81 research outputs found
Data privacy in knowledge discovery
No full textThis thesis addresses data privacy in various stages of extracting knowledge embedded in databases. Advances in computer networking and database technologies have enabled the collection and storage of vast quantities of data. Legal and ethical considerations might require measures to protect an individual's privacy in any use or release of the data. In this thesis, we address the problem of preserving privacy in the two following cases: (1) in distributed knowledge discovery; (2) in situations where the output of a data mining algorithm could itself breach privacy. We present results in two different models, namely secure multiparty computation (SMC) and differential privacy. The first part of the thesis presents privacy preserving protocols in the SMC model. Secure multiparty computation involves the collaborative computation of functions based on inputs from multiple parties. The privacy goal is to ensure that all parties receive only the final output without any party learning anything beyond what can be inferred from the output. Within this framework we address the problem of preserving privacy in the preprocessing and the data mining stages of knowledge discovery in databases. For the preprocessing stage, we present private protocols for the imputation of missing data in a dataset that is shared between two parties. For the data mining stage, we introduce the notion of arbitrarily partitioned data that generalizes both horizontally and vertically partitioned data. We present a privacy-preserving protocol for k-means clustering of arbitrarily partitioned data. We also develop a new simple k-clustering algorithm that was designed to be converted into a communication-efficient protocol for private clustering. The second part of the thesis deals with privacy in situations where the output of a data mining algorithm could itself breach privacy. In this setting, we present private inference control protocols in the SMC model for On-line Analytical Processing systems. In the differential privacymodel, the goal is to provide access to a statistical database while preserving the privacy of every individual in the database, irrespective of any auxiliary information that may be available to the database client. Under this privacy model, we present a practical privacy preserving decision tree classifier using random decision trees.Ph.D.Includes abstractVitaIncludes bibliographical referencesby Geetha Jagannatha
A dangerous but powerful idea - counter acceleration and speed with slowness and wholeness
No full textThe dangerous idea is that school reform, in India in particular, but across the world too, is impossible. Changing education, at the systemic level or at the institutional or school level, or educating teachers and school leaders in change can be classified as largely first order change - that of school improvement, which involves doing more of the same but doing it better (where the focus is on efficiency) and that of school re-structuring, which involves re-organising components and responsibilities (where the focus is on effectiveness). Geetha Narayanan is Principal Investigator with Project Vision at the Centre for Education Research Training and Development (CERTAD) within the Srishti School of Art Design and Technology in Bangalore, India. She has dedicated her career to finding and establishing new models of education that are creative, synergistic and original in their approach to learning. Read the article and listen to audio of the author discussing her ideas
Perceived diversity among italian employees
No full textThe paper tests the diversity typology associations with organisational outcomes set out by
Harrison & Klein (2007) based on variety, separation and disparity.
The main finding is that variety has a positive significant association with positive organisational outcomes, as well as on organisational performance. The way diversity is perceived in an organisational setting can have important relations with how organisational performance is perceived. This study has a strong practical implementation as in organisations where diversity is viewed as variety, diversity can have positive associations and thereby diversity can have an added value for society and organisations.
The study is unique in providing empirical evidence for a diversity typology, operationalising this typology and providing evidence for links with organisational outcomes and organisational performance. No current study contains an operationalisation of the diversity typology of Harrison and Klein (2007) while linking it to organisational outcomes
Perceived diversity among italian employees
No full textThe paper tests the diversity typology associations with organisational outcomes set out by
Harrison & Klein (2007) based on variety, separation and disparity.
The main finding is that variety has a positive significant association with positive organisational outcomes, as well as on organisational performance. The way diversity is perceived in an organisational setting can have important relations with how organisational performance is perceived. This study has a strong practical implementation as in organisations where diversity is viewed as variety, diversity can have positive associations and thereby diversity can have an added value for society and organisations.
The study is unique in providing empirical evidence for a diversity typology, operationalising this typology and providing evidence for links with organisational outcomes and organisational performance. No current study contains an operationalisation of the diversity typology of Harrison and Klein (2007) while linking it to organisational outcomes
Perceived diversity among italian employees
No full textThe paper tests the diversity typology associations with organisational outcomes set out by
Harrison & Klein (2007) based on variety, separation and disparity.
The main finding is that variety has a positive significant association with positive organisational outcomes, as well as on organisational performance. The way diversity is perceived in an organisational setting can have important relations with how organisational performance is perceived. This study has a strong practical implementation as in organisations where diversity is viewed as variety, diversity can have positive associations and thereby diversity can have an added value for society and organisations.
The study is unique in providing empirical evidence for a diversity typology, operationalising this typology and providing evidence for links with organisational outcomes and organisational performance. No current study contains an operationalisation of the diversity typology of Harrison and Klein (2007) while linking it to organisational outcomes
Do you feel European? : a social psychological view on European identity
No full textDefence date: 7 July 2006Examining board: Prof. Emanuele Castano (New School University, NY)(External Supervisor) ; Prof. Jaap Dronkers (European University Institute)(Supervisor) ; Prof. Geert Hofstede (Extramural Fellow, CentER for Economic Research, University of Tilburgh) ; Prof. Rick van der Ploeg (European University Institute
Are the effects of different family forms on children's educational performance related to the demographic characteristics and family policies of modern societies?
No full textAre EUI alumni becoming a transnational elite?
No full textOne of the manifest or latent aims of the European University Institute is the formation of a Europeanminded or ‘transnational’ academic elite, oriented not just to their own EU Member State. This article seeks to offer initial evidence as to whether the EUI has reached that aim. Our data are not perfect, but they are the best available at the moment. At a later point in time we hope to have collected better data. They are gathered by the EUI administration as a by-product of Alumni activities. Since the EUI has reached its 25th anniversary, the life course of its graduate students should have progressed sufficiently to make an analysis of their occupational activities now worthwhile. However, one should realize that the occupational careers of EUI graduates are not finished and a major part have just started their career, so this is only an interim picture which does not give final results. Nor do we have comparable data for national graduate schools in EU Member States so as to evaluate the results properly. With these caveats in mind, these data might be useful as first evidence
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