Many software development projects were not able to meet their deadlines with expected qualities under budgets. Basically, it was because the stakeholders and the de-velopment team sharing different expectations and misunderstanding the essence of how software was built. In most cases, the budget and resources were allocated according to the Functional Requirements, which described the features about the software. But on the contrary the development teams were striving in making decision about how to mitigate those Non-functional Requirements which were not included in the budget during the development cycle. However, to mitigate the Non-functional Requirements is not without a price, and letting development team impose resources arbitrarily will make software budget estimation more complicated and worse. This research pointed out what Non-functional Requirements should be abides by the international standard ISO 9126, offered a relatively accurate budget estimation framework. The framework showed how the stakeholders and the development team reach the consensus about the software, how to integrate with Cost Accounting to monitor the budget distribution and to implicate how software should be scheduled and estimated the cost for next coming projects.

In this study, 248 university students completed questionnaires measuring their perceptions of and responses to their favorite and least desired characters in their favorite TV serial. Firstly, the respondents named their favorite serial character and then rated their favorite character on several attributes (physical attractiveness, positive social behavior, strength and humor) and indicated their level of agreement to the items of the parasocial interaction scale. Secondly, the participants named the character they desired the least in their favorite TV serial, rated that character on several attributes (physical repulsiveness, negative social behavior, weakness) and responded to the items of the negative parasocial interaction scale. Regression analyses predicting the sub-dimensions of parasocial interaction, namely companionship, empathic involvement and interest, and negative parasocial interaction, namely, boredom, anger, disturbance and amazement were performed. Different attributes of the characters were found to be important in predicting different dimensions of parasocial and negative parasocial interaction. The predictors of the sub-dimensions of parasocial interaction were determined. Significant predictors of companionship sub-scale were found as the positive social behavior, humor and strength of the character. In terms of empathic involvement, the perceived attributes of positive social behavior, physical attractiveness, strength and humor were found as significant predictors. For the interest sub-scale, the significant predictors were found as humor, strength and physical attractiveness. The newly-formed scale named as Negative Parasocial Interaction Scale was factor analyzed and interpretable factors were determined. The predictors of these factors were also examined. Significant predictors of boredom sub-scale were found to be the perceived weakness and physical repulsiveness of the character. Negative social behavior of the character was found to be a significant negative predictor of boredom sub-scale. In terms of anger sub-scale, only negative social behavior was found to be a significant predictor. For the disturbance sub-scale, significant predictors were found as negative social behavior, physical repulsiveness and weakness. Finally, the amazement sub-scale was significantly predicted only by the physical repulsiveness of the character. The implications of the findings, the strengths and weaknesses of the study are discussed.

Most of the process measurement studies are related with time and cost based models. Although quality is the other conventional aspect, there are no widely used models for measuring the process quality in the literature. In order to provide complementary information about the quality, a process quality measurement model has been chosen to be developed and the studies about process characteristics have been searched in the scope of the thesis. Moreover, by utilizing the similarities between process and software, the studies in software quality have been investigated. In the light of the researches, a model is built on the basis of ISO/IEC 9126 Software Product Quality Model. Some of the quality attributes are redefined in the model according to the process characteristics. In addition, new attributes unique only to the process are developed. A case study is performed and its results discussed from different perspectives of applicability, understandability and suitability.

The purpose of this study was to determine faculty perceptions about factors impacting the adoption and diffusion of Web-Based Educational Technologies (WBETs) at the University of Cape Coast and the University of Ghana, Legon. This study, based on Rogers’ theory of adoption and diffusion, is a modified replication of a study by Li (2004), in the context of Ghana. Data were collected with a modified instrument created by Li (2004), from 61 teaching faculty out of a target accessible population of 200. The instrument comprised of four sections: The first, was used to collect data about faculty stage in the innovation development process. The second was used to collect data describing five attributes (relative advantage, compatibility, complexity, trialability, and observability) impacting the adoption and diffusion of WBETs. The third was used to collect data about ten barriers (concerns about time, concerns about incentives, program credibility, financial concerns, planning issues, conflict with traditional education, fear of technology, technical expertise, administrative support, and infrastructure) impacting the adoption and diffusion of WBETs. The fourth section was used to collect data on personal characteristics of the faculty. Descriptive, correlational and regression analyses were used to examine relationships between faculty personal characteristics, stage in the innovation-decision process, and perceptions of attributes and barriers impacting the adoption and diffusion of WBETs. From the descriptive results, respondents perceived ‘relative advantage’ and ‘observability’ as the two most important attributes that impact the adoption and diffusion of WBETs. Infrastructure, financial concerns, and technical expertise were perceived as posing moderate to strong barriers to the adoption and diffusion of WBETs. Only compatibility (attribute) and technical expertise (barrier) had statistically significant correlations with faculty stage in the innovation decision process. The attributes and barriers altogether explained only 10.6% and 17.3% respectively of faculty stage in the innovation-decision process. Of the eight personal characteristics examined, only ‘experience with WBETs’ had a statistically significant correlation with faculty stage in the innovation-decision process. Recommendations to administrators and policy makers include allocating investments and resources that promote attributes and eliminate barriers, and conduct further research into factors that affect the adoption and diffusion of WBETs.

