Miami University

About: Miami University is a education organization based out in Oxford, Ohio, United States. It is known for research contribution in the topics: Population & Poison control. The organization has 9949 authors who have published 19598 publications receiving 568410 citations. The organization is also known as: Miami of Ohio & Miami-Ohio.

Dynamic and Efficient Key Management for Access Hierarchies

Abstract: Hierarchies arise in the context of access control whenever the user population can be modeled as a set of partially ordered classes (represented as a directed graph). A user with access privileges for a class obtains access to objects stored at that class and all descendant classes in the hierarchy. The problem of key management for such hierarchies then consists of assigning a key to each class in the hierarchy so that keys for descendant classes can be obtained via efficient key derivation.We propose a solution to this problem with the following properties: (1) the space complexity of the public information is the same as that of storing the hierarchy; (2) the private information at a class consists of a single key associated with that class; (3) updates (i.e., revocations and additions) are handled locally in the hierarchy; (4) the scheme is provably secure against collusion; and (5) each node can derive the key of any of its descendant with a number of symmetric-key operations bounded by the length of the path between the nodes. Whereas many previous schemes had some of these properties, ours is the first that satisfies all of them. The security of our scheme is based on pseudorandom functions, without reliance on the Random Oracle Model.Another substantial contribution of this work is that we are able to lower the key derivation time at the expense of modestly increasing the public storage associated with the hierarchy. Insertion of additional, so-called shortcut, edges, allows to lower the key derivation to a small constant number of steps for graphs that are total orders and trees by increasing the total number of edges by a small asymptotic factor such as O(log*n) for an n-node hierarchy. For more general access hierarchies of dimension d, we use a technique that consists of adding dummy nodes and dimension reduction. The key derivation work for such graphs is then linear in d and the increase in the number of edges is by the factor O(logd − 1n) compared to the one-dimensional case.Finally, by making simple modifications to our scheme, we show how to handle extensions proposed by Crampton [2003] of the standard hierarchies to “limited depth” and reverse inheritance.

The current status of hydrogen storage in metal–organic frameworks

Abstract: The theoretical and experimental hydrogen storage studies on metal–organic frameworks (MOFs) have been reviewed. Seven distinct factors influencing hydrogen uptake capacity in MOFs have been classified and discussed. Based on existing studies, some possible future developments have been proposed.

The categorization-individuation model: an integrative account of the other-race recognition deficit.

Abstract: The other-race effect (ORE), or the finding that same-race faces are better recognized than other-race faces, is one of the best replicated phenomena in face recognition. The current article reviews existing evidence and theory and proposes a new theoretical framework for the ORE, which argues that the effect results from a confluence of social categorization, motivated individuation, and perceptual experience. This categorization-individuation model offers not only a parsimonious account of both classic and recent evidence for category-based biases in face recognition but also links the ORE to broader evidence and theory in social cognition and face perception. Finally, the categorization-individuation model makes a series of novel predictions for how the ORE can be exacerbated, attenuated, or even eliminated via perceptual and motivational processes, both by improving other-race recognition and by reducing same-race recognition. The authors propose that this new model for the ORE also leads to applied interventions that differ sharply from other theories of the ORE, while simultaneously providing an integrative theoretical framework for future research on the ORE.

On the Other Hand: Current Issues in and Meta-Analysis of the Behavioral Laterality of Hand Function in Nonhuman Primates

Abstract: The last decade has seen a resurgence of interest in laterality of function in primates, especially in hand use as it links to handedness and language in Homo sapiens. Manual lateralization of behavior in humans reflects asymmetry in cerebral structure, which must have evolved from nonhuman progenitors. To what extent is hand function lateralized in our nearest living relations? First, we address current issues of theory and methodology: statistics, measurement, variables, setting, sensory modality, and sample size. Specific topics include preference vs. performance, posture, bimanuality, inheritance, and arm asymmetry. We categorize the published literature in a descriptive, classificatory framework of five levels that range from Level 1, ambilaterality, to Level 5, human-like handedness. In a meta-analysis we put 241 published data-sets to a methodological test of seven criteria and code the 48 survivors onto the levels framework, by taxonomic grouping (prosimian, New World monkey, Old World monkey, ape, chimpanzee). Primates at Level 1 are mostly wild or naturalistic populations performing spontaneous species-typical behavior patterns. Most primates are at Levels 2 and 3, that is, individually lateralized to either side, especially on complex, demanding or practiced tasks, usually as devised in captive settings. Only chimpanzees show signs of population-level bias (Levels 4 and 5) to the right, but only in captivity and only incompletely. We conclude that nonhu- man primate hand function has not been shown to be lateralized at the species level—it is not the norm for any species, task, or setting, and so offers no easy model for the evolution of human handedness. Yrbk Phys Anthropol 40:201- 232, 1997. r 1997 Wiley-Liss, Inc.

Employee engagement and manager self‐efficacy

Abstract: Although technology still dominates, human resources and how they are managed is receiving increased attention in the analysis of gaining competitive advantage. Yet, many complex questions remain. This study first examines the theoretical understanding of employee engagement. Then an empirical investigation is made of the role that a wide variety of managers’ (n = 170) psychological state of self‐efficacy plays in the relationship between their employees’ (average of about 16 per manager) measured engagement and a multiple measure (self, subordinates and peers) of the managers’ effectiveness. Results of the statistical analysis indicate that the manager’s self‐efficacy is a partial mediator of the relationship between his or her employees’ engagement and the manager’s rated effectiveness. Overall, these findings suggest that both employee engagement and manager self‐efficacy are important antecedents that together may more positively influence manager effectiveness than either predictor by itself. Implications for effective management development and practice are discussed.