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Archive project: Wei Dong
Get PDFhttps://scholar.utc.edu/global-contemporary-artists/1003/thumbnail.jp
Radio Identity Verification-based IoT Security Using RF-DNA Fingerprints and SVM
Get PDFIt is estimated that the number of Internet of Things (IoT) devices will reach 75 billion in the next five years. Most of those currently and soon-to-be deployed devices lack sufficient security to protect themselves and their networks from attacks by malicious IoT devices masquerading as authorized devices in order to circumvent digital authentication approaches. This work presents a Physical (PHY) layer IoT authentication approach capable of addressing this critical security need through the use of feature-reduced, Radio Frequency-Distinct Native Attributes (RF-DNA) fingerprints and Support Vector Machines (SVM). This work successfully demonstrates (i) authorized Identity (ID) verification across three trials of six randomly chosen radios at signal-to-noise ratios greater than or equal to 6 dB and (ii) rejection of all rogue radio ID spoofing attacks at signal-to-noise ratios greater than or equal to 3 dB using RF-DNA fingerprints whose features are selected using the Relief-F algorithm
EMG Based Trajectory Control of Hand Exoskeleton
Get PDFIn this project, we have designed and controlled the hand rehabilitation exoskeleton robot with a smart algorithm for active and passive rehabilitation processes
Fostering a network for early career talent, SIOP members, and career development
No full textCreating and sustaining a professional network takes time and effort. In this session, Tiffany Poeppelman will share best practices for engaging a community of early career talent through LinkedIn’s Business Leadership Program (BLP). In the session, she will highlight ways her team started to push the boundaries to engage talent during COVID that went beyond peer-based cohort learnings. You will learn what worked (and what did not!) to develop and foster a virtual network in a hybrid world. Beyond LinkedIn, Tiffany will also share how she fosters her SIOP network and community leaders through her role as the SIOP Membership Services Portfolio Officer role. As a board member, she will share her reflections on SIOP Membership trends, and opportunities for our field in the years to come. This session will be action-packed with best practices and real-world examples that will inspire you to connect and engage with others beyond your desk
Qualitative insights into the voltage stability problem
Get PDFThis work investigates some of the bus indicators for the problem of voltage stability. The purpose is to learn more about the behavior and to observe the factors that cause mis-ranking in estimating the stability margin. Three indicators are examined, the L-index, the coupled-port method, and the P-index. it found that the L-index does not have a reliable alarm level, and when flagged with an alarm used for the P-index, it shows a large variation of the estimation accuracy across systems. Also, the coupled single-port method is a reformulated L-index method with no novelty on estimation, the novelty is only in the presentation. Finally, the P-index is examined and found to be more reliable if it coincides with a maximum P-index and greater participation in the collapse mode. This is tested on benchmark systems; the results indicate that this approach leads to a better estimation in many cases
Examining an intersection of environmental justice and COVID-19 risk assessment: a review
Get PDFThis study views the risks associated with the novel coronavirus (COVID-19) as an environmental injustice issue due to the connection between existing environmental disparities and the disproportional negative impacts brought upon by the virus. The social and health determinants attributed to those environmental disparities have traditionally been evaluated as individual risk factors, an approach that fails to gauge the complexity of an environmental injustice issue. This study employs the emerging theory of intersectionality, a belief that phenomena cannot be linked to one principal cause but instead an interconnected web of influences, in order to synthesize the multitude of factors believed to create a heightened risk to COVID-19. The U.S. Census variables integrated into the Centers for Disease Control Social Vulnerability Index (CDC SVI) provides a familiar outline of determinants to consider for risk assessment by local authorities and outreach efforts. Additional influences are evaluated to further highlight the intersectional nature of the pandemic’s consequences that also serve as unique identifiers when mainstream data is unavailable. The scientific literature, case studies and COVID-related data reviewed here have revealed new insights on long-standing environmental issues and reinforced the need for comprehensive risk assessments
Easing the return to normalcy: Reintegrating victims of domestic violence into the workplace
Get PDFThe present study aimed to provide actionable solutions to organizations regarding how they can best help reintegrate victims of domestic violence into the workplace following a domestic-related incident. Study one surveyed 59 domestic violence survivors using open-ended questions regarding what their organizations did well and/or could have done better to help reintegrate them. Through directed and conventional content analysis, five key themes emerged for how organizations can demonstrate support: safety, emotional support, resources, work modifications, and general perspectives/additional information. Study two turned the key themes from study one into potential recommendations and then interviewed five Human Resources professionals to assess which recommendations would be feasible to implement in their respective industries. All five interviewees provided additional recommendations based on what they have seen implemented in their organizations. Both studies highlight how important it is for organizations to demonstrate support for victims before, during, and after an incident occurs
