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1
Liu, Changjiang, and Qiuping Wang. "Simulating Human Visual Perception in Tunnel Portals." Sustainability 13, no. 7 (March 27, 2021): 3741. http://dx.doi.org/10.3390/su13073741.
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To study the characteristics of light and dark adaptation in tunnel portals, and to determine the influencing factors in light–dark vision adaptation, basic tunnel lighting and linear design data were obtained. In this study, we used a light-shielded tent to simulate the dark environment of a tunnel, observe the driver recognition time for target objects during the light–dark adaptation process, and analyze the light–dark adaptation time of human vision. Based on the experimental data, we examined the relationships between age, gender, illuminance, and light and dark adaptation times, and established a model for these relationships. The experimental results show that the dark adaptation time is generally longer than the light adaptation time. The dark adaptation time is positively related to age and exhibits a cubic relationship. There is no significant correlation between the light adaptation time and age, but the overall trend is for the light adaptation time to gradually increase with increasing age. There is no correlation between gender and light and dark adaptation times, but there is a notable correlation between light and dark adaptation times and illuminance. When the illuminance ranges from 11,000 to 13,000 lux, the light and dark adaptation times are the longest.
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González-Ramírez, Mónica Teresa, and René Landero-Hernández. "Pet–Human Relationships: Dogs versus Cats." Animals 11, no. 9 (September 20, 2021): 2745. http://dx.doi.org/10.3390/ani11092745.
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The study of human–animal interactions has increased, focusing on the dog–owner relationship, leaving a lag in research on the cat–owner relationship and practically a total absence of studies that compare the dog–owner relationship with the cat-owner relationship. Therefore, the objective of the present study was to make this comparison based on the perception of people living with both dogs and cats, considering interaction, emotional closeness, and perceived cost of the relationship. A total of 132 residents in Mexico participated. To evaluate the pet–human relationship, the dog and cat versions of the Monash dog owner relationship scale were used, thus obtaining comparable scores for the relationship with dogs and cats. Based on what the owners reported, significant differences were found. Relationships with cats were better than relationships with dogs, a finding that was confirmed when comparing male dogs and cats and when comparing female dogs and cats. It was concluded that relationships with cats are better because the perceived cost of such a relationship is lower. However, emotional closeness is greater with dogs than with cats.
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Welsh, Elizabeth Torney, and Erica W. Diehn. "Mentoring and gender: perception is not reality." Career Development International 23, no. 4 (August 13, 2018): 346–59. http://dx.doi.org/10.1108/cdi-11-2017-0198.
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Purpose The purpose of this paper is to explore whether the disconnect between mentoring theory, which posits that women receive less workplace mentoring than men, and empirical results, which have found that women report equivalent or more mentoring received than men, is due to differences in perception rather than in actual mentoring provided. Design/methodology/approach Using an MTurk sample of working adults (n=251), a 2 (protégé/participant gender: male/female) × 2 (mentor gender: male/female) × 3 (amount of mentoring: high/medium/low) between-subjects experimental design was tested. This approach held relationship characteristics constant, allowing for an examination of the role of gender in mentoring perceptions. Findings Gender was associated with the way protégés viewed a mentoring relationship and their reports of mentoring received. When identical relationships were described, women were more likely than men to identify a senior colleague as a mentor, and protégés in heterogeneous gender mentoring relationships reported more mentoring received than those in homogeneous gender relationships. Research limitations/implications When examining mentoring, perceptual differences need to be considered before drawing conclusions. Practical implications This study calls into question findings of equivalent mentoring – refocusing attention on the importance of informal mentoring for improving women’s workplace outcomes. Originality/value Using an experimental design that holds relationship characteristics constant, this study is able to examine whether perceptions of mentoring are affected by gender. No study has previously done so, and results from the current study help to explain why there has been a disconnect between theory and empirical results.
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Moscoso, Paola, Mika Peck, and Alice Eldridge. "Emotional associations with soundscape reflect human-environment relationships." Journal of Ecoacoustics 2, no. 1 (January 10, 2018): 1. http://dx.doi.org/10.22261/jea.ylfj6q.
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In line with the development of socio-ecological perspectives in conservation science, there is increasing interest in the role of soundscape perception in understanding human-environment interactions; the impact of natural soundscapes on human wellbeing is also increasingly recognized. However, research to date has focused on preferences and attitudes to western, urban locations. This study investigated individual emotional associations with local soundscape for three social groups living in areas with distinct degrees of urbanization, from pristine forest and pre-urban landscapes in Ecuador, to urban environments in UK and USA. Participants described sounds that they associated with a range of emotions, both positive and negative, which were categorized according to an adapted version of Schafer’s sound classification scheme. Analyses included a description of the sound types occurring in each environment, an evaluation of the associations between sound types and emotions across social groups, and the elaboration of a soundscape perception map. Statistical analyses revealed that the distribution of sound types differed between groups, reflecting essential traits of each soundscape, and tracing the gradient of urbanization. However, some associations were universal: Natural Sounds were primarily associated with positive emotions, whereas Mechanical and Industrial Sounds were linked to negative emotions. Within non-urban environments, natural sounds were associated with a much wider range of emotions. Our analyses suggest that Natural Sounds could be considered as valuable natural resources that promotes human wellbeing. Special attention is required within these endangered forest locations, which should be classified as a “threatened soundscapes,” as well as “threatened ecosystems,” as we begin to understand the role of soundscape for the wellbeing of the local communities. The methodology presented in this article offers a fast, cheap tool for identifying reactions towards landscape modification and identifying sounds of social relevance. The potential contribution of soundscape perception within the current conservation approaches is discussed.
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Ren, Ting, Ruolian Fang, and Zhen Yang. "The impact of pay-for-performance perception and pay level satisfaction on employee work attitudes and extra-role behaviors." Journal of Chinese Human Resource Management 8, no. 2 (October 9, 2017): 94–113. http://dx.doi.org/10.1108/jchrm-06-2015-0012.
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Purpose This paper aims to investigate the impact of pay-for-performance (PFP) perception and pay level satisfaction on work attitudes (job satisfaction, turnover intention and affective commitment) and extra-role behaviors (discretionary effort and interpersonal helping), and further, how three aspects of conditional factors – intrinsic motivation, leader–member exchange (LMX) and perceived organizational support (POS) – moderate the main-effect relationships. Design/methodology/approach The study was conducted at a Chinese private-owned company in the beauty industry, and a survey was conducted with the frontline employees in each office, asking information about their perceptions and attitudes toward the PFP scheme implemented in the company, work attitudes and performance, individual characteristics and their perceptions of group and organizational characteristics. Findings Results show that PFP perception and pay level satisfaction are significant predictors of work attitudes and extra-role behaviors. Further, depending on the specific work outcome examined, the three conditioning factors are found to strengthen the hypothesized main-effect relationships. The findings of the study have important theoretical and practical implications for the implementation of PFP schemes in organizations. Originality/value The findings contribute to the scholarship on PFP schemes in two ways. First, the findings show that PFP perception and pay level satisfaction are important for understanding employee work attitudes and extra-role behaviors. Second, the investigation of the moderating roles that intrinsic motivation, LMX and POS play in the relationships of PFP perception and pay level satisfaction with the work outcomes provides evidence to the limited understanding about the conditions that may strengthen or weaken the effectiveness of PFP schemes.
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Wang, Yingxu, Shushma Patel, and Dilip Patel. "The Cognitive Process and Formal Models of Human Attentions." International Journal of Software Science and Computational Intelligence 5, no. 1 (January 2013): 32–50. http://dx.doi.org/10.4018/ijssci.2013010103.
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Attention is a complex mental function of humans in order to capture and serve the basic senses of vision, hearing, touch, smell, and taste, as well as internal motivations and perceptions. This paper presents a formal model and a cognitive process for rigorously explaining human attentions. Cognitive foundations of attentions and their relationships with consciousness and other perception processes are explored. The closed loop of attentions is identified that encompasses event capture and behavior reaction. Events for attention are classified into the categories of external stimuli and internal motivations. Behaviors as corresponding responses of attentions encompass recurrent, temporary, and reflex actions. Mathematical models of attentions are created as a foundation for rigorously describing the cognitive process of attentions in denotational mathematics. A wide range of applications of the unified attention model are identified in cognitive informatics, cognitive computing, and computational intelligence toward the mimic and simulation of human attention and perception in cognitive computers, cognitive robotics, and cognitive systems.
