1,720,954 research outputs found
Examining Generational Differences in The Workplace: Employee Engagement Practices and their Impact on Retention of Different Generations of Human Resources Employees in Higher Education
No full textPurpose: The purpose of this quantitative study was to identify the employee engagement practices that Baby Boomer, Generation X, and Millennial human resources (HR) employees in four-year private institutions of higher education (IHEs) in southern California perceive as most important to their retention. The secondary purpose of the study was to determine the similarities and differences between the engagement practices considered most important for retention by Millennial HR employees compared to Baby Boomer and Generation X employees in IHEs.
Methodology: A quantitative descriptive, nonexperimental research design was selected for this study. The population included three generations of HR professionals working in four-year private IHEs in southern California. An online survey was used and consisted of 18 statements examining generational retention strategies developed by Dr. Sharon Floyd (2015).
Findings: The study delineated a significant relationship between the changeable demographics, multiple generations at the workplace, and a correlation to engagement and retention. Data analyzed determined no significant difference between engagement practices considered most important for retention by Millennial HR employees in four-year private IHEs in southern California compared to Baby Boomer and Generation X employees in IHEs.
Conclusions: Based on the findings of this study, employee engagement stems from having tools, clearly identified roles, resources, and compensation. Having a mentor at the workplace continues to provide better understanding of the ongoing need to monitor employee engagement attributes, which fluctuated greatly among generations. Establishing a strong, positive culture wherein employee development and career development are the norm, was promising for fostering employee engagement, regardless of employees’ age or generation.
Recommendations: It is recommended to replicate this study in five years as Generation Z enters the workplace and more Baby Boomers retire. Additionally, it is recommended to conduct this study with other populations outside of HR and in different industries such as entertainment and hospitality, and with telecommuting and remote workers
Examining Generational Differences in The Workplace: Employee Engagement Practices and their Impact on Retention of Different Generations of Human Resources Employees in Higher Education
No full textPurpose: The purpose of this quantitative study was to identify the employee engagement practices that Baby Boomer, Generation X, and Millennial human resources (HR) employees in four-year private institutions of higher education (IHEs) in southern California perceive as most important to their retention. The secondary purpose of the study was to determine the similarities and differences between the engagement practices considered most important for retention by Millennial HR employees compared to Baby Boomer and Generation X employees in IHEs.
Methodology: A quantitative descriptive, nonexperimental research design was selected for this study. The population included three generations of HR professionals working in four-year private IHEs in southern California. An online survey was used and consisted of 18 statements examining generational retention strategies developed by Dr. Sharon Floyd (2015).
Findings: The study delineated a significant relationship between the changeable demographics, multiple generations at the workplace, and a correlation to engagement and retention. Data analyzed determined no significant difference between engagement practices considered most important for retention by Millennial HR employees in four-year private IHEs in southern California compared to Baby Boomer and Generation X employees in IHEs.
Conclusions: Based on the findings of this study, employee engagement stems from having tools, clearly identified roles, resources, and compensation. Having a mentor at the workplace continues to provide better understanding of the ongoing need to monitor employee engagement attributes, which fluctuated greatly among generations. Establishing a strong, positive culture wherein employee development and career development are the norm, was promising for fostering employee engagement, regardless of employees’ age or generation.
Recommendations: It is recommended to replicate this study in five years as Generation Z enters the workplace and more Baby Boomers retire. Additionally, it is recommended to conduct this study with other populations outside of HR and in different industries such as entertainment and hospitality, and with telecommuting and remote workers
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
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
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