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Thesis (Ph.D.) -- University of Western Sydney, Hawkesbury, 2000. / A thesis submitted in completion of the degree of Doctor of Philosophy, Department of Social Ecology, University of Western Sydney, Hawkesbury, November, 2000. Bibliography : leaves 351-358.

Thesis (D.B.A.)--University of Western Australia, 2006.

Thesis (Ph.D.)--University of Western Australia, 2008. / Also available online.

Thesis (Ph. D.) University of Missouri-Columbia, 2006. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on month August 3, 2007) Includes bibliographical references.

The present study explored whether use of Spanish language sayings, or dichos, improved group climate within multi-ethnic chronic pain groups. Use of this form of figurative language fits within psychological theory identifying use of metaphor as a means of promoting change and creating new meaning. Further, metaphor use is consistent with the broader aims of experiential therapy. Group climate was measured by group members' self reports using the Group Climate Questionnaire-Short Form. A pilot study involving Latino Americans in medical and non-medical contexts aided in categorizing dichos as high versus low-relevance. It was anticipated that clients would rate high-relevance sessions as involving greater engagement, and less conflict and avoidance than low-relevance groups. Participants were recruited from four multidisciplinary pain management clinics offering similar programs. Once every four to six weeks, group leaders were provided with a list of either high or low-relevance dichos, and were blind to the existence of dichos categories. Three hierarchical regression analyses were employed to determine whether dichos relevance, characterized as low, mixed or highly relevant, contributed to variance in group conflict, avoidance and engagement. Dichos familiarity was the last variable entered into the regression equation, with gender, ethnicity and acculturation score entered in sequential fashion. Consistent with predictions, low-relevance groups yielded higher conflict scores than all groups combined. Also, high-relevance groups predicted lower avoidance when compared to all groups. In contrast to hypotheses, high-relevance groups predicted lower ratings of group engagement when compared to all groups. Post-hoc analysis indicated the mixed-relevance groups yielded significantly higher engagement scores than the low and high-relevance groups. Implications of these findings are discussed in relation to impact on approaches to group therapy with Latino American clients, and within the chronic pain population. Limitations of the study and recommendations for future research are offered.

Försvarsmakten har specificerat personalen som sin kanske viktigaste resurs. Tidigare flygvapenchefen poängterade det mycket bra med att i sin värdegrundspolicy uttrycka att vi ”inte har råd att bara rekrytera ur halva befolkningen”. Det han då hade i åtanke var faktumet att vår arbetsgivare brister i att attrahera och behålla medarbetare som är kvinnor. I den kontexten kan man identifiera att Försvarsmakten behöver nyttja sin befintliga personal på bästa sätt. Vi vill undersöka hur flygvapnet kan nära personalens ambitioner att utvecklas till att bli det bästa de kan bli. Vi har med ett öppet sinne sökt svaren till vilka faktorer som påverkar och möjliggör en framgångsrik väg genom den yrkesverksamma delen av livet. De individer i vårt samhälle som vi valt att fokusera på har valt Försvarsmakten som arbetsplats och officer som yrke. Studien har en induktiv ansats, där empirin hämtas från både kvalitativa intervjuer och workshops. Genom hela arbetet har vi inspirerats av grounded theory som metod. Vi som forskare har en förförståelse för ämnet och har på ett naturligt sätt haft en god kontakt med de individer som deltagit i studien. Referensramen har hämtats från olika delar av forskningsfältet. Främst från organisationsteorier och organisationspsykologi. För att se helheten har vi använt Bolman & Deals organisationsteori, Brown & Brooks som utvecklar olika karriärteorier och Mintzberg som kompletterar med strukturmodeller. Från Försvarsmakten har vi tagit befintliga styrdokument och använt, av Försvarsmakten, anlitade företags teoretiska grund för karriärutveckling. För att konstruera vår sammanfattande modell har vi utgått från två etablerade modeller, en av Super (The Life-Career Rainbow: Six Life Roles in Schematic Life Space) och Schein (A Temporal Development Model). Utifrån empirin framträdde tre tydliga teman i vad som officeren fann som viktigast i förutsättningar till att vilja bygga sin karriär. Coaching, där tydlig feedback från chef och kollegor är en viktig ingrediens