Agents, by definition, (1) are situated in an environment upon which their actions affect changes and (2) have some level of autonomy from the control of humans or other agents. Being situated requires that the agent have a mechanism for sensing the environment as well as actuators for changing the environment. Autonomy implies that each agent has the freedom to make their own decisions. Rational agents are those agents that decide to execute actions that are in their “best interests” according to their desires, using a model of those desires on which they make those decisions. Action selection is complicated due to uncertainty when operating in a dynamic environment or where other actors (agents) can also influence the environment. This dissertation presents an action selection framework and algorithms that are (1) rational with respect to multiple desires and (2) responsive with respect to changing desires. Agents can use the concept of commitments, and the subsequent communication of those commitments, to coordinate their actions and reduce their uncertainty. Coordination is layered on top of this framework by describing and analyzing how commitments affect the agents’ desires in their action selection models. This research uses the domain of UAV surveillance to experimentally explore the balance between under-commitment and over-commitment. Where previous approaches concentrate on the semantics of commitment, this research concentrates on the pragmatics of commitment, describing how to use utility calculations to enable an agent to decide when making a commitment is in its best interests. / text

Recent technological innovations affecting romantic relationships include the rise in prominence of social networking sites (SNSs), including Facebook. SNSs have become an increasingly fundamental part of developing and maintaining relationships. A majority of research focuses on the ways in which individuals access SNSs. Less studied is how individuals' use of SNSs affects their romantic relationships. An important aspect of the stability of romantic relationships is the construct of commitment. Relationship commitment is conceptualized as the intent to continue a relationship into the future and is composed of many constructs that can either keep individuals in or pull them away from the relationship. One aspect that may pull individuals away from their relationship is the quality and availability of potential alternatives, or relationship forms other than the current one. There is evidence that using tools like Facebook may prompt individuals to pay attention to alternative relationship options. This study examined how SNSs use may affect current relationships with a sample of 645 unmarried individuals in dating relationships and with current Facebook accounts. All participants completed measures of their Facebook use, relationship commitment, and attention to relationship alternatives. A sub-sample of 432 participants were randomly assigned to one of two study conditions. One condition prompted participants to view the Facebook profiles of friends that they might consider as possible relationship partners and the other condition prompted participants to view organizations they follow on Facebook. Analyses indicated that Facebook monitoring condition did not predict differences in individuals' reported commitment. However, hierarchical regression analyses using the full sample revealed that high levels of online monitoring of alternatives were associated with low levels of commitment for both males and females, but more so for males. Analyses also revealed that low levels of satisfaction predicted high levels of monitoring of alternatives and high levels of Facebook use predicted high levels of online monitoring of alternatives. These results suggest that tools such as Facebook can be used to monitor alternatives, yet doing so may negatively affect current romantic relationships. Future studies should explore these relationships by using a repeated measures design to assess change over time. / text

This thesis examines the association between the role that an individual’s partner and relationship alternatives play in his or her goal pursuits and the individual’s commitment to his or her relationship. Individual’s preference for others that aid in the achievement of his or her goals has been theoretically and empirically established (Fitzsimons & Shah, 2008). This thesis extends that work by examining the relation between multiple interpersonal dimensions of an individual’s goal pursuits and his or her romantic commitment. Rusbult’s (1980) investment model was used as a framework to develop a questionnaire that examined the degree to which an individual believed his or her partner facilitated, impeded, shared, and valued his or her goals, as well as whether the individual could accomplish the goal without his or her partner or if anyone other than his or her partner could help him or her to achieve the goal. It was hypothesized that individuals who believe that their partner facilitates and shares their goals, and that their alternative partners do not facilitate their goals, will be more committed to their relationship. These hypotheses were tested with a survey that asked participants to list three of their personal goals and rate each of them on the six interpersonal goal dimensions, as well as complete measures of relationship satisfaction, investment, alternatives, and commitment. Participants were recruited and responded to the survey through the Amazon.com Mechanical Turk marketplace. The final sample included 475 individuals that were involved in a romantic relationship at the time survey. Two structural equation models were constructed to analyze the data. Primary findings show significant associations between several of the interpersonal goal dimensions and the constructs of the investment model. Results are addressed in the context of the relevant literature, with relationship evaluation serving as the suggested mechanism. Implications and future directions are then discussed. / text

The diffusion of sales force automation (SFA) systems has enabled a far more systematic approach to sales force management. This opens new avenues for the academic study of the industrial selling process as well: new arenas for investigation, new windows into salesperson behavior, and new methodological pitfalls. The purpose of this dissertation is to develop a better understanding of SFA from an academic perspective, and then apply these insights to resolve gaps in our understanding of how sales forces behave and how they might be better managed. To do this, three areas of analysis are explored: methodological, behavioral, and theoretical.

It is widely agreed that ontological reduction is possible, that the ontology of one theory can be shown to be nothing over and above the ontology of a distinct theory. However, it is also widely agreed that one assesses a theory’s ontology by determining what it says there is. I show that there is a tension between these orthodox positions. To resolve this tension, I propose and defend the view that the ontological commitments of a statement are sensitive to the theory in which it is embedded. / text

