5063 research outputs found
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An accessible web-based peer-to-peer remote desktop control and access tool utilizing WebRTC
Get PDFIn the modern tech environment, remote desktop sharing is very popular and often much needed for daily work. Yet, many existing solutions hinge on the conventional client-server model, necessitating additional tools and software for effective desktop access. There exists a notable research gap concerning Desktop-as-a-Service (DaaS) delivery via a peer-to-peer architecture. This study introduces a browser-centric web application leveraging peer-to-peer communication for seamless remote desktop access. By integrating state-of-the-art technologies including Google’s WebRTC framework, STUN servers, and signaling servers, we offer an in-browser remote desktop experience, evaluating its performance in terms of responsiveness and user-friendliness. Our findings indicate promising prospects for WebRTC-driven remote desktop platforms
The Stifling Statute of Limitations: The Historical Roots and Tragic Implications of the United States’ Statute of Limitations—And Evan Rachel Wood’s Daring Fight to Change It
Get PDFIn November of 2016, actress and activist Evan Rachel Wood brought forth sexual abuse and assault allegations against her former boyfriend, Brian Hugh Warner (a rock singer professionally known as Marilyn Manson). Despite significant evidence of abuse, prosecutors were not able to file any formal charges against Warner for his alleged crimes against Wood. Wood’s allegations have revealed a deep-rooted issue in America\u27s criminal justice system: the statute of limitations prevents many victims from pressing charges and receiving fair trials against their abusers. This research study analyzes the historical roots of the statute of limitations, its multitude of consequences, and Evan Rachel Wood’s persistent efforts to expand the rights of abuse and assault victims. Results indicate that varying forms of statutes of limitations have existed since the creation of laws, perpetuating gender discrimination, injustices in the criminal justice system, and fears among abuse and assault victims
The effects of stressful life experiences and maladaptive daydreaming on selective attention among young adults
Get PDFAdverse childhood (ACEs) and adult (AAEs) experiences have been connected to negative psychological and physical consequences. ACEs have been associated with maladaptive daydreaming (MD) and impairments in selective attention (SA). Less is known about AAEs on selective attention and MD in adults. This study aimed to address gaps in the literature using a sample of 177 adults aged 18 and 30 who were assessed for ACEs, AAEs, and MD. Participants’ SA was assessed through an emotional Stroop test. ACEs and AAEs were both positively associated with MD, as well as with increased reaction times in the Emotional Stroop. There was an indirect effect of ACEs on total reaction time through MD. High levels of MD moderated the relationship between AAEs and SA by decreasing reaction times. Findings suggest a complex mechanism in the relationship between adverse life experiences, MD, and selective attention
Linking human resource management strategy to organizational performance: a better understanding of high-performance work practices in higher education
Get PDFA model of Human Resource Management (HRM) was presented by Guest (1987) as a new approach to management of personnel matters in which HRM strategy informs HRM practices, and both result in beneficial Human Resources (HR) outcomes, such as employee engagement. The notion underlying this model is that strategic HRM and related practices influence behavioral outcomes that positively impact performance outcomes for an organization. However, research to date has been inconclusive regarding how HRM systems or specific HRM practices are contributing to organizational performance (Paauwe, 2009). The intent of this study was to further examine the relationship between HRM practices and organizational performance by investigating complementary HRM practices that may have a relationship with employees’ abilities to contribute to organizational outcomes within a higher education setting. Specifically, this study aimed to address the role of high performance work practices (HPWPs) in promoting positive organizational outcomes through the role of the employee-level outcome of Work Engagement, utilizing the ability-motivation-opportunity (AMO) model (Ogbonnaya & Valizade, 2018). Results indicated fair to good correlational associations between HPWPs and Work Engagement for nearly all bundled practices, providing further support for the AMO framework serving as a model of fit for identifying practices to bundle and how those practices may indeed be successful because of their association with impacting the ability, motivation, and opportunities of organizational employees
Understanding the influence of follower count on purchase behavior and consumer perception in influencer marketing
Get PDFIn recent years, influencer marketing has emerged as a popular strategy for brands to connect with consumers on social media. This study examines the impact of influencer follower count on consumer purchase behavior and perception of influencers in the context of influencer marketing. A qualitative research approach was employed, surveying 60 participants familiar with the concept. The findings suggest a relationship between influencer follower count and consumer perceptions of influencer attractiveness indicating that influencers with larger followings are more likely to be deemed attractive to social media users. This research contributes to the growing body of literature on influencer marketing and provides valuable insights for marketers seeking to optimize their influencer marketing strategies for maximum impact
Declare I Dare Not
No full textThis thesis contains two parts: a craft paper on dialogue and seven chapters of a young adult historical fiction novel. The craft paper focuses on the use of dialogue to convey information rather than other means such as backstory and flashback, and it analyses these strategies in three historical novels, Wolf Hall and Bring Up the Bodies by Hilary Mantel and Anne Boleyn: A King’s Obsession by Alison Weir. The novel chapters included are from Act III of Declare I Dare Not, focusing on the tumultuous ending of Anne Boleyn’s reign as Queen of England. After using witchcraft to seduce the king and secure her throne in earlier chapters, Anne now faces her downfall as Henry VIII’s eye turns elsewhere and he prepares to rid himself of her for good
The competitive advantage of prioritizing human-centered design thinking in business