tillsammans med möjligheter och målinriktning. Livspusslet bygger på att kombinera arbetet med det övriga livet. Familj och fritid ska även fungera på ett balanserat sätt i förhållande till arbetsbelastning. Avtal och Försvarsmaktens geografiska spridning är andra områden som hämmar individen. Strategisk personalplan ses som en av framgångsfaktorerna för att locka och ge individen bra förutsättning för chefskarriären. För att underlätta för både organisation och individ krävs en symbios emellan dessa två. I karriären vi ser som önskvärd finns en långsiktighet och en metodiskt iterativ utveckling av både organisation och individ. Vidare har vi sett att en central personalplanerare får ett perspektiv som gynnar båda intressenterna i detta sammanhang.  Det har varit en spännande resa som har gett oss många intryck att ta med i framtiden. Vi har lärt oss om det faktiska ämnet men minst lika mycket om rollen som forskare och metoder för att tillgodogöra oss information och att förhålla oss till densamma. Vi har funnit en del väntade svar men också en hel del oväntade faktorer som i stort och smått påverkar de respondenter vi mött under vår resa. Vi har fått bekräftat vår uppfattning om ledningsgruppers sammansättning, lärt oss om vikten av mentorering på olika nivåer och hur mycket en organisationsstruktur med tydlighet värderas. Att den sociala delen av livet är viktig har vi egna erfarenheter av men att komma till insikt om samspelet som gör helheten var vi inte riktigt beredda på. Vi har valt att i en modell likna den här helheten vid en hybridkonstruktion där varje del är, likt en hybridbil, en motor samtidigt som en generator. För den med endast ett visst intresse för teknik så kan liknelsen ge en insikt om att varje del tillåts belasta en till del men också att batteriet ibland behöver laddas. Den moderna syn som växt fram hur samspelet fungerar idag har sin grund hos Frone och den integrativa modellen. Han menar att familj kan fungera som buffert mot stress genom att ge stöd och möjlighet till avkoppling lika väl som att familjen kan generera stress som påverkar arbetet Vi har under arbetet skiftat från en tydlig uppfattning om att grundutbildningen ger oss en, i viss mån, förutbestämd förutsättning för vidare karriär. Delvis har den uppfattningen bekräftats men inte på det sättet som vi förutspådde. Vi förväntade oss att finna strukturella tydligheter som med historik och ”gammal hävd” gjorde att en pilot i Flygvapnet på något sätt har en enklare och tydligare väg uppåt i hierarkin. Det stämmer, men det finns saker bakom kulisserna som vi inte var medvetna om. Det handlar om att välja medarbetare som liknar en själv och vi har sett det med all önskvärd tydlighet på fler olika platser och nivåer inte bara med just den kategorin. Det finns mer bakom, det finns processer som en chef bör medvetandegöras. Det finns påverkansfaktorer som inte går att bortse från då de i så fall omöjliggör för en stor del av vår personal att bidra på det sätt de har kapacitet till. Vi anser att vår organisation inte har lyxen att INTE ta till vara på de resurser vi har. / The Armed Forces have specified personnel as their perhaps most important resource. As the former Air Force Supreme Commander very well pointed in expressing “we can´t afford to recruit from half of the population". What he had in mind was the fact that the Swedish Armed Forces are not very good at attracting and retaining female employees. However, in this context it is possible to identify that the defense force needs to utilize its entire existing staff in the best possible way. We want to investigate how the Air Force can enthuse the personnel's ambitions and develop them to become all they can be. We have with an open mind sought the answers to what affects and enables a successful path through the professional part of life. The individuals in our society that we have chosen to focus on have chosen the Swedish Armed Forces as a workplace and Officer as a profession. The case study has an inductive approach, where the empiricism is derived from both qualitative interviews and workshops. Throughout the work we have been inspired by grounded theory as a method. We as researchers have had a certain understanding of the subject and naturally have had good contact with the individuals who participated in the study. The frame of reference has been taken from various parts of the research field. Mainly from organizational theories and organizational psychology. To see the whole, we have used Bolman & Deal organizational theory, Brown & Brooks who develop different career theories and Mintzberg who supplement with structural models. From the Armed Forces, we have taken existing governance documents and used, by the Armed Forces, the