مشخصات مقاله
انتشار مقاله سال 2017
تعداد صفحات مقاله انگلیسی 11 صفحه
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منتشر شده در نشریه اسپرینگر
نوع مقاله ISI
عنوان انگلیسی مقاله The structural equation analysis of perceived product innovativeness upon brand loyalty based on the computation of reliability and validity analysis
ترجمه عنوان مقاله آنالیز معادلات ساختاری نوآوری محصول بر وفاداری به برند بر اساس محاسبات تحلیل قابلیت اطمینان و اعتبار
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت بازرگانی، بازاریابی، مدیریت تکنولوژی
مجله محاسبه خوشه ای – Cluster Computing
دانشگاه School of Economics and Management – Xi’an University of Technology – China
کلمات کلیدی نوآوری محصول، وفاداری برند، تصویر برند، ارزش مشتری، نوآوری مصرف کننده
کلمات کلیدی انگلیسی Perceived product innovativeness, Brand loyalty, Brand image, Customer perceived value, Consumer innovativeness
کد محصول E7930
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1 Introduction

Recently, Chinese people have been keen to make “overseas purchases,” with their purchasing patterns. On the one hand, this trend reflects the fact that Chinese enterprises cannot meet the needs of consumers; on the other hand, it also high lights the shortcomings of Chinese enterprises in the realm of brand building. Therefore, the academic community has taken a great interest in how to help enterprises improve their ability to develop new products, enhance brand competitiveness, and gain a competitive advantage. More literature studies how to improve the brand competitiveness of enterprises through scientific and technological innovation from the perspective of enterprise. Technological innovation is one of the most important factors to enhance brand value. Wang quantifies the influence of technological innovation on enterprise brand value by factor analysis and linear regression analysis, showing that there is a significant positive correlation between technological innovation and brand value [1]. Tang makes a comparative study of the technology innovation drive and brand relationship influence, concluding that the driving force of technological innovation is obviously higher than that of consumer brand relationship [2]. New product development is one of the most important issues in business research and Product innovation is an important driving force enabling enterprises to gain a competitive advantage [3]. However, more than one of every three new product will fail in the market introduction period [4]. Prior innovation studies focus on the perspective of enterprise and how product innovation can influence marketing performance [5], but consumer awareness and judgment of product innovation are seldom considered. Some scholars have studied product innovation from the consumer perspective, and promoted the concept of perceived product innovativeness. Rogers first proposed the concept of perceived product innovation, and defined as a product which differs from other similar products in terms of novelty and practical purpose to a subjective degree based on the judgment of consumers. Although most scholars treat perceived product innovativeness as a multidimensional variable, Rogers divides it into two dimensions: perceived newness and perceived meaningfulness. The existing research mainly focuses on the impact of perceived product innovativeness on the attitude and purchasing behaviour of consumers. Perception of product innovativeness will indirectly affect consumer purchase intention toward new products through its influence upon product likeability [6].

نوشته مقاله انگلیسی رایگان در مورد آنالیز معادلات ساختاری نوآوری محصول بر وفاداری به برند – اسپرینگر 2017 اولین بار در دانلود مقالات ISI. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 17 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
منتشر شده در نشریه اسپرینگر
نوع مقاله ISI
عنوان انگلیسی مقاله Does employees’ spirituality enhance job performance? The mediating roles of intrinsic motivation and job crafting
ترجمه عنوان مقاله معنویت کارکنان و عملکرد شغلی: نقش انگیزه درونی و ایجاد فرصت های شغلی
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت و روانشناسی
گرایش های مرتبط مدیریت منابع انسانی اسلامی، منابع انسانی و روابط کار، روانشناسی صنعتی و سازمانی
مجله روانشناسی معاصر – Current Psychology
دانشگاه School of Business Administration – Hongik University – South Korea
کلمات کلیدی معنویت کارمند، انگیزه ذاتی، مهارت شغلی، عملکرد شغلی
کلمات کلیدی انگلیسی Employee’s spirituality, Intrinsic motivation, Job crafting, Job performance
کد محصول E7922
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Introduction

