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rewards</title> <meta name="description" content="Search results for: rewards"> <meta name="keywords" content="rewards"> <meta name="viewport" content="width=device-width, initial-scale=1, minimum-scale=1, maximum-scale=1, user-scalable=no"> <meta charset="utf-8"> <link href="https://cdn.waset.org/favicon.ico" type="image/x-icon" rel="shortcut icon"> <link href="https://cdn.waset.org/static/plugins/bootstrap-4.2.1/css/bootstrap.min.css" rel="stylesheet"> <link href="https://cdn.waset.org/static/plugins/fontawesome/css/all.min.css" rel="stylesheet"> <link href="https://cdn.waset.org/static/css/site.css?v=150220211555" rel="stylesheet"> </head> <body> <header> <div class="container"> <nav class="navbar navbar-expand-lg navbar-light"> <a class="navbar-brand" href="https://waset.org"> <img src="https://cdn.waset.org/static/images/wasetc.png" alt="Open Science Research Excellence" title="Open Science Research Excellence" /> </a> <button class="d-block d-lg-none navbar-toggler ml-auto" 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class="input-group"> <i class="fas fa-search"></i> <input type="text" class="search-query" name="q" placeholder="Author, Title, Abstract, Keywords" value="rewards"> <input type="submit" class="btn_search" value="Search"> </div> </div> </form> </div> </div> <div class="row mt-3"> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Commenced</strong> in January 2007</div> </div> </div> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Frequency:</strong> Monthly</div> </div> </div> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Edition:</strong> International</div> </div> </div> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Paper Count:</strong> 106</div> </div> </div> </div> <h1 class="mt-3 mb-3 text-center" style="font-size:1.6rem;">Search results for: rewards</h1> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">106</span> The Powerful of Training; Development and Compensation; Rewards in Sustaining SME’s Performance</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Mohd%20Fitri%20Mansor">Mohd Fitri Mansor</a>, <a href="https://publications.waset.org/abstracts/search?q=Noor%20Hidayah%20Abu"> Noor Hidayah Abu</a>, <a href="https://publications.waset.org/abstracts/search?q=Hussen%20Nasir"> Hussen Nasir</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Human capital is one of valuable assets to the organization in order to sustain organization performance and to achieve both employees and employer objectives. The aim of the study is to examine the powerful of both Human Resource practices (i.e. Training & Development and Compensation & Rewards) towards sustaining SME’s performance. The objectives of the current study are to examine the relationship between training and development as well as compensation and rewards in sustaining Malaysian SME’s performance. Finally, is to identify the strongest variable contribute to the sustainability of SMEs performance. The result from 80 Malaysian SME’s owners found that both variables training & development and compensation & rewards significantly contributes to the sustainability of SME,s performance. Meanwhile, the strongest variable contributes to the sustainability of SMEs performance was training and development. The study contributes to the knowledge and awareness to the SME’s owners an important or the powerful of human resource practices in sustaining their organization performance. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=training%20and%20development" title="training and development">training and development</a>, <a href="https://publications.waset.org/abstracts/search?q=compensation%20and%20rewards" title=" compensation and rewards"> compensation and rewards</a>, <a href="https://publications.waset.org/abstracts/search?q=sustainability" title=" sustainability"> sustainability</a>, <a href="https://publications.waset.org/abstracts/search?q=SME%E2%80%99s%20performance" title=" SME’s performance"> SME’s performance</a> </p> <a href="https://publications.waset.org/abstracts/19710/the-powerful-of-training-development-and-compensation-rewards-in-sustaining-smes-performance" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/19710.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">480</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">105</span> An Intercontinental Comparison of Delay Discounting for Real and Hypothetical Money and Cigarettes among Cigarette Smokers</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Steven%20R.%20Lawyer">Steven R. Lawyer</a>, <a href="https://publications.waset.org/abstracts/search?q=Tereza%20Prihodova"> Tereza Prihodova</a>, <a href="https://publications.waset.org/abstracts/search?q=Katerina%20Prihodova"> Katerina Prihodova</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Delay discounting (DD) is one of the most frequently used behavioral-economic measures of impulsive choice, but there are few cross-cultural comparisons of discounting, and to the best of our knowledge, none compare patterns of DD across different commodities or compare real and hypothetical rewards across cultures. The purpose of this study was to compare patterns of DD for both real and hypothetical money and cigarettes among participants in the USA and the Czech Republic. Adult smokers from the United States and the Czech Republic completed standard measures of DD for hypothetical and real money (~$10USD) and cigarettes (1 pack, or 20 cigarettes). Contrary to data from the USA sample, Czech Republic participants discounted the value of real money steeper than hypothetical money, though this could be related to the relatively poor fit of the hyperbolic decay function to DD for hypothetical money in the Czech sample. These findings suggest that there might be cultural differences in delay discounting that warrant further attention. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=delay%20discounting" title="delay discounting">delay discounting</a>, <a href="https://publications.waset.org/abstracts/search?q=temporal%20discounting" title=" temporal discounting"> temporal discounting</a>, <a href="https://publications.waset.org/abstracts/search?q=cigarette%20smoking" title=" cigarette smoking"> cigarette smoking</a>, <a href="https://publications.waset.org/abstracts/search?q=real%20rewards" title=" real rewards"> real rewards</a>, <a href="https://publications.waset.org/abstracts/search?q=hypothetical%20rewards" title=" hypothetical rewards"> hypothetical rewards</a> </p> <a href="https://publications.waset.org/abstracts/102136/an-intercontinental-comparison-of-delay-discounting-for-real-and-hypothetical-money-and-cigarettes-among-cigarette-smokers" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/102136.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">188</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">104</span> The Dilemma of Retention in the Context of Rapidly Growing Economies Based on the Effectiveness of HRM Policies: A Case Study of Qatar</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=A.%20Qayed%20Al-Emadi">A. Qayed Al-Emadi</a>, <a href="https://publications.waset.org/abstracts/search?q=C.%20Schwabenland"> C. Schwabenland</a>, <a href="https://publications.waset.org/abstracts/search?q=Q.%20Wei"> Q. Wei</a>, <a href="https://publications.waset.org/abstracts/search?q=B.%20Czarnecka"> B. Czarnecka</a> </p> <p class="card-text"><strong>Abstract:</strong></p> In 2009, the new HRM policy was implemented in Qatar for public sector organisations. The purpose of this research is to examine how Qatar’s 2009 HRM policy was significant in influencing employee retention in public organisations. The conducted study utilised quantitative methodology to analyse the data on employees’ perceptions of such HRM practices as performance çanagement, rewards and promotion, training and development associated with the HRM policy in public organisations in comparison to semi-private organisations. Employees of seven public and semi-private organisations filled in the questionnaire based on the 5-point likert scale to present quantitative results. The data was analysed with the correlation and multiple regression statistical analyses. It was found that Performance Management had the relationship with Employee Retention, and Rewards and Promotion influenced Job Satisfaction in public organisations. The relationship between Job Satisfaction and Employee Retention was also observed. However, no significant differences were observed in the role of HRM practices in public and semi-private organisations. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=performance%20management" title="performance management">performance management</a>, <a href="https://publications.waset.org/abstracts/search?q=rewards%20and%20promotion" title=" rewards and promotion"> rewards and promotion</a>, <a href="https://publications.waset.org/abstracts/search?q=training%20and%20development" title=" training and development"> training and development</a>, <a href="https://publications.waset.org/abstracts/search?q=job%20satisfaction" title=" job satisfaction"> job satisfaction</a>, <a href="https://publications.waset.org/abstracts/search?q=employee%20retention" title=" employee retention"> employee retention</a>, <a href="https://publications.waset.org/abstracts/search?q=SHRM" title=" SHRM"> SHRM</a>, <a href="https://publications.waset.org/abstracts/search?q=configurational%20perspective" title=" configurational perspective"> configurational perspective</a> </p> <a href="https://publications.waset.org/abstracts/35923/the-dilemma-of-retention-in-the-context-of-rapidly-growing-economies-based-on-the-effectiveness-of-hrm-policies-a-case-study-of-qatar" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/35923.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">449</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">103</span> Money as Motivation Amongst Industrial Sales People in Nigeria</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Mahmoud%20Rufai%20Mahmoud">Mahmoud Rufai Mahmoud</a> </p> <p class="card-text"><strong>Abstract:</strong></p> A look at existing literature on sales force motivation reveals lack of consensus on the role monetary rewards play in motivating salespeople. In view of the apparent contradiction inherent in the literature, it follows perhaps, chat sales managers are faced with the dilemma of what role to assign to monetary incentives in the scheme of motivating salespeople. This study investigated the perception of industrial salespeople on the role of money as a motivator. The result shows that salespeople believe that money is an important motivator whose power of motivation is influenced by a complex function of economic, social and psychological variables. Based on the findings, if is recommended that managers need different types of rewards to achieve a given level of motivation. