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Wolf, Art History HIP Grant Presentation, Gender and the Gaze: Transregional Perspectives Museum Workshop
Get PDFThis presentation shares scenes from a unique art history workshop, entitled “Gender & the Gaze: Transregional Perspectives” organized by UTC Assistant Professor of Art History, Dr. Olivia Wolf, at the Hunter Museum in October 2019. The workshop focused on issues of gender subjectivity in contemporary art from a global perspective, and was designed to engage students in Wolf\u27s upper division Islamic Art and Architecture: Calligraphy to Contemporary Visual Culture course. It involved dialogues led by local and international experts in the field, including the Hunter’s own Chief Curator Nandini Makrandi and Curator of Education Adera Causey, as well as Argentina-based scholar Dr. Georgina Gluzman, whose research focuses on gender issues in Latin American art by modern and contemporary women artists. The workshop began with the opportunity for students to directly observe critically acclaimed Moroccan diasporic artist, Lalla Essaydi\u27s piece, “Les Femmes du Maroc: La Grande Odalisque,” which pertains to the museum’s collection. The observation, led by Makrandi, involved a lively discussion on issues of power, gender, and the gaze at play in this work. This was followed by a comparative consideration of the work of Latin American women artists led by Dr. Gluzman, as well as North American artists, such as Lorna Simpson and Sally Mann, led by Adera Causey. The workshop concluded by allowing students to find their own parallels on imagery that engaged gender and the gaze from the broader collection. Funding for this event was made possible thanks to a UTC Walker Center for Teaching and Learning HIP grant
Smartphone Application to Quantify Sport‐Related Injury Risk of Individual Athletes
Get PDFContext: Following sport‐related concussion (SRC), risk for musculoskeletal injury may be approximately 2 times greater, and risk for another SRC may be 3 to 5 times greater. Preparticipation screening methods are needed that can accurately identify athletes who possess elevated injury risk.
Methods: Occurrences of SRC and core or lower extremity injury (CLEI) were documented throughout a high school football season for a cohort of 92 players who performed a pre‐participation perceptual‐motor test and provided survey responses. A smartphone flanker test app presented displays of incongruent (\u3c\u3c\u3e\u3c\u3c or \u3e\u3e\u3c\u3e\u3e) or congruent (\u3c\u3c\u3c\u3c\u3c or \u3e\u3e\u3e\u3e\u3e) arrows arrows that required determination of a right versus left manual tilt of the device to register a response. Reaction time and response accuracy measures were used to derive conflict effect (CE), inverse efficiency index (IEI), and inverse efficiency ratio (IER) metrics. Any post‐concussion symptoms (Sx) were quantified by the Overall Wellness Index (OWI) and any persisting effects of previous musculoskeletal injuries were quantified by the Sport Fitness Index (SFI).
Results: History of SRC (HxSRC) was reported by 15% of the players. Factors that provided strongest discrimination of HxSRC cases from players who denied such history (NoSRC) were OWI Sx ≥4 and CE ≥52, and, with OR=13.9 for both versus 0 or 1 positive. Prospective predictors of CLEI among players with HxSRC included SFI score ≤92 (OR=33.8), IER ≥2.0 (OR=17), and OWI Sx ≥3 (OR=15). Prospective predictors of SRC for the full cohort included OWI Sx ≥7 (OR=36.4), SFI score ≤78 (OR=16.8), OWI score ≤76 (OR=12.8), HxSRC (OR=10), and IER ≥1.7 (OR=3.8).
