Modeling a resource contention in the management of virtual organizations

A virtual organization provides a cost-efficient method allowing different autonomous entities, such as organizations, departments and individuals, to extend service offerings in a virtual marketplace. To support cost-efficient service provisioning, a suitable procedure must be applied to determine the amount of resources necessary for the operation of virtual organizations.We propose a new mathematical model for a quantitative performance evaluation of resource management in virtual organizations. We present an efficient algorithm to determine the steady state probabilities and the performance measures of the system. A comparison with a detailed simulation model and other numerical approaches shows that the proposed algorithm is fast and accurate. This algorithm can therefore be used for resource dimensioning to support the cost-efficient operation of virtual organizations.     

Privacy and Identity Management

Creating and managing individual identities is a central challenge of the digital age. As identity management systems defined here as programs or frameworks that administer the collection, authentication, or use of identity and information linked to identity are implemented in both the public and private sectors, individuals are required to identify themselves with increasing frequency. Traditional identity management systems are run by organizations that control all mechanisms for authentication (establishing confidence in an identity claim's truth) and authorization (deciding what an individual should be allowed to do), as well as any behind-the-scenes profiling or scoring of individuals. Recent work has looked toward more user-centric models that attempt to put individuals in charge of when, where, how, and to whom they disclose their personal information.     

Work–family role integration and personal well-being: The moderating effect of attitudes towards personal web usage

Managing the spillover and integrating the work and life domains has become a critical challenge for both individuals and organizations as the two domains become increasingly interlocked. An under-research area in our understanding of the integration of role domains is how individual employees have taken the initiative to “work through” the issues – that is to improvise solutions to role integration often apart from formally sanctioned organizational initiatives. We propose that many employees are using information technology, specifically the web, to facilitate role integration between the work and family domains. Using the role integration perspective, this study examines the role of attitudes towards work/family personal web usage (PWU) as a moderator between role integration and well-being outcomes. Our data support a direct negative relationship between role conflict and well-being as well as a direct positive relationship between role facilitation and personal well-being. We also find that attitudes towards work/family PWU strongly buffer the relationship between role conflict and personal well-being. Finally, our data provide partial support for the enhancing role of PWU attitudes with role facilitation and well-being.     

Teamwork and Organizational Innovation: The Moderating Role of the HRM Context

Evidence is accumulating on the role of teams in shaping a variety of business outcomes, but our knowledge on the effect of teamwork on organizational innovation is still evolving. This study examines whether the extent to which two staff groups are organized in teams (production staff and management/administrative staff) affects organizational innovation and whether human resource management (HRM) systems, which can be of facilitating or constraining nature, enhance the teamwork/innovation relationships. Hypotheses were tested with lagged and longitudinal data derived from 18 to 45 organizations from the UK manufacturing sector. Results suggest that the more widespread the use of teamwork in organizations, the higher the level of organizational innovation. Furthermore, this effect depends, particularly for production teams, on the overall quality of the HRM systems that exist in their organizations. Teamwork/innovation relationships are further moderated (for management and administrative teams) by an HRM practice that provides teams with time for thoughtful reflection. Thus, HRM systems can be of more or less facilitating or constraining nature for teams in organizations.     

Research on the HRM performance assessment model based on FPGA embedded system and bayesian network

Human Resource Management (HRM) is a structured and fully organized people-managed process. IT includes the person setting up the organization (employer), cash holding and benefits management, performance management, and alternative management and maintenance. One of the strategies for a successful company is to attract talented individuals to any particular position and retain key employees in a better and more energetic workforce. In any field, small or large, human resource management plays its traditional role, but its staff can expand its scope to evaluate performance. Due to the evolution of the new service comes the field of human resource management. The development of a new organization called a performance management system (PMS). Performance appraisal is the social irresponsible management center of companies and organizations, and each appraisal index of the proper allocation of human resources should be given appropriate weights that are important to organize and align the organizational structure and the performance management system at the limits of the individual goals of the sports organization's business goals. This article addresses the validity of PMS. Research programs that serve as a strategic tool for a performance management system achieve a strong foundation for employees to achieve their ambitions and goals for the company to achieve their core financial goals. Propose to implement a Bayesian Network (BN) Representation based Field Programmable Gate Arrays (FPGA) that allow for continuous monitoring of embedded systems under a time and resource basis. Advanced package tools integrated with hardware implementation provide a specific offline configuration. The proposed hybrid redesign device is evaluated to indicate potential acceleration. Some modifications to the hardware's functionality have been explored to better balance accuracy, performance, and resource allocation.     

