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Optimizing cybersecurity knowledge graph question answering: a framework for performance and generalization
Get PDFUTC\u27s ForensiQ system demonstrates that Knowledge Graph Question Answering (KGQA) systems can handle the scale and complexity of Internet of Things (IoT) forensics. However, using KGQA systems requires a high level of technical expertise, and there are concerns about ForensiQ\u27s inference speed and generalization ability. This thesis aims to enhance KGQA system usability in IoT forensics by extending ForensiQ’s framework to aid investigators, improving ForensiQ\u27s entity detection speed, and testing performance on rephrased questions. Towards this goal, a Django web application was developed to visualize KGQA reasoning, aid KG exploration, and facilitate the creation of custom KGQA datasets. We also replaced ForensiQ\u27s language-model-based entity detector with a name-dictionary-based one, significantly improving the entity detection speed while maintaining accuracy. Tested with rephrased questions, the extended ForensiQ versions outperform the baseline. The experimental results demonstrate the significant improvement of the extended ForensiQ framework on performance and generalization for IoT forensics investigation
Early identification of autism spectrum disorder in childcare settings: A literature review
Get PDFTimely intervention is key in the development of children with Autism Spectrum Disorder (ASD) and early childhood settings present an opportune environment for early diagnosis, particularly in Canada where the identification of ASD in children below the age of four can be further expanded. This review first summarizes the potential benefits and barriers to early identification of ASD in children. There is robust evidence that early detection can result in improved biological and behavioral outcomes in later stages of life despite the subtle and at times elusive signs of ASD in young children. We then focus on the role early childhood educators (ECEs) can play in screening ASD symptoms and survey promising detection tools suited in childcare. Further research on the application of these tools in the hands of ECEs is needed to increase early identification of ASD signs and ensure positive long-term outcomes
An evaluation of the effectiveness of a commercial butterfly breeder seminar
Get PDFThis study evaluated the effectiveness of a Beginning Commercial Butterfly Breeder Seminar, a training workshop based on evidence-based best practices for rearing butterflies. The evaluation examined participant experience in the workshop, knowledge gained, and any changes in their professional practice. An electronic survey was distributed to participants of the 2022 and 2023 cohorts to collect feedback on their perception of the seminar and mastery of learning outcomes. The results indicated a live perception of the seminar, which equipped participants with the knowledge and skills to develop and implement standard operating procedures to enhance their professional practices and facilitate the application of research findings to promote the overall health and conservation of monarch butterfly populations. The findings of this study can inform stakeholders whether the program learning objectives were implemented in professional practices and whether the training program resulted in modifications to breeder-rearing practices. This data may be utilized to improve the facilitation of future seminars, workshops, and professional conferences. Ultimately, the research study findings offer valuable perspectives for enhancing breeder seminars. This includes integrating hands-on experiences, cultivating a collaborative atmosphere where breeders can convene and exchange their expertise, and implementing small focus groups to provide tailored instruction. It is recommended to consistently assess training seminars, conferences, and other professional development opportunities and make necessary adjustments based on feedback and suggestions from participants
Parental guidance necessary: A qualitative study on the impacts of parenting styles
Get PDFThis thesis examines the long-term effects of parenting styles and attachment experiences on adult psychological well-being, relational competence, academic aspirations, and self-concept. Through qualitative analysis of semi-structured interviews with three participants from the Chattanooga, Tennessee area, the study investigates how family dynamics—framed by Baumrind’s parenting models and Bowlby’s attachment theory—shape developmental trajectories across the lifespan. Findings indicate that authoritative parenting fosters resilience, empathy, and secure attachments, while authoritarian and avoidant parenting styles often lead to relational hesitancy and diminished self-worth. Emphasizing the value of responsive, balanced parenting, this study underscores its role in promoting emotional security and adaptive coping, with meaningful implications for clinical and educational interventions aimed at building healthier family dynamics. This research contributes to a deeper understanding of the intergenerational impact of parenting approaches, supporting advancements in family therapy and developmental psychology
Scaling DEI: Evaluating Change Preparedness in Organizations
Get PDFMany organizations implement Diversity, Equity, and Inclusion (DEI) programs to promote a diverse workforce, reduce bias, and improve organizational culture to foster inclusivity and belonging. However, research shows that the mere presence of DEI programs does not necessarily lead to significant change (Kalev & Dobbin, 2016). Despite the increasing adoption of these programs, their effectiveness remains inconsistent. Moreover, recent trends have shown a backlash against DEI efforts, with over 80 anti-DEI bills introduced in the American legislative system (Lamparksi, 2024) and major companies like Ford Motor, Lowe’s, and Meta scaling back their DEI initiatives (Elias, 2023; Yildirim, 2024). These developments highlight the need to assess whether organizations and their employees are genuinely prepared to support DEI initiatives, which can inform how these programs should be developed and implemented effectively. Despite the growing prominence of DEI initiatives in organizations, there is a significant gap in the academic literature regarding