In recent years, there has been a growing interest in understanding spirituality in the workplace and its effects on employees’ psychological outcomes and job performance (Duchon and Plowman 2005; Fry 2003; Mitroff and Denton 1999; Pawar 2009). Despite the lack of a widely accepted definition of spirituality – there are more than 70 definitions of spirituality at work (Karakas 2010; Kinjerski and Skrypnek 2004) – there is a consensus that spirituality is a multifaceted construct which is associated with seeking meaningfulness and purpose from work, and living according to one’s deeply held values, which may include a relationship with a higher power, the sacred, God, or the divine (Dehler and Welsh 2003; Milliman et al. 2003; Mitroff and Denton 1999). The current study draws upon the conceptualization developed by Liu and Robertson (2011) who recognize three dimensions: Binterconnection with a higher power^, Binterconnection with human beings^, and Binterconnection with nature and all living things^. We utilize this framework, according to which spirituality in the workplace is defined as the basic feeling amongst employees of being connected with a higher power, feeling interconnected with other human beings, and experiencing an interconnection with nature and all living things (Liu and Robertson 2011). Spirituality in the workplace is manifested at both an individual and the organizational level (Garcia-Zamor 2003). At the individual level, employees express their spiritual selves in terms of the cognitive and affective experience of believing in a spiritual connection to the job and the workplace. At the organizational level, the organization’s spirituality is reflected through spiritual value that is part of the organization’s climate and culture, manifested within employees’ attitudes and behavior, decision-making, and resource allocation (Kolodinsky et al. 2008; Pawar 2008). Although many studies have examined the relationship between spirituality and individual and organizational outcomes (e.g., Duchon and Plowman 2005; Kinjerski and Skrypnek 2004; Markow and Klenke 2005; Mitroff and Denton 1999), several researchers have stressed the need to clarify the links between spirituality and employees’ job performance (Beekun and Westerman 2012; Duchon and Plowman 2005; Giacalone and Jurkiewicz 2003a; Sheep 2006). Thus, the fundamental objective of this research is to explore how an employee’s spirituality affects his or her job performance, and specifically to identify the precise mechanism through which an employee’s spirituality may enhance his or her job performance. Although there has been an increasing interest in spirituality in the workplace, few studies have empirically examined how employees’ spirituality influences job performance via mediating mechanisms. This study contributes to the extant spirituality literature by developing an understanding of the underlying mechanism through which employees’ spirituality may positively affect job performance based on the Job Demands-Resources (JDR) model (Schaufeli and Bakker 2004).

نوشته مقاله انگلیسی رایگان در مورد معنویت کارکنان و عملکرد شغلی – اسپرینگر 2018 اولین بار در دانلود مقالات ISI. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2017
تعداد صفحات مقاله انگلیسی 22 صفحه
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منتشر شده در نشریه اسپرینگر
نوع مقاله ISI
عنوان انگلیسی مقاله Measuring farmer’s satisfaction and brand loyalty toward Indian fertilizer brands using DEA
ترجمه عنوان مقاله ارزیابی رضایت کشاورزان و وفاداری برند به مارک های کود هندی با استفاده از DEA
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت بازرگانی، بازاریابی، بازریابی بین المللی، مدیریت بازرگانی بین الملل
مجله مجله مدیریت برند – Journal of Brand Management
دانشگاه Department of Management Studies – Anna University – India
کلمات کلیدی برند کود، DEA، وفاداری برند، رضایت کشاورز، هند
کلمات کلیدی انگلیسی Fertilizer brand, DEA, Brand loyalty, Farmer satisfaction, India
کد محصول E7923
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Introduction