companies' theoretical basis for career development. To construct our model, we have based on two established models, one of Super (The Life-Career Rainbow: Six Life Roles in Schematic Life Space) and Schein (A Temporal Development Model). Based on the empiricism, three clear themes emerged in what the officer found to be most important in the conditions for wanting to build his career. Coaching, where clear feedback from the manager and colleagues is an important ingredient along with opportunities and goals. In the Life Puzzle it is important to get together work with the rest of life. Family and leisure should also function in a balanced way in relation to workload. Agreements and the Armed Forces' geographical distribution are other areas that hamper the individual. Strategic personnel plan is seen as one of the success factors for attracting and giving the individual a good basis for the managerial career. To facilitate both organization and individual, a symbiosis between these two is required. In the career model we have built there is a long-term perspective and a methodically iterative development of both organization and individual. Furthermore, we have seen that a central staff planner has a perspective that benefits both stakeholders in this context. It has been an exciting journey that has given us a lot, we have learned about the actual subject but also about the role of researcher and provided us with information and means to relate to it. We have found some expected answers, but also a lot of unexpected factors that affect the respondents. We have confirmed our view on the composition of management groups and learned about the importance of mentoring at different levels and how much an organizational structure is clearly valued. The social part of life is important but we have now also an understanding of the interaction that makes the whole. We have chosen to create a model to resemble this in a hybrid design where each part is, like a hybrid car, an engine at the same time as a generator. For those with only a certain interest in technology, we think that the parable gives an insight that each part can be allowed to propel but also that it sometimes needs to charge its battery. The modern view that has emerged how the interaction works today has its foundation in Frone and the integrative model. He believes that family can act as a buffer against stress by providing support and opportunities for relaxation as well as that the family can generate more stress that affects the work. During the duration of the work, we have shifted from a clear perception that the basic training and undergraduate education gives us a certain predetermined condition for further career. In part, this view has been confirmed, but not in the way we assumed. We expected to find structural clarity that, with history and "old claims", made a pilot in the Air Force somehow have a clearer path up the hierarchy. That's correct, but there are things behind the scenes that we weren't aware of. This is a story about choosing employees who are similar to yourself and we have seen it. We have seen it with all the desirable clarity in several different places and levels, not just with that particular category. There is more behind the scenes, there are processes that a manager should make conscious. There are influencing factors that cannot be ignored as they in this case make it impossible for a large part of our staff to contribute in the way they have capacity. We believe that our organization does not have the luxury of NOT utilizing the resources we have.

No / In this paper a distributed handover optimized authentication scheme based on independent session key per access network (HOISKA) is developed for the decentralized multi-service group key management scheme over wireless mobile multicast. It enables a handover user Mi involved in multiple multicast service subscriptions to securely reuse the long term credential initially issued by the trusted authentication server (As) for deriving unique session keys per access network as it performs handover authentication across various access networks. The distributed nature of the scheme enables offloading the authentication function to the area network controllers (AKDs) such that As is not involved during handover exchange authentication signaling. This simplifies handover by reducing handover exchange signalling constituting to handover delays. Handover Access authentication (HAA) phase in HOISKA is presented then analyzed using the delay analytical model. The model proves efficacy by inducing minimum delays with less handover blocking probability while providing same level of security to the widely deployed handover authentication scheme.

