Enhancing Software Requirements Verification and Validation Techniques

Organizational structure and organizational culture are factors forming organizational characteristics, which are determinants of knowledge management. Prior research has explored the influence of organizational structure and organizational culture on the management of knowledge; however none of them have evaluated the relative importance of organizational culture and structure to the management of knowledge. The current project attempts to re-investigate the relations of the knowledge management with organizational structure and culture by using the multiple linear regressions. Especially, it applies the analytic hierarchy procedure to rank the comparative significance between organizational structure and organizational culture to the knowledge management. The data for analyses was obtained from 101 publicly listed firms in Vietnamese Stock Exchanges. The findings provide statistically significant evidence on the influences of organizational culture and structure on the knowledge management and the influential levels are different. This research makes some contributions. For theoretical aspect, the findings offer new evidence on the relative importance between organizational structure and organizational culture to the knowledge management that is organizational culture more important than organizational structure in boosting the implementation of knowledge management in business. On practical aspect, the empirical findings will help executives come to better decisions in the management of knowledge conditional on kinds of organizational characteristics.

This study examines factors that determine the effectiveness of the accounting information system (AIS) among companies in Vietnam. Specifically, it investigates the impacts of five characteristics on the effectiveness of AIS, namely task, social, project, organisational and user characteristics. Our survey results, comprising 234 users from 106 companies that apply enterprise resource planning (ERP), show that project, organisational and user characteristics significantly contribute to AIS effectiveness, with project characteristic being the most important factor. These findings are informative in improving the attitude and behaviour of AIS users. Companies in Vietnam or other emerging markets can also rely on these findings to determine the extent to which they utilise AIS and the level of deployment and development of technical tools within their AIS. Overall, this study recommends solutions to improve AIS effectiveness among Vietnamese companies.

The increasing complexity and connectivity of automotive systems have raised concerns about their vulnerability to security breaches. As a result, the integration of formal methods and validation techniques has become crucial in ensuring the security of automotive systems. This survey research paper aims to provide a comprehensive overview of the current state-of-the-art formal methods and validation techniques employed in the automotive industry for system security. The paper begins by discussing the challenges associated with automotive system security and the potential consequences of security breaches. Then, it explores various formal methods, such as model checking, theorem proving, and abstract interpretation, which have been widely used to analyze and verify the security properties of automotive systems. Additionally, the survey highlights the validation techniques employed to ensure the effectiveness of security measures, including penetration testing, fault injection, and fuzz testing. Furthermore, the paper examines the integration of formal methods and validation techniques within the automotive development lifecycle, including requirements engineering, design, implementation, and testing phases. It discusses the benefits and limitations of these approaches, considering factors such as scalability, efficiency, and applicability to real-world automotive systems. Through an extensive review of relevant literature and case studies, this survey provides insights into the current research trends, challenges, and open research questions in the field of formal methods and validation techniques for automotive system security. The findings of this survey can serve as a valuable resource for researchers, practitioners, and policymakers involved in the design, development, and evaluation of secure automotive systems.

The analysis of characteristics of organizational culture occupies a special place in the research of contemporary work organizations. It came into the research focus in the ninth decade of the last century, motivated by the need to find and/or explain mechanisms of success, competiveness and survival at the world market, since the open market includes various different, even confronted, value systems that make a frame for firm - environment communication. A specific culture, which is developed inside work organizations, to certain extent forms these organizations, but also directs their communication with their business environment. Besides other things, this culture consists of specific values and norms made in the process of mutual interaction among employees. The value elements of organizational culture are of special importance for the relation between organizational and national culture, and also in the analysis of problems and characteristics of extended work organizations, which consist of several relatively autonomous organizational entities. Since the market relations are of an institutional character, and their changes are slower due to cultural and value inertia, the organizational changes in the processes of globalization cannot be understood without including socio-cultural values into the analysis. If the different value assumptions that "press" organizational culture in the conditions of globalization transition of organizations are not taken into consideration, "the clash of cultures" (or "the clash of values") can appear. This can produce unfavorable influence on business effects of organizations.