India’s land area constitutes around 2.3% of the total global land mass. It supports one-sixth of the global population. Its population is expanding rapidly, with an annual growth rate of 1.4%. To meet the need of an additional 18 million people every year, India has to focus more on agricultural production (GoI 2014).1 In the follow-up process of Indian policy developments, India has initiated major structural policy changes from the first five-year plan. Examples include the white and green revolutions; the green revolution aimed toward an increase in crop production. Fertilizer played one of the crucial roles in the success of India’s green revolution (Bruinsma 2003; Hopper 1993; Pinstrup-Andersen and Hazell 1985). Agricultural labor is one of the major components of the fertilizer industry, being the end user. Hence, the socioeconomic characteristics of agricultural laborers in general and farmers in particular need to be considered to meet their aspirations. Being connected with farmers as the end users through marketing would be critical for better performance in agriculture.2 Today’s farmers, apart from the easy availability of fertilizers, prefer to receive a better service from suppliers. Their purchasing behavior is also influenced by the value and brand image of the product. The measurement of farmers’ satisfaction and loyalty toward a product is given more significance in marketing research today. At the same time, agricultural input suppliers are very keen on increasing their loyal customer bases, due to tough competition in the market, through different marketing strategies. The present paper focuses on Indian fertilizer brands and measures farmers’ satisfaction and loyalty toward them. In India, the fertilizer industry is very well established, due to favorable and flexible government policy. There is an exclusive ministry functioning under the government of India to look after the production and distribution (allocation) of fertilizer across all districts of India. The supply of fertilizer is placed under the category of an ‘‘essential commodity,’’ and the maximum retail price (MRP) is fixed in consultation with the government of India because fertilizer is largely subsidized for farming but not for industrial consumption.3 The present paper focuses on Indian fertilizer brands, particularly those in the state of Odisha (India), where nearly 60% of people earn their livelihoods through agriculture and allied activities.4 Factors like good rainfall, easy availability of fertilizer, net cropped area, labor make Odisha a pro-agrarian state.5 There are two major fertilizer manufacturers with an annual capacity of more than 3 million MT (metric tons) located in the state, which assures the availability of complex fertilizer to farmers. The consumption of fertilizer in this state is quite low (around 4 Lakh MT, 57 KG of NPK/hectare)6 as compared to other states (Appendices 1, 2). This indicates that there exists huge market potential and competition among the suppliers, as the consumption is low and the supply is high.

نوشته مقاله انگلیسی رایگان در مورد وفاداری برند به مارک های کود هندی با استفاده از DEA – اسپرینگر 2017 اولین بار در دانلود مقالات ISI. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 7 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
منتشر شده در نشریه SSRN
نوع مقاله ISI
عنوان انگلیسی مقاله The Relationship between Job Satisfaction and Employee Engagement At Royal Malaysian Customs Department (RMCD)
ترجمه عنوان مقاله رابطه رضایت شغلی و مشارکت کارکنان در اداره گمرک سلطنتی مالزی
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت و روانشناسی
گرایش های مرتبط مدیریت منابع انسانی و روانشناسی صنعتی و سازمانی
دانشگاه School of Business Innovation and Technopreneurship
کلمات کلیدی مشارکت کارکنان، رضایت شغلی، انگیزه، محیط کاری، ارتباطات
کلمات کلیدی انگلیسی Employee engagement, Job satisfaction, Motivation, Work environment, Communication
کد محصول E7924
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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INTRODUCTION

Nowadays, employers are getting concern on the job satisfaction on employees. Employee engagement in an organization is already identified as the main backbone of the successfulness in an organization all over the world. They identified it as a main supporter lead to unknown practices. Few researchers have indicted that employee engagement predicts employee outcomes, organizational success and financial performance (Bates, 2004). Thus, to survive and compete successfully in today’s unstable economic environment, organizations need employee to be practical, show initiative while engaging with their role and remain committed to performing at high standards. (Bakker, 2010). Organizational agility requires employees who exhibit energy and self-confidence and exhibit genuine enthusiasm and passion for their work (Shaulefi, 2008). In sum, modern organizations require an engaged work force. According to Bakker (2011), total expenditure is influenced by the commitment of a workers. A lower output will be produced if an employee is disengagement. That’s why managers and the whole organization need to make sure that employees in the organization are satisfied with the environment of the work, the activities that organized by the organization and their scope of job. We will come towards to answer theses few questions in order to attain our findings in this research, the questions are mainly asking about the job satisfaction. These question are: 1. What is job satisfaction dimension towards employee engagement? 2. Is there any relationship between job satisfaction dimension (work environment, communication, motivation) toward employee engagement. On the off chance that they are specifically and reliably educated about key issues, they as a result are taking an interest in what is occurring all through the organization. The result is that workers who feel esteemed are more beneficial, more prone to step up, and are oftentimes additionally eager to assume a part in development (Lloyd M. Field, 2008).