Identity in Flexible Organizations: Experiences in Dutch Organizations

In the information economy, flexible organizations have evolved. Work and labour relations have become more flexible than in industrial organizations. This has consequences for the identity of organizations. Organizations tend to become opportunity coalitions when the identity is too fragmented or neglected. The key questions this article adresses is what is identity in a flexible organization and to what extent is it possible to ‘manage’ the construction of identity in flexible organizations? This key question was split up into three sub‐questions. We were interested in how (1) organizations organize their talent management, (2) how organizations manage their labour relations and (3) how organizations manage identity. These three subjects come forward in recent publications in the field of organizational development and HRM as being critical of management of a flexible and innovative organization. In the article, the characteristics of flexible organizations are defined. These characteristics are translated into the relationship between these organization and individual: the way flexible organizations manage their work, labour relations and identity is studied in 20 Dutch organizations. Striving for an optimum in flexible work and flexible labour relations, combined with managing a specific organizational identity seems to be the HR‐strategy Dutch organizations implement to reach flexibility and innovation.     

What aspects of shiftwork influence off-shift well-being of healthcare workers?

Characteristics of shiftwork schedules have implications for off-shift well-being. We examined the extent to which several shift characteristics (e.g., shift length, working sundays) are associated with three aspects of off-shift well-being: work-to-family conflict, physical well-being, and mental well-being. We also investigated whether these relationships differed in four nations. The Survey of Work and Time was completed by 906 healthcare professionals located in Australia, Brazil, Croatia, and the USA. Hierarchical multiple regression analyses supported the hypothesis that shiftwork characteristics account for significant unique variance in all three measures of well-being beyond that accounted for by work and family demands and personal characteristics. The patterns of regression weights indicated that particular shiftwork characteristics have differential relevance to indices of work-to-family conflict, physical well-being, and mental well-being. Our findings suggest that healthcare organizations should carefully consider the implications of shiftwork characteristics for off-shift well-being. Furthermore, although our findings did not indicate national differences in the nature of relationships between shift characteristics and well-being, shiftwork characteristics and demographics for healthcare professionals differ in systematic ways among nations; as such, effective solutions may be context-specific.     

一种证书管理协议的改进方案

公钥认证体制中认证机构和其它实体使用证书管理协议进行交互，完成证书管理功能．本文对IETF制定的证书管理协议草案进行了分析，针对其缺点提出了改进方案，并使用BAN逻辑进行了形式化分析，以达到互操作性、安全性的目的．     

Model management in organizations

The premise that the personal computer/spreadsheet explosion will result in the evolution of model management within organizations is explored. The authors use Nolan's stage model of organizational data processing activity as a basis for discussing the nature of change in organizations as local computing capability proliferates. The mainframe era resulted in the recognition of data as a resource and gave rise to data administration. The authors expect that the personal computer era and the accompanying spreadsheet explosion will lead to the recognition of models as a valuable and manageable resource. The role of model administration within organizations is discussed as are software tools for supporting this functional activity. The information resource encyclopedia, an extension of the traditional data dictionary concept, and the model management system are introduced as integral components for supporting model administration. An example is presented to suggest an integrative approach for implementing an MMS in a spreadsheet environment.     