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Berthon, P. R., L. F. Pitt, and M. H. Morris. "External And Internal Customer Managers: Differences In Perception And Decision-Making In The Marketing And Human Resource Dyad." Journal of Applied Business Research (JABR) 12, no. 1 (September 12, 2011): 77. http://dx.doi.org/10.19030/jabr.v12i1.5840.
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Interfunctional relations and their implications for organizational effectiveness is increasingly becoming a major strategic issue. Marketing and human resources (HR) are concerned with building relationships; marketing is the function charged with managing relationships with external customer, whilst HR is the function obligated to the task of managing relationships internally. Indeed, there seems to have been a certain crossover between these functions as issues such as internal marketing (cf. George 1990) and the marketing of the HR function (cf. Price 1993) have received attention of late. This article explores the Marketing-HR dyad from the perspective of problem perception. How a problem is perceived determines to a substantial degree the subsequent course of problem solving action. The concept of decision-making context is introduced as the ratio of problem types encountered. To differentiate managers on an individual level the construct of perception type is expounded. The study finds significant differences in perceptions between the marketing and HR, and between different perception types. It is argued that a better understanding of the differences in the decision-making processes between key functions is essential if the hope of enhancing organizational effectiveness through inter-functional cooperation is not to remain an elusive Shangri-La.
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Neyraud, Eric, Olivier Palicki, Camille Schwartz, Sophie Nicklaus, and Gilles Feron. "Variability of human saliva composition: Possible relationships with fat perception and liking." Archives of Oral Biology 57, no. 5 (May 2012): 556–66. http://dx.doi.org/10.1016/j.archoralbio.2011.09.016.
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d’Angelo, Danila, Andrea Chirico, Luigi Sacchettino, Federica Manunta, Maurizio Martucci, Anna Cestaro, Luigi Avallone, Antonio Giordano, and Francesca Ciani. "Human-Dog Relationship during the First COVID-19 Lockdown in Italy." Animals 11, no. 8 (August 7, 2021): 2335. http://dx.doi.org/10.3390/ani11082335.
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The SARS-CoV2 pandemic forced an abrupt interruption of social contacts and interpersonal affective relationships all over the world, according to national directives. Many considerable inconveniences occurred with important repercussions also on the emotional state of people and their pets. We carried out a national survey to evaluate the human-dog relationship in a social isolation context using an adapted version of Monash Dog Owner Relationship Scale, the perception of the dogs’ discomfort by their human owners, and the resilience of the dog through the quantification of symptoms, in time of the first lockdown of the COVID-19 pandemic. The results highlighted that the human-dog interaction was similar during quarantine; however, there was lower owner’s perception of a dog’s cost during the quarantine than before it.
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Lyons, Brian D., Robert H. Moorman, and Brittany K. Mercado. "Normalizing mistreatment? Investigating Dark Triad, LMX, and abuse." Leadership & Organization Development Journal 40, no. 3 (May 13, 2019): 369–80. http://dx.doi.org/10.1108/lodj-11-2018-0408.
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Purpose Given that many subordinates work for leaders who mistreat them, the purpose of this paper is to examine whether leader–member exchange (LMX) influences the relationship between leaders’ dark triad (DT) traits and follower perceptions of abusive supervision. Drawing on theories of idiosyncratic and deviance credits, the authors posit that high LMX weakens the positive relationship between leaders’ DT traits and the perception of abusive supervision. Design/methodology/approach Data were collected from 326 full-time employees. A moderated regression was performed to determine whether high LMX weakened the relationships between each DT trait (Machiavellianism, narcissism and psychopathy) and the perception of abusive supervision. Findings Results suggested that high LMX indeed weakened the positive relationships between two leader DT traits – narcissism and psychopathy – and the occurrence of abusive supervision. Hence, employees who perceived their LMX relationship to be high were less likely to report the occurrence of abusive supervision when their leader was also perceived to be high in narcissism or psychopathy. A post hoc analysis suggested different results for mixed-sex dyads. Practical implications The present study suggests a potential strategy for reducing the detrimental effects of a DT leader, namely, forming a high-quality relationship between leader and follower. Originality/value This study addresses the call for more research into the boundary conditions under which leader characteristics may affect followers. Drawing on past research that treats LMX as a boundary condition, the authors frame LMX as an important buffer between DT leader characteristics and the perception of abusive supervision. Results suggest a potential exchange of deviance credits in cases where LMX is high rather than low.
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Amanor-Boadu, Vincent, and S. Starbird. "In search of anonymity in supply chains." Journal on Chain and Network Science 5, no. 1 (June 1, 2005): 5–16. http://dx.doi.org/10.3920/jcns2005.x050.
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Enforcing compliance standards in supply chains using inspection and other traditional mechanisms may exacerbate the non-compliance effort by those who see these mechanisms as evidence of power imbalance in the relationship. The easier it is for anonymity to exist in supply chain relationships, the greater the incentive for non-compliance, thus creating value for anonymity. We argue that total chain performance can be enhanced by designing and operating supply chains in ways that provided enduring positive signals from the environment to minimize adverse perceptions of powerlessness, coercion and unfairness and increase members' perception of their identity with the organisation. We also explore the interaction between these perception factors and the human factors of opportunism, bounded rationality and risk aversion on the one hand and the environmental factors on the other.
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Han, Shuai, Izhar Mithal Jiskani, Yue Li, Zhen Liu, and Jueli Yin. "Deteriorated and Dislocated Multiple Organizational Relationships: An Investigation of Chinese Rock Burst Prone Coal Mines." Shock and Vibration 2021 (September 8, 2021): 1–14. http://dx.doi.org/10.1155/2021/8434222.
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This study explores the multiple organizational relationships between frontline miners, managers, and supervisors to reveal the human organizational risks of coal mine safety and health management. Data were collected from six high-risk rock burst underground mining companies operating in western, central, north-eastern, and south-eastern regions of China. A total of 1105 respondents from the three core groups were investigated. Descriptive statistics and paired test methods were used to empirically analyze the deteriorated and dislocated relationships between multiple roles. The specific conclusions are as follows: (1) Miners’ perception of relationship quality is the lowest, and the managers’ perception of relationship quality is the highest. (2) “Closeness” relationship is expressed among peer colleagues for all multiple roles. (3) The deteriorated relation rate of miners averagely reached 19.67%, and that of supervisors averagely reached 17.63%, thereby mostly reaching 27.8% for miners with regard to supervisors. (4) The workers in high positions easily have a phenomenon of “overestimated confidence” in the perception of dislocated relationships, and the “miners-supervisors” and “supervisors-manager” dual-core contradiction have obviously been emerging. (5) The valuable, harmonious, and extent degree are relatively lowest in all relationship items.
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Villanueva-Flores, Mercedes, Ramón Valle-Cabrera, and Mar Bornay-Barrachina. "Career development and individuals with physical disabilities." Career Development International 19, no. 2 (May 6, 2014): 222–43. http://dx.doi.org/10.1108/cdi-02-2013-0022.