This lecture concerns anthropology and administration in relation to culture concept. In the revision of the research they approach the influences of the culture in companies administration, the cultural value dimensions, the main authors and considerations on the organizational culture and the features and characteristics of Brazilian national culture. Methodologically it is a research of anthropological, exploratory, descriptive and qualitative nature in which ethnography was the method used. The analysis ethnographic was accomplished through participant observation and with interviews in depth through a basic itinerary. The interviews were recorded and transcribed and then analyzed through backup of the ATLAS/ti software. This research tried to map the "Banco do Brasil" organizational culture through bibliographical references and methodology shown here, starting from the analysis of the institutional atmosphere plus fifteen interviews with the grouping of four bank agencies of such institution. These groupings include the different existent hierarchical levels in the organizational structure of the company's bank agency. The interviewees were chosen taking into account demographic and professional differences and the agencies were distributed among Brazilian areas, except for the North area. It was established that the agency representative of each Brazilian area would be the largest in number of employees in the capital of the state with the largest population inside of the area and so, the ethnographic analysis was accomplished in Porto Alegre, So Paulo, Braslia and Salvador. In relation to the choice of the institution, it was taken into account the fact of being a company that acts in national extent, with units distributed by the whole Brazilian territory. The academic contribution of this study is to investigate and to relate the themes approached in the bibliographical revision and to use a line of anthropological research in organizational studies. The practical contribution refers to the mapping of the organizational culture of the researched institution, providing the development of a panel of the common company values. The conclusions presents the organizational dominant culture characteristics in the company and therefore they are related to the Brazilian national culture values; taking in consideration that one of the most important elements to mark the culture of an organization is their national culture. The identification of appealing elements lead to the identification of specific cultural lines, considered pattern for the group. By the size and magnitude of the study object, this work doesn't intend to explain the totality of the "Banco do Brasil" culture and not even exhaust the theme in all its extension and complexity, but to present a descriptive perspective based on the anthropology that explains the symbolic universe that shapes the culture of the institution. So hereby, the limits and the interpretative nature of this dissertation are highlighted.

Contemporary micro-architecture research inherently relies on cycle-accurate simulators to test new ideas. Typical simulator implementations involve tens of thousands of lines of high-level code. Although general software engineering verification and validation techniques can be applied, the mere complexity of simulators makes using formal techniques difficult and calls for domain-specific knowledge to be a part of the verification process. This domain-specific information includes modeling the pipeline stages and the timing behavior of instructions with respect to these stages.We present an approach to simulator verification that uses domain-specific information to effectively capture a potential mismatch between the assumed architecture model and its simulator. We first discuss how a simulator-generated event trace can be fed into an automatically generated verification program from a first-order logic specification to verify that the simulator obeys the invariants. We then show techniques that extract simulator behavior from traces and present the results to the user in the form of graphs and rules. While the former seeks an assurance of implementation correctness by checking that the model invariants hold, the latter attempts to derive an extended model of the implementation and hence enables a deeper understanding of what was implemented.Our techniques are applicable to any micro-architecture simulator. We present the application of our techniques to hand-written simulators as well as to those generated from an architecture specification language.

The purpose of this study is to provide an overview of the development of a quality culture in implementing a quality management system based on ISO 9001 based on organizational culture and national culture that influence each other in contracting companies, especially in Indonesia. The analysis of this research by processing 151 respondents' data using SPSS and SmartPLS. From the results of the analysis, it was found that the National Culture, Quality Management System, and Organizational Culture affect the Quality Culture Development. The significant indicators of the National Culture variable on the Quality Culture Development are individualism/collectivism and power distance. While the significant indicators of the Quality Management System variable on the Quality Culture Development are organizational and operational contexts. A significant indicator of the Organizational Culture variable on the development of a Quality Culture is Efforts to Achieve Performance and Leadership. To develop a Quality Culture influenced by the National Culture, Quality Management System, and Organizational Culture. This research can be used as material or input in developing a Quality Culture to reduce the rate of construction failure in BUMN construction service companies in Indonesia in the future.

The failure of hardware or software in the medical domain can lead to injuries and loss of life. Design errors are a major source of the defects that are introduced during the system development process. Traditional validation and verification techniques such as simulation and testing are effective methods for detecting these defects, but are seriously limited in that they cannot guarantee to find all existing defects. Formal methods provide a complementary alternative to testing and simulation, and, although we do not yet have a ‘theory of coverage’ when combining formal validation and verification techniques with testing and simulation, the combination provides better coverage than any one of them on its own. The insulin infusion pump (IIP) is a critical system that is used by millions of people around the world. IIP failures are responsible for a large number of serious illnesses and deaths. This paper presents the formalization of the glucose homeostasis mechanism that provides an environmental model for the IIP. We can then use this model to validate the appropriateness and correctness of system behaviours at an early stage of development.

