Cornell University

About: Cornell University is a education organization based out in Ithaca, New York, United States. It is known for research contribution in the topics: Population & Gene. The organization has 102246 authors who have published 235546 publications receiving 12283673 citations. The organization is also known as: Cornell & CUI.

Innovation objectives, knowledge sources, and the benefits of breadth

Abstract: Given the inherent risk of innovative activity. firms can improve the odds of success by pursuing multiple parallel objectives. Because innovation draws on many sources of ideas, firms also may improve their odds of successful innovation by accessing a large number of knowledge sources. In this study, we conduct one of the first firm-level statistical analyses of the impact on innovation of breadth in both innovation objectives and knowledge sources. The empirical results suggest that broader horizons with respect to innovation objectives and knowledge sources are associated with successful innovation. We do not find diminishing returns to breadth in innovation objectives, which suggests that firms may tend to search too narrowly. We interpret these results in light of well-known cognitive biases toward searching in relatively familiar domains. Copyright (C) 2009 John Wiley & Sons, Ltd.

The span of the effective stimulus during a fixation in reading.

Abstract: A computer-based eye-movement controlled, display system was developed for the study of perceptual processes in reading. A study was conducted to identify the region from which skilled readers pick up various types of visual information during a fixation while reading. This study involved making display changes, based on eye position, in the text pattern as the subject was in the act of reading from it, and then examining the effects these changes produced on eye behavior. The results indicated that the subjects acquired word-length pattern information at least 12 to 15 character positions to the right of the fixation point, and that this information primarily influenced saccade lengths. Specific letter- and word-shape information were acquired no further than 10 character positions to the right of the fixation point.

Deep learning for detecting robotic grasps

Abstract: We consider the problem of detecting robotic grasps in an RGB-D view of a scene containing objects. In this work, we apply a deep learning approach to solve this problem, which avoids time-consuming hand-design of features. This presents two main challenges. First, we need to evaluate a huge number of candidate grasps. In order to make detection fast and robust, we present a two-step cascaded system with two deep networks, where the top detections from the first are re-evaluated by the second. The first network has fewer features, is faster to run, and can effectively prune out unlikely candidate grasps. The second, with more features, is slower but has to run only on the top few detections. Second, we need to handle multimodal inputs effectively, for which we present a method that applies structured regularization on the weights based on multimodal group regularization. We show that our method improves performance on an RGBD robotic grasping dataset, and can be used to successfully execute grasps on two different robotic platforms.

Population Marginal Means in the Linear Model: An Alternative to Least Squares Means

Abstract: The parameter concept in the term least squares mean is defined and given the more meaningful name population marginal mean; and its estimation is discussed.

Employee attributions of the “why” of hr practices: their effects on employee attitudes and behaviors, and customer satisfaction

Abstract: The construct of human resource (HR) attributions is introduced. We argue that the attributions that employees make about the reasons why management adopts the HR practices that it does have consequences for their attitudes and behaviors, and ultimately, unit performance. Drawing on the strategic HR literature, we propose a typology of 5 HR-attribution dimensions. Utilizing data collected from a service firm, we show that employees make varying attributions for the same HR practices, and that these attributions are differentially associated with commitment and satisfaction. In turn, we show that these attitudes become shared within units and that they are related to unit-level organizational citizenship behaviors and customer satisfaction. Findings and implications are discussed.