El desarrollo conducido por modelos o Model-Driven Development (MDD) es una aproximación a la Ingeniería de Software cuyo concepto central son los modelos y sus respectivas transformaciones. MDD brinda los principios básicos que permiten visualizar un sistema de software como un conjunto de modelos que son sucesivamente refinados hasta alcanzar uno con el suficiente nivel de detalle como para ser implementado. La Arquitectura Conducida por Modelos o Model-Driven Architecture (MDA) es la propuesta del Object Management Group (OMG) para MDD. Su objetivo fundamental es separar la especificación de la funcionalidad del sistema de la especificación de la implementación de dicha funcionalidad sobre una plataforma específica. La trazabilidad, como propiedad deseable de toda transformación de modelos, tiene un rol fundamental dentro del paradigma dado que la misma permite, entre otras cosas, la posibilidad de evaluar el impacto en fases avanzadas del ciclo de vida ante cambios en los requerimientos elicitados en etapas tempranas, y el mantenimiento de la consistencia entre los distintos modelos que guían el desarrollo. Este trabajo propone un esquema que permite la obtención de información de trazabilidad a partir de la definición de una transformación de modelos escrita en lenguaje QVT Relations mediante la utilización de una estrategia de inferencia de trazas definida ad hoc. Dicho proceso es totalmente automático y no depende de la ejecución de la transformación. Las principales contribuciones del estudio incluyen la minimización de los esfuerzos manuales en la gestión de trazabilidad, actividad tediosa y muy propensa a errores, y la independencia respecto de la implementación del motor QVT. / Model-driven development (MDD) is a Software Engineering approach consisting of models and their transformations. MDD gives the basic principles to visualize a software system as a set of models that are repeatedly refined until a model with enough details to implement. Model-driven architecture (MDA) is the MDD view of Object Management Group. MDA main goal is to separate the system functional specification from the implementation specification on an given platform. Traceability, as a desired feature of transformations, has a major role within the paradigm since it allows the possibility to evaluate the impact at advanced stages of changes in requirement specification elicited early, and keeping consistency between models that guide the development, among other benefits. This work proposes a framework to get traceability information from a transformation definition written in QVT Relations language using a trace inference strategy defined ad hoc. This process is fully automated and does not depend on the execution of transformation. The contributions of the work include the minimization of manual efforts to achieve traceability, as error-prone and time-consuming activity, and the attainment of independence regarding the QVT engine implementation.

<p>Сложеност процеса доношења одлука у водопривреди лежи у чињеници да су проблеми који се решавају често слабо структурирани, због чега је неопходно њихово учвршћивање хеуристичким техникама до нивоа када се проблем може решити применом математичких модела вишекритеријумске оптимизације и анализе.<br />Групно доношење одлука у водопривреди није новост у свету, али коначнаг одређења методологије у овој области још увек нема. Постојање конфликата између различитих страна, заинтересованих за проблематику водопривреде, између врста коришћења вода, као и самих корисника вода указује на сложеност проблемтике. Сложеност увећава постојање великог броја алтернатива, које треба вредновати према великом броју критеријума.<br />Методологија избора учесника у доношењу одлука у водопривреди и одређивања њихових међусобних значаја, који је предложена у дисертацији, заснована је на коришћењу техника стратегијског менаџмента, прогностичких метода, гласачких метода, метода вишекритеријумске анализе и оптимизације и ГИС технологијама.<br />Досадашњи систем управљања водним ресурсима у Србији има слабости јер није у довољној мери заснован на корисничким захтевима, а свака промена захтева обично доводи до дуготрајне процедуре за измену статуса корисника, или измену квалитативних и квантитативних захтева у односу на водне ресурсе.<br />Развијени партиципативни модел, који подрзумева дефинисање конзистентног поступка за избор учесника у процесу управљања сливом, као и одређивање њихових међусобних односа и значаја, у садашњим условима и условима пуне изграђености Регионалног хидросистема демонстриран је на примеру слива реке Криваје.<br />Слив Криваје одабран је због вишеструке сложености водопривредне проблематике, јер је вишенаменски, вишекориснички, са поделама надлежности, како локалних самоуправа, тако и водопривредне делатности. Такође, Криваја је прекогранични водоток, што проблематику усложњава и у међудржавном, ресурсном, економском и политичком смислу. Методологија приказана у дисертацији примењива је и на друге сливове, &#39;оптерећене&#39; вишенаманским, вишекорисничким конфликтима, као и конфликтима надлежности.<br />Основна карактеристика модела је конзистентна структуираност, модул консензусног одлучивања у конфликтним и хазардним условима и употреба савремених математичко-компјутерских метода и модела и информационих технологија који, поред осталог, синергијски указују на доминантне учеснике у процесу одлучивања.