195,019 research outputs found
Rubin, Evans, & Wilkinson - Data Package
No full textThis data package contains the research survey, deidentified data set, associated SPSS syntax file, variable naming information, and additional results tables for the following research article:
Rubin, M., Evans, O., &
Wilkinson, R. B. (2016). A longitudinal study of the relations between
university students’ subjective social status, social contact with university
friends, and mental health and well-being. Journal
of Social and Clinical Psychology, 35, 722-737. doi: 10.1521/jscp.2016.35.9.722
If you are interested in analysing the data from this data set, then please contact [email protected]. <br
Crisp, R. J., Hewstone, M., & Rubin, M. (2001). Does multiple categorization reduce intergroup bias? Personality and Social Psychology Bulletin, 27, 76-89. doi: 10.1177/0146167201271007
No full text<p> </p>
<p>Crisp, R. J., Hewstone, M., & <strong>Rubin, M.</strong> (2001). Does multiple categorization reduce intergroup bias? <em>Personality and Social Psychology Bulletin, 27,</em> 76-89. doi: <a href="http://dx.doi.org/10.1177/0146167201271007">10.1177/0146167201271007</a></p
The Asolant/Rubin-5 Technology Demonstration Mission - System Description and First Flight Results
No full textThis paper addresses the Asolant/Rubin-5 flight experiment conducted onboard the upper stage of a Cosmos rocket in late 2005. The main objective of the project was to flight-qualify a newly developed combined solar cell/antenna device, the so-called Advanced SOLar ANTenna (ASOLANT) technology. In order to assess both, the reception as well as emission of R/F signals, two different devices were involved in the mission. One was linked to a space-borne Phoenix-S GPS receiver to examine the receiving performance. A second device was designed to send out S-Band beacon signals generated by the SAFIR-S amateur radio transmitter to evaluate the radiation characteristics. Moreover, both ASOLANT devices supplied the electrical power for the onboard systems. Telecommand and telemetry functionalities were provided by an ORBCOMM communicator making use of the ORBCOMM satellite network to relay data between space and ground. This unit, furthermore, served as
onboard computer. The experiment was launched along with eight multinational payload satellites. It was designed to remain attached to the rockets upper stage after burnout. Due to a separation failure of one of the copassengers, the primary mission objectives could not be fully met. Nevertheless, a sufficient number of data was retrieved to confirm the good overall performance of the ASOLANT devices. Roughly ten month after the launch, still most system components are operational and experiment data are transmitted to ground. Following a description of the main flight system components and the overall ystem architecture, the paper summarizes the hitherto obtained experiment results
John Artis and Rubin Carter handcuffed together at the Passaic County Court House in Paterson, New Jersey
No full textJohn Artis and Rubin Carter (L to R) handcuffed together as they make their way down the steps of the Passaic County Court House during their triple homicide trial, circa May 1966. Paterson Evening News collection
Recommended from our members
[E-mail from R. William McCarter to Blanche Rubin, April 21, 1995]
No full textAn e-mail from R. William McCarter to Blanche Rubin about curriculum issues and development in regards to thematic-based art education
Athletic Subculture within Student-Athlete Academic Centers
No full textCitation: Rubin, L. R., & Moses, R. A. (2017). Athletic Subculture within Student-Athlete Academic Centers. Sociology of Sport Journal. (Forthcoming). http://dx.doi.org/10.1123/ssj.2016-0138Over 400,000 student-athletes participate in NCAA intercollegiate athletics programs. Due to their dual roles as student and athlete, they have a different college experience than the general student population. Specialized academic centers and resources for student-athletes are part of the reason they are separated and often isolated from the rest of campus. Teams have their own unique academic subculture that influences each student-athlete in his or her academic pursuits. The purpose of this study is to explore the athletic academic subculture among student-athletes at the Division I level and the role the athletic academic center and special resources play in cultivating a separate culture from the campus culture. Symbolic interactionism was the framework used as the lens to view the results of this study in the context of neoliberalism
YOUNG MANAGER MAKE USE OF ITS POTENTIAL IN SOCIAL ENTREPRENEURSHIP AS SOURCES OF UNTAPPED EMPLOYMENT FUTURE
No full textTemo socialnega podjetništva smo v nalogi obdelali z dveh vidikov: teoretičnega in vidika analize dejanskega stanja. Na koncu smo iz analize s področja socialnega podjetništva povzeli naša spoznanja, da mladi lahko izkoristijo svoj upravljavski potencial, ter sklepe, da bi država in občine morale prepoznati učinke uspešne podpore področja.
Socialni kapital oziroma omrežja mladih z novim znanjem so v prihodnosti v različnih socialnih okoljih viri zaposlitve tudi v obdobju velike brezposelnosti. Svoj potencial lahko razvijajo tudi na področju socialnega podjetništva. Razvoj, neizkoriščeno znanje in dane priložnosti so bili, so in bodo sile napredka tudi v prihodnosti.
Nalogo smo pripravili, da potrdimo dejstvo, da so kljub veliki brezposelnosti mladih socialna omrežja, znanje in osebne vrednote izredna podpora v izkoriščanju managerskega potenciala na področju socialnega podjetništva. Žal se socialni kapital trenutno vrednoti le po ustvarjenem dobičku, ne pa po učinkih v prihodnosti – medsebojno zaupanje in sodelovanje. Država tudi sicer prepočasi analizira dejansko stanje ter načrtuje razvoj področja in vzpostavlja podlage za "kako in v katero smer se bo področje razvijalo in promoviralo". Priložnosti so v smeri dolgoročnega posnemanja že doseženega v EU in tudi v pripravi predpisov.The theme of social enterpreneurship in our dissertation has been discussed from two aspects: theoretical and analysis of actual (de facto) situation. Finally, we have summed up our conclusions from the analysis in the field of social enterpreneurshipthat young people can fully develop and use their management potential and conclusions, that the state and its municipalities should recognize the effects of successful support in this field.