In this study, it was aimed to determine the degree of participation of teachers working in high schools in the practices made in organizational culture and its sub-dimensions, and to determine the current state of school culture; In this study, it was aimed to investigate the relationship between organizational culture and motivation perceptions. Based on the perceptions of the teachers, it was examined to what extent the schools they work in showed the organizational culture characteristics. The sample of the research consists of 443 teachers working in Hatay Province Iskenderun District in the 2022-2023 academic year. Personal Information Form, "Organizational Culture Scale" developed by İpek (1999) and "Teacher Motivation Scale" developed by Uçar (2015) were used as data collection tools. The demographic information, frequency and percentage distributions of the teachers in the study group were extracted. For the first sub-problem, arithmetic mean and standard deviation scores of organizational culture and learning organization scales were calculated. For the second sub-problem, independent sample t-test analysis was used to determine the change in organizational culture and learning organization perceptions according to gender and branch variable. A single factor analysis of variance was used for the unrelated sample in order to determine the changes according to age and professional seniority. As a result of the research, it was concluded that the organizational culture perceptions of the teachers were at the "High" level and the learning organization perceptions were at the "Moderate" level. In the study, it was concluded that there was no significant difference in the perceptions of teachers' organizational culture and learning organization in terms of gender, branch, age and professional seniority. In the research, it was concluded that there is a positive "moderate" relationship between teachers' organizational culture (in all dimensions) and learning organization perceptions (in all dimensions). Keywords: Learning Organization, Organizational Culture, Professional Culture, High School

Verification for interaction protocol of Web services is crucial to both implementation and composition of Web services. The verification process can prove important and desirable properties of the control flow and data flow of Web services. Model checking is a promising technique for verification and validation of software systems. In this paper, we present a model checking framework to specifying and verifying Web service flow based on annotated OWL-S. By using annotation layers, an OWL-S process model can be extended with constraints (like time properties) information. An underlying OWL-S model and one or more constraint annotation layers compose a complete specification of a Web process imposed specific constraints. By transforming the annotated OWL-S model to a TCPN (time constraints Petri net) model, Web service flow can be analyzed and verified. The method allows us to add conveniently constraints information to a Web process model, and state whether a process satisfies given properties without actual execution based on its specification.

Most organizations employ collaborative teams to manage innovation projects. Although the use of collaborative innovation teams is a good starting point, an organization's ability to innovate can be enhanced by managing risk‐taking behavior through monetary incentive schemes and through an organizational culture that tolerates failure. This article reports the results of two controlled experiments aimed at understanding how tolerance for failure and incentives impact the decisions of individuals engaged in a collaborative innovation initiative. A key element of our experiments is the notion of endogenous project risk, which we define as the explicit link between resources allocated to a project and the likelihood of project success. We observe that when penalties are low, the amount of risk an individual assumes is fairly insensitive to the rewards that are offered. In an analogous result, when individuals make decisions alone (rather than collaboratively), higher tolerance for failure does little to increase the amount of risk an individual is willing to take. Taken together, these results highlight the importance of implicit incentives that are created as a result of project and organizational characteristics.

This study examined the effects of organizational culture on staff members' use of management information systems (N= 142) within homeless service organizations (N= 24), using a multilevel model. The Organizational Social Context Questionnaire was used to measure organizational culture, defined by three sub-constructs: (1) proficiency, (2) rigidity, and (3) resistance. Results showed that organizational effects were moderated by gender, with male staff members reporting increased use of the technology in organizations with higher proficiency levels. Female staff members' use was not affected by organizational culture. The study also found substantial variability in organizational culture among homeless service providers. Some scored low on rigidity and resistance but high on proficiency, whereas others scored high on proficiency but low on rigidity and resistance. Overall, the sample showed higher proficiency, resistance, and rigidity compared with a national sample of children's mental providers. Implications of these findings are discussed for implementation and evaluation of new technologies in homeless services. KEY WORDS: homeless services; multilevel modeling; organizational culture; technology ********** Approximately 1.6 million individuals sought homeless shelter services on any given night in the United States in 2008 (U.S. Department of Housing and Urban Development [HUD], 2009). In the 2009 fiscal year, U.S. Congress allocated $1.636 billion in Homeless Assistance Grants to HUD alone. Although the need to improve service effectiveness has long been recognized (HUD, 2009; North, Pollio, Perron, Eyrich, & Spitznagel, 2005; Wright, Rubin, & Devine, 1998), a dearth of research examining the organizations serving homeless individuals and families remains. The adoption of new technologies is critical to understanding the role of the organization. Many human service organizations are slow and resistant to adopt new technologies (Camlio, 2005; 2007; Fitch, 2005), yet the effectiveness of innovations is contingent upon how well organizations support their implementations (Glisson & Schoenwald, 2005). Moreover, organizational culture has been shown to influence technology implementation (Carrilio, Packard, & Clapp, 2003; Racine, 2006) and client outcomes (McCoy & Vila, 2002). The purpose of this study is to examine how organizational culture influences staff members' use of new technologies in homeless services to determine whether innovation dissemination is partly a function of organizational culture. HOMELESS SERVICES Research on homeless services typically focuses on clients and is derived from the premise that homeless persons face a unique constellation of problems (North et al., 2005), including co-occurring disabilities, limited social and familial connections, and a distrust of traditional social services (Wright et al., 1998). It is implied that these factors make it difficult for clients to access services. This assumption may be misleading, however. Studies of client utilization of services have shown that the availability of services, rather than client efforts to access the services, was a primary predictor of client utilization (North & Smith, 1993; Padgett, Struening, & Andrews, 1995). Homeless individuals have reported that pleasant staff members and surroundings are instrumental in helping them to remain in supportive housing (Padgett, Henwood, Abrams, & Davis, 2008). In addition, research has shown that organizational characteristics such as size and leadership affect care coordination (Calloway & Morrisey, 1998), service intensity (Sosin, 2001), and service use (North et al., 2005). In 1999, HUD introduced a new technology, homeless service information systems (HMISs), that facilitates the migration from paper-based to electronic work systems and is designed to improve the efficiency of service delivery and effectiveness of homeless interventions (HUD, 2007). …