نوشته مقاله انگلیسی رایگان در مورد رضایت شغلی و مشارکت کارکنان در گمرک مالزی – SSRN 2018 اولین بار در دانلود مقالات ISI. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2017
تعداد صفحات مقاله انگلیسی 14 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
منتشر شده در نشریه امرالد
نوع مقاله ISI
عنوان انگلیسی مقاله Leadership, job crafting, and employee health and performance
ترجمه عنوان مقاله رهبری، کار حرفه ای، سلامت و عملکرد کارکنان
فرمت مقاله انگلیسی  PDF
رشته های مرتبط پزشکی، مدیریت
گرایش های مرتبط بهداشت حرفه ای، مدیریت منابع انسانی، مدیریت عملکرد، مدیریت اجرایی
مجله مجله توسعه رهبری و سازمان – Leadership & Organization Development Journal
دانشگاه Deutsche Hochschule der Polizei – Munster – Germany
کلمات کلیدی عملکرد، رهبری، سلامت، مهارت شغلی
کلمات کلیدی انگلیسی Performance, Leadership, Health, Job crafting
کد محصول E7888
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Employees’ health and performance are positively related to organizational productivity (Grossmeier et al., 2016; Huselid, 1995; Jiang et al., 2012). However, due to unhealthy employees, there are productivity related losses of up to $168 billion (Hassard et al., 2018). Accordingly, keeping employees healthy and productive is of high strategic value for organizations. Top-down leadership and employees’ bottom-up job crafting are important drivers of employees’ health and performance (Rudolph et al., 2017; Skakon et al., 2010; Wang et al., 2011). The goal of this study is to integrate both perspectives. We develop and test a model where leadership has an impact on health and performance through employees’ job crafting. Through job crafting, employees are proactively aligning their work better with their abilities, needs, and preferences (Wrzesniewski and Dutton, 2001). In the job demands-resources ( JD-R) job crafting model, employees’ job crafting is aimed at changing job characteristics (Bakker and Demerouti, 2017; Tims et al., 2012). In this study, we test an extended version of the JD-R job crafting model, which differentiates promotion-focused job crafting (i.e. employees try to approach motivating job characteristics through increasing job resources or challenging job demands) from prevention-focused job crafting (i.e. employees try to avoid strenuous job characteristics through decreasing hindering job demands) (Bruning and Campion, 2018; Lichtenthaler and Fischbach, 2016a). Research shows that promotion-focused job crafting is positively and prevention-focused job crafting is negatively related to health and performance (Rudolph et al., 2017). To ensure employees’ health and performance leaders need to facilitate promotion-focused job crafting and attenuate prevention-focused job crafting. Leadership (e.g. servant leadership) is positively related to promotion-focused job crafting (Bavik et al., 2017; Gordon et al., 2015; Wang et al., 2017). With regard to prevention-focused job crafting, results are mixed. For example, directive leadership is positively related to prevention-focused job crafting (Esteves and Lopes, 2017), whereas transformational leadership has no impact on prevention-focused job crafting (Wang et al., 2017). In this study, we argue that employee-oriented leadership reduces employees’ necessity for prevention-focused job crafting because employee-oriented leadership is negatively related to hindering job demands (Schaufeli, 2015; Tuckey et al., 2012). We expect to contribute with this study to the literatures on job crafting, leadership, and employee health and performance by explicating intervening processes in these relationships. We integrate the effects of top-down leadership and employees’ bottom-up job crafting on employee health and performance. We add to research on the extended JD-R job crafting model (Bruning and Campion, 2018; Lichtenthaler and Fischbach, 2016a), which proposes that promotion- and prevention-focused job crafting have different relationships with antecedents (i.e. leadership) and outcomes (i.e. health and performance). We add to the literature on leadership as an antecedent of job crafting (Rudolph et al., 2017). Finally, we add to the literature on performance by considering the relationships of promotion- and prevention-focused job crafting with different performance facets (i.e. task, adaptive, and proactive performance) (Griffin et al., 2007). Summarizing, we expect that employee-oriented leadership is positively related to employees’ health and performance through facilitating promotion-focused job crafting and reducing prevention-focused job crafting.

