1,720,954 research outputs found
Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Maintaining Competence: : A Qualitative Study on Retention and Turnover in Specialist Consultancies
No full textUppsatsens syfte är att nå en djupare förståelse kring retention och personalomsättning inom specialistkonsultverksamheter. Undersökningen centreras runt ett ledarskapsperspektiv med målsättningen att redogöra för en effektiv ledarskapsstrategi för att motverka hög personalomsättning. För att uppnå detta syfte formulerades tre forskningsfrågor: 1. Hur uppfattar medarbetare inom specialistkonsultverksamheter att olika retentionsfaktorer påverkar intentionen att lämna verksamheten eller byta arbetsgivare? 2. Hur påverkar ålder och anställningstid retentionseffekten inom specialistkonsultverksamheter? och 3. Hur kan en effektiv strategi utformas för att motverka hög personalomsättning inom specialistkonsultverksamheter utifrån ett ledarskapsperspektiv? Undersökningen är en kvalitativ studie med abduktiv ansats där 10 semistrukturerade intervjuer genomförts med medarbetare inom specialistkonsultverksamheter. Undersökningen upptäcker flertalet relevanta retentionsfaktorer inom specialistkonsultverksamheter såsom karriärutveckling, gemenskap, social arbetsmiljö, erkännande, självuppfyllelse, lön och andra förmåner, flexibilitet och proximitet. Resultatet påvisar även betydelsen av individuella preferenser samt hur ålder och anställningstid modererar retentionseffekten av vissa variabler såsom proximitet och flexibilitet. Det är därmed centralt att ledarpersoner tar specialistkonsultmedarbetarens preferenser och livssituation i beaktning när retentionsinsatser genomförs. Ledare behöver även främja gemensamma aktiviteter och upplevelser vilket både utgör en förmån för arbetstagaren samtidigt som det bidrar till att stärka gemenskapen. Hänsyn behöver tas till konsulternas sociala livsstatus samtidigt som en tydlig och transparent kommunikation behöver ske för att klargöra förväntningar, säkerställa utmanande arbetsuppgifter och uppmärksamma individuella behov.The purpose of this study is to deepen the understanding of employee retention and turnover within specialist consulting firms. The thesis centers around a leadership perspective, highlighting the importance of leadership strategies and aiming to develop an effective strategy for managing high turnover rates. To achieve this objective three research questions are posed: 1. How do employees within specialist consulting firms perceive the effects of retention factors on their intentions to change employer or leave the organization, 2. How does age and employee tenure moderate retention effects within specialist consulting firms? And 3. How can an effective leadership strategy be developed to effectively manage retention within specialist consulting firms? This thesis utilizes a qualitative design with an abductive methodology conducting a total of ten semi-structured interviews. The study notes several key retention factors including career development, engagement, social work environment, social recognition, fulfillment, salary and other benefits, flexibility, and proximity to the employer. Results indicate the significance of individual preferences and demonstrate how employee age and tenure moderate retention effects of certain variables such as proximity and flexibility. Given the uncovered complexity of retention, it is crucial for leaders to consider employee preferences and personal circumstances when introducing retention initiatives. Leaders should also promote shared activities to increase sociability and cohesion. Additionally, leaders must give careful consideration towards transparent communication, ensuring challenging and stimulating work tasks and addressing individual needs
Maintaining Competence: : A Qualitative Study on Retention and Turnover in Specialist Consultancies
No full textUppsatsens syfte är att nå en djupare förståelse kring retention och personalomsättning inom specialistkonsultverksamheter. Undersökningen centreras runt ett ledarskapsperspektiv med målsättningen att redogöra för en effektiv ledarskapsstrategi för att motverka hög personalomsättning. För att uppnå detta syfte formulerades tre forskningsfrågor: 1. Hur uppfattar medarbetare inom specialistkonsultverksamheter att olika retentionsfaktorer påverkar intentionen att lämna verksamheten eller byta arbetsgivare? 2. Hur påverkar ålder och anställningstid retentionseffekten inom specialistkonsultverksamheter? och 3. Hur kan en effektiv strategi utformas för att motverka hög personalomsättning inom specialistkonsultverksamheter utifrån ett ledarskapsperspektiv? Undersökningen är en kvalitativ studie med abduktiv ansats där 10 semistrukturerade intervjuer genomförts med medarbetare inom specialistkonsultverksamheter. Undersökningen upptäcker flertalet relevanta retentionsfaktorer inom specialistkonsultverksamheter såsom karriärutveckling, gemenskap, social arbetsmiljö, erkännande, självuppfyllelse, lön och andra förmåner, flexibilitet och proximitet. Resultatet påvisar även betydelsen av individuella preferenser samt hur ålder och anställningstid modererar retentionseffekten av vissa variabler såsom proximitet och flexibilitet. Det är därmed centralt att ledarpersoner tar specialistkonsultmedarbetarens preferenser och livssituation i beaktning när retentionsinsatser genomförs. Ledare behöver även främja gemensamma aktiviteter och upplevelser vilket både utgör en förmån för arbetstagaren samtidigt som det bidrar till att stärka gemenskapen. Hänsyn behöver tas till konsulternas sociala livsstatus samtidigt som en tydlig och transparent kommunikation behöver ske för att klargöra förväntningar, säkerställa utmanande arbetsuppgifter och uppmärksamma individuella behov.The purpose of this study is to deepen the understanding of employee retention and turnover within specialist consulting firms. The thesis centers around a leadership perspective, highlighting the importance of leadership strategies and aiming to develop an effective strategy for managing high turnover rates. To achieve this objective three research questions are posed: 1. How do employees within specialist consulting firms perceive the effects of retention factors on their intentions to change employer or leave the organization, 2. How does age and employee tenure moderate retention effects within specialist consulting firms? And 3. How can an effective leadership strategy be developed to effectively manage retention within specialist consulting firms? This thesis utilizes a qualitative design with an abductive methodology conducting a total of ten semi-structured interviews. The study notes several key retention factors including career development, engagement, social work environment, social recognition, fulfillment, salary and other benefits, flexibility, and proximity to the employer. Results indicate the significance of individual preferences and demonstrate how employee age and tenure moderate retention effects of certain variables such as proximity and flexibility. Given the uncovered complexity of retention, it is crucial for leaders to consider employee preferences and personal circumstances when introducing retention initiatives. Leaders should also promote shared activities to increase sociability and cohesion. Additionally, leaders must give careful consideration towards transparent communication, ensuring challenging and stimulating work tasks and addressing individual needs
Variations on the Author
Get PDF“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Get PDFWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Get PDFWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
koamabayili/VECTRON-author-checklist: VECTRON author checklist
No full textWe have done our best to complete the author checklist relating to the use of animals in the hut study. Note that the objective for the hut study was to evaluate the IRS treatment applications for residual efficacy against Anopheles mosquitoes, including the local An. coluzzii mosquito population. Cows were only used to attract mosquitoes into the huts and no tests were carried out directly on the cows. The author checklist is intended for use with studies where experiments are carried out on animals, which is why we have had such difficulty in completing this for the hut study, as many of the questions do not relate to how the cows were used
Author-wise bibliometric analysis based on entropy.
No full textAuthor-wise bibliometric analysis based on entropy.</p
- …