How Juveniles and Adults Use Strategies to Appear Innocent in a Police Interview
Get PDFPolice officers are often trained to use the Behavior Analysis Interview (BAI) to detect deceit, but it is based on faulty indicators of lying. The BAI may be especially problematic for juveniles due to behavioral, cognitive, and socioemotional immaturities. This study compares strategies used by juveniles, young adults, and adults to appear innocent during a BAI concerning a hypothetical crime. Results show that juveniles may not differentiate between the truthful and deceptive responses that police officers are trained to observe for as well as adults do, which could lead to officers misjudging juveniles as deceitful/guilty
Tennessee\u27s performance funding model: a mixed methods study designed to predict future success
Get PDFThe primary purpose of this study was to examine how best a Tennessee 4-year public university can perform under the state’s outcomes-based funding formula, most commonly identified as either PF 2.0 or the Complete College Tennessee Act (CCTA) funding formula. Using a mixed methods approach, the research analyzed select input variable performance and administrative responses to the outcomes-based formula changes at a moderately-selective, doctoral and professional level Carnegie public institution in Tennessee. There were the following three quantitative and one qualitative research questions: • Research Question 1 (RQ1): Is there a difference in student progression (cumulative credit hours) based on the outcomes-based funding formula focus populations? • Research Question 2 (RQ2): Is there a relationship between degree attainment (yes, no) and the outcomes-based funding formula focus populations? • Research Question 3 (RQ3): Can a model be created to predict progression and degree attainment based on the outcomes-based funding formula focus populations? • Research Question 4 (RQ4): What were the processes developed, policies adopted, and actions taken by the university to maximize state support since the adoption of the Complete College Tennessee Act (CCTA) in 2010? For the quantitative portion of this study, a select portion of unaggregated data were used for the period beginning in fiscal years 2015-16 through 2018-19. It was determined adult learners either progress at a higher rate or have accumulated more hours due to time in study than non-adult learners and students classified as low-income either progress at a higher rate or have accumulated more hours due to time in study than students not classified as low-income. In addition, a regression model determined a statistically significant relationship exists between the focus populations and both cumulative credit hours and whether a student graduated. The qualitative portion included interviews with select senior-level administrators at the focus institution. The interviewees shared significant insights, including how the State of Tennessee’s revisions to the outcomes-based funding formula in 2010 were positive and had positively impacted the focus institution
‘Should I Stay or Should I Go?’ Investigating Recruitment and Retention at Sustainable Organizations
Get PDFAs the private sector continues to come under scrutiny from stakeholders for sustainability behaviors, it has become increasingly important to effectively assess the cost-benefit of sustainable corporate social responsibility (Stahl et al., 2020). The increasing value for sustainability has led to a reassessment of the bottom line that includes people, planet, and traditional notions of profit. The widespread adoption of environmental, social, and governance (ESG) metrics and ratings (Howard-Grenville, 2021) demonstrates that organizations need to strive to perform to maintain competitive relevance. However, the question remains, how do industry professionals assess the value of implementing sustainability in organizations? HR professionals, especially those trained in evidence-based practice, can help to bridge this gap and develop measures for the ROI of adopting more environmentally-friendly practices. Building on previous research, this planned study will examine two specific dimensions of the potential human resource benefits gained from ESG-related sustainability practices. Specifically, the study focuses on the sustainability values of an organization and the benefits realized within the domains of employee recruitment and retention. The study’s hypothesis is that there will be a positive relationship between desire to work within an organization and that organization’s sustainability performance. Additionally, it is predicted that employees currently working at sustainable organizations will be more inclined to stay at such organizations. Providing support for these relationships would indicate a significant benefit for the bottom line in terms of people, profit, and ultimately planet when adopting sustainability practices. The study also intends to examine the degree to which these two relationships are moderated by individual disposition toward sustainability. It is hypothesized that individuals who value sustainability will see stronger relationships between retention, recruitment, and organizational sustainability performance. Participants for this study will complete a survey that will assess their views on sustainability and reactions to the constructs of interest. Hypothesis will be tested from a sample of working adults in the United States. The sample will contain approximately 110 individuals, and will be recruited using Qualtrics. Participants will complete a researcher-developed questionnaire that will assess their views and reactions to the constructs of interest