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Purpose – Few studies have focussed on the situation of employees with physical disabilities from the perspective of human resources management – in particular on the career development expectations of this group. The purpose of this paper is to meet this need by focussing on individuals with physical disabilities in Andalusia (Spain). It analyzes three key aspects: whether the perception of discrimination is related to the perception of inequity due to their disabilities, with this relationship being moderated by gender; whether these perceptions of inequality and discrimination lead to feelings of dissatisfaction with the employing organization; and whether the perception of discrimination mediates the relationship between perceived inequity and job dissatisfaction. Design/methodology/approach – Using the theoretical framework of organizational justice, regression analysis is applied to test the hypotheses in a population of 459 employed people with physical disabilities. Findings – The results show that perceived discrimination is due to perceived inequity when peers who do not have a disability are used as comparative reference; however, this relationship is not moderated by gender. These perceptions of inequity and discrimination cause individuals to feel dissatisfaction in organizations, and a mediating effect is found for the perception of discrimination in professional development opportunities. The control variables considered, age and education, are not significant in the relationships studied. Originality/value – An original and valued model is proposed to explain job dissatisfaction among employees with physical disabilities and the possibility of perceiving a dual disadvantage, in their possibilities for professional development. The model links together three variables that have not previously been linked all together in the literature – perceived inequity, perceived discrimination on the grounds of disability, and dissatisfaction – highlighting that perceived discrimination on the grounds of disability mediates the relationship between perceived inequity and dissatisfaction. This model can also examine whether a dual disadvantage is perceived owing to an individual's being a woman and having a disability, considering gender as a variable that moderates the relationship between perceived inequity and perceived discrimination on the grounds of disability.
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Hatjidis, Dimitrios, and Andrew Parker. "The relationship between universal network perceptions and dyadic network perceptions and their effect on employees’ behavioral reactions to organizational change." Journal of Organizational Change Management 30, no. 7 (November 13, 2017): 1030–43. http://dx.doi.org/10.1108/jocm-05-2016-0106.
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Purpose The purpose of this paper is to examine empirically the relationships formed between the universal network quality perceptions and the dyadic network quality perceptions that an individual formulate through social ties at work and their effect on behavioral reaction toward organizational change. Design/methodology/approach The data were collected from 91 full-time hotel employees through a self-report survey. Using regression models and mediation method three hypotheses referring to the relationship between the universal and the dyadic perceptions as well as the indirect effect of the dyadic network perception on behavioral reactions to change, through universal network perceptions, are tested. Findings The results show that universal network perception has a positive association with an individual’s behavior toward change, while the authors’ dyadic network perception hypothesis is not supported. Additional results highlight the indirect effect of dyadic network perception on behavioral reactions to change through universal network perceptions. Research limitations/implications Owing to the nature of the study, the inferences of causality might not be that strong as the authors’ findings are limited to the fact that the outcome variable is the behavioral intention toward a hypothetical organizational change rather than an actual change. Practical implications Although both types of perceptions are needed in affecting behavioral intentions, the universal network perceptions are the ones that need to be considered as indicators of the need for proactive non-conventional management planning with regard to the human element of change management. Originality/value The principal contribution of this study is that it brings greater clarity to how tie quality perceptions are constructed and their impact on employees’ behavior toward organizational change.
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Bell, Martin. "Climate change, extreme weather events and issues of human perception." Archaeological Dialogues 19, no. 1 (April 24, 2012): 42–46. http://dx.doi.org/10.1017/s1380203812000050.
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The central proposition of Toby Pillatt is that in developing an understanding of past human affairs weather is as important as, or more so than, climate. Climate may be simply defined as average weather, whilst weather is the day-to-day occurrence of atmospheric phenomena which impact in perceptible ways on people's lives. The general proposition is sound enough; the challenges come in implementing these ideas in ways which advance our understanding of past people–environment relationships.
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Oftedal, Line Kollerup, and Jes Lynning Harfeld. "The Relevance of Shame in Dog-Human Relationships." Journal of Applied Animal Ethics Research 2, no. 1 (October 17, 2019): 101–24. http://dx.doi.org/10.1163/25889567-12340019.
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Abstract The general claim behind the use of psychiatric service dogs is that the dogs, given their individual training, can provide a bigger sense of independency and safety for people struggling with mental health issues such as PTSD. Struggling with these types of mental health issues is thought to be associated with a self-undermining feeling of shame that, in turn, reinforces the mental health issue in question. This particular experience is, we believe, not present, or present in only a limited sense, in a positive emotional relationship with a dog. Thus, understanding the phenomenon of shame and its influence on the dog-human relationship may help us understand why such a relationship can be beneficiary to people struggling with PTSD and possibly a variety of other mental health issues. The concept of shame is most suitably thought of as a social and relational phenomenon. That is, as an emotion elicited by others and related to certain societal and cultural standards, ideals and norms. Shame is experienced as a painful emotion that negatively affects our self-perception and includes the risk of producing a self-undermining shame that can lead to social withdrawal and a continuous vicious circle of shame. In this article we address these psychological phenomena from within a philosophical framework, and we argue that a positive relationship between a dog and a human can provide a valuable social space in which shame becomes less present. Such a social space necessitates the presence of a connection between relational beings—i.e., beings with advanced mental and emotional capacities. Thus, we argue that the understanding of any dog-human relationship must include an approach beyond the somewhat still existing confines of objective natural science and its implied skepticism and agnosticism towards animal mind. We introduce an approach to dog life and dog-human relationships inspired by phenomenology. This approach enables an understanding of the dog as a bodily being, who lives in and experiences the world around her in co-existence with relevant similar others, including humans. We argue that such an approach is a sound way of trying to understand dog-human relationships and provides a key to a better understanding of the concept of shame in connection with such relationships.
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Varma, Arup, Ivana Zilic, Anastasia Katou, Branimir Blajic, and Nenad Jukic. "Supervisor-subordinate relationships and employee performance appraisals: a multi-source investigation in Croatia." Employee Relations: The International Journal 43, no. 1 (September 21, 2020): 45–62. http://dx.doi.org/10.1108/er-06-2019-0248.
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PurposeThe purpose of this paper is to empirically examine supervisor-subordinate relationships and their impact on performance appraisal in Croatia. Specifically, we were interested in examining how supervisor-subordinate relationships impact subordinate perceptions of performance evaluation and the subordinate's reactions to the performance evaluation.Design/methodology/approachThis paper uses matched data from a sample of supervisors and subordinates (n = 53) in a leading organization in the hospitality industry in Croatia, as well as objective performance appraisal data to examine the impact of supervisor-subordinate relationships on subordinate reactions to performance appraisal.FindingsThe key findings of this study include (1) supervisor trustworthiness determines the quality of their relationship with subordinates and leads to interpersonal liking, and (2) supervisor-subordinate relationship quality has a significant impact on subordinate reactions to performance appraisal process and outcomes.Research limitations/implicationsThe overall sample size (n = 53) of this study is small, and limits our ability to make generalizations beyond a point. Also, since the sample included only Croatian individuals, the findings maybe an artifact of the fact that they all hold similar values. Future studies should examine these relationships in supervisor-subordinate dyads comprised of individuals of different cultural backgrounds.Practical implicationsSupervisors should attempt to have high quality relationships with most, if not all, subordinates, as this would lead to higher acceptance of the performance appraisal process, which can impact future performance. Also, trustworthiness is closely related to the subordinate's perception of the quality of relationship he/she shares with the supervisor.Originality/valueThis is the first known paper to empirically study performance appraisal processes and relationships in Croatia, which also included both supervisor and subordinate perspectives.
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Chang, Hsin Hsin, Po Wen Fang, and Chien Hao Huang. "The Impact of On-Line Consumer Reviews on Value Perception." Journal of Organizational and End User Computing 27, no. 2 (April 2015): 32–57. http://dx.doi.org/10.4018/joeuc.2015040102.
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This study combines the dual-process theory (DPT) and the uncertainty reduction theory (URT) to examine how on-line consumer reviews affect consumer uncertainty reduction and value perceptions in order to understand whether consumer attitudes will be influenced by on-line consumer reviews and if relationships are built between consumers and companies as a result. The results indicated that argument quality, recommendation sidedness, source credibility, confirmation of prior beliefs, and recommendation ratings have a positive effect on the uncertainty reduction of consumers towards the businesses under consideration. Since uncertainty reduction has an effect on value perception, this study suggests that companies provide on-line consumer reviews on their websites to increase consumer uncertainty reduction and to improve consumer value perception of their companies.
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Roussin, Christopher Jay. "Age differences in the perception of new co-worker benevolence." Journal of Managerial Psychology 30, no. 1 (February 9, 2015): 71–86. http://dx.doi.org/10.1108/jmp-07-2014-0214.