نوشته مقاله انگلیسی رایگان در مورد رهبری، کار حرفه ای، سلامت و عملکرد کارکنان – امرالد 2017 اولین بار در دانلود مقالات ISI. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2017
تعداد صفحات مقاله انگلیسی 8 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
منتشر شده در نشریه NCBI
نوع مقاله ISI
عنوان انگلیسی مقاله A global, cross cultural study examining the relationship between employee health risk status and work performance metrics
ترجمه عنوان مقاله یک مطالعه فرهنگی بین المللی، بررسی رابطه بین وضعیت خطر سلامت کارکنان و معیارهای عملکرد کار
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت، پزشکی
گرایش های مرتبط مدیریت منابع انسانی، مدیریت عملکرد، بهداشت حرفه ای
مجله سالنامه پزشکی حرفه ای و محیط زیست – Annals of Occupational and Environmental Medicine
دانشگاه Cigna – Global Wellbeing Solutions Ltd – UK
کلمات کلیدی رفاه کارکنان، ارزیابی ریسک های بهداشتی، بهره وری نیروی انسانی، طبقه بندی ریسک های بهداشتی، پرستاری، غیبت
کلمات کلیدی انگلیسی Employee well-being, Health risk assessment, Workforce productivity, Health risk profiling, Presenteeism, Absenteeism
کد محصول E7889
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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Background Occupational health risk assessment (HRA) developed out of the need to address poor work environments suffered by those most vulnerable, such as manual labourers and children [1]. Since then, employee HRA has been utilized on a global scale and has become fundamental to informing well-being programs [2] and employer strategies for increasing overall productivity [3]. What was initially considered an extra within large corporations, has become firmly entrenched within many organizations as not only a good investment strategy but as a duty of care. This is supported by a large body of evidence suggesting that well-being programs are effective in improving numerous aspects of employee health [2] with even the measurement of HRA alone potentially improving well-being levels [4]. Furthermore, research examining return on investment (ROI) [5, 6] has established links between well-being programmes that have been developed based on HRA, and increased productivity, mainly through the lowering of absenteeism and presenteeism [7–9]. HRA is the key to this relationship as it is the basis for understanding how health risk factors combine to drive absenteeism and presenteeism. Absenteeism is defined specifically as any time when an employee does not attend work, hence a clear cut loss of productivity. Presenteeism is more ambiguous as it is when an employee attends work but is not fully functionally due to illness, work overload or decreased motivation. Well-being programmes that focus on employee behaviour changes such as smoking cessation and physical activity improvement have shown biological improvements, such as reduced blood pressure and BMI (body mass index) [10–12], as well as improvements in absenteeism and presenteeism. Further research has provided evidence that psychosocial markers such as increased job satisfaction and lowered stress levels can also be improved by well-being programmes [13]. Importantly, many of these changes have also been linked to reduced medical costs [14–16]. There are many potential drivers for organizations to implement HRA and well-being programs, ranging from reducing costs to delivering on a duty of care, but whatever the underlying reason it is clear that the workplace is an ideal setting for health promotion as it facilitates access to large populations. In fact, the World Health Organization (WHO) Programme for Occupational Health recently advocated the workplace as a priority for health promotion programs for both public and private organizations so as to achieve success in the globalizing marketplace [17]. A review of the literature produces various examples of large companies reporting substantial savings in medical costs equaling far more than they spent on well-being programs [18]. However, one obstacle with HRA, and therefore well-being programmes, is the current western-centric focus of HRAs. Occupational well-being programmes are predominately utilized by and developed for North American and European populations [2, 5, 12, 19, 20]. As a consequence, specific health risk profiles from non-western or developing countries have seldom been compared and the few times they have, significant differences have been found across many measures [21]. As there is much less known about employee health risk factors relevant to developing countries it is unlikely HRAs are being adapted to local conditions effectively. In fact, evidence suggests that many programmes that have been implemented include only minor adjustments such as measurement conversion (e.g. metric to imperial units) [22].