Social capital and networks of youth with new and fresh knowledge, in different social enviroments represent sources of future employment, also in period of great unemployment. They can develop their potential in the field of social enterpreneurship. Development, unused resources (knowledge) and given chances were, are, and will be main force of development in times to come.
The dissertation was prepared with a purpose of confirming the fact, that despite great unemployment between young people, social networks, knowledge anf personal values are tremendous support in making use of management potential in the field of social enterpreneurship. Unfortunately, momentarily social capital is measured only through making profit and not also through the lens of what future effects it will bring, namely mutual trust and cooperation. The state is too slow in analizing actual situation and it designs further development of this field and establishes foundations of “how and which way the field should develop and promote”. The chances lie in long-term imitating of already achieved results in the EU as in preparing suitable regulations and acts
Book review: The Supreme Court and the American Family. By Eva R. Rubin.
No full textBook review: The Supreme Court and the American Family. By Eva R. Rubin. Westport, Conn.: Greenwood
Press. 1986. Pp. 251. Reviewed by: Judith T. Younger.Younger, Judith T.. (1987). Book review: The Supreme Court and the American Family. By Eva R. Rubin.. Retrieved from the University Digital Conservancy, https://hdl.handle.net/11299/164812
Are memories of sexual trauma fragmented? A post publication discussion among Richard J. McNally, Dorthe Berntsen, Chris R. Brewin and David C. Rubin
No full textFollowing the publication of his article on whether memories of trauma in sexual assault victims are fragmented (McNally, 2022), McNally moderated a discussion between Chris R. Brewin and David C. Rubin/Dorthe Berntsen whose perspectives on memory fragmentation were cited by McNally. The discussion clarified their contrasting viewpoints on this controversy
INNOVATIVE APPROACHES TO EMPLOYEE DEVELOPMENT
No full textZaposleni so v organizaciji sposobni izvajati pomembne dejavnosti in inovacije le s pomočjo znanja in usposobljenosti. Vlaganje v njihovo znanje je vlaganje v dolgoročno prihodnost. Kakšne oziroma katere metode izobraževanja in usposabljanja človeških virov bodo organizacije vključevale v svoje strateške in poslovne načrte, pa bo odvisno predvsem od vizionarstva vodilnih kadrov in managementa človeških virov.
Človeški kapital predstavlja v vsaki organizaciji ključni del intelektualnega kapitala, saj je od njega odvisen celo njen obstoj. Govorimo o človeškem kapitalu kot edinem generatorju nove vrednosti, saj brez njega organizacije ne ustvarjajo vrednosti. Ustvarjanje nove vrednosti je seveda mogoče le z vlaganjem človeškega kapitala v procese in sisteme organizacije. Človeški kapital je potreben tudi za doseganja ciljev organizacije. Pomembno je, da napreduje in raste skupaj z zaposlenimi in vsemi vloženimi sredstvi, kar pripomore k rasti organizacije. Ker so njeni cilji zelo različni, pa se vizije in poslanstva uresničujejo preko sodelavcev in uspešnega teamskega dela.
Pridobivanje znanja in usposabljanje človeških virov postajata iz dneva v dan bolj povezana z motivacijo. Samo sposobnosti niso dovolj. Posamezniki so med seboj zelo različni, zato jih pri nadaljnjem izobraževanju in usposabljanju motivirajo različne stvari. Vsak posameznik ima svojo specialnost, ki se izraža kot njegov talent, motiv, vrednota in stališče.
Šele ko se bodo organizacije zavedale, kaj zanje pomenijo človeški viri in kako pomembno je znanje zaposlenih, bodo z razvijanjem metod in novih pristopov k razvoju zaposlenih to problematiko tudi reševale oziroma rešile. Potem vlaganje v človeške vire za organizacije ne bo več strošek, temveč investicija. Pred tem pa bo moralo spoznanje, kako pomembno je najprej uspešno in učinkovito pridobivanje človeških virov, nato pa izpopolnjevanje in nadgrajevanje že pridobljenega znanja, zrasti tako v družbi kot v posamezniku. To pa že vedo organizacije, ki imajo kakovostne managerje, da upravljajo s človeškimi viri in poslujejo v globalnem svetu.Employees in an organization are capable of performing important activities and innovations only due to their knowledge and their competences. Investing in their knowledge is actually an investment in the long term future. Which methods of education and trainings of human resources organization will include in their strategic and business plans depends mostly on the vision of top management and management of human resources.
In every organization human capital represents a vital part of intellectual capital. Human capital plays the most important role in an organization, because the existence of an organization depends on it. Human capital is here regarded as the generator of new value, because without human capital organizations are not creating value. Generating value is possible only by investing human capital in processes and systems of the organization, therefore also human capital is needed to achieve the goals of the organization. It is very important that it grows and evolves together with the employees and with the invested resources, which contributes to the organization’s growth.
Gaining knowledge and training human resources is becoming more and more connected with motivation. Only competences are not enough. Individuals are namely very different, therefore during their education and training, they are motivated by different means. Each individual has his or hers specialty, which reflects his or hers talents, motives, values and opinions.
Only when organizations will realize what human resources mean to them and how important the knowledge of their employees is, they can evolve methods and new approaches to development of employees with which they will resolve this area. Realizing this, investing in human resources will no longer be treated as a cost, but as an investment. Before that, the recognition how important trainings and development of already gained knowledge are, will have to grow in society, as well as in individuals. Organizations that already have this recognition, have managers who manage human resources and do business in a global scale
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