An Integrated Model of the Toyota Production System with Total Quality Management and People Factors

The Toyota production system (TPS), or lean production, has been associated with many benefits for manufacturing firms that implement the system. However, to implement the TPS successfully, it is necessary to integrate the so‐called “hard side” of the system (that is, the technical aspects of material handling) with the “soft side” of the program (that is, the aspects associated with human factors). The present study makes a contribution to such a holistic view of the TPS by proposing an integrated model that consists of the technical aspects of the TPS, together with elements associated with total quality management (TQM), human resources management (HRM), and certain identified “people factors.” The study then uses structural equation modeling (SEM) to test this holistic model using data obtained from a questionnaire survey of 153 Taiwanese manufacturing firms. The empirical study confirms the appropriateness of the causal model, which is evaluated by several goodness‐of‐fit methods. The study confirms the proposition that the inclusion of the “people factors” together with TQM and HRM significantly improves the realization of benefits associated with the TPS practices of “just‐in‐time” (JIT) and “autonomation.” The conclusion is that such an integrated model provides a much more effective “lean system” and has the potential to produce significantly enhanced benefits for firms that implement it. © 2012 Wiley Periodicals, Inc.     

基于TETRA的端到端安全的研究

由ETSI制定的无线集群移动通信标准——TETRA标准中的很多功能是为满足警察和其他公共安全部门的特殊要求而设计的,这些特殊要求中包含了安全方面的要求。TETRA标准描述了鉴权、空中接口加密等基本安全功能,而把端到端安全留给用户自己来设计和实施。参考TETRA MoU组织给出的对TETRA端到端安全的若干推荐,提出了基于TETRA标准的端到端安全的总体架构,并讨论了端到端安全中的语音加密、短消息加密和密钥管理等关键技术。     

Effective development, documentation, and distribution of computer programs

A common objective of government-funded technology efforts is to develop computer programs for analysis of weapon systems components such as a shell in a missile. It is often stipulated that the programs be made available to all organizations serving government needs and, in some cases, to anyone. However, there is a big difference between a program that is ‘available’ and one that can actually be used in a relatively short period of time by an organization other than the originator's. That is, the transferability of computer programs is not necessarily high. The objective of this paper is to develop guidelines for making computer programs more readily transferable than is common at present. The guidelines naturally fall into three categories: (1) original development or writing of a program; (2) documentation of program usage and characteristics in the form of a user's manual; and (3) the mechanics of distributing a program to other organizations. If the guidelines are not observed, significant pitfalls that are tremendous ‘effort drains’ must be expected. Adherance to the guidelines, on the other hand, should enable government agencies and contractors, as well as many other organizations, to minimize the effort required to adopt and make effective use of almost any computer program.     

一种线性表示的遗传程序设计方法研究

遗传程序设计领域中的一个重要研究内容是如何有效地表示进化的个体（计算机程序），对采用树的线性后缀形式的个体进行位置信息编码以实现多种形式的遗传操作，并给出形式化定义，设计并实现了一个基于栈的遗传程序设计算法，通过模拟实验比较了各操作的性能，这种编码方式可以扩展到程序的线性结构中，以实现特定的遗传操作，显示出线性表示具有适于解决不同问题的可行性和灵活性，还给出了基于串的一点交叉的线性遗传程序设计的模式理论，它可以把标准遗传算法的模式生成机制统一到该理论框架中。     

Predictive accuracy comparison of fuzzy models for software development effort of small programs

Regression analysis to generate predictive equations for software development effort estimation has recently been complemented by analyses using less common methods such as fuzzy logic models. On the other hand, unless engineers have the capabilities provided by personal training, they cannot properly support their teams or consistently and reliably produce quality products. In this paper, an investigation aimed to compare personal Fuzzy Logic Models (FLM) with a Linear Regression Model (LRM) is presented. The evaluation criteria were based mainly upon the magnitude of error relative to the estimate (MER) as well as to the mean of MER (MMER). One hundred five small programs were developed by thirty programmers. From these programs, three FLM were generated to estimate the effort in the development of twenty programs by seven programmers. Both the verification and validation of the models were made. Results show a slightly better predictive accuracy amongst FLM and LRM for estimating the development effort at personal level when small programs are developed.     