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Purpose – Large numbers of older workers are remaining in the global workforce, raising questions concerning age-related differences in perception and behavior. The purpose of this paper is to examine the interplay between employee age, gender and ethnicity on benevolence perceptions of new co-workers. Design/methodology/approach – Data were obtained through scenario methods from a sample of 215 full-time, team-based employees across nine North American business organizations. Participants evaluated three provocative scenarios depicting initial meetings with new colleagues. Findings – Workers of greater age perceived significantly less benevolence in all three scenarios. In evaluating a new boss, women perceived lower benevolence than men, and gender moderated the relationship between age and perceived benevolence, where aging was associated with significantly lower levels of perceived benevolence only among men. Research limitations/implications – Deeper understandings are needed concerning the behavioral and cognitive mechanisms related to age and workplace perceptions. Practical implications – Older employees, guided by experience, are skeptical of the intentions of a wide variety of newly acquainted colleagues, signaling organizational leaders to customize behaviors and develop programs to encourage awareness and positive relationships across age- and gender-diverse employee groups. Originality/value – This research uniquely explores age influences, and interactions with gender and ethnicity, on benevolence perceptions of diverse new coworkers. The results are robust, considering that age was related to lower benevolence perception across three disparate scenario interpretations.
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Zukhri, Nizwan, Sri Rahayu, Hidayati Hidayati, and Erita Rosalina. "Intellectual Capital in Customer’s Perception of Sharia Banking in Pangkalpinang." Society 9, no. 1 (May 31, 2021): 72–82. http://dx.doi.org/10.33019/society.v9i1.245.
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This study investigates the influence of intellectual capital with the dimensions of Human Assets (HC), Structural Capital (SC), and Relationships (RC) on banking performance in the perceptions of customers on Syariah Bank in Pangkalpinang. The choice of method in this research is quantitative with the target of five Sharia banks in Pangkalpinang, namely Bank Syariah Mandiri, BRI Syariah, Bank SumselBabel Syariah, and Bank Muamalat. There were 20 questionnaires distributed in each Sharia bank. The measuring instrument used to calculate the variables is Structure Equation Modeling (SEM). The path coefficient value data processing or path coefficient bootstrapping analysis with the direction of the relationship obtained the human asset variable (HC) results, showing a positive number of 0.361. The structural capital variable (SC) shows a positive number of 0.436, the human asset variable (HC), and the capital variable structural (SC) has a positive effect on banking performance. For the relation variable (RC), the original value showed a positive number of 0.076. The t-statistic value was smaller than the t-value, 0.704 <1.96 so that the relationship variable had no positive effect on banking performance.
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Chapman, Meredith, Matthew Thomas, and Kirrilly Thompson. "What People Really Think About Safety around Horses: The Relationship between Risk Perception, Values and Safety Behaviours." Animals 10, no. 12 (November 26, 2020): 2222. http://dx.doi.org/10.3390/ani10122222.
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The equestrian industry reports high rates of serious injuries, illness and fatalities when compared to other high-risk sports and work environments. To address these ongoing safety concerns, a greater understanding of the relationship between human risk perception, values and safety behaviours is required. This paper presents results from an international survey that explored relationships between a respondents’ willingness to take risk during daily activities along with, their perceptions of risk and behaviours during horse-related interactions. Respondents’ comments around risk management principles and safety-first inspirations were also analysed. We examined what humans think about hazardous situations or activities and how they managed risk with suitable controls. Analysis identified three important findings. First, safe behaviours around horses were associated with safety training (formal and/or informal). Second, unsafe behaviours around horses were associated with higher levels of equestrian experience as well as income from horse-related work. Finally, findings revealed a general acceptance of danger and imminent injury during horse interactions. This may explain why some respondents de-emphasised or ‘talked-down’ the importance of safety-first principles. In this paper we predominantly reported quantitative findings of respondents self-reported safety behaviours, general and horse-related risk perceptions despite injury or illness. We discussed the benefits of improved safety-first principles like training, risk assessments, rider-horse match with enriched safety communications to enhance risk-mitigation during human–horse interactions.
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López-Fernández, Macarena, Pedro M. Romero-Fernández, and Ina Aust. "Socially Responsible Human Resource Management and Employee Perception: The Influence of Manager and Line Managers." Sustainability 10, no. 12 (December 5, 2018): 4614. http://dx.doi.org/10.3390/su10124614.
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The aim of this article is to contribute to understanding the importance of considering the effect of employees’ perceptions of Socially Responsible Human Resource Management (SR-HRM) on employee commitment. Results, applied to different levels of the organization (HR managers, line managers and employees) show, on one hand, that there is a relationship between a SR-HRM and employee commitment, and on the other hand, that employees’ perceptions have an influence on the extent to which these relationships are developed. HR managers and line managers perceived SR-HRM in a similar way and line managers and non-managerial employees generally did too. The frequency with which line managers disagree with employees’ perceptions about socially responsible practices was low. Suggestions for HRM practice and future research are provided.
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Conte, Caroline, Martin Ebeling, Anne Marcuz, Patrick Nef, and Pedro J. Andres-Barquin. "Evolutionary relationships of the Tas2r receptor gene families in mouse and human." Physiological Genomics 14, no. 1 (June 24, 2003): 73–82. http://dx.doi.org/10.1152/physiolgenomics.00060.2003.
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The early molecular events in the perception of bitter taste start with the binding of specific water-soluble molecules to G protein-coupled receptors (GPCRs) encoded by the Tas2r family of taste receptor genes. The identification of the complete TAS2R receptor family repertoire in mouse and a comparative study of the Tas2r gene families in mouse and human might help to better understand bitter taste perception. We have identified, cloned, and characterized 13 new mouse Tas2r sequences, 9 of which encode putative functional bitter taste receptors. The encoded proteins are between 293 and 333 amino acids long and share between 18% and 54% sequence identity with other mouse TAS2R proteins. Including the 13 sequences identified, the mouse Tas2r family contains ∼30% more genes and 60% fewer pseudogenes than the human TAS2R family. Sequence and phylogenetic analyses of the proteins encoded by all mouse and human Tas2r genes indicate that TAS2R proteins present a lower degree of sequence conservation in mouse than in human and suggest a classification in five groups that may reflect a specialization in their functional activity to detect bitter compounds. Tas2r genes are organized in clusters in both mouse and human genomes, and an analysis of these clusters and phylogenetic analyses indicates that the five TAS2R protein groups were present prior to the divergence of the primate and rodent lineages. However, differences in subsequent evolutionary processes, including local duplications, interchromosomal duplications, divergence, and deletions, gave rise to species-specific sequences and shaped the diversity of the current TAS2R receptor families during mouse and human evolution.
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Stéphane, Beugre Zouankouan. "Perception, visibility and invisibility in Ralph Ellison’s Invisible Man." International journal of linguistics, literature and culture 6, no. 3 (April 21, 2020): 18–35. http://dx.doi.org/10.21744/ijllc.v6n3.892.
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This study analyses three essential motifs which are perception, visibility and invisibility and how their relationships determine and legislate the interracial relationships between whites and blacks in Ralph Ellison’s novel, INVISIBLE MAN. Through insightful analysis, this paper aims to show how from a visible status in existence, the perception that white people have about black people transforms this visibility into an invisible status both in human existence and society and namely in the white American society. And also it aims to clear out how this metamorphosis of black people from visibility to invisibility at first based on white people's perception, is principally based and due to their color of skin, and to another “Blackness” of Black people or African-Americans color of skin. Creating a real problem of existence and identity for black people through the question: “do I exist?”, the refusal of such perception and invisibility constructed by racism, stereotypes, prejudices and the concept of white people superiority will oblige black people to struggle for their visibility, their true existence, their identity and recognition by white people as an equal human being.
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Rusbult, Caryl E., Madoka Kumashiro, Shevaun L. Stocker, Jeffrey L. Kirchner, Eli J. Finkel, and Michael K. Coolsen. "Self processes in interdependent relationships." Interaction Studies 6, no. 3 (November 1, 2005): 375–91. http://dx.doi.org/10.1075/is.6.3.05rus.