Most of previous works focused on the relationship between organizational attractiveness as an employer and instrumental attributes of employer image. Potential job seekers were viewed as rational and alone decision makers. However, in addition to objective facts, potential job seekers consider other facts when they make a job decision such as emotional facts and perceived harmony with organization. Furthermore, potential job seekers hold a vague impression on a potential employer. Others¡¦ opinions of potential employers must be their crucial information sources and they may change decision because of others¡¦ opinion. The study add symbolic meaning construct to employer image and research the relationship between it and organizational attractiveness as an employer and found it is significant related to organizational attractiveness as an employer. The mediated effect of the similarity between potential job seekers¡¦ personality and organizations¡¦ personality and others¡¦ opinions are considered here. Both of them don¡¦t significant mediated the relationship between employer image and organizational attractiveness as an employer.

Cognitive Diagnostic Models (CDMs) are a useful way to identify potential areas of intervention for students who may not have mastered various skills and abilities at the same time as their peers. Traditionally, CDMs have been used on narrowly defined classroom tests, such as those for determining whether students are able to use different algebraic principles correctly. In the current study, the Deterministic Input, Noisy "And" Gate model (DINA; Haertel, 1989; Junker&Sijtsma, 2001) and the Compensatory Reparameterized Unified Model (CRUM; Hartz, 2002), as parameterized by the log-linear cognitive diagnosis model (LCDM; Henson, Templin,&Willse, 2009), were used to analyze the utility of pre-defined cognitive components in estimating students' abilities in a broadly defined, standardized mathematics achievement test. The attribute mastery profile distributions were compared; the majority of students was classified into the extremes of no mastery or complete mastery for both the CRUM and DINA models, though greater variability among attribute mastery classifications was obtained by the CRUM.

<p><!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:HyphenationZone>21</w:HyphenationZone> <w:PunctuationKerning /> <w:ValidateAgainstSchemas /> <w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid> <w:IgnoreMixedContent>false</w:IgnoreMixedContent> <w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText> <w:Compatibility> <w:BreakWrappedTables /> <w:SnapToGridInCell /> <w:WrapTextWithPunct /> <w:UseAsianBreakRules /> <w:DontGrowAutofit /> <w:UseFELayout /> </w:Compatibility> <w:BrowserLevel>MicrosoftInternetExplorer4</w:BrowserLevel> </w:WordDocument> </xml><![endif]--><!--[if gte mso 9]><xml> <w:LatentStyles DefLockedState="false" LatentStyleCount="156"> </w:LatentStyles> </xml><![endif]--><!--[if !mso]> <object classid="clsid:38481807-CA0E-42D2-BF39-B33AF135CC4D" id=ieooui></object><mce:style><! st1\:*{behavior:url(#ieooui) } --> <!--[endif]--> <!-- /* Font Definitions */ @font-face {font-family:Garamond; panose-1:2 2 4 4 3 3 1 1 8 3; mso-font-charset:0; mso-generic-font-family:roman; mso-font-pitch:variable; mso-font-signature:647 0 0 0 159 0;} /* Style Definitions */ p.MsoNormal, li.MsoNormal, div.MsoNormal {mso-style-parent:""; margin-top:0cm; margin-right:0cm; margin-bottom:9.0pt; margin-left:0cm; text-align:justify; text-justify:inter-ideograph; mso-pagination:widow-orphan; font-size:12.0pt; font-family:Garamond; mso-fareast-font-family:"Times New Roman"; mso-bidi-font-family:Garamond; mso-fareast-language:EN-US;} @page Section1 {size:612.0pt 792.0pt; margin:70.85pt 70.85pt 70.85pt 70.85pt; mso-header-margin:36.0pt; mso-footer-margin:36.0pt; mso-paper-source:0;} div.Section1 {page:Section1;} --> <!--[if gte mso 10]> <mce:style><! /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Normal tabell"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Times New Roman"; mso-fareast-font-family:"Times New Roman"; mso-ansi-language:#0400; mso-fareast-language:#0400; mso-bidi-language:#0400;} --> <!--[endif]--></p><p><strong>Purpose:</strong> The purpose of this study is to examine what attributes graduating students prefer when choosing their first employer after graduation. <strong></strong></p><p><strong>Background:</strong> To attract good employees are becoming more and more important. Since there are over 60 000 students graduating every year from universities in Sweden, it is crucial for organizations to know how to best attract these talents. It is generally small- and medium sized companies (SMC’s) that have problem since they don’t have the resources to find information and brand themselves as good employers, and hence, large multinational companies are being ranked as the most attractive employers. If these SMC’s would know what attributes the graduate students find most important, they would be able to focus on those and more successfully attract the students suitable for their organization.</p><p><strong>Method:</strong> In order to fulfill the purpose, an exploratory study had been made. Quantitative data was collected by a delivery and collection questionnaire, which was handed out in classes at Jönköping International Business School (JIBS) and Jönköping School of Engineering (JTH). The findings in this thesis are based on 124 graduating students preferred job attributes.</p><p><strong>Conclusion:</strong> When looking at JIBS and JTH in total, the students find attributes relating to responsibilities and involvement in decision making to be the most important. However, when only looking at JTH, the students value job security and good relationship at the workplace over other attributes. At JIBS, graduate students are attracted to jobs where they can take responsibility and make further career advancements.</p><p> </p><p> </p>