نوشته مقاله انگلیسی رایگان در مورد رابطه وضعیت خطر سلامت کارکنان و معیارهای عملکرد کار – NCBI 2017 اولین بار در دانلود مقالات ISI. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 64 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
منتشر شده در نشریه الزویر
نوع مقاله ISI
عنوان انگلیسی مقاله Model selection in geological and geotechnical engineering in the face of uncertainty – Does a complex model always outperform a simple model?
ترجمه عنوان مقاله انتخاب مدل در مهندسی زمین شناسی و ژئوتکنیک در مواجهه با عدم اطمینان
فرمت مقاله انگلیسی  PDF
رشته های مرتبط زمین شناسی و مهندسی عمران
گرایش های مرتبط  ژئوتکنیک
مجله زمین شناسی مهندسی – Engineering Geology
دانشگاه College of Transportation Engineering – Tongji University – China
کلمات کلیدی انتخاب مدل؛ عدم قطعیت؛ اتصالات چند فرمولی؛ خصوصیات سایت؛ شفت حفاری شده؛ حفاری محکم
کلمات کلیدی انگلیسی model selection; uncertainty; polynomial fitting; site characterization; drilled shaft; braced excavation
کد محصول E7890
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1. Introduction

In that most models adopted in geological and geotechnical engineering are abstractions of the real world, discrepancies between model predictions and field observations are generally a norm, rather than an exception (Ang and Tang 1984; Cheung and Tang 2005). With advances in mathematics and computational power, researchers could be afforded to derive complex models, which offer an opportunity to improve the fidelity in the model prediction; as such, the models in geological and geotechnical engineering are becoming more complex and sophisticated. On the other hand, simple and robust models are preferred by engineers in practice, as the complex and sophisticated models are more difficult to apply and the model predictions might be less robust. Thus, a dilemma exists between the choice of a complex model for fidelity and that of a simple model for usability and robustness. The issue of model fidelity and robustness is examined herein at a deep level. Generally, the residual (i.e., the discrepancy between model prediction and field observation) of a complex model is much lower compared to that of a simple model because of its higher fidelity. However, the parameters of the complex model are more difficult to characterize accurately and precisely, as a larger number of model parameters are involved in this complex model. This issue would be especially profound in the situation where only limited test data are available. Further, test errors (i.e., discrepancies between measurements and in situ performances) always exist. The limited availability of test data and the randomness of test errors can lead to difficulty in characterizing model parameters, and as such, the characterized model parameters are often uncertain. Thus, it is more appropriate to characterize the model parameters in a probabilistic manner, and the uncertainty in model parameters must be explicitly considered in the selection of solution models (Chiu et al. 2012; Zhang et al. 2014; Ching and Wang 2016). Note that at a given (or same) level of variation (or uncertainty) in the model parameters, the variability in the model prediction obtained from the complex model tends to be larger than that obtained from the simple model. For example, an overfitted model could be more sensitive to the measurement and modeling error (Yuen and Mu 2015). In other words, the complex model is generally less robust against (or more sensitive to) the uncertainty in the model parameters. Moreover, given the same amount of data, the characterized uncertainty in the model parameters of the complex model might be larger than that of the simple model, as the increase in the number of model parameters could lead to increased difficulty in the model parameters characterization. Thus, the predictive ability of the complex model is strongly degraded by the uncertainty in the model parameters.