organizational readiness for DEI. Research has focused on outcomes and best practices of DEI programs and organizational readiness for change, but no research has examined readiness for DEI change. This gap is concerning, as organizations may struggle to create sustainable change if they neglect the critical preconditions and organizational capacities necessary for the successful integration of DEI initiatives into the workplace. The development of an organizational readiness for DEI scale would provide valuable insights for determining factors that enable or hinder the success of DEI initiatives. Navigating change management can be a difficult feat and is no different when introducing DEI initiatives. Despite these difficulties, there is a history of implementing effective programs in organizations that can be used as a foundational background for a DEI readiness scale. A DEI readiness scale could help organizations understand gaps between current and desired states, and build employees\u27 confidence in the organization\u27s ability to achieve change (Mladenova, 2022). This research project will aim to assess perceived leadership capabilities and inclusiveness (Hundschell et. al., 2024), employee behavioral intentions (Turner, 2023), and organizational support and resources (Wells-Cheeks, 2024; Billsten et. al., 2018; Hagan et. al., 2020) in the context of DEI initiatives. Study procedures include a comprehensive literature review, survey development, and pilot testing with Appalachian State University students and then administration to a partnering organization. The result of this research will be a practical tool that can measure an organization\u27s readiness for DEI initiatives, impacting the success of DEI program implementations
“We’re All A Family”: Investigating How Diversity Interacts with Feelings of Mattering, Belonging, Job Satisfaction, and Well-Being
Get PDFIn the workforce, belonging is the degree to which employees feel valued, appreciated, and fit in with the organization\u27s integrated system (Thissen et al., 2023). Mattering, a person\u27s perception of their worth to others and belief that they make a difference (Deas et al., 2023; Jung, 2015), is just as relevant to the workforce despite receiving little attention in career studies. Feelings of mattering allow workers to experience fulfilled well-being, increased motivation, and lowered job-related stress (Bucher et al., 2019). Though research recently began investigating the effect of belonging and mattering on employee outcomes, there\u27s a larger absence of studies examining how mattering in the workplace interacts with dimensions of diversity, such as racial minority or neurodiversity. Fifteen to 20% of the world’s population is neurodiverse and another 33% is part of a racial minority group (Silver et al., 2023; BLS Reports, 2023). Research in these areas is vital for organizational development and social equity. As companies become more diverse, they must consider factors that may affect employee satisfaction. How do racial minority status, neurodiversity, and organizational systems intersect and influence mattering and belonging among employees? This study aims to investigate how characteristics of diversity, neurodiversity, and racial minority status influence employees\u27 sense of belongingness and mattering, and the larger implications of these experiences on well-being and organizational development. We will test four hypotheses with this study: H1: Identifying as a neurodivergent individual predicts decreased levels of belongingness and mattering in the workplace. H2: Identifying as a racial minority predicts decreased levels of belongingness and mattering in the workplace. H3: Neurodiversity and racial minority status will interact to predict decreased levels of belongingness and mattering in the workplace. H4: Workplace mattering and belonging will mediate the relationship between diverse identities and job outcomes (i.e., job satisfaction, productivity, CWB’s, performance). Prolific will be utilized to survey participants and gather their responses. Participation will be restricted to individuals who are 18 years or older, and who have been employed for at least six months at their current employer. The survey will include questions related to self-identified demographics, perceptions of belonging and mattering, and their performance at their current employer. From these findings, we’ll determine how mattering, especially for people in underrepresented groups, affects employee satisfaction, job motivation, and well-being. By examining these relationships, we hope to gain insights into more inclusive workplace practices that enhance both psychological health and organizational performance
Enhancing Career Outcomes: Evaluating the Impact of the Psychology Career Advisor at Appalachian State
Get PDFIntroduction Psychology degree holders possess many skills that employers value (Appleby et al., 2019). Despite this, research shows 53% of psychology graduates are underemployed, compared to 45% for all four-year graduates (Burning Glass Institute, 2024). In order to address this discrepancy, the 2024 Appalachian State psychology graduating class was surveyed to determine their utilization of on-campus career resources, career plans, and confidence in those plans. Findings suggested that while students were highly aware of resources, they remained underutilized (Briggs et al., 2024). Based on these findings, a dedicated psychology career advisor was established in the Psychology Department as a pipeline for undergraduates to career resources. The career advisor position promotes the use of career resources to address the prevalence of underemployment in undergraduate psychology students. The position will assist students with career planning, and provide resource recommendations for skill development opportunities to assist students in meeting their career goals. The current study is a follow-up that will examine whether the addition of the psychology career advisor has increased resource utilization. It will also update students\u27 career plans, confidence in those plans, and expand the sample to include both junior and senior psychology undergraduates. It aims to see if the awareness and utilization of resources has increased, while also getting a deeper understanding of the resources that students would like to see