didaktiska interaktioner, (3) resultat av undervisningen. En bild om undervisningsprocessen sammanställs från lärarens planering och elevernas reflektioner om uppfattat innehåll, mål, metoder och syfte. Datamaterialet består av en intervju med läraren precis innan lektionen, observation av lektionen med ljudinspelning, elevernas individuellt skriva svar på en enkät efter lektionen och en gemensam diskussion mellan eleverna. Undervisningsprocessen beskrivs med ett antal teman som producerades genom process av tematisk analys. Analysresultat visar att teman som hittas i intentionerna för undervisningsprocessen har en utvecklad motpart i förverkligandet. Lärarens förväntningar för potentiella svårigheter med nyanserad, matematiskt korrekt terminologi stämmer överens med förverkligandet och tidigare forskning som visar att många elever har svårt att urskilja detaljer mellan olika begrepp i läran om derivator. Den gemensamma diskussionen mellan klasskamraterna hjälper till att befästa kunskaper från lektionen och att fördjupa den gemensamma bilden om undervisning. / The work presented in this report includes an investigation into intentions and realisations of the teaching process for a lesson on derivatives at secondary school level. According to Stake (1967), the teaching process is divided into three parts: (1) prerequisites for teaching practice, (2) pedagogical and didactic interactions, (3) results of teaching. A picture of the teaching process is compiled from the teacher's planning and the students' reflections on perceived content, goals, methods and purpose. The data material consists of an interview with the teacher just before the lesson, observation of the lesson with audio recording, the students’ individually written answers to a questionnaire after the lesson and a joint discussion between the students. The teaching process is described with a number of themes produced through the process of thematic analysis. Analysis results show that themes found in the intentions for the teaching process have a developed counterpart in the realisation. The teacher's expectations for potential difficulties with nuanced, mathematically correct terminology are consistent with the realisation and previous research showing that many students have difficulty distinguishing details between different concepts related to derivatives. The joint discussion between classmates helps to consolidate knowledge from the lesson and to deepen the common image about teaching.

yes / This paper presents a critical evaluation framework for a linguistically motivated conversational software agent (CSA). The CSA prototype investigates the integration, intersection and interface of the language, knowledge, and speech act constructions (SAC) based on a grammatical object, and the sub-model of belief, desires and intention (BDI) and dialogue management (DM) for natural language processing (NLP). A long-standing issue within NLP CSA systems is refining the accuracy of interpretation to provide realistic dialogue to support human-to-computer communication. This prototype constitutes three phase models: (1) a linguistic model based on a functional linguistic theory – Role and Reference Grammar (RRG), (2) an Agent Cognitive Model with two inner models: (a) a knowledge representation model, (b) a planning model underpinned by BDI concepts, intentionality and rational interaction, and (3) a dialogue model. The evaluation strategy for this Java-based prototype is multi-approach driven by grammatical testing (English language utterances), software engineering and agent practice. A set of evaluation criteria are grouped per phase model, and the testing framework aims to test the interface, intersection and integration of all phase models. The empirical evaluations demonstrate that the CSA is a proof-of-concept, demonstrating RRG’s fitness for purpose for describing, and explaining phenomena, language processing and knowledge, and computational adequacy. Contrastingly, evaluations identify the complexity of lower level computational mappings of NL – agent to ontology with semantic gaps, and further addressed by a lexical bridging solution.

Many military conflicts are fought in urban environments that subject the U.S. soldier to a number of challenges not otherwise found in traditional battle. In the urban environment, the soldier is subject to threatening attacks not only from the organized army but also from civilians who harbor hostility. U.S. enemies use the civilian crowd as an unconventional tactic to blend in and look like civilians, and in response to this growing trend, soldiers must detect and identify civilians as a threat or non-threat. To identify a civilian as a threat, soldiers must familiarize themselves with behavioral cues that implicate threatening individuals. This study elicited expert strategies regarding how to use nonverbal cues to detect a threat and evaluated the best medium for distinguishing a threat from a non-threat to develop a training guide of heuristics for training novices (i.e., soldiers) in the threat detection domain. Forty experts from the threat detection domain were interviewed to obtain strategies regarding how to use nonverbal cues to detect a threat (Phase 1). The use of nonverbal cues in context and learning from intuitive individuals in the domain stood out as strategies that would promote the efficient use of nonverbal cues in detecting a threat. A new group of 14 experts judged scenarios presented in two media (visual, written) (Phase 2). Expert detection accuracy rates of 61% for the visual medium and 56% for the written medium were not significantly different, F (1, 13) = .44, p = .52. For Phase 3 of the study, a training development guide of heuristics was developed and eight different experts in the threat detection domain subjectively rated the heuristics for their importance and relevance in training novices. Nine heuristics were included in the training guide, and overall, experts gave all heuristics consistently high ratings for importance and relevance. The results of this study can be used to improve accuracy rates in the threat detection domain and other populations: 1) the soldier, 2) the average U.S. citizen, and 3) employees of the Transportation Security Administration. / Ph. D.

