This thesis explores the relationship between fixation location and the locus of attention during reading. Early theories of eye movement control during reading suggested that a very tight coupling exists between the two (Just & Carpenter, 1980); however, it has since been shown that dissociations do exist. Whether these dissociations necessarily implicate parallel lexical processing, or whether they can be accommodated for within a serial-sequential framework is explored in a series of experiments. Experiment 1 tested whether parallel lexical processing is, at the very least, psychologically plausible. Two horizontally aligned letter strings were presented simultaneously on a screen, the task being to decide whether they were physically identical or not. Even when presentation duration should have been short enough to prohibit the strictly serial processing of each word in turn, the results show clear lexical effects: high frequency words were responded to faster and with fewer errors than low frequency words. Effects of lexicality and orthography were also found. These results suggest that the two words had been processed at a lexical level in an overlapping fashion. Experiments 2 and 3 investigated the nature and range of word n+2 preview effects. In Experiment 2, word n+1 was either a determiner or 3-letter alternative higher frequency word; in Experiment 3, word n+1 was either a 4- or a 6-letter high frequency word. A gaze contingent display change technique was employed, where prior to passing an invisible boundary located immediately after word n, one, the other, neither or both of words n+1 and n+2 received a nonword preview. In addition to showing orthographic parafoveal-on-foveal effects stemming from word n+1, there was also evidence that word n+2 preview influenced targeting decisions on words n and n+1. Word n+2 preview effects are also found on word n+2 and in the spillover region. These effects were most wide ranging when word n+1 length was an average of 5- compared to 3-letters. Higher-level plausibility preview effects were explored in Experiments 4-6, again using a gaze contingent display change technique. In Experiment 4 word n+1 received either an identical preview, a different but plausible one, or an anomalous, or nonword preview. Critically, an effect of plausibility arose on word n+1, with anomalous previews receiving longer inspection times than alternative plausible previews. Experiments 5 and 6 investigated the range over which these effects might occur, testing for a plausibility preview effect on word n+2. Results showed numerical, but not statistical evidence for a plausibility-related preview effect on word n+2. There were, however, clear orthographic word n+2 preview effects. Finally, Experiment 7 experimentally tested the immediate oculomotor response to a mislocated fixation, using a text shift paradigm to simulate saccadic error and measuring the effect on lexical processing. Critically, this experiment showed that a quick error correction strategy appears to be engaged following a simulated saccadic undershoot, rather than a stay and process response. This suggests that a mislocated fixation account coupled with a stay and process response is unlikely to provide a viable explanation for lexical parafoveal-on-foveal effects. Overall, it is suggested that current instantiations of both serial (e.g., Reichle, Warren & McConnell, 2009) and parallel (e.g., Schad & Engbert, 2012) models of eye movement control during reading appear to fail to capture major aspects of these patterns of results. The results do, however, appear to fit most parsimoniously with a perspective on eye movement control that allows for multiple words to be processed in an overlapping fashion.

