One of the most active research areas in computer vision is image classification. Although there have been many research efforts in this area, it remains a difficult problem, especially when the number of categories is large. Most of the previous work in image classification uses low-level image features. We believe low-level features ignore a lot of the semantic structures of the image classes. In this thesis, we go beyond simple low-level features and propose new approaches for constructing mid-level visual features for image classification. We represent an image using the outputs of a collection of binary classifiers. These binary classifiers are trained to differentiate pairs of object classes in an object hierarchy. Our feature representations implicitly capture the hierarchical structure in object classes. We show that our proposed approach outperforms other baseline methods in image classification.

Public Article / The Constitution of the Republic of South Africa, 1996 (Act 108 of 1996) and conclusive Acts record that effective human-resource management, career-development and training practices must be cultivated to maximise human potential. The unique nature and wide range of activities of the South African National Defence Force assign exceptional demands on the management expertise of military commanders. Therefore, the importance of effective training and for the purpose of this article, effective management training for mid-level commanders is indisputable. Against this background, a new management model is presented and the resulting training needs are empirically investigated in this article. Both qualitative and quantitative methods were used in the survey, targeted 165 mid-level commanders in the South African National Defence Force. The empirical results of the study suggested that the existing management training for mid-level commanders fails to meet expectations primarily because of the non-existence of an appropriate management model. Thus, the article present a contemporary management model as foundation for management training of mid-level commanders in the South African National Defence Force. The management model also sanctions applicable standards for the development of management skills and appropriate competencies of military commanders.

This dissertation aims to study the mid-level clouds using satellite observations. It consists of two major parts: characteristics (including cloud top/base heights, cloud top pressure and temperature, and cloud thickness) and thermodynamic phase of mid-level clouds. Each part devotes to a particular issue of significant importance for satellite-based remote sensing of mid-level clouds. The first part of this dissertation focuses on the impacts of three definitions of the mid-level clouds based on cloud top pressure, cloud top height, and cloud base height on mid-level cloud characteristics. The impacts of multi-layer clouds on satellite-based global statistics of clouds at different levels, particularly for mid- level clouds, are demonstrated. Mid-level clouds are found to occur more frequently than underlying upper-level clouds. Comparisons of cloud amounts between a merged CALIPSO, CloudSat, CERES, and MODIS (CCCM) dataset and International Satellite Cloud Climatology Project (ISCCP) climatology are made between July 2006 and December 2009. Midlevel cloud characteristics are shown to be sensitive to perturbations in midlevel boundary pressures and heights. The second part focuses on the thermodynamic phase of mid-level clouds. A new algorithm to detect cloud phase using Atmospheric Infrared Sounder (AIRS) high spectral measurements is introduced. The AIRS phase algorithm is based on the newly developed High-spectral-resolution cloudy-sky Radiative Transfer Model (HRTM). The AIRS phase algorithm is evaluated using the CALIPSO cloud phase products for single-layer, heterogeneous, and multi-layer scenes. The AIRS phase algorithm has excellent performance (>90%) in detecting ice clouds compared to the CALIPSO ice clouds. It is capable of detecting optically thin ice clouds in tropics and clouds in the mid-temperature range. Thermodynamic phase of mid-level clouds are investigated using the spatially collocated AIRS phase and CALIPSO phase products between December 2007 and November 2008. Overall, the statistics show that ice, liquid water, and mixed-phase of the mid-level clouds are approximately 20%, 40%, and 40%, globally.

Mid-level administrators comprise the largest group of administrative professionals on college campuses today. These professionals affect the daily lives of students and contribute significantly to the overall coordination of institutional resources and activities. Despite the importance of their role in administering programs, services, and other functions central to the mission of the university, little research has been conducted examining the issues that impact their motivation and job performance. The purpose of this qualitative case study was to increase understanding of the factors affecting work motivation of mid-level student affairs administrators through the identification of motivational determinants and an exploration of whether these determinants differed based on the career stage of the mid-level administrator. This study used Vroom’s theory of work motivation, specifically valence, instrumentality, and expectancy, to determine the factors motivating mid-level student affairs administrators to perform in their work roles. Ten mid-level student affairs administrators at a large, public, Hispanic-serving institution were interviewed. Findings suggest that mid-level student affairs administrators are motivated by the opportunity to serve students and influence the development of their subordinate staff. Participants cited internal drives, such as work ethic and a need for achievement, and external factors, such as opportunities to engage in their own professional development, recognition, and pay, as motivators. Some participants maintained that the culture of the institution had an impact on their motivation to perform. Individually and collectively, these motivational determinants influenced the effort and performance of these mid-level administrators in their work roles. Overall, the participants reported that they enjoyed their work and felt rewarded for their efforts in their work roles. Findings suggest that important differences in motivational determinants as a function of career stage are negligible. Implications and recommendations to implement initiatives to promote and support the identified motivational factors are discussed.