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This essay reviews theory and research regarding the “Michelangelo phenomenon,” which describes the manner in which close partners shape one another’s dispositions, values, and behavioral tendencies. Individuals are more likely to exhibit movement toward their ideal selves to the degree that their partners exhibit affirming perception and behavior; exhibiting confidence in the self’s capacity and enacting behaviors that elicit key features of the self’s ideal. In turn, movement towards the ideal self yields enhanced personal well-being and couple well-being. We review empirical evidence regarding this phenomenon and discuss self and partner variables that contribute to the process.
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Schmidt, Susanne, Gerd Bruder, and Frank Steinicke. "Depth Perception and Manipulation in Projection-Based Spatial Augmented Reality." PRESENCE: Virtual and Augmented Reality 27, no. 2 (February 2020): 242–56. http://dx.doi.org/10.1162/pres_a_00329.
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Spatial augmented reality (SAR) technology allows one to change the appearance of objects by projecting directly onto their surface without the requirement of wearing glasses, and therefore can be used in many practical applications. In this article, we present a human–subject study, which investigates the research question whether it is possible to use SAR to change one's perception of depth and spatial relationships among objects and humans in a real-world environment. Such projected illusions could open up new possibilities, for example, supporting people who suffer from poor depth perception by compensating distance and size misperceptions. We present three monoscopic projection-based techniques that we adapted from visual arts: (i) color temperature, (ii) luminance contrast, and (iii) blur, and show that each of them can significantly change depth perception, even in a real-world environment when displayed with other distance cues. We discuss practical implications and individual differences in the perception of depth between observers, and we outline future directions to influence and improve human depth perception in the real world.
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Chang, Kirk, Bang Nguyen, Kuo-Tai Cheng, Chien-Chih Kuo, and Iling Lee. "HR practice, organisational commitment & citizenship behaviour." Employee Relations 38, no. 6 (October 3, 2016): 907–26. http://dx.doi.org/10.1108/er-12-2015-0218.
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Purpose The purpose of this paper is to examine the relationships between HR practice (four aspects), organisational commitment and citizenship behaviour at primary schools in Taiwan. The four human resource (HR) aspects include: recruitment and placement (RP), teaching, education and career (TEC) development, support, communication and retention (SCR), and performance and appraisal (PA). Design/methodology/approach With the assistance from the school HR managers and using an anti-common method variance strategy, research data from 568 incumbent teachers in Taiwan are collected, analysed and evaluated. Findings Different from prior studies, highlighting the merits of HR practice, the study discovers that HR practice may not necessarily contribute to citizenship behaviour. Teachers with positive perceptions of RP and TEC are more likely to demonstrate citizenship behaviour, whereas teachers with positive perceptions of SCR and PA are not. In addition, the study finds three moderators: affective organisational commitment (AOC), rank of positions, and campus size. The analysis shows that teachers with more AOC, higher positions and from smaller campus are more likely to demonstrate organisational citizenship behaviour (OCB). Originality/value The study provides a closer look at the HR-OCB relationship in Taiwan. It reveals that a positive perception of HR practice may not necessarily contribute to OCB occurrence. In addition, the results indicate that teachers have different views about varying HR aspects. Specifically, aspects of RP and TEC development receive relatively higher levels of positive perception, whereas aspects of SCR and PA receive relatively lower levels of positive perception. Questions arise as to whether HR practice may lead to more OCB at primary schools. If this statement is true, school managers shall think further of how to promote OCB using other policies, rather than relying on the HR practice investigated here.
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Najder-Stefaniak, Krystyna. "Value of an Encounter from an Ethical Perspective." ETHICS IN PROGRESS 5, no. 1 (February 1, 2014): 113–22. http://dx.doi.org/10.14746/eip.2014.1.7.
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This article investigates the relationship between the possibilities of actualizing our encounters and the openness of human space. It describes various types of encounters and shows the correlations between the perception of difference and the inclination to contravene certain encounters. The effects of encounters based on antagonistic, complementary, dialectic, and synergistic thinking are explored in a way that helps to better understand the aims and consequences of encounters actualized in diverse frameworks of dialogue. Further, the impact of paradigms of reasoning on how the value of meetings is understood is described. The results of the modern perception of relationships in the subject-object scheme and in the ecosystem paradigm are presented. The latter allows for recognition that encounters can facilitate creative activity by expanding human space.
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Mazzetti, Greta, Wilmar B. Schaufeli, Dina Guglielmi, and Marco Depolo. "Overwork climate scale: psychometric properties and relationships with working hard." Journal of Managerial Psychology 31, no. 4 (May 9, 2016): 880–96. http://dx.doi.org/10.1108/jmp-03-2014-0100.
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Purpose – The purpose of this paper is to evaluate whether employees’ tendency to work excessive hours is motivated by the perception of a work environment that encourages overwork (overwork climate). Thus, this study introduces a self-report questionnaire aimed at assessing the perception of a psychological climate for overwork in the workplace. Design/methodology/approach – In Study 1, the overwork climate scale (OWCS) was developed and evaluated using principal component analysis (n=395) and confirmatory factor analysis (n=396). In Study 2, the total sample (n=791) was used to explore the association of the overwork climate with opposite types of working hard (work engagement and workaholism). Findings – Two overwork climate dimensions were distinguished, namely, overwork endorsement and lacking overwork rewards. The lack of overwork rewards was negatively associated with engagement, whereas workaholism showed a strong positive association with overwork endorsement. These relationships remained significant after controlling for the impact of psychological job demands. Research limitations/implications – The findings rely on self-report data and a cross-sectional design. Practical implications – The perception of a work environment that encourages overwork but does not allocate additional compensation seems to foster workaholism. Moreover, the inadequacy of overwork rewards constitutes a lack of resources that negatively affect employees’ engagement. Originality/value – This study represents one of the first attempts to develop a questionnaire aimed at assessing a psychological climate for overwork and to explore whether the perception of this type of climate may be significantly related to workaholism and work engagement.
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Fraunhofer, Hedwig. "Spatiotemporality in the Anthropocene: Deleuzoguattarian Philosophy, Quantum Physics, and the German Netflix Series Dark." KronoScope 21, no. 1 (June 25, 2021): 28–44. http://dx.doi.org/10.1163/15685241-12341486.
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Abstract Crises alter our perception of time. For medical personnel faced with treating unprecedented numbers of critically ill patients under conditions of personal threat, COVID-19 has most recently accelerated the subjective perception of time. For millions of others, social isolation has decelerated our lives. For all of us, at least in the short term, the future has become more uncertain. Theoretical physicists tell us, however, that under any conditions, the human perception of the flowing of time is only a result of our blurred, limited, macroscopic vision. As the quantum physicist Carlo Rovelli writes, therefore, “[t]o understand ourselves is to reflect on time” (2018: 179). Potentially caused by humans’ failed interactions with wild animals, the contemporary global pandemic, as well as previous outbreaks such as SARS (Severe Acute Respiratory Syndrome-related coronavirus) or the bird flu, has led to calls to reevaluate humans’ relationships with nonhuman life, with the natural environment that includes us, in the epoch that may soon be named for our very failure – the Anthropocene. In an era in which our usual, day-to-day certainties and desire for human control have been upended, not only by the current medical crisis but also by the continuing existential threat to terrestrial life that is climate change, a rethinking of the category of the human, a new conceptualization of the entangled (human and nonhuman) material relationships on our planet and beyond, requires reflecting on time. This article engages in such reflection through a conversation with the philosophical writings of Gilles Deleuze and Félix Guattari.
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Foley, Sharon, Hang-yue Ngo, Raymond Loi, and Xiaoming Zheng. "Gender, gender identification and perceived gender discrimination." Equality, Diversity and Inclusion: An International Journal 34, no. 8 (November 16, 2015): 650–65. http://dx.doi.org/10.1108/edi-05-2015-0038.