Nowadays, more and more organizations put efforts on recruitment process in order to find the right employees. With the new technology development, the various recruitment sources yield. The differential effectiveness of the various sources through which outside applicants hear of employment opportunities at a particular organization needs further research to identify which sources yield stable, reliable, and high-performing employees (Taylor, 1988). In this study, we also adapt the concept of cognitive dissonance which has been never used in organizational issues to see its availability on organizational issues. In order to know how realistic job previews (RJPs) can be functioned effectively and when and in what forms the realistic job previews messages are processed most effectively by new comers during recruitment process, we need to extend the realistic job previews prior research and try to understand the factors that influence an realistic job preview message as well as how realistic job previews operate to influence socialization outcomes. Besides, how effective the new comers acquire the realistic job preview messages (information) is also an important issue that will be emphasized in this study. This study contributed to understand the current situation of realistic job previews which recruiters provide during recruitment procedure and the relationship between RJPs, cognitive dissonance and socialization outcomes. In this study, the sample was distributed to the new employees whose tenure was less than one year. The total distributed samples were 280 and returned samples were 237. We excluded 20 invalid responses and final samples were 217. One Way ANOVA and Linear Regression were used to analyse the relationship between variables in this study. The result can be summarized as follows: 1. As the result reported, most of applicants (66.8%) apply job through Internet. The result indicates that most of applicants today prefer web-based interface as they try to seek recruitment related information. Most applicants (85.7%) experience laboratory setting (e.g. interview) during recruitment process. Over half of new comers (56.2%) get realistic job information after they started the job. The result suggests that over half of applicants get whole realistic job preview after they accept the job offer. 2. As our result reported, greater use of medium, settings, and recruiters while realistic job previews are presented during recruitment process significantly influence new comers¡¦ cognitive dissonance, especially for wisdom of making employment decision and concern over selection procedure. The result indicates that the medium of written, will lead the strongest influence to new comers¡¦ cognitive dissonance during recruitment process. The position of recruiters who provide job information during recruitment process is reported to significantly influence wisdom of making employment decision and concern over selection procedure. The result of comparison between groups suggests that if line employees who are responsible to provide job information, the new comers will perceive a stronger influence on the degrees of cognitive dissonance comparing with the recruiters who are in other positions. 3. Great use of timing of realistic job previews presented during recruitment process is partially associated with new comers¡¦ socialization outcomes. 4. Realistic job preview information presented during recruitment process is negatively associated with new comers¡¦ cognitive dissonance, positively associated with organizational commitment and negatively associated with turnover intention after they get into an organization. 5. Cognitive dissonance except emotional, is negatively associated with organizational commitment and positively associated with turnover intention. 6. The mediating effect of cognitive dissonance between realistic job previews and socialization outcomes is noteworthy.

Employer Branding är ett strategiskt verktyg som ökat i popularitet i dagens organisationer för att attrahera, rekrytera och behålla personal. I näringslivet talas det om tre starka skäl att arbeta med Employer Branding. För det första motsvarar inte den kvalificerade arbetskraft den kommande efterfrågan på arbetsmarknaden, för det andra ställer människor i dagens samhälle högre krav på arbetsgivaren och för det tredje har organisationers medarbetare ett mer betydande ansvar i informell marknadsföring. Denna studie genomförs på uppdrag av Centrala studiestödsnämnden (CSN) och datamaterialet har samlats in genom kvalitativa semistrukturerade intervjuer med medarbetare från en avgränsad del av organisationen. Studien syftar till att försöka förstå vilka aspekter som anställda ser som attraktiva med arbetsgivaren men även hur de identifierar sig med den. Resultatet visar att det som medarbetarna ser som attraktivt är en relativt samlad bild. Däremot när det gäller identifiering med organisationen är resultatet inte lika entydigt. Medarbetarna upplever vidare att kännedomen om organisationen ur ett externt perspektiv är lågt. Förbättringsområden som framträder i resultatet cirkulerar främst kring frågor om kommunikation och förändring. Slutligen kopplas studiens resultat samman med litteratur inom ämnesområdet.

As the development of highways, it is quite normal for buses running in a speed around 100km/h. When buses are running in a high speed, they may suffer from the influence of side wind disturbances at anytime. Sometimes, it may result in traffic accidents. Therefore, the study of bus stability under side wind disturbances becomes more and more important. Due to restrictions of real tests, computer simulation can be used to study this subject. The bus side wind response character is reflected through the driver’s manoeuvre , so open-loop analysis is hard to give a comprehensive evaluation of the side wind stability of the bus. Therefore, closed-loop analysis is studied in this thesis. An ADAMS bus model and a side wind force model are developed in this thesis, along with two driver models, the PID control model and the preview curvature model. The driver models are built in Simulink and co-simulation between ADAMS/View and Simulink is conducted. The results of co-simulation show that the two driver models can both control the bus from deviating from the desired course under side wind disturbances. The PID control model is simple and shows a very good control effect. The maximum lateral displacement of the bus by PID control model is just 0.0205m under maximum side wind load 1000N and 2500Nm when preview time is 1.2s, while it is 0.0702m by preview curvature model, however, it is difficult to determine the coefficients Kd, Kp, and Ki in the PID controller. The preview curvature model also shows a good control effect in terms of the maximum lateral displacement and yaw angle of the bus. Comparing these two models, the PID control model is more sensitive to deviations, with quicker response and larger steering input. The bus model system is stable under side wind disturbances. Through driver ’s proper steering manoeuvre, the bus is well controlled. The closed-loop analysis is a good method to study the bus stability under side wind disturbances.

