Improving image annotation via useful representative feature selection

This paper describes the automatic assignment of images into classes described by individual keywords provided with the Corel data set. Automatic image annotation technology aims to provide an efficient and effective searching environment for users to query their images more easily, but current image retrieval systems are still not very accurate when assigning images into a large number of keyword classes. Noisy features are the main problem, causing some keywords never to be assigned to their correct images. This paper focuses on improving image classification, first by selection of features to characterise each image, and then the selection of the most suitable feature vectors as training data. A Pixel Density filter (PDfilter) and Information Gain (IG) are proposed to perform these respective tasks. We filter out the noisy features so that groups of images can be represented by their most important values. The experiments use hue, saturation and value (HSV) colour feature space to categorise images according to one of 190 concrete keywords or subsets of these. The study shows that feature selection through the PDfilter and IG can improve the problem of spurious similarity.

Mood—Creativity Relationship in Groups: The Role of Equality in Idea Contribution in Temporal Mood Effects

As people working in groups might fare better in solving complex problems than those working alone (e.g., Laughlin, Hatch, Silver, & Boh, Journal of Personality and Social Psychology, 90 , 2006 and 644), organizations have increasingly assigned creative projects to groups. Group members contribute their collective efforts over time until the creative project has come to fruition. Although mood is identified as an important antecedent to creativity, little is known about the temporal pattern of how group mood enhances or inhibits group creativity, as well as the underpinning group process that explains the mood—creativity link in groups. We set out to address these questions by taking a within-group approach to study the temporal trends of how group mood precedes group creativity and to examine idea contribution equality (ICE) as a mediating group process. We conducted a three-wave longitudinal study among student workgroups tasked to complete a creativity project over a 1-month span. Evidence showed that positive mood is positively associated with concurrent ICE and negative mood is negatively associated with lagged ICE. Furthermore, a mediation model showed that negative mood eventually hampered expert-rated group creative performance by reducing ICE over time. These findings add new knowledge to the temporal mood—creativity relation within the group context.     

The Effects of a Television Drama-Based Media Literacy Initiative on Taiwanese Adolescents’ Gender Role Attitudes

Sex Roles - For the present study, we developed a television (TV) drama-based media literacy program for Taiwanese adolescents. A quasi-experimental design was used to determine the effects of the...     

Remarks on the identifiability of thurstonian ranking models: Case V, case III, or neither?

It is well-known that the representations of the Thurstonian Case III and Case V models for paired comparison data are not unique. Similarly, when analyzing ranking data, other equivalent covariance structures can substitute for those given by Thurstone in these cases. That is, we may more broadly define the family of covariance structures satisfying Case III and Case V conditions. This paper introduces the notion of equivalence classes which defines a more meaningful partition of the covariance structures of the Thurstonian ranking models. In addition, the equivalence classes of Case V and Case III are completely characterized.     

Change in ethnic identity across the college transition

This article examined changes in ethnic identity as a function of college type and residential status and whether differences due to college type could be explained by involvement in extracurricular activities and college ethnic composition. Although no changes in ethnic labeling or belonging were found, there was a normative decrease in ethnic search, independent of residential status. Moreover, the decline in ethnic search was significantly greater at 2- than 4-year colleges, and this difference was mediated by higher rates of participation in extracurricular activities at 4-year colleges. Ethnic identity did not vary by college ethnic composition. There were no ethnic or generation differences in ethnic identity change; however, women were more likely to include an American term in their ethnic label than were men, over time. Averaging across time, students at 4-year colleges also had a greater preference for the American term in their ethnic labels. Findings illuminate the importance of context in shaping ethnic identity.     

The Concerns about Counseling Racial Minority Clients scale

The purpose of this study was to develop and validate the Concerns about Counseling Racial Minority Clients (CCRMC) scale among counselor trainees. Sample 1 was used for an exploratory factor analysis and confirmatory factor analysis. Four factors were identified, Managing Cultural Differences (α = .82), Offending or Hurting Clients (α = .87), Biased Thoughts and Behaviors (α = .81), and Client Perceptions (α = .77). The coefficient alpha for the CCRMC was .90. The results support the validity of the scale. The scores on the CCRMC and its subscales have positive associations with fear of negative evaluation from others (r = .19 to .40) and negative associations with general counseling self-efficacy (r = -.30 to -.46) and multicultural intervention self-efficacy (r = -.30 to -.64). The CCRMC significantly predicted fear of negative evaluation, session management self-efficacy, and multicultural intervention self-efficacy over and above multicultural social desirability. The validity evidence was not different between White and minority graduate trainees. In Sample 2, the estimated 1-week test-retest reliabilities ranged from .75 to .96 for the CCRMC and its four subscales.     

The influence of the perception of a familial climate on job performance: mediation of loyalty to supervisors and moderation of filial behaviour

With a collectivist cultural perspective, we examined the positive effects of employees' perceptions of a familial climate on loyalty to supervisors, the mediation of loyalty between perception of a familial climate and job performance, and the moderation of employees' filial behaviour on the relationship between perception of a familial climate and loyalty. The participants consisted of 247 supervisor-and-subordinate dyads in Taiwan. The results supported our hypotheses. Through the mechanisms of family behaviour transference, social identification and supervisor-subordinate exchange, perception of an organizational familial climate enhanced loyalty to supervisors. Furthermore, loyalty to supervisors mediated the relationship between perception of a familial climate and job performance. Filial behaviour moderated the relationship between perception of a familial climate and loyalty; thus, the relationship of perception of a familial climate and loyalty was stronger for employees with low levels of filial behaviour and weaker for employees with high levels of filial behaviour. These findings are discussed in terms of their theoretical and practical implications for future research and management practices.     

Knowledge of language in action

Knowledge of a language is a kind of knowledge, the possession of which enables a speaker to understand and perform a variety of linguistic actions in that language. In this paper, I pursue an agency-oriented approach to knowledge of language. I begin by examining two major agency-oriented models of knowledge of language: Michael Dummett's Implicit Knowledge Model and Jennifer Hornsby's Practical Knowledge Model. I argue that each of these models is inadequate for different reasons. I present an Acquaintance Knowledge Model, in which a speaker's knowledge of a language is a combination of the speaker's first-order linguistic ability and second-order acquaintance with his ability and actions.