Using fold-in and fold-out in the architecture recovery of software systems

In this paper we present an approach to automate the architecture recovery process of software systems. The approach is built on information retrieval and clustering techniques, and, in particular, uses Latent Semantic Indexing (LSI) to get similarities among software entities (e.g., programs or classes) and the k-means clustering algorithm to form groups of software entities that implement similar functionality. In order to improve computational time in the context of the software evolution and then reduce energy waste, the architecture recovery process can be also applied by using fold-in and fold-out mechanisms that, respectively, add and remove software entities to the LSI representation of the understudy software system. The approach has been implemented in a prototype of a supporting software system as an Eclipse plug-in. Finally, to assess the approach and the plug-in, we have conducted an empirical investigation on five open source software systems implemented using the programming languages Java and C/C++. In the investigation special emphasis has been also given to the effect of using the fold-in and fold-out mechanisms.     

基于ROA的移动个人知识管理系统集成

针对目前个人知识管理工具存在的功能单一以及实时性差等缺陷,提出基于智能化移动终端的、敏捷实时的个人知识管理体系结构.通过与传统基于SOA的Web服务进行比较,阐述基于ROA的Web服务在系统可扩展性、安全性及交互性等方面的优势.在此基础上,提出移动个人知识管理平台与现有第三方知识管理系统之间的集成方案,采用J2EE、JQUERY、RESTLET和ANDROID等开发环境搭建个人知识管理系统,给出异构知识管理平台之间相互集成的关键技术.     

层次化动态权限控制模型的设计和实现

对于业务管理层级分明、耦合度高、涉及用户多而分散的WebMIS,传统的基于用户或角色的访问控制方式难与实际管理模式吻合.结合RBAC的基本思想,提出了一种通过模块和角色分层定义,权限分布式逐级控制的模型,实现WebMIS与传统MIS管理模式无缝吻合,优化规范管理流程.在实现技术上,利用目录结构树使权限管理直观方便,简化了用户、模块和权限三者之间的配置.     

基于CMMI的过程管理支持框架

开发出满足用户需求的、高质量的产品是企业追求的目标,而要实现这一目标的关键是建立起一个稳定、可控、可重用的软件过程。CMMI正是一种指导企业实施过程改进以及综合评价组织能力成熟度的模型。但是如何有效地实施CMMI,是许多企业遇到的问题。本文以过程资产库为核心,基于工作流模型实现流程控制,并通过过程培训、过程执行、过程评估和过程改进的循环步骤,论述了实施CMMI3级过程管理的支持框架及工具的实现。     

个人存储管理策略研究

随着存储技术的发展,个人存储大量涌现,如手机、数码相机、数码家电、移动存储,尤其是移动硬盘、U盘等的出现,个人存储管理和资源共享问题凸现并日益严峻.存在分离、重复存储导致低效使用,数据不一致,移动设备易于丢失等问题.针对个人存储管理的现状,定义个人存储管理的策略,分析个人存储管理的对策、性能目标、算法和趋势,提出基于家庭网络的多网融合的个人存储系统管理的架构.为个人存储管理给出了较为全面和系统的剖析,提供了基于整合策略的个人存储系统共享管理方案.     

CORBA在TMN性能管理中的应用

随着电信市场的日益开放,被管理的各种网元、与电信业务相关的管理信息以及完成TMN功能的管理实体,在逻辑和物理上都呈分布状态,且处于动态变化之中。基于传统的TMN标准的各种管理应用开始显示出其一定的局限性。为解决此问题,CORBA技术和TMN相结合已经成为一种趋势。在此趋势之下,作为TMN应用模块之一的性能管理也实现了与CORBA技术的完美结合,文中对CORBA技术在TMN性能管理中的应用进行比较探讨,并提出具体的性能应用CORBA模型和简单实现。