Get PDFThis thesis examines the impact of design thinking on promoting innovation within businesses. Design thinking is a human-centered problem-solving approach that solves problems using empathy, creativity, and iterative prototyping. The thesis commences by clearly defining design thinking and presenting its fundamental concepts, emphasizing how it differs from traditional business thinking. The thesis vividly illustrates the real-world impact of design thinking through compelling case studies from the consumer electronics, healthcare, automotive, and entertainment industries. It showcases how design thinking fosters creativity and develops solutions that prioritize customers\u27 needs. The case studies show how companies gained a competitive advantage by deeply understanding and addressing consumer needs. The thesis also suggests an improved design thinking model that can be incorporated into future businesses to increase competitive advantage. Overall, the thesis provides a comprehensive overview of design thinking in the context of business innovation, offering insights into its principles, practices, and future directions
Perspectives on Powering Peak Performance
Get PDFPerformance has been described, defined and formulated many ways over several decades. This presentation explores the construct of performance, and its relation to motivation. The presenter provides several examples and key concepts as well as introducing a research question for further exploration
Impact of Microaggressions and Stereotypes on Black Women in a Traditional vs. Virtual Workplace
Get PDFThis proposed project aims to examine the impact of microaggressions and stereotypes on Black women in both traditional and virtual workplaces, specifically focusing on how experiences microaggression, and stereotypes affect job satisfaction and organizational contribution. Black women face unique microaggressions, rooted in both racial and gender biases, which hinder their career progression and access to leadership roles. These microaggressions often manifest as being underestimated or unfairly scrutinized, leading to negative consequences such as emotional stress, decreased job satisfaction, and reduced organizational engagement. Microaggressions and stereotypes are prevalent challenges faced by Black women, and they significantly contribute to negative workplace experiences. Stereotypes, such as those portraying Black women as domineering or angry, compound the harm caused by microaggressions and lead to a lack of inclusion and support at work. In traditional settings, these issues contribute to burnout and lower job satisfaction, while in virtual environments, microaggressions appear in the form of micromanagement or insensitive virtual interactions. The current study hypothesizes that microaggressions and stereotypes will correlate positively, with Black women in traditional settings experiencing more frequent instances than those in virtual environments. Additionally, microaggressions and stereotypes are expected to negatively affect both job satisfaction and contributions to organizational impact. The methodology involves surveying Black women working in corporate and non-corporate roles, both in-person and remotely. Self-report measures will include the Daily Life Experiences (DLE) subscale of the Racism and Life Experiences Scale (RaLES), the Gendered Racial Microaggressions Scale (GRMS), the Job Satisfaction Survey (JSS), and the Work Effort Scale (WESC), all of which demonstrate high reliability. The implications of the current study include influencing DEI policies by highlighting the impact of microaggressions on Black women’s job satisfaction and organizational contribution in both traditional and virtual workplaces
Exploring the influence of organizational culture, benefits, and diversity statements on talent attraction in startups
Get PDFStartups can face significant challenges when attracting new talent due to their less established reputation and job seekers’ perceived uncertainty regarding their career prospects. Recruitment webpages are a key tool for startups to project an appealing organizational image to potential candidates, typically by showcasing the company’s culture, values, employee benefits, and commitment to diversity and inclusion. However, there is limited research about the effectiveness of such information in attracting talent to startups. For example, although there exists evidence that diversity cues presented during the recruitment process may attract applicants, most studies focused on surface-level diversity (e.g., gender, race, sexual orientation) instead of deep-level diversity (e.g., values, ideas, viewpoints). Moreover, the existing findings in organizational attraction may not fully generalize to startup environments, because individuals drawn to such environments may have distinct motivations and priorities. Drawing on signaling theory, our main research questions are: (1) how do organizational culture attributes (masculine vs. feminine), types of employee benefits (family-friendly vs. financial wellness benefits), and diversity cues (surface-level vs. deep-level diversity) on recruitment webpages affect job seekers’ attraction to and evaluation of startup companies? (2) how do individual differences (e.g., demographics, personality traits) among job seekers moderate such effects? To answer these questions, we propose a 2 x 2 x 2 between-subject online experiment in Qualtrics with approximately 350 job seekers recruited through Prolific. Participants will first answer questions about their demographics and personality traits (e.g., Big Five, risk propensity). They will then be instructed to imagine looking for job opportunities on a fictional startup’s “Careers” page. The content of this page will be randomized to reflect different combinations of organizational culture attributes, employee benefits, and diversity cues. They will then complete a survey including validated measures of person-organization fit, organizational attraction, perceived legitimacy of the company, intention to submit a job application, etc. Data collection is expected to conclude by October 2024. Through MANCOVA and multiple regression analyses with cleaned data, we will examine a series of main effects (e.g., greater attraction to startups with a feminine culture) and moderating effects (e.g., surface-level diversity attracting more minority job seekers; family-friendly benefits appealing more to women). Our findings will advance our understanding about talent attraction in startups, which is understudied in entrepreneurship literature. The results of this study will offer practical insights for startups’ efforts of designing recruitment strategies and enlarging applicant pool, which can further help them become an employer of choice