Background: Organizational culture greatly influences employee behavior within an organization. The quality of service performance reflects the prevailing organizational culture within the organization. Research findings confirm that measuring organizational culture using the organizational culture instrument model is an important aspect of an organization, although its implementation is still limited. Purpose: To measure innovation culture in an organization using the organizational culture assessment instrument at Jambi Regional Mental Hospital Method: An analytical quantitative design with a cross-sectional approach. Out of 146 nurses on duty in the wards at the Jambi Provincial Mental Hospital in 2023, 96 were selected using proportional random sampling, adhering to ethical principles for the respondents as subjects. Data collection included biodata and measurements of organizational culture using the Organizational Culture Assessment Instrument. Descriptive analysis was conducted to depict the prevailing organizational culture. Results: The current proportions of organizational culture types were Clan Culture at 22, Adhocracy Culture at 23, Market Culture at 27, and Hierarchy Culture at 28. The desired organizational culture characteristics by the members showed Clan Culture with the highest score at 27, followed by Hierarchy Culture at 26, Adhocracy Culture at 24, and Market Culture at 23. Conclusion: The organizational culture that needs improvement according to the nurses' expectations are Clan and Adhocracy cultures, while Market and Hierarchy cultures have met expectations. The mental hospital director should emphasize the importance of implementing Clan and Adhocracy cultural characteristics in services.

An Intrusion Detection System (IDS) protects computer networks against attacks and intrusions in combination with firewalls and anti-virus systems. One class of IDS is called signature-based network IDSs as they monitor network traffic, looking for evidence of malicious behaviour as specified in attack descriptions (referred to as signatures). It is common knowledge in the research community that IDSs have problems accurately identifying attacks. In this paper we discuss this accuracy problem and decompose it into a detection problem and a confirmation problem. We then map the evaluation of this accuracy problem to the traditional software verification and validation problem, which allows us to analyze the techniques academics have been using to evaluate their IDS technologies. As a result, we are able to identify areas where research is needed to improve the assessment of the IDS accuracy problem through verification and validation techniques.

Women are underrepresented in health care leadership positions. Organizational practices and culture play a key role in mitigating this disparity. To explore the experiences of women in leadership roles and inform how health care organizations can support the advancement of women into leadership. This qualitative study used a constructivist grounded theory approach applied over a 1-year period (May 1, 2021, to May 31, 2022) in a large private health care network in Australia. Women were eligible if they had been in leadership positions for more than 5 years. Purposive and theoretical sampling guided recruitment of 28 women, representing medical, nursing, and allied health specialties. Interviews lasted 1 hour, producing 500 pages of transcripts for analysis. The primary outcome was a model of organizational practices and conditions that advance women in health care leadership, extrapolated from the collective experiences of women in leadership. Key elements pertained to organizational patterns of interaction and group norms and behaviors that contributed toward women's experiences of career advancement. Overall, 28 women (23 [82%] White; 3 [11%] Southeast Asian) participated in the study, 10 (36%) of whom were in nursing, 9 (32%) of whom were in allied health, and 9 (32%) of whom were in medical disciplines. Organizational practices that advance women in health care leadership were highly dependent on conducive organizational culture enhancing women's credibility and capability as leaders. Four interrelated elements were identified that create the necessary conditions for an organizational culture to advance women in health care leadership, including (1) identifying and actively addressing systemic barriers, (2) challenging gendered assumptions and expectations of leadership behaviors, (3) providing mentorship to shape career opportunities, and (4) determining how these conditions all contribute toward raising women's credibility to enable internalizing a leadership identity. For women, advancing to leadership involved organizations moving away from ad hoc, inconsistent applications of gender equity practices and generating supportive practices that reinforced a workforce culture of credibility, collaboration, and continuous improvement to support women. In light of persisting inequity in health care leadership, women's experiences were captured in this qualitative study to identify organizational practices that support their advancement. Insights into factors that influence efficacy of these practices, including building a supportive culture and mentoring, are discussed. This research informs a National Health and Medical Research Council initiative with international collaborators to support organizations in advancing women in health care leadership.