<p>This thesis emphasizes on investigating the relationship between the quality attributes and service oriented architecture (SOA). Due to quality attributes requirements drive the design of software architecture, it is necessary to maintain the positive quality of SOA and improve the negative quality of SOA. This thesis gives an introduction to SOA, Enterprise Service Bus (ESB) and MULE. Then, it covers information on quality of systems and tactics for achieving each quality attribute. Finally, we discuss the quality of SOA in detail, and illustrate how to set up a SOA and how to improve its quality using a case of an order for supermarket.</p> / Order of supermarket

The topic of leadership has been present in the academic world for about 100 years. In science, this is considered a rather short period of time, during which the discipline has developed enormously. Initially formulated theories and approaches have now been revised for the most part or even in their entirety. Yet, of special interest for the purpose of this research is the extremely slow development of females in this context and the lack of attention that is given to gender biased perceptions. This academic paper reviews the earliest beginnings of the subject and, as the title suggests, covers not only the history of the subject, but also the latest trends and developments in the area of leadership and gender. As it’s been said by the townsman (c.f. Anecdote), the perceptions people have of their surroundings are as diverse as the people themselves. They depend upon an infinite amount of personal experiences, shaping each and every person’s character the way they are. Therefore, during the course of this thesis, special attention is given to the role of females and especially the cognitions towards female leaders in order to address the issue of potential gender biased perceptions. By means of an online survey - which was not directed towards the general public, but rather towards persons dedicated to the field of gender and leadership - numerical and qualitative data on questions about gender-specific perceptions of leadership was collected. In summary, it can be deduced from these results, that there is a difference in the perception of leadership qualities with respect to gender. However, it should be noted that the gender biases work in two ways: The perceived differences are dependent on both, the gender of the person who answered the questions, as well as the gender of the person in the leadership position. In our opinion as researcher, the findings reveal that there are, indeed, deeply anchored, probably subconscious perceptions that seem to be associated with the topic of gender and leadership. However, all in all it can be said that the commonly assumed stereotypes of clearly male and female leader attributes do not consistently exist anymore. According to the findings of our research, the awareness of females associated with hitherto mostly male perceived leader attributes is present and will probably further consolidate in the years to come. Hence, the findings of this thesis reinforce the general positive evolution of females in leader positions. Additionally, they nurture and further strengthen growing idea of females as being naturally perceived as leaders in order to ensure fair and equitable systems for women and men in leadership.

Syfte: Syftet med studien är att undersöka vilka förpackningsrelaterade attribut som utgör en tilltalande vitaminförpackning. Metod: Studien lutar sig på en kvalitativ metod och för att få fram material som svarar på syftet har intervjuer med åtta stycken respondenter genomförts. Slutsats: De slutsatser som dragits är att mellanstora rundade förpackningar medskruv/”plopp”-lock föredras samt att blått och grönt är attraktiva färger för vitaminförpackningar. Tydlig, både innehålls- och utformningsmässig, information är även av stor vikt. / Purpose: The purpose of this study is to investigate which packaging attributesthat make an appealing vitamin package Method: The study uses a qualitative method and eight in-depth interviews withconsumers have been made in order to gain knowledge about the subject. Conclusion: The conclusions that have been made are that rounded medium sizedpackages with screw cap or “plop-lids” are preferred and that the colours blue andgreen are attractive when it comes to vitamin packages. Distinct informationpresented in a clear manner is also important.