Basic aspects of evolution strategies

Evolution strategies (ESs) are a special class of probabilistic, direct, global optimization methods. They are similar to genetic algorithms but work in continuous spaces and have the additional capability of self-adapting their major strategy parameters. This paper presents the most important features of ESs, namely their self-adaptation, as well as their robustness and potential for parallelization which they share with other evolutionary algorithms.Besides the early (1 + 1)-ES and its underlying theoretical results, the modern ( + )-ES and (, )-ES are presented with special emphasis on the self-adaptation of strategy parameters, a mechanism which enables the algorithm to evolve not only the object variables but also the characteristics of the probability distributions of normally distributed mutations. The self-adaptation property of the algorithm is also illustrated by an experimental example.The robustness of ESs is demonstrated for noisy fitness evaluations and by its application to discrete optimization problems, namely the travelling salesman problem (TSP).Finally, the paper concludes by summarizing existing work and general possibilities regarding the parallelization of evolution strategies and evolutionary algorithms in general.     

Immigrants and Social Networks in a Job‐Scarce Environment: The Case of Germany1

Though information about jobs passed through personal networks has been central to the labor market integration of immigrants in the United States, its role in the economic absorption of immigrants in Germany, where jobs are scarcer and employers more likely to demand formal qualifications, is less clear. Through analysis of German Socio‐Economic Panel data, we discovered that nearly half of all immigrant‐origin job changers found their positions through networks and that the most vulnerable to unemployment – the young and the less educated – were especially likely to rely on them. Also, jobs found through networks were as likely to lead to improved working conditions as jobs acquired through more formal means. These findings have implications both for debates about assimilation and for social policy.     

Deterministic approximate inference techniques for conditionally Gaussian state space models

We describe a novel deterministic approximate inference technique for conditionally Gaussian state space models, i.e. state space models where the latent state consists of both multinomial and Gaussian distributed variables. The method can be interpreted as a smoothing pass and iteration scheme symmetric to an assumed density filter. It improves upon previously proposed smoothing passes by not making more approximations than implied by the projection onto the chosen parametric form, the assumed density. Experimental results show that the novel scheme outperforms these alternative deterministic smoothing passes. Comparisons with sampling methods suggest that the performance does not degrade with longer sequences.     

Intermediaries in the relevance-gap debate: A systematic review of consulting roles

A highly contested issue in management science is its relevance to practice. Despite third parties’ potentially significant role in changing the interaction between divided parties, the long-standing literature on the relevance gap has paid third parties little systematic attention. Drawing on a boundary-spanning perspective, and the concept of brokerage in particular, we review how the consultant role is discussed as an intermediary third party between management science and management practice. Based on a systematic literature review of 133 articles, we identify different intermediary consultant roles linking management science to management practice. Our findings detail how the practices associated with intermediary consultant roles performed by academics or practitioners relate to several key relevance criteria, how management knowledge flows when including intermediaries and how intermediaries in different roles relate to different audiences. Based on the findings, we develop a third-party model of intermediary consultant roles and knowledge flows. The model indicates the theoretical significance of third parties in shaping the interaction and knowledge flows between management science and management practice and has theoretical implications for understanding the persistence of the relevance gap. Regarding practical implications, we suggest how management scientists could target third parties as new key practitioner audiences. Considering third parties, and thus moving away from a two-party view, opens up promising directions for further research on the roles and role shifts of various intermediary actors and on how different intermediary audiences may appreciate different types of academic knowledge.     

Cross-cultural Misinformation: What does special education say about Deaf people

Special education is involved in a large scale attempt to 'educate' regular classroom teachers in addition to teachers traditionally served by special education. This paper examines the information presented in special education text books to determine how issues surrounding deaf persons are presented. Chapters addressing the Deaf in 13 special education text books were reviewed. The content of each chapter was examined to determine if a pathological view (the ear as an organism that needs to be fixed) or a cultural view (the Deaf as functioning members of society, with a legitimate language, American Sign Language, and a fully founded social structure) was the underlying theme. The majority of the chapters focused on the perspective that correction and cure are more important than positive functioning and respect for language and culture. These chapters suggest that not only is there no input from the Deaf community, but there is a systematic avoidance to include Deaf viewpoints.     

Dare to Care: Exploring the Relationships between Socio-Moral Climate,Perceived Stress,and Work Engagement in a Social Service Agency

Abstract

Human service professionals working in an interpersonal violence social service agency are at increased risk of experiencing emotional burnout, compassion fatigue, and high levels of stress, which may reduce work engagement, increase turnover, and ultimately negatively affect client outcomes. However, a positive organizational climate has the potential to buffer the negative effects of perceived stress on work engagement. Socio-moral climate is a behavioral-based organizational construct that assumes that workplace practices and procedures can impact employees’ attitudes and behaviors. This exploratory study (N?=?41) investigates the relationships between perceived stress, work engagement, and socio-moral climate in a social service agency serving survivors of interpersonal violence, comparing employees with direct interactions with clients in a shelter to those with indirect contact at a different location. Results of moderation analyses show that socio-moral climate significantly predicts higher work engagement, while perceived stress is negatively associated with work engagement; however, the interaction effect was not significant and there were no differences in perceived stress between both employees. Further research should continue to investigate the role of socio-moral climate on employee work engagement in social service agencies, which could improve the quality of services for their clients.