The claim that high levels of engagement can enhance organizational performance and individual well-being has not previously been tested through a systematic review of the evidence. To bring coherence to the diffuse body of literature on engagement, the authors conducted a systematic synthesis of narrative evidence involving 214 studies focused on the meaning, antecedents and outcomes of engagement. The authors identified six distinct conceptualizations of engagement, with the field dominated by the Utrecht Group's 'work engagement' construct and measure, and by the theorization of engagement within the 'job demands-resources' framework. Five groups of factors served as antecedents to engagement: psychological states; job design; leadership; organizational and team factors; and organizational interventions. Engagement was found to be positively associated with individual morale, task performance, extra-role performance and organizational performance, and the evidence was most robust in relation to task performance. However, there was an over-reliance on quantitative, cross-sectional and self-report studies within the field, which limited claims of causality. To address controversies over the commonly used measures and concepts in the field and gaps in the evidence-base, the authors set out an agenda for future research that integrates emerging critical sociological perspectives on engagement with the psychological perspectives that currently dominate the field.

This paper describes the architecture and implementation of an autonomous passenger vehicle designed to navigate using locally perceived information in preference to potentially inaccurate or incomplete map data. The vehicle architecture was designed to handle the original DARPA Urban Challenge requirements of perceiving and navigating a road network with segments defined by sparse waypoints. The vehicle implementation includes many heterogeneous sensors with significant communications and computation bandwidth to capture and process high-resolution, high-rate sensor data. The output of the comprehensive environmental sensing subsystem is fed into a kinodynamic motion planning algorithm to generate all vehicle motion. The requirements of driving in lanes, three-point turns, parking, and maneuvering through obstacle fields are all generated with a unified planner. A key aspect of the planner is its use of closed-loop simulation in a rapidly exploring randomized trees algorithm, which can randomly explore the space while efficiently generating smooth trajectories in a dynamic and uncertain environment. The overall system was realized through the creation of a powerful new suite of software tools for message passing, logging, and visualization. These innovations provide a strong platform for future research in autonomous driving in global positioning system-denied and highly dynamic environments with poor a priori information. C 2008 Wiley Periodicals, Inc.

This paper describes the architecture and implementation of an autonomous passenger vehicle designed to navigate using locally perceived information in preference to potentially inaccurate or incomplete map data. The vehicle architecture was designed to handle the original DARPA Urban Challenge requirements of perceiving and navigating a road network with segments defined by sparse waypoints. The vehicle implementation includes many heterogeneous sensors with significant communications and computation bandwidth to capture and process high-resolution, high-rate sensor data. The output of the comprehensive environmental sensing subsystem is fed into a kino-dynamic motion planning algorithm to generate all vehicle motion. The requirements of driving in lanes, three-point turns, parking, and maneuvering through obstacle fields are all generated with a unified planner. A key aspect of the planner is its use of closed-loop simulation in a Rapidly-exploring Randomized Trees (RRT) algorithm, which can randomly explore the space while efficiently generating smooth trajectories in a dynamic and uncertain environment. The overall system was realized through the creation of a powerful new suite of software tools for message-passing, logging, and visualization. These innovations provide a strong platform for future research in autonomous driving in GPS-denied and highly dynamic environments with poor a priori information.

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The relationship between perceived training and development and employee retention: the mediating role of work attitudes This paper considers how utilizing a model of job-related affect can be used to explain the processes through which perceived training and development influence employee retention. We applied Russell's model of core affect to categorize four different forms of work attitude, and positioned these as mediators of the relationship between perceived training and development and intention to stay.Using data from 1,191 employees across seven organizations, multilevel analyses found that job satisfaction, employee engagement, and change-related anxiety were significantly associated with intention to stay, and were mediators of the relationship between perceived training and development and intention to stay.Contrary to our hypotheses, emotional exhaustion was not significantly associated with intention to stay nor acted as a mediator when the other attitudes were included. These findings show the usefulness of Russell's model of core affect in explaining the link between training and development and employee retention.Moreover, it suggests that studies examining employee retention should include a wider range of work attitudes that highlight pleasant forms of affect that induce motivational rather than impairment prevention effects.Keywords: employee retention, perceived training and development, job-related affect, multilevel analysis, work attitudes IntroductionTraining and development (T&D) is a systematic approach to developing and enhancing employee skills, abilities and knowledge for the purpose of increasing organizational effectiveness (Aguinus and Kraiger, 2009). As an overarching HR practice it is often considered, and evidenced, to be a broad collection of activities that refer to continual learning and development of general job-and career-related skills (e.g. Boon, den Hartog, Boselie, and Paauwe, 2011). Previous research demonstrates that perceived T&D is associated with higher levels of retention 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 More recently, researchers have become interested in understanding the exact mechanisms that underlie this relationship (e.g. Koster, de Grip and Fourage, 2011). For example, Koster et al (2011) demonstrated that job satisfaction partially mediated the relationship between perceived support in employee development and intention to quit.In contrast, Dysvik and Kuvaas (2008) showed that intrinsic motivation partially mediated the relationship between perceived T&D and turnover intention.While these studies have enhanced our understanding of how T&D is related to retention, exploring mediators individually is problematic for two reasons. Firstly, it encourages researchers to add potential mediators into the literature with little consideration of how they are differentia...