This study addresses the application and the effectiveness of radar obstacle sensors for forklift trucks during reverse travel. Two different discriminating radar obstacle sensors with different outputs are evaluated. This study reviews the safety of human exposure to emissions from these radar sensors; documents the field of view obtained from experiments with the two systems; gives the results from experiments with sensors on lift trucks. The influence of obstacle reflectivity, composition and area on the size and shape of the radar detection zone are discussed. An experimental setup for measuring position and velocity of the obstacle crossing the truck path is described. The combination of obstacle sensors required for full coverage of the back of the lift trucks and the mounting height and angle are discussed.

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Syfte: Syftet är att visa för- och nackdelar för organisationskulturens påverkan på rekryteringen hos organisationer som är präglade av organisationskultur, samt hur en organisation avgör vilken individ som passar in. Vi ämnar beskriva eventuella risker, möjligheter och begränsningar med dessa metoder för både organisation och individ. Metodik: En flerfallsundersökning på fem organisationer inom den privata sektorn har tillämpats som undersökningsdesign med en induktiv ansats. Genom en kvalitativ metod där semi-strukturerade intervjuer har genomförts har data producerats fram. Slutsats: Organisationskulturen präglade vad organisationerna sökte hos en kandidat mer än hur rekryteringsprocessen utformades. För att finna rätt kandidat var en realistisk företagspresentation framträdande tillsammans med utformningen av intervjun. Organisationernas rekryterade efter sina värderingar, vilka presenterades i en företagspresentation och diskuterades kring under intervjun. Fördelarna för organisationen blev minskad risk för misstolkning tillsammans med större valfrihet bland kandidater och ett verktyg för organisationen att dämpa för höga förväntningar på arbetet. Nackdelarna blev fler moment att ta ställning till vilket är resurskrävande samtidigt som flera förutsättningar krävdes för att få önskad effekt. Fanns inte rätt förutsättningar för matchningen riskerades en resurskrävande process med oförutsedda resultat. / Purpose: The purpose is to present advantages and disadvantages of how organizational culture affects the recruitment in organizations that are incused by organizational culture, and how an organization decides which individual that fits the organization. We intend to describe certain ventures, possibilities and limitations with these methods for both organization and individual. Methodology: A more case study has been applied on five organizations within the private sector as a research design, with an inductive approach. A qualitative method has been used where semi-structured interviews have been implemented from where data has been established. Conclusion: Organizational culture incused the recruitment by what they were looking for in an applicant rather than how it affected the recruitment process. To find the right applicant a realistic organizational presentation was prominent together with how the interview was designed. The organization recruited applicants after their values, which were presented by the organization and discussed during the interviews. The advantages were reduced risk of misinterpretation by applicants along with a greater possibility of choice and a tool for organizations to reduce too high expectations on employment. The disadvantages were more elements to examine while the process became resource demanding, while several conditions had to be fulfilled. If the right conditions couldn’t be obtained the risk was a resource demanding recruiting with an unforeseen result.

The scope of this thesis in public law discussed the abstract judicial review in Sweden and Germany, which is practiced by a specified organ. In Sweden, the abstract judicial review is practiced by the Council on Legislation, and in Germany by the German Federal Constitutional Court. This study focuses on how the Swedish Council on Legislation and the German Constitutional Court differ in the practice of the abstract norm control. Moreover, a theoretical discussion is applied to regarding whether the Swedish justice system is in need of setting up a constitutional court or whether the Swedish Council on Legislation should be in a stronger position. Throughout this study, we concluded that the Swedish legal system is not in need to establish a Constitutional Court or another organ for the maintenance of an adequate standard norm control in Sweden. To this end, we suggest that the abstract norm control in Sweden by the law's compatibility with the constitution should be strong, but that there may be reason to further strengthen the review of the Council on Legislation. For instance, enhancing the investigation could be done by creating a legal secretariat and subsequently emphasizing the council’s independence from the parliament and government. By reinforcing the council with legal expertise, such as linking draftsmen to the council, can thus make the council’s opinion legally binding.