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=motivation" title="motivation">motivation</a>, <a href="https://publications.waset.org/abstracts/search?q=salespeople" title=" salespeople"> salespeople</a>, <a href="https://publications.waset.org/abstracts/search?q=money" title=" money"> money</a>, <a href="https://publications.waset.org/abstracts/search?q=Nigeria" title=" Nigeria"> Nigeria</a> </p> <a href="https://publications.waset.org/abstracts/18176/money-as-motivation-amongst-industrial-sales-people-in-nigeria" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/18176.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">349</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">102</span> Exploring Motivation and Attitude to Second Language Learning in Ugandan Secondary Schools</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Nanyonjo%20Juliet">Nanyonjo Juliet</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Across Sub-Saharan Africa, it’s increasingly becoming an absolute necessity for either parents or governments to encourage learners, most particularly those attending high schools, to study a second or foreign language other than the “official language” or the language of instruction in schools. The major second or foreign languages under consideration include but are not necessarily limited to English, French, German, Arabic, Swahili/Kiswahili, Spanish and Chinese. The benefits of learning a second (foreign) language in the globalized world cannot be underestimated. Amongst others, it has been expounded to especially involve such opportunities related to traveling, studying abroad and widening one’s career prospects. Research has also revealed that beyond these non-cognitive rewards, learning a second language enables learners to become more thoughtful, considerate and confident, make better decisions, keep their brain healthier and generally – speaking, broaden their world views. The methodology of delivering a successful 2nd language – learning process by a professionally qualified teacher is located in motivation. We strongly believe that the psychology involved in teaching a foreign language is of paramount importance to a learner’s successful learning experience. The aim of this paper, therefore, is to explore and show the importance of motivation in the teaching and learning of a given 2nd (foreign) language in the local Ugandan high schools. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=second%20language" title="second language">second language</a>, <a href="https://publications.waset.org/abstracts/search?q=foreign%20language" title=" foreign language"> foreign language</a>, <a href="https://publications.waset.org/abstracts/search?q=language%20learning" title=" language learning"> language learning</a>, <a href="https://publications.waset.org/abstracts/search?q=language%20teaching" title=" language teaching"> language teaching</a>, <a href="https://publications.waset.org/abstracts/search?q=official%20language" title=" official language"> official language</a>, <a href="https://publications.waset.org/abstracts/search?q=language%20of%20instruction" title=" language of instruction"> language of instruction</a>, <a href="https://publications.waset.org/abstracts/search?q=globalized%20world" title=" globalized world"> globalized world</a>, <a href="https://publications.waset.org/abstracts/search?q=cognitive%20rewards" title=" cognitive rewards"> cognitive rewards</a>, <a href="https://publications.waset.org/abstracts/search?q=non-cognitive%20rewards" title=" non-cognitive rewards"> non-cognitive rewards</a>, <a href="https://publications.waset.org/abstracts/search?q=learning%20process" title=" learning process"> learning process</a>, <a href="https://publications.waset.org/abstracts/search?q=motivation" title=" motivation"> motivation</a> </p> <a href="https://publications.waset.org/abstracts/175351/exploring-motivation-and-attitude-to-second-language-learning-in-ugandan-secondary-schools" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/175351.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">68</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">101</span> Relay Mining: Verifiable Multi-Tenant Distributed Rate Limiting</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Daniel%20Olshansky">Daniel Olshansky</a>, <a href="https://publications.waset.org/abstracts/search?q=Ramiro%20Rodr%C4%B1guez%20Colmeiro"> Ramiro Rodrıguez Colmeiro</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Relay Mining presents a scalable solution employing probabilistic mechanisms and crypto-economic incentives to estimate RPC volume usage, facilitating decentralized multitenant rate limiting. Network traffic from individual applications can be concurrently serviced by multiple RPC service providers, with costs, rewards, and rate limiting governed by a native cryptocurrency on a distributed ledger. Building upon established research in token bucket algorithms and distributed rate-limiting penalty models, our approach harnesses a feedback loop control mechanism to adjust the difficulty of mining relay rewards, dynamically scaling with network usage growth. By leveraging crypto-economic incentives, we reduce coordination overhead costs and introduce a mechanism for providing RPC services that are both geopolitically and geographically distributed. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=remote%20procedure%20call" title="remote procedure call">remote procedure call</a>, <a href="https://publications.waset.org/abstracts/search?q=crypto-economic" title=" crypto-economic"> crypto-economic</a>, <a href="https://publications.waset.org/abstracts/search?q=commit-reveal" title=" commit-reveal"> commit-reveal</a>, <a href="https://publications.waset.org/abstracts/search?q=decentralization" title=" decentralization"> decentralization</a>, <a href="https://publications.waset.org/abstracts/search?q=scalability" title=" scalability"> scalability</a>, <a href="https://publications.waset.org/abstracts/search?q=blockchain" title=" blockchain"> blockchain</a>, <a href="https://publications.waset.org/abstracts/search?q=rate%20limiting" title=" rate limiting"> rate limiting</a>, <a href="https://publications.waset.org/abstracts/search?q=token%20bucket" title=" token bucket"> token bucket</a> </p> <a href="https://publications.waset.org/abstracts/177065/relay-mining-verifiable-multi-tenant-distributed-rate-limiting" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/177065.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">54</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">100</span> How to Reconcile Financial Incentives and Pro-Social Motivations of Loan Officers in Microfinance?</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Julie%20De%20Pril">Julie De Pril</a>, <a href="https://publications.waset.org/abstracts/search?q=C%C3%A9cile%20Godfroid"> Cécile Godfroid</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Nowadays, achieving double bottom line has become a widely recognized objective for microfinance institutions (MFIs). They would like to be financially sustainable or even profitable while continuing to focus on their social mission. In order to rise their financial performance, MFIs tend to grant financial bonuses to loan officers so that they increase their performance and efficiency. However, as argued by motivation crowding theory, monetary rewards may not have only positive effects but can also erode intrinsic motivation. Since MFIs pursue social objectives in addition to their financial ones, their employees’ intrinsic motivations may include the willingness to help others, like in many non-profit organizations. This is called pro-social motivation in the psychology literature. Particularly, this type of motivation should be highly reflected among microfinance loan officers as a part of their role consists in improving clients’ welfare. Therefore, it seems to be crucial for MFIs to find an equilibrium between the efficiency benefits obtained thanks to the granting of financial incentives and the deterioration of social performance that may result from the reduction of the loan officers’ pro-social motivation. This paper attempts to suggest, with a mathematical model, an optimal incentive scheme MFIs could rely on. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=loan%20officers" title="loan officers">loan officers</a>, <a href="https://publications.waset.org/abstracts/search?q=microfinance" title=" microfinance"> microfinance</a>, <a href="https://publications.waset.org/abstracts/search?q=prosocial%20motivation" title=" prosocial motivation"> prosocial motivation</a>, <a href="https://publications.waset.org/abstracts/search?q=rewards" title=" rewards"> rewards</a> </p> <a href="https://publications.waset.org/abstracts/38027/how-to-reconcile-financial-incentives-and-pro-social-motivations-of-loan-officers-in-microfinance" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/38027.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">307</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">99</span> A Principal-Agent Model for Sharing Mechanism in Integrated Project Delivery Context</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Shan%20Li">Shan Li</a>, <a href="https://publications.waset.org/abstracts/search?q=Qiuwen%20Ma"> Qiuwen Ma</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Integrated project delivery (IPD) is a project delivery method distinguished by a shared risk/rewards mechanism and multiparty agreement. IPD has drawn increasingly attention from construction industry because of its efficiency of solving adversarial problems and reliability to deliver high-performing buildings. However, some evidence showed that some project participants obtained less profit from IPD projects than the typical projects. They attributed it to the unfair IPD sharing mechanism, which resulted in additional time and cost of negotiation on the sharing fractions among project participants. The study is aimed to investigate the reward distribution by constructing a principal-agent model. Based on cooperative game theory, it is examined how to distribute the shared project rewards between client and non-client parties, and identify the sharing fractions among non-client parties. It is found that at least half of the project savings should be allocated to the non-client parties to motivate them to create more project value. Second, the client should raise his sharing fractions when the integration among project participants is efficient. In addition, the client should allocate higher sharing fractions to the non-client party who is more able. This study can help the IPD project participants make fair and motivated sharing mechanisms. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=cooperative%20game%20theory" title="cooperative game theory">cooperative game theory</a>, <a href="https://publications.waset.org/abstracts/search?q=IPD" title=" IPD"> IPD</a>, <a href="https://publications.waset.org/abstracts/search?q=principal%20agent%20model" title=" principal agent model"> principal agent model</a>, <a href="https://publications.waset.org/abstracts/search?q=sharing%20mechanism" title=" sharing mechanism"> sharing mechanism</a> </p> <a href="https://publications.waset.org/abstracts/92285/a-principal-agent-model-for-sharing-mechanism-in-integrated-project-delivery-context" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/92285.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">292</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">98</span> Social Media Retailing in the Creator Economy</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Julianne%20Cai">Julianne Cai</a>, <a href="https://publications.waset.org/abstracts/search?q=Weili%20Xue"> Weili Xue</a>, <a href="https://publications.waset.org/abstracts/search?q=Yibin%20Wu"> Yibin Wu</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Social media retailing (SMR) platforms have become popular nowadays. It is characterized by a creative combination of content creation and product selling, which differs from traditional e-tailing (TE) with product selling alone. Motivated by real-world practices like social media platforms “TikTok” and douyin.com, we endeavor to study if the SMR model performs better than the TE model in a monopoly setting. By building a stylized economic model, we find that the SMR model does not always outperform the TE model. Specifically, when the SMR platform collects less commission from the seller than the TE platform, the seller, consumers, and social welfare all benefit more from the SMR model. In contrast, the platform benefits more from the SMR model if and only if the creator’s social influence is high enough or the cost of content creation is small enough. For the incentive structure of the content rewards in the SMR model, we found that a strong incentive mechanism (e.g., the quadratic form) is more powerful than a weak one (e.g., the linear form). The previous one will encourage the creator to choose a much higher quality level of content creation and meanwhile allowing the platform, consumers, and social welfare to become better off. Counterintuitively, providing more generous content rewards is not always helpful for the creator (seller), and it may reduce her profit. Our findings will guide the platform to effectively design incentive mechanisms to boost the content creation and retailing in the SMR model and help the influencers efficiently create content, engage their followers (fans), and price their products sold on the SMR platform. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=content%20creation" title="content creation">content creation</a>, <a href="https://publications.waset.org/abstracts/search?q=creator%20economy" title=" creator economy"> creator economy</a>, <a href="https://publications.waset.org/abstracts/search?q=incentive%20strategy" title=" incentive strategy"> incentive strategy</a>, <a href="https://publications.waset.org/abstracts/search?q=platform%20retailing" title=" platform retailing"> platform retailing</a> </p> <a href="https://publications.waset.org/abstracts/177532/social-media-retailing-in-the-creator-economy" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/177532.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">114</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">97</span> A Variable Neighborhood Search with Tabu Conditions for the Roaming Salesman Problem</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Masoud%20Shahmanzari">Masoud Shahmanzari</a> </p> <p class="card-text"><strong>Abstract:</strong></p> The aim of this paper is to present a Variable Neighborhood Search (VNS) with Tabu Search (TS) conditions for the Roaming Salesman Problem (RSP). The RSP is a special case of the well-known traveling salesman problem (TSP) where a set of cities with time-dependent rewards and a set of campaign days are given. Each city can be visited on any day and a subset of cities can be visited multiple times. The goal is to determine an optimal campaign schedule consist of daily open/closed tours that visit some cities and maximizes the total net benefit while respecting daily maximum tour duration constraints and the necessity to return campaign base frequently. This problem arises in several real-life applications and particularly in election logistics where depots are not fixed. We formulate the problem as a mixed integer linear programming (MILP), in which we capture as many real-world aspects of the RSP as possible. We also present a hybrid metaheuristic algorithm based on a VNS with TS conditions. The initial feasible solution is constructed via a new matheuristc approach based on the decomposition of the original problem. Next, this solution is improved in terms of the collected rewards using the proposed local search procedure. We consider a set of 81 cities in Turkey and a campaign of 30 days as our largest instance. Computational results on real-world instances show that the developed algorithm could find near-optimal solutions effectively. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=optimization" title="optimization">optimization</a>, <a href="https://publications.waset.org/abstracts/search?q=routing" title=" routing"> routing</a>, <a href="https://publications.waset.org/abstracts/search?q=election%20logistics" title=" election logistics"> election logistics</a>, <a href="https://publications.waset.org/abstracts/search?q=heuristics" title=" heuristics"> heuristics</a> </p> <a href="https://publications.waset.org/abstracts/162992/a-variable-neighborhood-search-with-tabu-conditions-for-the-roaming-salesman-problem" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/162992.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">92</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">96</span> Effective Verbal Disciplining Strategies to Deal with Classroom Misconduct in Primary Schools</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Charity%20Okeke">Charity Okeke</a>, <a href="https://publications.waset.org/abstracts/search?q=Elizabeth%20Venter"> Elizabeth Venter</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Verbal discipline is one of the most regularly used disciplinary strategies to deal with classroom misconduct in schools globally. This study provides effective verbal discipline strategies to deal with classroom misconduct in primary schools. The study was qualitative research of ten teachers that took place in two South African primary schools. Data were collected through recorded semi-structured face-to-face interviews. The interview recordings were transcribed and analysed using content analysis. Findings from the study show that talking to learners in a calm and polite manner, raising one’s voice occasionally to show seriousness and disapproval of misconduct, engaging misbehaved learners in private talk to understand the reasons behind their unruly actions, verbal praise and rewards are effective in dealing with classroom misconduct. The study recommends that teachers should avoid shouting at learners and talk to them politely to get them to behave well in class. Teachers should avoid embarrassing misbehaving learners in the classroom but engage them privately to understand the reasons behind their unruly activities. Teachers should also use verbal praise and rewards such as well-done stickers to motivate learners to keep behaving well, as reinforcement is very important in the classroom. The study concludes that the verbal disciplining strategies mentioned above are effective in achieving a conducive teaching and learning atmosphere in the classroom. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=classroom%20discipline" title="classroom discipline">classroom discipline</a>, <a href="https://publications.waset.org/abstracts/search?q=classroom%20misconduct" title=" classroom misconduct"> classroom misconduct</a>, <a href="https://publications.waset.org/abstracts/search?q=verbal%20discipline" title=" verbal discipline"> verbal discipline</a>, <a href="https://publications.waset.org/abstracts/search?q=verbal%20discipline%20strategies" title=" verbal discipline strategies"> verbal discipline strategies</a> </p> <a href="https://publications.waset.org/abstracts/146146/effective-verbal-disciplining-strategies-to-deal-with-classroom-misconduct-in-primary-schools" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/146146.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">192</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">95</span> Safe and Efficient Deep Reinforcement Learning Control Model: A Hydroponics Case Study</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Almutasim%20Billa%20A.%20Alanazi">Almutasim Billa A. Alanazi</a>, <a href="https://publications.waset.org/abstracts/search?q=Hal%20S.%20Tharp"> Hal S. Tharp</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Safe performance and efficient energy consumption are essential factors for designing a control system. This paper presents a reinforcement learning (RL) model that can be applied to control applications to improve safety and reduce energy consumption. As hardware constraints and environmental disturbances are imprecise and unpredictable, conventional control methods may not always be effective in optimizing control designs. However, RL has demonstrated its value in several artificial intelligence (AI) applications, especially in the field of control systems. The proposed model intelligently monitors a system's success by observing the rewards from the environment, with positive rewards counting as a success when the controlled reference is within the desired operating zone. Thus, the model can determine whether the system is safe to continue operating based on the designer/user specifications, which can be adjusted as needed. Additionally, the controller keeps track of energy consumption to improve energy efficiency by enabling the idle mode when the controlled reference is within the desired operating zone, thus reducing the system energy consumption during the controlling operation. Water temperature control for a hydroponic system is taken as a case study for the RL model, adjusting the variance of disturbances to show the model’s robustness and efficiency. On average, the model showed safety improvement by up to 15% and energy efficiency improvements by 35%- 40% compared to a traditional RL model. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=control%20system" title="control system">control system</a>, <a href="https://publications.waset.org/abstracts/search?q=hydroponics" title=" hydroponics"> hydroponics</a>, <a href="https://publications.waset.org/abstracts/search?q=machine%20learning" title=" machine learning"> machine learning</a>, <a href="https://publications.waset.org/abstracts/search?q=reinforcement%20learning" title=" reinforcement learning"> reinforcement learning</a> </p> <a href="https://publications.waset.org/abstracts/165791/safe-and-efficient-deep-reinforcement-learning-control-model-a-hydroponics-case-study" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/165791.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">185</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">94</span> Resource Orchestration Based on Two-Sides Scheduling in Computing Network Control Sytems</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Li%20Guo">Li Guo</a>, <a href="https://publications.waset.org/abstracts/search?q=Jianhong%20Wang"> Jianhong Wang</a>, <a href="https://publications.waset.org/abstracts/search?q=Dian%20Huang"> Dian Huang</a>, <a href="https://publications.waset.org/abstracts/search?q=Shengzhong%20Feng"> Shengzhong Feng</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Computing networks as a new network architecture has shown great promise in boosting the utilization of different resources, such as computing, caching, and communications. To maximise the efficiency of resource orchestration in computing network control systems (CNCSs), this work proposes a dynamic orchestration strategy of a different resource based on task requirements from computing power requestors (CPRs). Specifically, computing power providers (CPPs) in CNCSs could share information with each other through communication channels on the basis of blockchain technology, especially their current idle resources. This dynamic process is modeled as a cooperative game in which CPPs have the same target of maximising long-term rewards by improving the resource utilization ratio. Meanwhile, the task requirements from CPRs, including size, deadline, and calculation, are simultaneously considered in this paper. According to task requirements, the proposed orchestration strategy could schedule the best-fitting resource in CNCSs, achieving the maximum long-term rewards of CPPs and the best quality of experience (QoE) of CRRs at the same time. Based on the EdgeCloudSim simulation platform, the efficiency of the proposed strategy is achieved from both sides of CPRs and CPPs. Besides, experimental results show that the proposed strategy outperforms the other comparisons in all cases. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=computing%20network%20control%20systems" title="computing network control systems">computing network control systems</a>, <a href="https://publications.waset.org/abstracts/search?q=resource%20orchestration" title=" resource orchestration"> resource orchestration</a>, <a href="https://publications.waset.org/abstracts/search?q=dynamic%20scheduling" title=" dynamic scheduling"> dynamic scheduling</a>, <a href="https://publications.waset.org/abstracts/search?q=blockchain" title=" blockchain"> blockchain</a>, <a href="https://publications.waset.org/abstracts/search?q=cooperative%20game" title=" cooperative game"> cooperative game</a> </p> <a href="https://publications.waset.org/abstracts/161104/resource-orchestration-based-on-two-sides-scheduling-in-computing-network-control-sytems" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/161104.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">114</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">93</span> Effort-Reward-Imbalance and Self-Rated Health Among Healthcare Professionals in the Gambia</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Amadou%20Darboe">Amadou Darboe</a>, <a href="https://publications.waset.org/abstracts/search?q=Kuo%20Hsien-Wen"> Kuo Hsien-Wen</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Background/Objective: The Effort-Reward Imbalance (ERI) model by Siegrist et al (1986) have been widely used to examine the relationship between psychosocial factors at work and health. It claimed that failed reciprocity in terms of high efforts and low rewards elicits strong negative emotions in combination with sustained autonomic activation and is hazardous to health. The aim of this study is to identify the association between Self-rated Health and Effort-reward Imbalance (ERI) among Nurses and Environmental Health officers in the Gambia. Method: a cross-sectional study was conducted using a multi-stage random sampling of 296 healthcare professionals (206 nurses and 90 environmental health officers) working in public health facilities. The 22 items Effort-reward imbalance questionnaire (ERI-L version 22.11.2012) will be used to collect data on the psychosocial factors defined by the model. In addition, self-rated health will be assessed by using structured questionnaires containing Likert scale items. Results: We found that self-rated health among environmental health officers has a significant negative correlation with extrinsic effort and a positive significant correlations with occupational reward and job satisfaction. However, among the nurses only job satisfaction was significantly correlated with self-rated health and was positive. Overall, Extrinsic effort has a significant negative correlation with reward and job satisfaction but a positive correlation with over-commitment. Conclusion: Because low reward and high over-commitment among the nursing group, It is necessary to modify working conditions through improving psychosocial factors, such as reasonable allocation of resources to increase pay or rewards from government. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=effort-reward%20imbalance%20model" title="effort-reward imbalance model">effort-reward imbalance model</a>, <a href="https://publications.waset.org/abstracts/search?q=healthcare%20professionals" title=" healthcare professionals"> healthcare professionals</a>, <a href="https://publications.waset.org/abstracts/search?q=self-rated%20health" title=" self-rated health"> self-rated health</a> </p> <a href="https://publications.waset.org/abstracts/25486/effort-reward-imbalance-and-self-rated-health-among-healthcare-professionals-in-the-gambia" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/25486.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">407</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">92</span> How Different Perceived Affordances of Game Elements Shape Motivation and Performance in Gamified Learning: A Cognitive Evaluation Theory Perspective</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Kibbeum%20Na">Kibbeum Na</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Previous gamification research has produced mixed results regarding the effectiveness of gamified learning. One possible explanation for this is that individuals perceive the game elements differently. Cognitive Evaluation Theory posits that external rewards can boost or undermine intrinsic motivation, depending on whether the rewards are perceived as informational or controlling. This research tested the hypothesis that game elements can be perceived as either informational feedback or external reward, and the motivational impact differ accordingly. An experiment was conducted using an educational math puzzle to compare the motivation and performance as a result of different perceived affordances game elements. Participants were primed to perceive the game elements as either informational feedback or external reward, and the duration of an attempt to solve the unsolvable puzzle – amotivation indicator – and the puzzle score – a performance indicator–were measured with the game elements incorporated and then without the game elements. Badges and points were deployed as the main game elements. Results showed that, regardless of priming, a significant decrease in performance occurred when the game elements were removed, whereas the control group who solved non-gamified math puzzles maintained their performance. The undermined performance with gamification removal indicates that learners may perceive some game elements as controlling factors irrespective of the way they are presented. The results of the current study also imply that some game elements are better not being implemented to preserve long-term performance. Further research delving into the extrinsic reward-like nature of game elements and its impact on learning motivation is called for. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=cognitive%20Evaluation%20Theory" title="cognitive Evaluation Theory">cognitive Evaluation Theory</a>, <a href="https://publications.waset.org/abstracts/search?q=game%20elements" title=" game elements"> game elements</a>, <a href="https://publications.waset.org/abstracts/search?q=gamification" title=" gamification"> gamification</a>, <a href="https://publications.waset.org/abstracts/search?q=motivation" title=" motivation"> motivation</a>, <a href="https://publications.waset.org/abstracts/search?q=motivational%20affordance" title=" motivational affordance"> motivational affordance</a>, <a href="https://publications.waset.org/abstracts/search?q=performance" title=" performance"> performance</a> </p> <a href="https://publications.waset.org/abstracts/151516/how-different-perceived-affordances-of-game-elements-shape-motivation-and-performance-in-gamified-learning-a-cognitive-evaluation-theory-perspective" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/151516.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">106</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">91</span> Primary and Secondary Psychopathic Traits: Assessing Differences in Interpersonal Relationships through Friendship, Emotional Contagion, and Social Rewards</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Silene%20Ten%20Seldam">Silene Ten Seldam</a>, <a href="https://publications.waset.org/abstracts/search?q=Kiara%20Margarita%20Lu"> Kiara Margarita Lu</a>, <a href="https://publications.waset.org/abstracts/search?q=Melina%20Nicole%20Kyranides"> Melina Nicole Kyranides</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Psychopathic traits are marked by a lack of empathy and an inability to maintain meaningful relationships. Yet little research has investigated differences in interpersonal relationships between primary and secondary psychopathic traits. Emotional contagion, the tendency to automatically mimic others’ facial expressions and movements, is a type of empathy contributing to relationship quality. Additionally, the motivating and pleasurable aspects of social interaction, social reward is integral to understanding relationships. Therefore, the current research investigated interpersonal relationships through relationship status, the quality of friendships, the susceptibility to positive (happiness, love) and negative (sadness, fear, anger) emotional contagion, and social reward. Recruited online, 389 participants between 18 and 76 years old (M = 33.61; of which 241 were female) completed self-report questionnaires assessing primary and secondary psychopathic traits, friendship, emotional contagion, and social rewards. Hierarchical multiple regression showed relationship status as a protective factor and that individuals with secondary psychopathic traits are less likely to be in a relationship. This study is the first to investigate emotional contagion with primary and secondary psychopathic traits. Emotional contagion for sadness predicted secondary psychopathic traits. Negative social potency (enjoying being cruel and antagonistic to others) predicted both primary and secondary traits. However, admiration and prosocial interactions only predicted primary psychopathic traits. Findings infer differences in maintaining relationships, regulating emotions, empathising with others through emotional contagion, and motivation to socially engage, perhaps due to each dimensions’distinct origins and manifestations. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=primary%20psychopathic%20traits" title="primary psychopathic traits">primary psychopathic traits</a>, <a href="https://publications.waset.org/abstracts/search?q=secondary%20psychopathic%20traits" title=" secondary psychopathic traits"> secondary psychopathic traits</a>, <a href="https://publications.waset.org/abstracts/search?q=interpersonal%20relationships" title=" interpersonal relationships"> interpersonal relationships</a>, <a href="https://publications.waset.org/abstracts/search?q=friendship" title=" friendship"> friendship</a>, <a href="https://publications.waset.org/abstracts/search?q=emotional%20contagion" title=" emotional contagion"> emotional contagion</a>, <a href="https://publications.waset.org/abstracts/search?q=social%20reward" title=" social reward"> social reward</a> </p> <a href="https://publications.waset.org/abstracts/149434/primary-and-secondary-psychopathic-traits-assessing-differences-in-interpersonal-relationships-through-friendship-emotional-contagion-and-social-rewards" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/149434.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">122</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">90</span> Motivating Factors and Prospects for Rural Community Involvement in Entrepreneurship: Evidence from Mantanani Island, Sabah, Malaysia</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=F.%20Fabeil%20Noor">F. Fabeil Noor</a>, <a href="https://publications.waset.org/abstracts/search?q=Roslinah%20Mahmud"> Roslinah Mahmud</a>, <a href="https://publications.waset.org/abstracts/search?q=Janice%20L.%20H.%20Nga"> Janice L. H. Nga</a>, <a href="https://publications.waset.org/abstracts/search?q=Rasid%20Mail"> Rasid Mail</a> </p> <p class="card-text"><strong>Abstract:</strong></p> In Malaysia, particularly in Sabah, the government has been promoting entrepreneurship among rural people to encourage them to earn their living by making good use of the diverse natural resources and local cultures of Sabah. Nevertheless, despite the government’s aim to encourage more local community in rural area to involve in entrepreneurship, the involvement of community in entrepreneurial activity is still low. It is crucial to identify the factors stimulate (or prevent) the involvement of rural community in Sabah in entrepreneurial activity. Therefore, this study tries to investigate the personal and contextual factors that may have impact on decision to start a business among the local community in Mantanani Island. In addition, this study also aims to identify the perceived benefits they receive from entrepreneurial activity. A structured face-to-face interview was conducted with 61 local communities in Mantanani Island. Data analysis revealed that passion, personal skills and self-confidence are the significant internal factors to entrepreneurial activity, whereas access to finance, labour and infrastructure are the significant external factors that are found to influence entrepreneurship. In terms of perceived rewards they received from taking up small business, it was found that respondents are predominantly agreed that entrepreneurship offers financial benefit than non-financial. In addition, this study also offers several suggestions for entrepreneurship development in Mantanani Island and it is hoped that this study may help the related agency to develop effective support policies in order to encourage more people in rural area to involve in entrepreneurship. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=entrepreneurship" title="entrepreneurship">entrepreneurship</a>, <a href="https://publications.waset.org/abstracts/search?q=motivation" title=" motivation"> motivation</a>, <a href="https://publications.waset.org/abstracts/search?q=perceived%20rewards" title=" perceived rewards"> perceived rewards</a>, <a href="https://publications.waset.org/abstracts/search?q=rural%20community" title=" rural community"> rural community</a> </p> <a href="https://publications.waset.org/abstracts/56804/motivating-factors-and-prospects-for-rural-community-involvement-in-entrepreneurship-evidence-from-mantanani-island-sabah-malaysia" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/56804.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">261</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">89</span> Impact of Leadership Styles on Work Motivation and Organizational Commitment among Faculty Members of Public Sector Universities in Punjab</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Wajeeha%20Shahid">Wajeeha Shahid</a> </p> <p class="card-text"><strong>Abstract:</strong></p> The study was designed to assess the impact of transformational and transactional leadership styles on work motivation and organizational commitment among faculty members of universities of Punjab. 713 faculty members were selected as sample through convenient random sampling technique. Three self-constructed questionnaires namely Leadership Styles Questionnaire (LSQ), Work Motivation Questionnaire (WMQ) and Organizational Commitment Questionnaire (OCMQ) were used as research instruments. Major objectives of the study included assessing the effect and impact of transformational and transactional leadership styles on work motivation and organizational commitment. Theoretical frame work of the study included Idealized Influence, Inspirational Motivation, Intellectual Stimulation, Individualized Consideration, Contingent Rewards and Management by Exception as independent variables and Extrinsic motivation, Intrinsic motivation, Affective commitment, Continuance commitment and Normative commitment as dependent variables. SPSS Version 21 was used to analyze and tabulate data. Cronbach's Alpha reliability, Pearson Correlation and Multiple regression analysis were applied as statistical treatments for the analysis. Results revealed that Idealized Influence correlated significantly with intrinsic motivation and Affective commitment whereas Contingent rewards had a strong positive correlation with extrinsic motivation and affective commitment. Multiple regression models revealed a variance of 85% for transformational leadership style over work motivation and organizational commitment. Whereas transactional style as a predictor manifested a variance of 79% for work motivation and 76% for organizational commitment. It was suggested that changing organizational cultures are demanding more from their leadership. All organizations need to consider transformational leadership style as an important part of their equipment in leveraging both soft and hard organizational targets. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=leadership%20styles" title="leadership styles">leadership styles</a>, <a href="https://publications.waset.org/abstracts/search?q=work%20motivation" title=" work motivation"> work motivation</a>, <a href="https://publications.waset.org/abstracts/search?q=organizational%20commitment" title=" organizational commitment"> organizational commitment</a>, <a href="https://publications.waset.org/abstracts/search?q=faculty%20member" title=" faculty member"> faculty member</a> </p> <a href="https://publications.waset.org/abstracts/49670/impact-of-leadership-styles-on-work-motivation-and-organizational-commitment-among-faculty-members-of-public-sector-universities-in-punjab" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/49670.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">308</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">88</span> Identifying and Prioritizing Critical Success Factors (Csfs) in Retaining and Developing Knowledge Workers in Oil and Gas Project–Based Companies</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Ehsan%20Samimi">Ehsan Samimi</a>, <a href="https://publications.waset.org/abstracts/search?q=Mohammaa%20Ali%20Shahosseeni"> Mohammaa Ali Shahosseeni</a>, <a href="https://publications.waset.org/abstracts/search?q=Ali%20Abasltian"> Ali Abasltian</a>, <a href="https://publications.waset.org/abstracts/search?q=Shahriar%20Shafaghi"> Shahriar Shafaghi</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Background/Objectives: Voluntary turnover and early retirement request by specialists and experienced people in project-based organizations (PBO) has caused many problems in finding suitable experts to execute the projects. Methods/Statistical analysis: The present study is a descriptive and applied research. Research population consists of KWs in oil and gas PBO. The engineers in these organizations were considered as research sample. Interviews and questionnaire were used to gather information. Interviews with experts were used to identify factors and questionnaires were utilized to identify the importance and prioritization. 72 factors were identified and categorized into 9 groups within organizational and HR initiative levels. Results: Results of the research indicate the priority of each group of factors according to the proposed model in the view of KWs in oil, gas and petrochemical industries. On this basis, the following factors have the highest effect ratio based on the respondents’ point of view: 1. knowledge management 2. Performance appraisal system 3. Communication 4.Training and development 5.Job design and analysis 6. Employment policies 7. Career planning 8. Project/organizational factors 9. Salary and rewards. Additionally, in each group the priority of effective sub-factors has been identified as the result of the research .The results support the definitions of KWs and influence of factors examined and specified by similar studies in retention and development of KWs. The high importance of knowledge management and low rank for salary and rewards can be mentioned as example in this regard. Despite the priority of each group of factors the uniqueness of the result is due to identification of effective factors in the specific industry (oil and gas) and type of organization (PBO). Conclusion/Application: The findings of present study can be used to devise plans for retaining and developing KWs in PBO especially in oil and gas industry. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=project%E2%80%93based%20organizations" title="project–based organizations">project–based organizations</a>, <a href="https://publications.waset.org/abstracts/search?q=knowledge%20workers" title=" knowledge workers"> knowledge workers</a>, <a href="https://publications.waset.org/abstracts/search?q=HR%20management" title=" HR management"> HR management</a>, <a href="https://publications.waset.org/abstracts/search?q=turnover" title=" turnover"> turnover</a>, <a href="https://publications.waset.org/abstracts/search?q=retaining%20and%20developing%20employees" title=" retaining and developing employees "> retaining and developing employees </a> </p> <a href="https://publications.waset.org/abstracts/34806/identifying-and-prioritizing-critical-success-factors-csfs-in-retaining-and-developing-knowledge-workers-in-oil-and-gas-project-based-companies" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/34806.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">290</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">87</span> Exploring the Unintended Consequences of Loyalty programs in the Gambling Sector</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Violet%20Justine%20Mtonga">Violet Justine Mtonga</a>, <a href="https://publications.waset.org/abstracts/search?q=Cecilia%20Diaz"> Cecilia Diaz</a> </p> <p class="card-text"><strong>Abstract:</strong></p> this paper explores the prevalence of loyalty programs in the UK gambling industry and their association with unintended consequences and harm amongst program members. The use of loyalty programs within the UK gambling industry has risen significantly with over 40 million cards in circulation. Some research suggests that as of 2013-2014, nearly 95% of UK consumers have at least one loyalty card with 78% being members of two or more programs, and the average household possesses ‘22 loyalty programs’, nearly half of which tend to be used actively. The core design of loyalty programs is to create a relational ‘win-win’ approach where value is jointly created between the parties involved through repetitive engagement. However, main concern about the diffusion of gambling organisations’ loyalty programs amongst consumers, might be the use by the organisations within the gambling industry to over influence customer engagement and potentially cause unintended harm. To help understand the complex phenomena of the diffusions and adaptation of the use of loyalty programs in the gambling industry, and the potential unintended outcomes, this study is theoretically underpinned by the social exchange theory of relationships entrenched in the processes of social exchanges of resources, rewards, and costs for long-term interactions and mutual benefits. Qualitative data were collected via in-depth interviews from 14 customers and 12 employees within the UK land-based gambling firms. Data were analysed using a combination of thematic and clustering analysis to help reveal and discover the emerging themes regarding the use of loyalty cards for gambling companies and exploration of subgroups within the sample. The study’s results indicate that there are different unintended consequences and harm of loyalty program engagement and usage such as maladaptive gambling behaviours, risk of compulsiveness, and loyalty programs promoting gambling from home. Furthermore, there is a strong indication of a rite of passage among loyalty program members. There is also strong evidence to support other unfavorable behaviors such as amplified gambling habits and risk-taking practices. Additionally, in pursuit of rewards, loyalty program incentives effectuate overconsumption and heighten expenditure. Overall, the primary findings of this study show that loyalty programs in the gambling industry should be designed with an ethical perspective and practice. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=gambling" title="gambling">gambling</a>, <a href="https://publications.waset.org/abstracts/search?q=loyalty%20programs" title=" loyalty programs"> loyalty programs</a>, <a href="https://publications.waset.org/abstracts/search?q=social%20exchange%20theory" title=" social exchange theory"> social exchange theory</a>, <a href="https://publications.waset.org/abstracts/search?q=unintended%20harm" title=" unintended harm"> unintended harm</a> </p> <a href="https://publications.waset.org/abstracts/152740/exploring-the-unintended-consequences-of-loyalty-programs-in-the-gambling-sector" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/152740.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">89</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">86</span> CyberSteer: Cyber-Human Approach for Safely Shaping Autonomous Robotic Behavior to Comply with Human Intention</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Vinicius%20G.%20Goecks">Vinicius G. Goecks</a>, <a href="https://publications.waset.org/abstracts/search?q=Gregory%20M.%20Gremillion"> Gregory M. Gremillion</a>, <a href="https://publications.waset.org/abstracts/search?q=William%20D.%20Nothwang"> William D. Nothwang</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Modern approaches to train intelligent agents rely on prolonged training sessions, high amounts of input data, and multiple interactions with the environment. This restricts the application of these learning algorithms in robotics and real-world applications, in which there is low tolerance to inadequate actions, interactions are expensive, and real-time processing and action are required. This paper addresses this issue introducing CyberSteer, a novel approach to efficiently design intrinsic reward functions based on human intention to guide deep reinforcement learning agents with no environment-dependent rewards. CyberSteer uses non-expert human operators for initial demonstration of a given task or desired behavior. The trajectories collected are used to train a behavior cloning deep neural network that asynchronously runs in the background and suggests actions to the deep reinforcement learning module. An intrinsic reward is computed based on the similarity between actions suggested and taken by the deep reinforcement learning algorithm commanding the agent. This intrinsic reward can also be reshaped through additional human demonstration or critique. This approach removes the need for environment-dependent or hand-engineered rewards while still being able to safely shape the behavior of autonomous robotic agents, in this case, based on human intention. CyberSteer is tested in a high-fidelity unmanned aerial vehicle simulation environment, the Microsoft AirSim. The simulated aerial robot performs collision avoidance through a clustered forest environment using forward-looking depth sensing and roll, pitch, and yaw references angle commands to the flight controller. This approach shows that the behavior of robotic systems can be shaped in a reduced amount of time when guided by a non-expert human, who is only aware of the high-level goals of the task. Decreasing the amount of training time required and increasing safety during training maneuvers will allow for faster deployment of intelligent robotic agents in dynamic real-world applications. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=human-robot%20interaction" title="human-robot interaction">human-robot interaction</a>, <a href="https://publications.waset.org/abstracts/search?q=intelligent%20robots" title=" intelligent robots"> intelligent robots</a>, <a href="https://publications.waset.org/abstracts/search?q=robot%20learning" title=" robot learning"> robot learning</a>, <a href="https://publications.waset.org/abstracts/search?q=semisupervised%20learning" title=" semisupervised learning"> semisupervised learning</a>, <a href="https://publications.waset.org/abstracts/search?q=unmanned%20aerial%20vehicles" title=" unmanned aerial vehicles"> unmanned aerial vehicles</a> </p> <a href="https://publications.waset.org/abstracts/79328/cybersteer-cyber-human-approach-for-safely-shaping-autonomous-robotic-behavior-to-comply-with-human-intention" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/79328.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">259</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">85</span> Nursing Professionals’ Perception of the Work Environment, Safety Climate and Job Satisfaction in the Brazilian Hospitals during the COVID-19 Pandemic</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Ana%20Claudia%20de%20Souza%20Costa">Ana Claudia de Souza Costa</a>, <a href="https://publications.waset.org/abstracts/search?q=Beatriz%20de%20C%C3%A1ssia%20Pinheiro%20Goulart"> Beatriz de Cássia Pinheiro Goulart</a>, <a href="https://publications.waset.org/abstracts/search?q=Karine%20de%20C%C3%A1ssia%20Cavalari"> Karine de Cássia Cavalari</a>, <a href="https://publications.waset.org/abstracts/search?q=Henrique%20Ceretta%20Oliveira"> Henrique Ceretta Oliveira</a>, <a href="https://publications.waset.org/abstracts/search?q=Edineis%20de%20Brito%20Guirardello"> Edineis de Brito Guirardello</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Background: During the COVID-19 pandemic, nursing represents the largest category of health professionals who were on the front line. Thus, investigating the practice environment and the job satisfaction of nursing professionals during the pandemic becomes fundamental since it reflects on the quality of care and the safety climate. The aim of this study was to evaluate and compare the nursing professionals' perception of the work environment, job satisfaction, and safety climate of the different hospitals and work shifts during the COVID-19 pandemic. Method: This is a cross-sectional survey with 130 nursing professionals from public, private and mixed hospitals in Brazil. For data collection, was used an electronic form containing the personal and occupational variables, work environment, job satisfaction, and safety climate. The data were analyzed using descriptive statistics and ANOVA or Kruskal-Wallis tests according to the data distribution. The distribution was evaluated by means of the Shapiro-Wilk test. The analysis was done in the SPSS 23 software, and it was considered a significance level of 5%. Results: The mean age of the participants was 35 years (±9.8), with a mean time of 6.4 years (±6.7) of working experience in the institution. Overall, the nursing professionals evaluated the work environment as favorable; they were dissatisfied with their job in terms of pay, promotion, benefits, contingent rewards, operating procedures and satisfied with coworkers, nature of work, supervision, and communication, and had a negative perception of the safety climate. When comparing the hospitals, it was found that they did not differ in their perception of the work environment and safety climate. However, they differed with regard to job satisfaction, demonstrating that nursing professionals from public hospitals were more dissatisfied with their work with regard to promotion when compared to professionals from private (p=0.02) and mixed hospitals (p< 0.01) and nursing professionals from mixed hospitals were more satisfied than those from private hospitals (p= 0.04) with regard to supervision. Participants working in night shifts had the worst perception of the work environment related to nurse participation in hospital affairs (p= 0.02), nursing foundations for quality care (p= 0.01), nurse manager ability, leadership and support (p= 0.02), safety climate (p< 0.01), job satisfaction related to contingent rewards (p= 0.04), nature of work (p= 0.03) and supervision (p< 0.01). Conclusion: The nursing professionals had a favorable perception of the environment and safety climate but differed among hospitals regarding job satisfaction for the promotion and supervision domains. There was also a difference between the participants regarding the work shifts, being the night shifts, those with the lowest scores, except for satisfaction with operational conditions. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=health%20facility%20environment" title="health facility environment">health facility environment</a>, <a href="https://publications.waset.org/abstracts/search?q=job%20satisfaction" title=" job satisfaction"> job satisfaction</a>, <a href="https://publications.waset.org/abstracts/search?q=patient%20safety" title=" patient safety"> patient safety</a>, <a href="https://publications.waset.org/abstracts/search?q=nursing" title=" nursing"> nursing</a> </p> <a href="https://publications.waset.org/abstracts/145281/nursing-professionals-perception-of-the-work-environment-safety-climate-and-job-satisfaction-in-the-brazilian-hospitals-during-the-covid-19-pandemic" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/145281.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">157</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">84</span> Improving Part-Time Instructors’ Academic Outcomes with Gamification</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Jared%20R.%20Chapman">Jared R. Chapman</a> </p> <p class="card-text"><strong>Abstract:</strong></p> This study introduces a type of motivational information system called an educational engagement information system (EEIS). An EEIS draws on principles of behavioral economics, motivation theory, and learning cognition theory to design information systems that help students want to improve their performance. This study compares academic outcomes for course sections taught by part- and full-time instructors both with and without an EEIS. Without an EEIS, students in the part-time instructor's course sections demonstrated significantly higher failure rates (a 143.8% increase) and dropout rates (a 110.4% increase) with significantly fewer students scoring a B- or higher (39.8% decrease) when compared to students in the course sections taught by a full-time instructor. It is concerning that students in the part-time instructor’s course without an EEIS had significantly lower academic outcomes, suggesting less understanding of the course content. This could impact retention and continuation in a major. With an EEIS, when comparing part- and full-time instructors, there was no significant difference in failure and dropout rates or in the number of students scoring a B- or higher in the course. In fact, with an EEIS, the failure and dropout rates were statistically identical for part- and full-time instructor courses. When using an EEIS (compared with not using an EEIS), the part-time instructor showed a 62.1% decrease in failures, a 61.4% decrease in dropouts, and a 41.7% increase in the number of students scoring a B- or higher in the course. We are unaware of other interventions that yield such large improvements in academic performance. This suggests that using an EEIS such as Delphinium may compensate for part-time instructors’ limitations of expertise, time, or rewards that can have a negative impact on students’ academic outcomes. The EEIS had only a minimal impact on failure rates (7.7% decrease) and dropout rates (18.8% decrease) for the full-time instructor. This suggests there is a ceiling effect for the improvements that an EEIS can make in student performance. This may be because experienced instructors are already doing the kinds of things that an EEIS does, such as motivating students, tracking grades, and providing feedback about progress. Additionally, full-time instructors have more time to dedicate to students outside of class than part-time instructors and more rewards for doing so. Using adjunct and other types of part-time instructors will likely remain a prevalent practice in higher education management courses. Given that using part-time instructors can have a negative impact on student graduation and persistence in a field of study, it is important to identify ways we can augment part-time instructors’ performance. We demonstrated that when part-time instructors use an EEIS, it can result in significantly lower students’ failure and dropout rates and an increase in the rate of students earning a B- or above; and bring their students’ performance to parity with the performance of students taught by a full-time instructor. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=gamification" title="gamification">gamification</a>, <a href="https://publications.waset.org/abstracts/search?q=engagement" title=" engagement"> engagement</a>, <a href="https://publications.waset.org/abstracts/search?q=motivation" title=" motivation"> motivation</a>, <a href="https://publications.waset.org/abstracts/search?q=academic%20outcomes" title=" academic outcomes"> academic outcomes</a> </p> <a href="https://publications.waset.org/abstracts/141801/improving-part-time-instructors-academic-outcomes-with-gamification" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/141801.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">69</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">83</span> Gender and Science: Is the Association Universal?</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Neelam%20Kumar">Neelam Kumar</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Science is stratified, with an unequal distribution of research facilities and rewards among scientists. Gender stratification is one of the most prevalent phenomena in the world of science. In most countries gender segregation, horizontal as well as vertical, stands out in the field of science and engineering. India is no exception. This paper aims to examine: (1) gender and science associations, historical as well as contemporary, (2) women’s enrolment and gender differences in selection of academic fields, (2) women as professional researchers, (3) career path and recognition/trajectories. The paper reveals that in recent years the gender–science relationship has changed, but is not totally free from biases. Women’s enrolment into various science disciplines has shown remarkable and steady increase in most parts of the world, including India, yet they remain underrepresented in the S&T workforce, although to a lesser degree than in the past. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=gender" title="gender">gender</a>, <a href="https://publications.waset.org/abstracts/search?q=science" title=" science"> science</a>, <a href="https://publications.waset.org/abstracts/search?q=universal" title=" universal"> universal</a>, <a href="https://publications.waset.org/abstracts/search?q=women" title=" women"> women</a> </p> <a href="https://publications.waset.org/abstracts/6797/gender-and-science-is-the-association-universal" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/6797.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">308</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">82</span> Aligning Organizational Culture and Compensation Strategies</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Giuseppe%20Maria%20Russo">Giuseppe Maria Russo</a>, <a href="https://publications.waset.org/abstracts/search?q=Patr%C3%ADcia%20Am%C3%A9lia%20Tomei"> Patrícia Amélia Tomei</a>, <a href="https://publications.waset.org/abstracts/search?q=Ant%C3%B4nio%20Linhares"> Antônio Linhares</a>, <a href="https://publications.waset.org/abstracts/search?q=Andr%C3%A9%20Moreira%20Santos"> André Moreira Santos</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Alignment between management strategies, policies and practices with organizational cultures holds great potential to meet the challenges of retaining professionals and maintaining their commitment. In this article, authors consider that when it is aligned with company strategy, compensation acts as an incentive for developing common visions within the organizational culture. This article verified the correlation between types of culture and compensation’s strategic components and provided inputs for the definition of strategies aligned with cultural typologies. We conclude that the impact of compensation variables varies according to the type of organizational culture. This result reinforces the theory that different cultures define different organizational strategies. Thus, compensation strategies may explain types of organizational culture. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=compensation" title="compensation">compensation</a>, <a href="https://publications.waset.org/abstracts/search?q=Handy%E2%80%99s%20cultural%20typology" title=" Handy’s cultural typology"> Handy’s cultural typology</a>, <a href="https://publications.waset.org/abstracts/search?q=organizational%20culture" title=" organizational culture"> organizational culture</a>, <a href="https://publications.waset.org/abstracts/search?q=rewards" title=" rewards"> rewards</a> </p> <a href="https://publications.waset.org/abstracts/35481/aligning-organizational-culture-and-compensation-strategies" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/35481.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">660</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">81</span> Human Resource Management: A Study of Human Resource Practices in 'Maharatna' Central Public Sector Enterprises in India</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Shashi%20Pingolia">Shashi Pingolia</a> </p> <p class="card-text"><strong>Abstract:</strong></p> The paper discusses best practices developed and followed by 07 'Maharatna' Central Public sector Enterprises in India. The paper begins with brief analyses of the contribution of ‘Maharatna’ companies in the growth story of India Inc. Progressively; it enlists Human Resource practices and approach of these 'Maharatna' companies in the areas such as Recruitment, Pay structure, Employee Benefits and Development, Rewards and Recognition practices, Performance Management Systems, etc. In the later part of the paper, HR factors that led some of these 'Maharatna' companies from average employers to 'Best Place at Work' are discussed in brief. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=central%20public%20sector%20enterprises%20in%20India" title="central public sector enterprises in India">central public sector enterprises in India</a>, <a href="https://publications.waset.org/abstracts/search?q=Maharatna%20companies%20in%20India" title=" Maharatna companies in India"> Maharatna companies in India</a>, <a href="https://publications.waset.org/abstracts/search?q=human%20resource%20management" title=" human resource management"> human resource management</a>, <a href="https://publications.waset.org/abstracts/search?q=best%20place%20to%20work" title=" best place to work"> best place to work</a> </p> <a href="https://publications.waset.org/abstracts/60177/human-resource-management-a-study-of-human-resource-practices-in-maharatna-central-public-sector-enterprises-in-india" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/60177.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">354</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">80</span> Understanding Sixteen Basic Desires and Modern Approaches to Agile Team Motivation: Case Study</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Anna%20Suvorova">Anna Suvorova</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Classical motivation theories hold that there are two kinds of motivation, intrinsic and extrinsic. Leaders are looking for effective motivation techniques, but frequently external influences do not work or, even worse, reduce team productivity. We see only the tip of the iceberg -human behavior. However, beneath the surface of the water are factors that directly affect our behavior -desires. Believing that employees need to be motivated, companies design a motivation system based on the principle: do it and get a reward. As a matter of fact, we all have basic desires. Everybody is motivated but to different extents. Following the principle "intrinsic motivation over extrinsic rewards", we need to create an environment that will support intrinsic motivation and potential of employees, and team, rather than individual work. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=motivation%20profile" title="motivation profile">motivation profile</a>, <a href="https://publications.waset.org/abstracts/search?q=motivation%20techniques" title=" motivation techniques"> motivation techniques</a>, <a href="https://publications.waset.org/abstracts/search?q=agile%20HR" title=" agile HR"> agile HR</a>, <a href="https://publications.waset.org/abstracts/search?q=basic%20desires" title=" basic desires"> basic desires</a>, <a href="https://publications.waset.org/abstracts/search?q=agile%20people" title=" agile people"> agile people</a>, <a href="https://publications.waset.org/abstracts/search?q=human%20behavior" title=" human behavior"> human behavior</a>, <a href="https://publications.waset.org/abstracts/search?q=people%20management" title=" people management"> people management</a> </p> <a href="https://publications.waset.org/abstracts/151066/understanding-sixteen-basic-desires-and-modern-approaches-to-agile-team-motivation-case-study" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/151066.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">112</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">79</span> Understanding the Association between Altruism, Personality, and Birth Order among Indian Young Adults</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Shruti%20Soudi">Shruti Soudi</a>, <a href="https://publications.waset.org/abstracts/search?q=Anushka%20Nayak"> Anushka Nayak</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Altruism is a voluntary helping behavior that is not motivated by rewards. The empathy-altruism hypothesis states that altruistic behavior results from empathy, a constant emotional response between the helper and the individual in need. Individual variances in familiar ways of thinking, feeling, and acting are called personalities. The personality of an individual determines their behavior. More importantly, Adler was among the first psychologists to document the importance of birth order on personality. The present study aims to understand the influence of personality and birth order on altruism. A questionnaire consisting of standardized tools to measure altruism (Hindi Self Report Altruism Scale) and personality (Big Five Personality Inventory) will aid in studying the relationship between these variables among young adults in India. A statistical analysis of the data will be completed using ANOVA and T-Test in the SPSS Software. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=altruism" title="altruism">altruism</a>, <a href="https://publications.waset.org/abstracts/search?q=personality" title=" personality"> personality</a>, <a href="https://publications.waset.org/abstracts/search?q=birth%20order" title=" birth order"> birth order</a>, <a href="https://publications.waset.org/abstracts/search?q=ANOVA" title=" ANOVA"> ANOVA</a>, <a href="https://publications.waset.org/abstracts/search?q=young%20adults" title=" young adults"> young adults</a> </p> <a href="https://publications.waset.org/abstracts/163015/understanding-the-association-between-altruism-personality-and-birth-order-among-indian-young-adults" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/163015.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">77</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">78</span> A Supervised Goal Directed Algorithm in Economical Choice Behaviour: An Actor-Critic Approach</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Keyvanl%20Yahya">Keyvanl Yahya</a> </p> <p class="card-text"><strong>Abstract:</strong></p> This paper aims to find a algorithmic structure that affords to predict and explain economic choice behaviour particularly under uncertainty (random policies) by manipulating the prevalent Actor-Critic learning method that complies with the requirements we have been entrusted ever since the field of neuroeconomics dawned on us. Whilst skimming some basics of neuroeconomics that might be relevant to our discussion, we will try to outline some of the important works which have so far been done to simulate choice making processes. Concerning neurological findings that suggest the existence of two specific functions that are executed through Basal Ganglia all the way down to sub-cortical areas, namely 'rewards' and 'beliefs', we will offer a modified version of actor/critic algorithm to shed a light on the relation between these functions and most importantly resolve what is referred to as a challenge for actor-critic algorithms, that is lack of inheritance or hierarchy which avoids the system being evolved in continuous time tasks whence the convergence might not emerge. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=neuroeconomics" title="neuroeconomics">neuroeconomics</a>, <a href="https://publications.waset.org/abstracts/search?q=choice%20behaviour" title=" choice behaviour"> choice behaviour</a>, <a href="https://publications.waset.org/abstracts/search?q=decision%20making" title=" decision making"> decision making</a>, <a href="https://publications.waset.org/abstracts/search?q=reinforcement%20learning" title=" reinforcement learning"> reinforcement learning</a>, <a href="https://publications.waset.org/abstracts/search?q=actor-critic%20algorithm" title=" actor-critic algorithm"> actor-critic algorithm</a> </p> <a href="https://publications.waset.org/abstracts/4292/a-supervised-goal-directed-algorithm-in-economical-choice-behaviour-an-actor-critic-approach" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/4292.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">397</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">77</span> Happiness, Media and Sustainability of Communities in Donkeaw, Mearim District, Chiang Mai, Thailand</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Panida%20Jongsuksomsakul">Panida Jongsuksomsakul</a> </p> <p class="card-text"><strong>Abstract:</strong></p> This study of the ‘happiness’ and ‘sustainability’ in the community of Donkeaw, Amphoe Mae Rim, Chiang Mai Province during the non-election period in Thailand, noted that their happiness levels are in the middle-average range. This was found using a mixed approach of qualitative and quantitative methods (N = 386, α = 0.05). The study explores indicators for six aspects of well-being and happiness, including, good local governance, administrative support for the health system that maintains people’s mental and physical health, environment and weather, job security and a regular income aids them in managing a sustainable lifestyle. The impact of economic security and community relationships on social and cultural capital, and the way these aspects impact on the life style of the community, affects the sustainable well-being of people. Moreover, living with transparency and participatory communication led to diverse rewards in many areas. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=communication" title="communication">communication</a>, <a href="https://publications.waset.org/abstracts/search?q=happiness" title=" happiness"> happiness</a>, <a href="https://publications.waset.org/abstracts/search?q=well-being" title=" well-being"> well-being</a>, <a href="https://publications.waset.org/abstracts/search?q=Donkeaw%20community" title=" Donkeaw community"> Donkeaw community</a>, <a href="https://publications.waset.org/abstracts/search?q=social%20and%20cultural%20capital" title=" social and cultural capital"> social and cultural capital</a> </p> <a href="https://publications.waset.org/abstracts/77713/happiness-media-and-sustainability-of-communities-in-donkeaw-mearim-district-chiang-mai-thailand" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/77713.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">234</span> </span> </div> </div> <ul class="pagination"> <li class="page-item disabled"><span class="page-link">&lsaquo;</span></li> <li class="page-item active"><span class="page-link">1</span></li> <li class="page-item"><a class="page-link" href="https://publications.waset.org/abstracts/search?q=rewards&page=2">2</a></li> <li class="page-item"><a class="page-link" href="https://publications.waset.org/abstracts/search?q=rewards&page=3">3</a></li> <li class="page-item"><a class="page-link" href="https://publications.waset.org/abstracts/search?q=rewards&page=4">4</a></li> <li class="page-item"><a class="page-link" href="https://publications.waset.org/abstracts/search?q=rewards&page=2" rel="next">&rsaquo;</a></li> </ul> </div> </main> <footer> <div id="infolinks" 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