Allocating money and resources to improve employees' performance can be costly. The 2008 Industry Report of ASTD (formerly the American Society for Training and Development) showed that U.S. organizations spent $134.39 billion on employee learning and performance. Because learning and development are expensive, time consuming and often disruptive for workflow, training professionals need to show credible and sustainable methods for proving the value of their training programs. This research study examines the effects of employees' perceptions of transfer intentions, General Self-efficacy (GSE) and supervisor support to better identify the conditions for actual transfer. An increased understanding of the conditions of transfer provided a new perspective for a county government agency. Data were collected immediately after training and later in the work environment from 36 subjects who participated in a three-day Employee Leadership Institute (ELI) in December 2007. The study built upon and extended existing data collected in December 2006, March 2007, and September 2007. The data analysis approach consisted of Chi-square computation, Analysis of Variance (ANOVA), bivariate correlation and hierarchical regression analysis. SPSS was used to conduct the data analysis. The results suggest that General Self-efficacy (GSE) was the most important influence on transfer intentions up to six months after ELI. Then, transfer intentions was a better predictor than supervisor support and GSE to significantly influence the actual initiation of skills on the job obtained from ELI at six, nine months and one year. Once employees actually attempted to apply skills on the job, transfer intentions was a better predictor at six months for maintaining those skills over time (transfer maintenance); however, transfer initiation was a better predictor at nine months and one year. Due to a small sample size and self-reported data, the study results should be interpreted with some caution. / Ph. D.

The ongoing opioid crisis presents a significant public health challenge particularly for people who use opioids (PWUO). Naloxone is an opioid antagonist crucial to reducing opioid overdose mortality. Inconsistencies exist among PWUO in obtaining, carrying, discussing, and administering naloxone. Using sequential mixed methods, this study was aimed at investigating the use of implementation intentions on naloxone use among PWUO. Semi-structured interviews were conducted with 83 PWUO to gather individual experiences with using naloxone and contextual details regarding its use. An essentialist thematic analysis with inductive coding revealed valuable insights into where, for whom, and when naloxone is implemented. The analysis identified major themes such as caring for others' needs, knowledge gaps, reinforcement through overdose experiences, duality of overdose and compassion, and stigma. Minor themes related to syringe services program implementation and drug use were identified. Building on these qualitative findings a quantitative analysis determined the impact of implementation intentions on naloxone implementation. Participants were randomly assigned to develop implementation intentions or goal intentions for the use of naloxone. Follow-up surveys assessed changes in participants' intentions to obtain, carry, discuss, and administer naloxone and their actual implementation over a 6-month period. At the 3-month follow-up the experimental condition exhibited statistically significant positive intentions to obtain naloxone and engage in discussions about naloxone in social contexts of drug use. Changes in the magnitude of naloxone implementation were observed at the 3- and 6-month timepoints. Specifically, the self-reported discussion of naloxone showed noticeable changes in implementation frequency over time. This suggests that while implementation intentions may not have statistically significant effects on the use of naloxone it had some influence on the frequency of discussing naloxone prior to drug use. This work makes a valuable contribution to the existing literature because of its attempt to apply the Theory of Planned Behavior and implementation intentions in a novel way. Though the experimental hypothesis was not supported statistically significant observations were made for some behaviors at the 3-month follow-up. The pragmatic nature of the setting enhances the relevance of the findings and provides valuable insights for future interventions supporting PWUO. / Doctor of Philosophy / The ongoing crisis of opioid addiction poses a significant public health challenge particularly for individuals who use opioids. Naloxone is a medication that can reverse opioid overdoses and it plays a crucial role in saving lives. People who use opioids often face difficulties in accessing, carrying, discussing, and using naloxone consistently. This study was aimed at investigating the use of naloxone by employing qualitative and quantitative methods. We conducted interviews with 83 individuals who use opioids to explore their experiences and gather insights into naloxone use. These interviews provided valuable information about when, where, and for whom naloxone is used. Several important themes emerged including the significance of helping others, knowledge gaps, the influence of personal experiences, the conflict between the fear of overdose and caring for others, and the stigma associated with drug use. We investigated the impact of a specific approach called "implementation intentions" in improving naloxone use. Participants were randomly assigned to create specific plans or general goals for naloxone use. Through surveys conducted over a 6-month period we examined changes in participants' intentions and actions related to naloxone use. Although the specific approach did not yield significant improvements, we observed changes in how people discussed naloxone over time. This study contributes to the existing research by introducing innovative ideas to support positive behavioral changes among individuals who use opioids. The real-world setting in which the study took place enhances the applicability of the findings and offers valuable insights for future programs supporting individuals who use opioids.