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In spite of the research highlighting the significance of the presence of Black administrators to the success of Black students, there continue to be noticeable disparities in the representation of Black and White administrators in higher education. The racial and ethnic makeup of institutions of higher education does not reflect the demographics of the U.S. population. Black administrators are disproportionately underrepresented throughout academe, and are even more sparse at the executive levels of leadership. The purpose of this study was to examine the perceptions and attitudes of mid-level Black administrators with respect to progressing into executive-level administrative positions at predominantly White institutions. Relevant scholarly literature on mid-level administrators, career advancement, and racial barriers in higher education were examined. Three major tenets of Critical Race Theory (CRT) in education were used as a theoretical lens to examine racial inequities and disparities Black administrators experience in the academy. To address the research question and to explore the subjective viewpoints of the participants, Q methodology was utilized. After IRB approval, purposive sampling was used to recruit 40 Black mid-level administrators to participate in the study. All participants held one of the following titles: Director, Associate Director, Assistant Director, Dean, Associate Dean, Assistant Dean, and Manager. They each worked for a bachelor’s degree granting public college or university. In addition to their title, the participants had to have earned at minimum a master’s degree. Semi-structured interviews were held with 8 of the 40 participants. Content from interviews, questionnaires, and literature contributed to concourse development. By removing redundant and useless items, the concourse was refined and condensed from 90 statements to develop a Q sample of 41 statements. Through an online process, 40 participants sorted the 41 item Q sample that represented the full gamut of perspectives regarding the subject of career progression in higher education. In the sorting process, the participants ranked the statements based on their personal views and beliefs. A review and analysis of data resulted in five factors that categorize and represent the subjective viewpoints of the participants. The factor arrays, post-sort comments, distinguishing statements, and demographic details aided in interpreting and naming each factor. The five factors were named: Factor 1: The Disconnected, Factor 2: The Disadvantaged, Factor 3: The Disrespected, Factor 4: The Dismissed, and Factor 5: The Disinterested. Each factor was analyzed and interpreted to provide descriptions of how Black administrators perceive career progressions in higher education. Recommendations to expand the study were included.

The proposed dually licensed advanced dental therapy program, a graduate level curriculum created by the American Dental Hygienists’ Association (ADHA) encompassing both dental hygiene and basic restorative procedures, creates an innovative career path in dental hygiene and increases the standing of the dental hygienist from an auxiliary role to an independent midlevel dental practitioner. Data were gathered via an online anonymous survey tool from Massachusetts registered dental hygienists to assess support of this proposed curriculum by practicing hygienists. Eighty-seven percent of survey respondents are in agreement that the scope of dental hygiene responsibilities should increase with level of education, and that the inclusion of limited restorative procedures should generate independent midlevel dental practitioner status.

<p>The aim of this paper is to examine how mid-level executive officers within Swedish Police respond to subordinates autonomous behaviour, mainly according to Lipsky´s theory on street-level bureaucracy. Questions focused on are:</p><p>1. Which personnel related obstacles, are preventing the executive officers?</p><p>2. How do executive officers counter obstacles?</p><p>3. If possible, based on the result of the study, which are the conclusions about existing countermeasures?</p><p>The papers´ aim is not to suggest which obstacles should be removed, nor if countermeasures are good/bad. Main aim is to identify how obstacles are countered. Theory and method are built on framework of Case Study. The method is built on theoretic examination of obstacles to examine concepts´ size and then interviews to confirm the obstacles and identify countermeasures. Conclusion of the first question is that obstacles are omnipresent in the governmental and societal systems. Conclusion of the second question is that obstacles are countered by friendly approach and to ally oneself to staff and personnel. Conclusion of the last question is that a mid-level executive through his allying enhances some behaviour, as long as more-wanted behaviours are produced with quality. This has effect upon society when combating crime, but is probably not likely to measure effectively.</p>

Despite the critical contributions that student affairs professionals make to college students' learning and development and campus operations, mid-level professionals are at risk of leaving the field altogether. The current study investigated the role of sense of belonging in mid-level student affairs professionals' experiences and their turnover intentions through a qualitative, phenomenological analysis. Ten mid-level student affairs professionals from various institutions were interviewed about how they experience belongingness within their work, and how their evaluation of belonging influences their intention to stay at their institution or in the field of student affairs. The results demonstrate that sense of belonging is experienced by mid-level student affairs professionals, but in varied ways, and it is shaped through relationships, being trusted for professional expertise and competence, and feeling supported by others. Salient identities, especially marginalized identities, can shape the experience of belonging as can professional networks outside of institutional experiences. Furthermore, the findings demonstrate that sense of belonging, whether it was experienced or lacking, influenced the intentions of many participants to stay at their institution and in the field of student affairs more broadly. Should colleges and universities be committed to addressing the attrition of mid-level student affairs professionals, they should commit to supporting and cultivating sense of belonging as it does indeed matter. / Policy, Organizational and Leadership Studies

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