</p> / <p>Složenost procesa donošenja odluka u vodoprivredi leži u činjenici da su problemi koji se rešavaju često slabo strukturirani, zbog čega je neophodno njihovo učvršćivanje heurističkim tehnikama do nivoa kada se problem može rešiti primenom matematičkih modela višekriterijumske optimizacije i analize.<br />Grupno donošenje odluka u vodoprivredi nije novost u svetu, ali konačnag određenja metodologije u ovoj oblasti još uvek nema. Postojanje konflikata između različitih strana, zainteresovanih za problematiku vodoprivrede, između vrsta korišćenja voda, kao i samih korisnika voda ukazuje na složenost problemtike. Složenost uvećava postojanje velikog broja alternativa, koje treba vrednovati prema velikom broju kriterijuma.<br />Metodologija izbora učesnika u donošenju odluka u vodoprivredi i određivanja njihovih međusobnih značaja, koji je predložena u disertaciji, zasnovana je na korišćenju tehnika strategijskog menadžmenta, prognostičkih metoda, glasačkih metoda, metoda višekriterijumske analize i optimizacije i GIS tehnologijama.<br />Dosadašnji sistem upravljanja vodnim resursima u Srbiji ima slabosti jer nije u dovoljnoj meri zasnovan na korisničkim zahtevima, a svaka promena zahteva obično dovodi do dugotrajne procedure za izmenu statusa korisnika, ili izmenu kvalitativnih i kvantitativnih zahteva u odnosu na vodne resurse.<br />Razvijeni participativni model, koji podrzumeva definisanje konzistentnog postupka za izbor učesnika u procesu upravljanja slivom, kao i određivanje njihovih međusobnih odnosa i značaja, u sadašnjim uslovima i uslovima pune izgrađenosti Regionalnog hidrosistema demonstriran je na primeru sliva reke Krivaje.<br />Sliv Krivaje odabran je zbog višestruke složenosti vodoprivredne problematike, jer je višenamenski, višekorisnički, sa podelama nadležnosti, kako lokalnih samouprava, tako i vodoprivredne delatnosti. Takođe, Krivaja je prekogranični vodotok, što problematiku usložnjava i u međudržavnom, resursnom, ekonomskom i političkom smislu. Metodologija prikazana u disertaciji primenjiva je i na druge slivove, &#39;opterećene&#39; višenamanskim, višekorisničkim konfliktima, kao i konfliktima nadležnosti.<br />Osnovna karakteristika modela je konzistentna struktuiranost, modul konsenzusnog odlučivanja u konfliktnim i hazardnim uslovima i upotreba savremenih matematičko-kompjuterskih metoda i modela i informacionih tehnologija koji, pored ostalog, sinergijski ukazuju na dominantne učesnike u procesu odlučivanja.</p> / <p>The complexity of the decision-making process in water management lies in the fact that problems, to be solved, are often poorly structured, making it necessary to strenghten them by heuristic techniques to the level where problem can be solved by using mathematical models of multi-criteria optimization and analysis.<br />Group decision-making in water management is not unknown, but the final determination of methodology in this area is still missing.<br />The existence of conflicts between the various parties interested in the issue of water management, between a type of water use and water users themselves, indicates the complexity of the problems. The complexity increases the presence of a large number of alternatives that must be evaluated against a number of criteria.<br />The methodology of selection of participants in decision-making in water management and determining their mutual importance; importance of each one among the others; importance of each of them among the group; importance of each of participants, which is presented in the dissertation, is based on the use of techniques of strategic management, forecasting methods, the voting methods, multi-criteria analysis and optimization, and GIS technologies.<br />The current system of water resources management in Serbia has a weakness because it is not sufficiently based on user requirements, and any requirement&rsquo;s change usually leads to time-consuming procedures for changing the status of users, or alteration of qualitative and quantitative requirements in relation to water resources.<br />Developed participatory model, which implies defining a consistent procedure for the selection of participants in the river basin management, as well as determining their relationships and importance in current terms and conditions of the full construction of the Regional hydro system, has been demonstrated on the example of the basin of the Krivaja river.<br />Confluence Krivaja has been chosen because of multiple complexities of water management issues, its multipurpose, multi-user, the division of responsibilities among local self-governments, as well as water management work. Also, Krivaja is cross-border watercourse, which complicates the issue in the interstate, resource, economic and political sense. The methodology presented in the dissertation is also applicable to other basins &#39;loaded&#39; by multipurpose and multi-user conflicts, as well as conflicts of jurisdiction.<br />The basic characteristic of the model is consistent structure, the module of consensual decision-making in conflict and hazardous conditions, and the use of modern mathematical-computerized methods and models, as well as information technologies which, among other things, the synergistic indicate the dominant participants in the decision-making process.</p>