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Purpose – The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace. Design/methodology/approach – Data were collected from 362 workers via an employee survey in three large companies in China. The human resource staff helped us to distribute a self-administered questionnaire to the employees, and the authors assured them of confidentiality and protected their anonymity. To test the hypotheses, the authors employed structural equation modeling. The authors first conducted confirmatory factor analysis on the measurement model, and then the authors estimated three nested structural models to test the mediating hypotheses. Findings – The results reveal that gender and strength of gender identification are related to perceived gender discrimination. The authors further found that gender comparison and perceived gender bias against women partially mediated the relationship between gender and perceived gender discrimination, while gender comparison fully mediated the relationship between strength of gender identification and perceived gender discrimination. Practical implications – The study helps managers understand why and how their subordinates form perceptions of gender discrimination. Given the findings, they should be aware of the importance of gender identity, gender comparison, and gender bias in organizational practices in affecting such perceptions. Originality/value – This study is the first exploration of the complex relationships among gender, gender identification, gender comparison, perceived gender bias against women, and perceived gender discrimination. It shows the salient role of gender comparison and gender bias against women in shaping employees’ perceptions of gender discrimination, apart from the direct effects of gender and strength of gender identification.
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TAKEDA, Yusaku, Yoko DAIKOKUYA, Kenji MURASE, Tomonori OHTSUBO, Satoru HASHIMOTO, Akira FUSHIMI, and Ken TAMITANI. "Analysis of Automotive Interior Structure Considering Relationships Human Visual Direction Perception and Visual Space KANSEI." TRANSACTIONS OF THE JAPAN SOCIETY OF MECHANICAL ENGINEERS Series C 79, no. 807 (2013): 4039–46. http://dx.doi.org/10.1299/kikaic.79.4039.
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Kumar, Sunil. "Individual personal values as mediators during behavioral perception and transference." Interpersona: An International Journal on Personal Relationships 12, no. 1 (July 6, 2018): 122–32. http://dx.doi.org/10.5964/ijpr.v12i1.221.
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Perception and transference are two behavioral processes affecting human existence and survival. This study focuses on the concept of interpersonal relationships of university students during transference and perceived behavioral processes. Information was gathered from 234 university students. Three factors, i.e., perceived behavior, personal values, and transference behavior were explored. Confirmatory factor analysis was used to validate the proposed conceptual model and hypotheses were tested with structure equation modeling. The findings support the mediational role of personal values in perceived and transferred behavior and also the role of personal values in passing of activated schema from an interpersonal relationship to another. This study will provide a rational ground to behavior scientists that it’s the ‘Eigenwelt’ responsible for achieving full individual potential in case of ‘Mitwelt’.
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Hatjidis, Dimitrios, Mamie Griffin, and Marylene Younes. "Linking universal network quality perception and change readiness." International Journal of Organizational Analysis 27, no. 4 (September 2, 2019): 1017–35. http://dx.doi.org/10.1108/ijoa-06-2018-1442.
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Purpose This paper aims to examine empirically, within the context of the public sector, in what way the overall quality perception of an individual’s network relationships at work affect the psychological condition known as change readiness. Moreover, the research examines whether tacit knowledge and organizational climate can have indirect effects on the relationship between universal network quality perception and change readiness. Design/methodology/approach The data were collected through a self-reported survey from 105 individuals employed on a full-time basis by the government sector in Abu Dhabi, UAE. Using regression and mediation analysis, three hypotheses are tested relating to the direct effect of universal network quality perception and change readiness, accompanied by the indirect effects of tacit knowledge and organizational climate on the preceding relationship. Findings The results emanated from statistical analysis show that universal network quality perception has a positive association with change readiness, and tacit knowledge and organizational climate mediate significantly the relationship between the universal network quality perception and change readiness. Research limitations/implications Considering the nature of the study, conclusions with regard to causality might not be that strong as the findings relevant to the dependent variable represented by change readiness are not based on longitudinal research and the sample comprises only local people with similar cultural background. Therefore, study conclusions may not be suitable for generalization. Practical implications The mediating effects highlight the consideration of tacit knowledge and organizational climate as influential organizational mechanisms within the framework of a proactive change management practice due to their positive impact on the psychological uncertainty and lack of job content competencies that a change initiative might cause to employees and their behavioral reactions. Originality/value The paper reveals the role of universal network quality perception as a conduit of positive social influence on change readiness. This role becomes significantly elastic when tacit knowledge and organizational climate become notable links of relationship quality because of their ability to trigger favorable psychosocial behavioral patterns toward organizational change. Furthermore, this study expands the literature on organizational change readiness factors in the UAE, for which few studies currently exist.
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Tabrizian, Payam, Anna Petrasova, Perver Baran, Jelena Vukomanovic, Helena Mitasova, and Ross Meentemeyer. "High Resolution Viewscape Modeling Evaluated Through Immersive Virtual Environments." ISPRS International Journal of Geo-Information 9, no. 7 (July 17, 2020): 445. http://dx.doi.org/10.3390/ijgi9070445.
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Visual characteristics of urban environments influence human perception and behavior, including choices for living, recreation and modes of transportation. Although geospatial visualizations hold great potential to better inform urban planning and design, computational methods are lacking to realistically measure and model urban and parkland viewscapes at sufficiently fine-scale resolution. In this study, we develop and evaluate an integrative approach to measuring and modeling fine-scale viewscape characteristics of a mixed-use urban environment, a city park. Our viewscape approach improves the integration of geospatial and perception elicitation techniques by combining high-resolution lidar-based digital surface models, visual obstruction, and photorealistic immersive virtual environments (IVEs). We assessed the realism of our viewscape models by comparing metrics of viewscape composition and configuration to human subject evaluations of IVEs across multiple landscape settings. We found strongly significant correlations between viewscape metrics and participants’ perceptions of viewscape openness and naturalness, and moderately strong correlations with landscape complexity. These results suggest that lidar-enhanced viewscape models can adequately represent visual characteristics of fine-scale urban environments. Findings also indicate the existence of relationships between human perception and landscape pattern. Our approach allows urban planners and designers to model and virtually evaluate high-resolution viewscapes of urban parks and natural landscapes with fine-scale details never before demonstrated.
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Weinberg, Frankie J., Jay P. Mulki, and Melenie J. Lankau. "The impact of effort-oriented epistemological beliefs on mentoring support." Journal of Workplace Learning 27, no. 5 (July 13, 2015): 345–65. http://dx.doi.org/10.1108/jwl-12-2013-0111.
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Purpose – The purpose of this paper is to examine the role of mentor beliefs about effort related to the knowledge and learning process on their extent of mentoring at work, and to determine the role that the mentor’s perception of psychological safety plays in tempering this relationship. Design/methodology/approach – This study was conducted at an 820-member organization maintenance and operations organization consisting of a number of professions in which apprenticeship-style learning is prevalent. Data collection resulted in 570 members self-identifying as having mentored a less experienced colleague. Confirmatory factor analysis was used to confirm that the measurement instrument represents one unified factor, and a structural equation modelling approach was used to assess the relationships among the study’s latent variables. Findings – Results reveal that mentors who hold sophisticated effort-oriented beliefs are more likely to offer psychosocial support to their protégés. Further, although the relationship between effort-oriented beliefs and vocational support is not significant, the mentor’s perception of a psychologically safe work environment significantly moderates both sets of relationships. Research limitations/implications – As approximately 88 per cent of respondents work in service, as opposed to administrative groups, caution should be exercised in generalizing this study’s findings to the general workforce population. Further, the present study did not differentiate mentors who identified a current or previous subordinate as their protégé from those whose protégés were not a subordinate, nor did the authors differentiate formal from informal mentoring relationships. Thus, further investigation is needed to determine whether our hypothesized relationships differ in any unique manifestations of mentoring relationships at work. Practical implications – By providing a better understanding of the relationship between effort-oriented beliefs and mentoring at work, this study may help in the design of more effective mentoring relationships and ultimately enhance knowledge management and workplace learning. Originality/value – There is no previous research that investigates how one’s cognitions about the effort associated with the knowledge and learning process, in particular, influence mentoring at work. This study provides a model for understanding and developing enhanced mentoring relationships, which are considered a critical element of organizational learning.
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Denikin, A. A. "Modern Digital Art Practices and “More-than-Human” Perception." Art & Culture Studies, no. 1 (2021): 200–221. http://dx.doi.org/10.51678/2226-0072-2021-1-200-221.