more of. Methods Data will be collected from undergraduate psychology juniors and seniors at Appalachian State University through a self-administered online Qualtrics questionnaire to identify whether resource utilization has improved. Students will be inquired about their awareness and utilization of career resources such as resume building, career workshops, and internship placements. Students will also express what kind of career resources they would like to see more of. Furthermore, the study will gather data on students\u27 potential career pathways post-graduation. Expected Results & Implications This research will allow for valuable insight into the utilization of career resources among upperclassmen psychology undergraduates. Data is expected to validate the creation of the psychology career advisor role as a viable pipeline to increase resource utilization and address underemployment within the psychology undergraduate population at Appalachian State University. By addressing student preferences, this study will also provide a critical understanding of how we can further optimize and cater career resources to the current student population, helping connect students with enhancing opportunities for engagement in industries that are related to their prospective career choices
Not Jumping on the Bandwagon: Older Workers\u27 Perceptions of Injustice in AI in Selection Processes
Get PDFTechnological advances are revolutionizing the world of work, and their integration into the workplace is on the rise. Artificial intelligence (AI) is a prime example, as 61% of organizations use it within their operations (Oswald & Khaleeli, 2020). However, this new integration into HR processes has led researchers to investigate how AI usage may be perceived by workers, especially when used it is used in the selection processes, and the role this may play in perceptions of procedural justice. Given that AI is often perceived as a “black box”, meaning that it is unclear how it is identifying patterns, this can lead workers to perceive the use of this tool to be unfair and lack transparency. These perceptions may also vary depending on the social group viewing this information, particularly age (Lee, 2019). To date, no studies have examined the perceptions of different aged workers as they view the use of AI integrated into selection. Older workers are often more critical about organizational implementation of technology through differing emphasis on contextual experiences (Caldwell, 2009). As older and younger workers may see procedural justice differently, this study aims to further explore these differences within the context of AI at work (Caldwell et al., 2009). Theoretically based on signaling theory using a procedural justice lens, the current study will explain why individuals perceive the usage of AI in selection differently (Connelly, 2011). Therefore, the current study seeks to investigate the moderating role of age between perceptions of AI usage and procedural justice, and how this may impact perceptions of organizational attractiveness and intentions to apply. To test the study’s hypotheses, an experimental vignette-based design will be used (Lavanchy et al., 2023). Measures to be used will include participant’s chronological age, and evaluations of the vignette based on: procedural justice (Colquitt, 2001), organizational attractiveness (Highhouse, 2003), and intentions to apply (Highhouse, 2003). Data will be collected from CloudResearch’s Connect (N = 200). A moderation mediation analysis will be used. Theoretically, this study will be the first of its kind to consider age perceptions in relation to perceptions of AI usage in selection. Through merging areas of aging, AI at work, and procedural justice, the study can better identify how the use of AI impacts perceptions of the organization. In the practice realm, this study aims to inform organizations of best practices when recruiting older employees to avoid unintentional adverse impact
Data collection, preprocessing and descriptive analytics of social media data
Get PDFSteemit is a decentralized social media site powered by the STEEM blockchain. Traditional platforms operate on a top-down model that benefits their maintainers rather than content producers. Steemit instead passes rewards to the users that provide value to the platform. Users earn one of three cryptocurrencies by posting and performing tasks such as content moderation and community administration. This is an overview of the data collection process performed in support of academic research related to the network. Data was collected to determine whether unearned status (via cryptocurrency) affected a user’s reputation. Initial statistics indicate distinct clusters of users displaying similarly high ranks despite having opposing combinations of currencies and User Engagement (estimated by post comment numbers). Data was collected via web scraping using Python programs and browser automation software. Next, the raw data was cleaned. Topic modeling and Sentiment analysis were performed on a portion of the data to determine the content and tone of collected posts. The result is uniform, feature rich tables of both continuous and categorical data that can be analyzed or used as training data in machine learning algorithms. This presentation provides a low complexity framework for the collection and preprocessing of numerical and text data from social media sites. Datasets processed in this way could be used to predict the success of a post based on its topic before publishing. This can provide guidance on how to best spend time and resources contributing to the platform
Micro vs. Macro Level Simulation and Performance: A Comparative Analysis with Application to Intelligent Transportation System
No full textThis paper compares micro and macro-level simulation approaches within the context of intelligent transportation systems (ITS). Micro-level simulations model individual vehicle interactions, while macro-level simulations capture system-wide dynamics. We assess their performance, computational efficiency, and applicability in addressing ITS challenges such as traffic management and route optimization. Additionally, we explore hybrid approaches combining both paradigms. Our findings offer insights for researchers and practitioners in selecting suitable simulation methodologies for ITS applications