Conclusion: Our results suggest the combination of OWI and SFI survey responses with perceptual‐motor performance metrics derived from the smartphone flanker test provides an effective means for pre‐participation identification of high school football players who possess elevated risk for subsequent SRC or CLEI occurrence
Impact of high penetration of PV generation on power system transient stability and fault current; modeling for real-time studies
Get PDFThe electric power system is currently experiencing a period of unprecedented changes in the technology of generation. Environmental and sustainability concerns led to replacement of a significant share of conventional thermal generation with renewable energy resources. This shift has raised major challenges of replacing synchronous machines and their well-known dynamics with power-electronics interfaced generation whose behavior and response when integrated to the bulk power system is yet to be fully understood. Over the years, many researchers investigated the effects of high injection of inverter-based resources on the system transient stability and fault levels. However, these studies were not in real time environment and deployed the inverter based resources IBRs in a distribution system or small-scale generation levels. This work studies the impact of high level PV injection on both the synchronous generators transient stability and grid’s fault current, and associated modeling as appropriate for real-time analysis. A test system provided by IEEE called D29 is modeled in Matlab/Simulink and RT-Lab Real Time Digital Simulator. From the analysis it is found that PV generators negatively affect synchronous machines’ transient stability if they replace conventional generation. In terms of fault current, PV generators contribution to the fault current is relatively low compared to synchronous generators and does not generally exceed two times the inverter rated current. The main contribution of this work will be modeling a system of PV generators that can work on real-time digital simulators environment
Behavioral model based trust management design for IoT at scale
Get PDFWith the rise in the number of devices in the Internet of Things (IoT), the number of malicious devices will also drastically increase. Smart cities\u27 decisions are based on data being collected by IoT devices in real-time, of which a connected-vehicle system is included. Behaviors such as malicious data injection can significantly impact connected vehicles. To aid in combating this threat, monitoring smart city and connected vehicle\u27s sensor data will allow for construction of a behavioral model. Implementing machine learning will aid in constructing a standard behavior such that any device that begins to malfunction or behave maliciously can be detected and mitigated in real-time. This behavioral analysis will be further applied to supplement trust management approaches such that a more accurate value can be associated with the device\u27s perceived trustworthiness without the need to rely on a majority consensus
Exploring Associations Between Student Academic Achievement, Worry, Personality, and Parental Warmth and Control
Get PDFParenting styles are related to high academic achievement (AA) and worrying, and yet excessive worrying may be related to lower AA. This study evaluates the potential nuanced relationships between AA, worry, parental warmth and control, and conscientiousness. 273 college students self-reported their GPAs and ACT scores, level of worry, conscientiousness, and their caregivers’ warmth and control. Parental warmth and control predicated AA, conscientiousness, and worry (r2 = .02 - .10), especially for male caregivers. Conscientiousness (R2 = .08) and worry (R2 = .03) moderated the relationship between parenting for male caregivers and academic achievement. Implications discussed include informing parents of behaviors that may increase their children’s academic success and psychological wellbeing
Moving toward sustainability: An investigation into the relationship between ESG scores and organizational outcomes in HRM
Get PDFThe issue of sustainability in business has been a central topic of interest for some time. The role of Human Resource Management (HRM) professionals within those sustainable efforts may not be immediately apparent, but as a growing body of research in the field indicates, HRM Professionals are essential to successful company-wide sustainable initiatives. It would only make sense, then, that the impact of sustainable measures on HR outcomes be studied at length; using data from thousands of companies, our study examines the potential correlations between HR practices and sustainable efforts in business. This study will investigate the relationships that exist between companies\u27 ESG scores and how their employees rate them in terms of HR outcomes such as engagement, pride in the organization, and their commitment to the organization itself
APP vs COVID
Get PDFAcross the world, the coronavirus (COVID-19) pandemic is changing the landscape of the way in which people live and behave. Practicing infection control behaviors as set forth by the CDC, WHO, and other public health organizations is imperative on college campuses around the country where population density is high and frequent interactions are practiced by students. Behavioral interventions have been documented to work in industry to reduce injury, as well as in health promotion and infection prevention; therefore, behavioral interventions are predicted to be effective in slowing the spread of COVID-19. While most studies are looking at the outcomes of contracting COVID-19, this study aims to proactively tackle the health behaviors related to the spread of the virus. Health behaviors that are of interest to this study, and will be quantified are: hand washing and sanitizing, mask wearing, mask removal procedures, and proper social distancing practices. Student observers will be reporting the prevalence of these behaviors through an application created for this study called Habitood. The more students and observers who participate in the study, the more individuals it is surmised will adjust their safety practices to combat COVID-19. This notion is one that is referred to as the observer effect and has been empirically supported in many independent studies (Alvero et al., 2008; Alvero & Austin, 2004). Overall, the goal of the study is to enable students to actively participate in slowing the spread of the virus by motivating infection control behaviors across campus
Examining the Relationship between Applicant Reactions and Selection Test Performance: Is the Relationship Curvilinear?