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The article analyzes the concept of “more-than-human” perception, the features of which are constructed in the networks of relations, as a result of the interaction and relationships of heterogeneous forces (human activities, animals, bacteria, objects, technologies, etc.). This is not a subjective human perception, personal judgment of individual taste or social “distribution of sensitive”, but the collaborative process of configuring affective “field of the possible things” (define perception) as a result of the participation of multiple actants in the creation of life events, situations, processes, and conflicts. Based on the philosophical ideas of A. Bergson, W. Whitehead, J. Simondon, J. Deleuze, and F. Guattari, the author examines the affective nature of the interaction between the works of contemporary artists and the audience-participants. It is argued that creativity and artistic practice can be reinterpreted as processes of co-creation with the movements of matter formation. It is a way to think of art not as a form, but as a process open to a continuous interval of renewal and invention, which is revealed through the material relations of matter-energy, duration, transitions, and intuition. Through affective attunement techniques, participants organize the movements of matter-en- ergy flows, and each individual perception by the subject-actant becomes a joint “more-than- human” perception. Interactive and participatory works do not reflect reality in aesthetic forms, but instead create new processes, new places of creativity (manifestations of chance), in which the aesthetic is performatively realized before it is understood and reflected by the participants themselves. The text clarifies what constitutes “more-than-human” perception, how it relates to the usual understanding of the sphere of human sensory experience, and how it is implemented when working with modern interactive and participatory art projects.
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Burger, Birgitta, and Petri Toiviainen. "See how it feels to move: Relationships between movement characteristics and perception of emotions in dance." Human Technology 16, no. 3 (November 30, 2020): 233–56. http://dx.doi.org/10.17011/ht/urn.202011256764.
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Music makes humans move in ways found to relate to, for instance, musical characteristics, personality, or emotional content of the music. In this study, we investigated associations between embodiments of musical emotions and the perception thereof. After collecting motion capture data of dancers moving to emotionally distinct musical stimuli, silent stick-figure animations were rated by a set of observers regarding perceived discrete emotions, while 10 movement features were computationally extracted from the motion capture data. Results indicate kinematic profiles—emotion-specific sets of movement characteristics—that furthermore conform with dimensional models of valence and arousal, suggesting that observers rated the emotions consistently according to distinct movement features prevalent in the animations. Outcomes show commonalities and differences to a previous study that linked these movement features to auditory perception of musical emotion, providing insights into how emotional expression of music-induced movement could be conveyed and understood through auditory and visual channels, respectively.
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Haugen, Mari Romarheim. "Investigating Music-Dance Relationships." Journal of Music Theory 65, no. 1 (April 1, 2021): 17–38. http://dx.doi.org/10.1215/00222909-9124714.
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Abstract This article studies the rhythm of Norwegian telespringar, a tradition with an intimate relationship between music and dance that features a nonisochronous meter; that is, the durations between adjacent beats are unequal. A motion-capture study of a fiddler and dance couple revealed a long-medium-short duration pattern at the beat level in both the fiddler's and the dancers' periodic movements. The results also revealed a correspondence between how the fiddler and the dancers executed the motion patterns. This correspondence suggests that the performers share a common understanding of the underlying “feel” of the music. The results are discussed in light of recent theoretical perspectives on the multimodality of human perception. It is argued that the special feel of telespringar derives from embodied sensations related to the dance and how music and dance have developed in tandem over time. The study advocates a holistic view of music and dance, the importance of insider experience, and the role of embodied experience in guiding our understanding of the music as such.
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Terasawa, Yuko, and Nobuyuki Mino. "Relationships between physical attributes of trees and its human perception Case study of Nojimatokiwa, Awaji, Hyogo." JOURNAL OF RURAL PLANNING ASSOCIATION 27 (2009): 179–84. http://dx.doi.org/10.2750/arp.27.179.
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Lee, Yun Mi, Dong Uk Lee, Jong Myoung Park, So Yeon Park, and Seung Gyu Lee. "P-45: A Study on the Relationships between Human Perception and the Physical Phenomenon of Speckle." SID Symposium Digest of Technical Papers 39, no. 1 (2008): 1347. http://dx.doi.org/10.1889/1.3069394.
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Sinha, Saitab, I. M. Jawahar, Piyali Ghosh, and Ashutosh Mishra. "Assessing employers’ satisfaction with Indian engineering graduates using expectancy-disconfirmation theory." International Journal of Manpower 41, no. 4 (December 9, 2019): 473–89. http://dx.doi.org/10.1108/ijm-04-2019-0185.
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Purpose Casting employers as customers, the purpose of this paper is to investigate the association between expectations, perceptions and disconfirmation beliefs with the satisfaction of employers regarding the competencies possessed by fresh engineering graduates hired by such employers in the Indian context. Design/methodology/approach Using data collected from 284 employers, the authors have hypothesized and examined a partial mediation model in which disconfirmation beliefs mediate the relationships between expectations and perceptions, and employer satisfaction. Furthermore, the authors have tested if this mediated relationship is moderated by the age and sex of respondents representing employers. Findings Results indicate that employers’ satisfaction can be explained from the framework of the expectancy-disconfirmation theory. Employers’ expectations and perceptions are established to be associated with employers’ satisfaction with new hires, and positive disconfirmation mediates these relationships. Results also indicate that age moderates the effect of predictor variables employers’ expectations and employers’ perception on the mediator disconfirmation. Sex, however, did not moderate any relationship. Practical implications The results demonstrate the usefulness of the expectancy-disconfirmation theory for studying employer satisfaction with competencies of recent engineering graduates in India. Findings are relevant to multiple stakeholders including employers hiring engineering graduates, engineers and technical institutions. Originality/value Expectancy-disconfirmation theory has been successfully applied to measure customer satisfaction in consumer behaviour research, while satisfaction of employers has been studied in the field of organizational behaviour. The paper stands out in the literature as one of its major implications is to extend the expectancy-disconfirmation theory to predict employers’ satisfaction.
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Yu, Ning. "Hong Gao, The physical foundation of the patterning of physical action verbs: A study of Chinese verbs. (Travaux de L'Institut de Linguistique de Lund, 41.) Lund, Sweden: Lund University, 2001. Pp. xiv, 265. NP." Language in Society 32, no. 3 (June 2003): 435–38. http://dx.doi.org/10.1017/s004740450327305x.
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This book presents a semantic study of Chinese physical action verbs from a cognitive perspective. The study seeks to understand the cognitive basis of language by uncovering the relationship between language structure and cognitive structure, and to demonstrate “how cognitive, perceptual, or experiential facts constrain or otherwise determines the linguistic facts” (p. 230). In its semantic analysis of physical action verbs, the study illustrates the role of body parts in the semantic construction of the verbs depicting the physical actions performed by those body parts. In the discussion of relationships between language construction and human body action, the book's central argument is that the event structures of physical action verbs are constructed not arbitrarily but through systematic cognitive processes in relation to both human physical reality and concrete reality in the world. By explicating linguistic structure on the basis of human cognition and human experience, the author attempts to verify that the categorizations of language entities reveal, to a large extent, the nature of human experience and perception of physical reality. The assumption is that the nature of linguistic richness in both semantic and syntactic structures is a reflection of the development of human perception of the experiential reality.
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Liao, Xiao, Yi Li, Junyan Hu, Xuemei Ding, Xin Zhang, Boan Ying, Masayuki Takatera, et al. "Effects of contact method and acclimation on temperature and humidity in touch perception." Textile Research Journal 88, no. 14 (May 2, 2017): 1605–15. http://dx.doi.org/10.1177/0040517517705628.
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Physical stimuli from contacted objects are recorded by skin receptors and are transmitted to neural signals to the cerebrum to generate touch perceptions. Despite numerous studies having been conducted on the link between the physical properties of contacted objects and psychological sensations, factors besides the stimuli themselves have seldom been investigated. The contact method and acclimation to environmental factors, such as temperature and humidity, could affect the functions of responsible receptors, which, in consequence, might affect the touch perception. This study is designed around a series of experiments involving 226 human subjects adapted to the climate environments of six East-Asia cities. The results revealed that the contact method affected the responses of smoothness sensation but not the stimuli discriminations. This agrees with the hypothesis that both the slowly adapting type I (SA1) fiber and the Pacinian afferent (PC) fiber are responsible for smoothness sensation. SA1 fibers can function through passive touch because of a superficial location in the dermis, while PC fibers, which are located deeper in the dermis, are triggered during active touching. The effect of contact method on softness sensation is not significant because the responsible receptor is the SA1 fiber. The effects of acclimation to temperature and relative humidity were also investigated. Positive relationships were found with smoothness perception and negative relationships were found with warmth perception. This suggests that acclimation to temperature and relative humidity can affect the receptor thresholds and, in consequence, affect the touch sensation.