نوشته مقاله انگلیسی رایگان در مورد انتخاب مدل در ژئوتکنیک در مواجهه با عدم اطمینان – الزویر 2018 اولین بار در دانلود مقالات ISI. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 3 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
منتشر شده در نشریه اسپرینگر
نوع مقاله ISI
عنوان انگلیسی مقاله Review of Progressive Business: An Intellectual History of the Role of Business in American History by Christian Olaf Christiansen
ترجمه عنوان مقاله مرور کسب و کار تصاعدی: یک تاریخ فکری نقش کسب و کار در تاریخ آمریکا توسط الاف کریستینسن مسیحی
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت کسب و کار
مجله مجله اخلاق تجاری – Journal of Business Ethics
دانشگاه School of Management – University of Michigan-Flint – USA
کد محصول E7859
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In the Preface to Progressive Business, business historian Christian Olaf Christiansen enlightens the reader on the purpose of his treatise: to fnd out whether there is an historical basis for two contradictory (and popular) characterizations of business: that is, whether businesses are motivated for the profts—or they are in it to achieve various social purposes. Christiansen stays true to exploring and digging throughout his work, focusing on “progressive business,” its moral selfgovernance, and its critics in the history of the American experiment. Christiansen defnes “market reformism” (his self-conceived description of progressive business) as an internal—and not external—reform. That is, as one having ambivalence toward the proft motive and self-interest, and critical of free market economics, while preferring voluntary social responsibility in lieu of government regulation. In his study, Christiansen identifes three eras in American history: paternalistic market reformism, i.e., the First Great Transformation; managerial market reformism, i.e., the New Deal era; and entrepreneurial market reformism, i.e., the Second Great Transformation. The First Great Transformation, an era of paternalistic market reformism taking place in the late nineteenth and early twentieth centuries, focuses on ideas of proft sharing, company unions and towns, private philanthropy, and reforming the workplace from within (rather than through government edict). During this era, the emerging concept of “social responsibility” went beyond simply wages, reports Christiansen, with Christianity (and self-interest as a superior moral doctrine) trumping classical liberal political economy. At its essence, this worker-centric approach is based on the benevolent factory owner who offers his employees higher wages and improved working conditions than those of his competitors. According to Christiansen, criticism from the radical and reformist left during this era recognized issues of inequality, poverty, lack of worker autonomy and self-rule, and intolerable working conditions. Classical liberals also criticized the First Great Transformation’s misuse of state power and the interference in the “natural” system of liberty. In contrast to this era of market reformism, says Christiansen, solutions ofered by the radical and reform left included stronger unionism, reduced length of the workday, the establishment of child labor and factory safety legislation, and a more active role for the state. Classical liberals’ solutions to this era included free trade, no tarifs, reduced taxes, the sanctity of private property, and a reliance on economic self-interest leading to the best aggregate social welfare.

نوشته مقاله انگلیسی رایگان در مورد مرور کسب و کار تصاعدی: نقش کسب و کار در تاریخ آمریکا – اسپرینگر 2018 اولین بار در دانلود مقالات ISI. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2017
تعداد صفحات مقاله انگلیسی 15 صفحه
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نوع مقاله ISI
عنوان انگلیسی مقاله Secure Persuasive Business Models and Business Model Innovation in a World of 5G
ترجمه عنوان مقاله مدل های کسب و کار تشویقی و نوآوری مدل کسب و کار در دنیای نسل 5
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت کسب و کار، نوآوری تکنولوژی
مجله ارتباطات شخصی بی سیم – Wireless Personal Communications
دانشگاه Business Development and Technology – Aarhus University – Denmark
کلمات کلیدی تکنولوژی اطمینان، مدل های کسب و کار تشویقی، نوآوری مدل کسب و کار، 5G
کلمات کلیدی انگلیسی Persuasive technology, Persuasive business models, Business model innovation, 5G
کد محصول E7860
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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1 Introduction