Get PDFThere is evidence in the literature that negative reactions to employee selection procedures such as high anxiety and low motivation are related to poor performance by job applicants on a selection test (McCarthy, Van Iddekinge, Lievens, Kung, Sinar, Campion, 2013). However, to date the studies examining this relationship were correlational, meaning that no causal relationship could be established. This implies that while it is possible that negative reactions predict low test performance, it is also plausible that the reverse is true (i.e., poor performance at the early stages of a selection test leads to high anxiety and low motivation) or a third variable is responsible for the observed relationship. In addition, there is evidence that the relationship between stress and performance is not linear but in the shape of an inverse U (Muse, Harris, & Field, 2003; Srivastava & Krishna, 1991), suggesting that extremely negative and extremely positive reactions lead to lower levels of performance while test performance is maximized at moderate levels of positive or negative reactions Accordingly, the proposed study will examine the relationship between applicant anxiety and performance on a selection test. We hypothesize that there will be a curvilinear relationship between applicant anxiety and performance that is mediated by self-regulatory processing and off-task cognition. In order to establish causality, an experimental design will be utilized such that the level of anxiety participants face during the study will be manipulated through tailored instructions designed to evoke different levels of stress. After manipulating anxiety, participants will then complete a selection test. Random assignment to these anxiety conditions and a low level of test difficulty will ensure that the level of ability and self-efficacy on the task will be controlled for. The results of this study will allow for a more robust test of the relationship between applicant anxiety during selection procedures and test performance, and hence provide theoretical and practical implications for staffing researchers and practitioner
Y\u27all ain\u27t fair: Discrimination against southern accents in hiring decisions
Get PDFThis research proposal investigates how southern accents impact hiring decisions. Specifically, it examines whether an applicant with a neutral American accent will be hired at a higher rate than an applicant with a southern accent. Perceived professionalism, competence, and intelligence are suggested mediators for the relationship between accent and hiring decision. Additionally, it is hypothesized that perceived similarity and geographical location will moderate the relationship between accent and evaluations related to hiring (professionalism, competence, and intelligence). Participants will be sampled from a geographically diverse range of universities and randomly assigned to one of four conditions: female applicant with a neutral American accent, female applicant with a southern accent, male applicant with a neutral American accent, and male applicant with a southern accent. Male and female applicants are included in order to explore possible sex differences in accent evaluation. Participants will be shown a job description for a human resources manager position and then listen to an audio recording of an interview with an applicant for the position. Participants will then be asked to evaluate the applicant’s professionalism, competence, intelligence, similarity to themselves, and to make a hiring recommendation regarding the applicant. While many studies examine hiring discrimination based on aspects of physical appearance, relatively fewer consider other aspects of an individual that may trigger the activation of negative stereotypes. This study seeks to fill a gap in the research and further understanding of accent-based discrimination. It also seeks to illuminate mediating and moderating factors that impact accent-based discrimination
The Impact of Turnover on Team Performance within Major League Soccer Teams
Get PDFSuccess within teams is a result of many factors and may vary across situations and the teams themselves being examined (Morgan, Campione, and Jerrell, 2004). Take for example team success within business. Some may predict that success within teams is due to individual & collaborative efforts, individual & team efficacy, and a shared mental model. But success depends on the context in which the work takes places as well as other factors such as if the work encourages a highly collaborative environment versus work that requires low collaboration within job task completion. One factor not entirely addressed is variance within industry. That is, how is success within athletics achieved? Is it the same, or even like success within a business environment? Moreover, how is high performance within soccer teams, specifically in Major League Soccer, achieved? This study is an attempt to explain variance in team performance within soccer teams in Major League Soccer. We conducted a concomitant time series analysis to determine whether turnover directly or indirectly attributes to team performance. Anecdotally, it is a widespread common belief that poor team performance in sports is due to either poor coaching, or poor individual performance of players. Thus, teams will trade players and/or fire head coaches. This study will attempt to identify how turnover of players and managers contributes to team performance. Archival data obtained from an open-source collection center (mlssoccer.com) was used to gather data