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Lansford, Kaitlin L., and Julie M. Liss. "Vowel Acoustics in Dysarthria: Mapping to Perception." Journal of Speech, Language, and Hearing Research 57, no. 1 (February 2014): 68–80. http://dx.doi.org/10.1044/1092-4388(2013/12-0263).
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Purpose The aim of the present report was to explore whether vowel metrics, demonstrated to distinguish dysarthric and healthy speech in a companion article (Lansford & Liss, 2014), are able to predict human perceptual performance. Method Vowel metrics derived from vowels embedded in phrases produced by 45 speakers with dysarthria were compared with orthographic transcriptions of these phrases collected from 120 healthy listeners. First, correlation and stepwise multiple regressions were conducted to identify acoustic metrics that had predictive value for perceptual measures. Next, discriminant function analysis misclassifications were compared with listeners' misperceptions to examine more directly the perceptual consequences of degraded vowel acoustics. Results Several moderate correlative relationships were found between acoustic metrics and perceptual measures, with predictive models accounting for 18%–75% of the variance in measures of intelligibility and vowel accuracy. Results of the second analysis showed that listeners better identified acoustically distinctive vowel tokens. In addition, the level of agreement between misclassified-to-misperceived vowel tokens supports some specificity of degraded acoustic profiles on the resulting percept. Conclusion Results provide evidence that degraded vowel acoustics have some effect on human perceptual performance, even in the presence of extravowel variables that naturally exert influence in phrase perception.
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Poropat, Arthur E. "The validity of Performance Environment Perception Scales: Environmental predictors of citizenship performance." Journal of Management & Organization 16, no. 1 (March 2010): 180–90. http://dx.doi.org/10.5172/jmo.16.1.180.
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AbstractThis research examined the validity of Performance Environment Perception Scales (PEPS), a new instrument designed to assess performance-relevant aspects of the work environment. A sample of 156 employees of an Australian university completed PEPS and their supervisors rated their task and citizenship performance. Confirmatory Factor Analysis showed PEPS to have a valid factor structure, and PEPS were found to be significantly correlated with citizenship performance, but not with task performance. Although this finding is consistent with theoretical predictions, PEPS are apparently the first measures of work environment perceptions that have confirmed this. Thus PEPS show promise as measures for use in future research and organizational development projects that focus on relationships between the work environment and performance. Limitations of the research and implications for the validity of PEPS, as well as for future research and practice, are discussed.
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Melis, Melania, Giorgia Sollai, Mariano Mastinu, Danilo Pani, Piero Cosseddu, Annalisa Bonfiglio, Roberto Crnjar, Beverly J. Tepper, and Iole Tomassini Barbarossa. "Electrophysiological Responses from the Human Tongue to the Six Taste Qualities and Their Relationships with PROP Taster Status." Nutrients 12, no. 7 (July 7, 2020): 2017. http://dx.doi.org/10.3390/nu12072017.
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Taste buds containing receptor cells that primarily detect one taste quality provide the basis for discrimination across taste qualities. The molecular receptor multiplicity and the interactions occurring between bud cells encode information about the chemical identity, nutritional value, and potential toxicity of stimuli before transmitting signals to the hindbrain. PROP (6-n-propylthiouracil) tasting is widely considered a marker for individual variations of taste perception, dietary preferences, and health. However, controversial data have been reported. We present measures of the peripheral gustatory system activation in response to taste qualities by electrophysiological recordings from the tongue of 39 subjects classified for PROP taster status. The waveform of the potential variation evoked depended on the taste quality of the stimulus. Direct relationships between PROP sensitivity and electrophysiological responses to taste qualities were found. The largest and fastest responses were recorded in PROP super-tasters, who had the highest papilla density, whilst smaller and slower responses were found in medium tasters and non-tasters with lower papilla densities. The intensities perceived by subjects of the three taster groups correspond to their electrophysiological responses for all stimuli except NaCl. Our results show that each taste quality can generate its own electrophysiological fingerprint on the tongue and provide direct evidence of the relationship between general taste perception and PROP phenotype.
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Kozak, Agata. "Post-modern changes in marital and family life." Journal of Education Culture and Society 2, no. 1 (January 15, 2020): 73–79. http://dx.doi.org/10.15503/jecs20111.73.79.
Full textAbstract:
Contemporarily, the traditional model of marriage is no longer the only accepted form of family life; there are many alternatives to that type of relationship. In post-modernity we face a rapid change in the perception of informal relationships as well as their dynamic development and increase in number. However, will cohabitation - which in the times of moral relativism, praise of freedom and individuality and democratisation of all aspects of human life becomes increasingly popular – eventually dominate and replace traditional marriage?
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Annansingh, Fenio, Kerry E. Howell, Shaofeng Liu, and Miguel Baptista Nunes. "Academics’ perception of knowledge sharing in higher education." International Journal of Educational Management 32, no. 6 (August 13, 2018): 1001–15. http://dx.doi.org/10.1108/ijem-07-2016-0153.
Full textAbstract:
Purpose Higher education (HE) institutions create, disseminate, share and exchange knowledge through relationships among people, processes and technologies. Knowledge sharing (KS) in academia enables people within the institute to develop practices which allow them to collect and share what they know. This often leads to actions that improve services and outcomes. Despite the opportunities, this sharing is not without implications as it exposes the knowledge sharer and recipient to a number of vulnerabilities and risks, which hinders the knowledge-sharing process. The paper aims to discuss these issues. Design/methodology/approach This paper adopted a constructivist approach, which utilised focus group discussions within three UK universities. These were identified to improve the usefulness and effectiveness of the knowledge-sharing process. Findings The paper concluded by purporting that by developing an understanding of the risks and opportunities of sharing HE, institutions will continue to grow, regenerate and develop knowledge. The results highlighted the plethora of risks and opportunities resulting from KS. These were further grouped into the political, social and organisational culture. Originality/value This paper addresses the gap of risks perceptions of KS in HE institutions.
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Shao, Zhiyu, Juan Wu, Qiangqiang Ouyang, Cong He, and Zhiyong Cao. "Multi-Layered Perceptual Model for Haptic Perception of Compliance." Electronics 8, no. 12 (December 7, 2019): 1497. http://dx.doi.org/10.3390/electronics8121497.
Full textAbstract:
Haptic rendering of compliance is widely used in human–computer haptic interaction. Haptic impressions of virtual objects are usually controlled through rendering algorithms and devices. However, subjective feelings of compliance are easily affected by physical properties of objects, interactive modes, and so on. So it is important to ascertain the mapping relations between controlled physical parameters and subjective perceptual feelings. In this paper, a multi-layered perceptual model was built based on psychophysical experiments to discuss these relationships in a simplified scene. Interactive signals of physical stimuli are collected by the physical receptor layer, handled by the subjective classifier layer and finally generate the evaluation results of compliance. The physical perceptual layer is used to extract useful interaction features affecting perceptual results. The subjective classifier layer is used to analyze the perceptual dimensionality of the compliance perception. The final aim of the model is to determine the mapping relationships between interaction features and dimensions of perception space. Interactive features are extracted from the interaction data collected during the exploring process, perceptual dimensionality of the compliance perception was analyzed by the factor analysis method, and relations between hierarchical layers were obtained by multi-linear regression analysis. A verification test was performed to show whether the proposed model can predict the perceptual result of new samples well. The results indicate that the model was reliable to estimate the perceptual results of compliance with an accuracy of approximately 90%. This paper may contribute a lot to the design and improvement of human-computer interaction and intelligent sensing system.