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Relationship maintenance represents an important understudied relational construct. Three studies were conducted to examine the correlates of relationship maintenance across five factors: positivity, openness, assurances, social networks, and sharing tasks. Study one is a meta-analytic review of the existing literature on relationship maintenance and its correlates. Studies two and three are empirical examinations of the predictors of and barriers to relationship maintenance enactment in same-sex couples using a variety of methodological and statistical approaches.Study one is a meta-analysis that focuses on synthesizing the existing literature on relationship maintenance and several relational outcomes including satisfaction, commitment, mutuality, liking, love, and relationship duration as well as gender differences in the enactment of maintenance behaviors. Results suggest that relationship maintenance and the first five correlates are positivity related and these effects are moderate to large in magnitude. Relationship duration was negatively related to three of the five relationship maintenance factors, positively related to social networks, and not related to sharing tasks. Additionally, women tend to perform slightly more maintenance behaviors than men.Study two examines the association between relationship maintenance and commitment using a cross-lagged, actor-partner interdependence model to assess the direction of this relationship among same-sex couples. A sample of 98 couples was measured over 14 days. Results show support for a causal pathway from commitment to relationship maintenance and do not support the opposite pathway. Support for this causal pathway was also demonstrated through the examination of cross-partner effects.Study three explores the potential barriers to relationship maintenance enactment. Daily conflict was examined as it predicts relationship maintenance behaviors and the moderational effects of constructive and destructive (demand-withdraw) communication styles were examined. Results illustrate a negative relationship between conflict and relationship maintenance suggesting that engaging in interpersonal conflict results in decreased relationship maintenance enactment. The detrimental influence of conflict was minimized, however, when couples utilized a constructive rather than destructive communication style. To the contrary, destructive communication styles enhanced the negative effects of conflict with the exception of the actor-demand, partner-withdraw pattern, which reduced the negative effect of conflict.

Under graviditeten uppstår vanligen viss oro från lättare funderingar till uttalad rädsla inför förlossningen. Föreliggande studie är en randomiserad, kontrollerad pilotstudie i syfte att undersöka om en förberedelsemodell i gruppformat baserad på ACT (Acceptance and Commitment Therapy) kan påverka upplevelsen före förlossningen hos gravida kvinnor med viss förlossningsoro jämfört med en kontrollgrupp. Behandlingsgruppen bestod av 12 gravida kvinnor vilka uppdelade i tre grupper deltog i fyra gruppsamtal. Kontrollgruppen bestod av tio gravida kvinnor som vid ett tillfälle erhöll information och psykoedukation. För utvärdering av behandlingen mättes graden av självskattad oro och rädsla inför förlossningen, graden av självskattad ångest och depression, tendensen att undvika obehagliga upplevelser samt upplevelse av hälsa och livskvalitet. Resultaten visar att oron och rädslan inför förlossningen sjunkit signifikant i såväl behandlings- som kontrollgrupp. Studien ger emellertid inget stöd för att en acceptansbaserad intervention skulle vara att föredra inom denna grupp. Synpunkter på fortsatt forskning inom området diskuteras avslutningsvis.

Several factors have contributed to employment relations gradually becoming more uncertain in the last decades. In South Africa, as well as in other industrialised economies all over the world, organisations had to adjust to the pressures imposed by an intensified global competition. The transformation of working life has brought the topic of insecure working conditions to the forefront. Job insecurity are of vital importance in modern working life. A growing number of employees face the risk of losing their jobs as a consequence of organisational restructuring and layoffs. Job insecurity affects the well-being of individuals. In this sense, job insecurity is a significant stressor with consequences for the individual. However, the consequences are not limited to just the individual. The situation is often such that individuals experiencing job insecurity also tend to react to the dissatisfying circumstances in ways that affect the organisation as well. Several studies have found a negative association between job insecurity and job satisfaction. Job insecurity s also associated with lower levels of organisational commitment. The empirical objectives of this thesis were firstly to validate the Job Insecurity Questionnaire (JIQ) and Minnesota Job Satisfaction Questionnaire (MSQ) for employees in selected organisations in South Africa; secondly to determine its construct equivalence for different cultural groups; thirdly, to determine differences between the job insecurity and job satisfaction levels of various demographic groups, fourthly to assess the relationship between job insecurity, job satisfaction and organisational commitment, and lastly to determine whether job insecurity can predict job satisfaction and organisational commitment. A cross-sectional survey design with a random sample (N = 834) of employees in selected organisations in South Africa was used. The Job Insecurity Questionnaire, the Minnesota Job Satisfaction Questionnaire, the Organisational Commitment Questionnaire, and a biographical questionnaire were administered. Descriptive statistics were used to describe the measuring instruments in terms of mean, standard deviation, skewness and kurtosis. Cronbach alpha coefficients were used to describe the reliability of the measuring instruments. Construct (structural) equivalence was computed to compare the factor structure for the different culture groups included in this study. Exploratory factor analysis with a Procrustean target rotation was used to determine the construct equivalence of the JIQ and MSQ for the different culture groups. Pearson correlation coefficients were used to determine the relationship between the measuring instruments. Regression analyses were used to determine whether organisational commitment can be predicted by the independent variables namely, affective job insecurity; cognitive job insecurity; extrinsic job satisfaction; intrinsic job satisfaction; age; gender, and qualification. The results confirmed a two-factor model of job insecurity, consisting of affective and cognitive job insecurity. The scales showed acceptable internal consistencies. Exploratory factor analysis with target rotations confirmed the construct equivalence of scales for white and black participants. Practically significant differences were found between the levels of job insecurity of employees in terms of age groups and qualification levels. Furthermore, the results confirmed a two-factor model of job satisfaction, consisting of extrinsic job satisfaction and intrinsic job satisfaction. Exploratory factor analysis with target rotations confirmed the construct equivalence of scales for the black and white groups. The results obtained from comparing job satisfaction levels of various demographic groups showed that practically significant differences existed between the job satisfaction of different age and race groups. Results revealed significant relationships between job insecurity and job satisfaction. The multiple regression analysis indicated that 24% of the variance in organisational commitment was explained by affective job insecurity, cognitive job insecurity; extrinsic job satisfaction; intrinsic job satisfaction; age; gender and qualification. Limitations of the research are discussed, followed by recommendations for the selected organisations and for future research / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

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