In the past 10 years sensor-, wireless and persuasive technologies in our everyday life have increased many-fold. We are moving towards a world of 5G, which soon will have to adjust to persuasive technologies [4, 5, 15, 16, 18, 19]. As a result, business will have to deal with the latter. Studying persuasive technologies evolvement and their impact on our daily lives and routines is still at an early stage of scientific achievements. However, many jump to the conclusion that the extent to which persuasive technologies will affect our future lives is presumably tremendous [6, 15]. Technologies will soon be developed so that all five human sensors technically can be embedded in e.g. any kind of product, device, material and production technology [15–20, 23] (Fig. 1). Researchers, businesses and public players alike are devoting themselves to understanding how these different persuasive technologies might be designed, so that remunerative technologies, behavior and business models are within reach and can be created, captured, delivered, received as well as consumed [8] in a new, and hopefully sustainable, 5G world. 5G and persuasive business models go along with high expectations for better business and a noticeable impact on the global economy. Especially the health care and well care sectors are expected to overcome some of their high economic burden with the help of persuasive technologies—but also furniture, textile, tourist and service industry are expected to gain enormous benefits from these technologies and related business models. Persuasive technology has digital components embedded and is situated within two dimensions. The first dimension contains knowledge about how people and things can be triggered to change behavior. A second dimension contains the technology, in which Information Communication Technology [ICT] is in some way embedded and can ‘‘communicate’’ with the human, thing or both in combination. Technology is now capable of influencing all the senses [15, 16, 18] and in the future even more advanced [15, 17, 19–21, 23]. This could be a mobile sending certain sounds or light, so that a certain reaction—a behavior—is triggered and e.g. a biker can be prevented to be killed under a truck turning right (Fig. 2). Right-turn accidents are a big problem in the increasingly busy traffic across Europe. The accidents often have fatal consequences and are a daily concern for truck- and bus drivers. On average in e.g. EU 3,5 people lose their lives every day due to right-turn accidents.

نوشته مقاله انگلیسی رایگان در مورد مدل های کسب و کار تشویقی در دنیای نسل 5 – اسپرینگر 2017 اولین بار در دانلود مقالات ISI. پدیدار شد.


I. INTRODUCTION

Preventing network attacks is one of the most difficult tasks in the field of information systems protection. Most modern systems have a distributed structure, their architecture is based on the use of network technologies. And ensuring the operability of such systems depends on the ability to resist malicious acts that are aimed at disrupting the work of both the network itself and the information system functioning within its framework. One of the most dangerous types of criminal activities on the Internet are the so-called DDoS-attacks. The methods used by criminals are constantly evolving and improving, from single attempts they go to corporate development. At the same time, modern systems for detecting intrusions and attacks are far from perfect and insufficiently effective from the point of view of security decisions. Therefore, the methods of work in this direction are necessary and relevant.

II. DESCRIPTION OF THE PROBLEM

Over the past few months, we have witnessed the emergence of a new attack model, rapidly gaining popularity among hackers. She was given the title “Pulsovaya Wave”. Such a hacker attack, conducted on the computer system, is characterized primarily by short, repetitive, at regular intervals, pulses whose peak power can reach 350 Gbit/s. This attack is illustrated in Fig. 1 [1]. Such an attack can last a very long time. Pulse Wave attack has a number of advantages. First, so attackers can attack multiple targets at once. When the impulse stops, and a short lull sets in, the botnet does not stand idle, but attacks another target. Secondly, such attacks are extremely inconvenient for standard DDoS protection systems , which are based on hybrid protection techniques, that is, the first defense line is hardware on-premise products, and the second layer of protection is cloud solutions. The fact is that each impulse disconnects the equipment of the target company. To restore performance after one peak, this attack takes several minutes, but the first pulse is followed by the second, third and so on. This allows the attacker to stretch the DDoS attack for a long time and interferes with the correct operation of the security solutions. Thus, the hardware solution have neither the time nor the bandwidth to request aid cloud and server “crashes”.

III. MODELING ATTACK

For the study of DDoS-attacks “Pulse Wave” protection and development has created a model of the network consisting of a server, the user, the attacker and the gateway router. The server is located in the Net 2 has a static IP = 10.0.0.1 and is responsible for processing requests and come for logging information about them. The server is written in language python using the framework flask. Users and Attackers are on the second network Net 1. Their IP are generated randomly from the address pool 11.0.0.0/24 . Also there is A router connecting these two networks and performing the function of a firewall. The scheme of the network model is shown in Fig. 2.

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