Elastic threshold-based admission control for QoS satisfaction with reward optimization for servicing multiple priority classes in wireless networks

Yılmaz, Okan; Chen, Ing-Ray

doi:10.1016/j.ipl.2009.04.013

Cited by 9 publications

(5 citation statements)

References 22 publications

(26 reference statements)

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“…Professor, Department of Management, Faculty of home-pay they get and the manner or process of determining the compensation which can be seen by employees as a matter of injustice in terms of compensation (Hirschi, Herrmann, Nagy, & Spurk, 2016;Robst & VanGilder, 2016;Mattingly & Boyle, 2019). Therefore, it is interesting to study in this study regarding the suitability of HR with work as well as the values and goals of the organization (Person-Organization fit) (Choi, Kim, & McGinley, 2017;Deniz, Noyan, & Ertosun, 2015;Afsar, Badir, & Khan, 2015;Yu, 2014;Saether, 2019), while for the aspect of appreciation to employees, what is relevant is the fairness of the organization in providing rewards (career and financial) to its employees for the performance they have contributed (Yilmaz & Chen, 2009). The argument supporting the importance of this research is that an unsuitable employee placement system will give birth to employees who are incompetent and dissatisfied and not committed and will not even have OCB at work; as a result, their performance will be low (Shin & Hur, 2019;Nohe & Michaelis, 2016;Nazir, Shafi, Qun, Nazir, & Tran, 2016;Farooqui & Nagendra, 2014;Kristof-Brown, Zimmerman, & Johnson, 2005).…”

Section: Introduction 17 18mentioning

confidence: 99%

Structural Model of Developing Human Resources Performance: Empirical Study of Indonesia States Owned Enterprises

Haerani¹,

MARDI²,

Hakim³

et al. 2020

JAFEB

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This study aims to analyze the effect of structural Person-Organization Fit and organizational justice on organizational commitment, job satisfaction, Organizational Citizenship Behavior and employee performance. This study is based on a quantitative approach by collecting data using a survey conducted on three SOE's companies in Indonesia that operate in Makassar City, namely Pelindo. Ltd (Port Company), PLN. Ltd (Electric Company) and Pertamina. Ltd (Oil and Gas Company), with a sample of 90 employees. The study population was all non-managerial permanent employees. Data analysis using Structural Equation Modeling. In structural relations, out of the nine direct tests, there were two insignificant relationships, and in all three hypotheses there was one not-supported hypothesis. When compared between person-organization Fit and Organizational Justice, it is found that organizational justice has a more critical role in building Human Resource performance compared to Person-Organization Fit, because organizational justice is better able to provide job satisfaction and make organizational commitment and OCB as a prerequisite for its formation to better Human Resources performance. With organizational justice, employees will feel more satisfied working, committed to the work and organization, and behaves as a supportive organizational citizen for the realization of the best performance for the interests of the organization going forward.

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Section: Introduction 17 18mentioning

confidence: 99%

Structural Model of Developing Human Resources Performance: Empirical Study of Indonesia States Owned Enterprises

Haerani¹,

MARDI²,

Hakim³

et al. 2020

JAFEB

View full text Add to dashboard Cite

show abstract

“…However, no prior work addresses this tradeoff in the context of trust management in MANETs. A number of prior studies have also taken economic perspectives in modeling communication networks [2,9,10,14,22]. Unlike these prior studies, our work concerns trust management and we specifically adopt DP theory.…”

Section: Introductionmentioning

confidence: 99%

Modeling and Analysis of Trust Management Protocols: Altruism versus Selfishness in MANETs

Cho

Swami

Chen

2010

IFIP Advances in Information and Communication Technology

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Abstract.Mobile ad hoc and sensor networks often contain a mixture of nodes, some of which may be selfish and non-cooperative in providing network services such as forwarding packets in order to conserve energy. Existing trust management protocols for mobile ad hoc networks (MANETs) advocate isolating selfish nodes as soon as they are detected. Further, altruistic behaviors are encouraged with incentive mechanisms. In this paper, we propose and analyze a trust management protocol based on the demand and pricing theory for managing group communication systems where system survivability is highly critical to mission execution. Rather than always encouraging altruistic behaviors, we consider the tradeoff between a node's individual welfare (e.g., saving energy for survivability) versus global welfare (e.g., providing service availability) and identify the best design condition so that the system lifetime is maximized while the mission requirements are satisfied.

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“…CAC schemes are used for the utilizing of the resources effectively as an important aspect of resource management. CAC controling for the arriving traffic to the system by admitting or rejecting the new or handoff calls to maximize the allocation of bandwidth for each user belonging to a class with required QoS was studied by Yilmaz and Chen (2009), Chowdhury et al (2013), Marchese and Mongelli (2010) and Leong et al (2006). With an efficient CAC, the system can provide bandwidth allocation for real-time or non-real time services efficiently in terms of capacity of the network and guarantee their required QoS.…”

Section: Introductionmentioning

confidence: 99%

Adaptive bandwidth allocation for call-level quality-of-service (QoS) in wireless mobile networks

Bozkurt¹

2013

Sci. Res. Essays

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Different quality-of-service (QoS) required types of multimedia services and need a guaranteed service rate in wireless multimedia networks. When the number of user arrivals increases, bandwidth degradations may occur due to limited bandwidth nature of cellular wireless networks. The bandwidth that should be assigned to user cannot be met for QoS provisioning in congested network. In this paper, a priority-based call admission control scheme with bandwidth adaptation is proposed to provide the required QoS to service users and to utilize the bandwidth effectively. An analytical model is developed to evaluate the numerical results. Proposed scheme differentiates the services according to their call-level QoS priorities as non-prioritized and prioritized calls and provides the satisfactory QoS under the upper bound limitations. Further, bandwidth adaptation policy maintains the higher performance results in terms of blocking and dropping probabilities, resource utilization and throughput of non-prioritized calls.

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Elastic threshold-based admission control for QoS satisfaction with reward optimization for servicing multiple priority classes in wireless networks

Cited by 9 publications

References 22 publications

Structural Model of Developing Human Resources Performance: Empirical Study of Indonesia States Owned Enterprises

Structural Model of Developing Human Resources Performance: Empirical Study of Indonesia States Owned Enterprises

Modeling and Analysis of Trust Management Protocols: Altruism versus Selfishness in MANETs

Adaptive bandwidth allocation for call-level quality-of-service (QoS) in wireless mobile networks

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