1,721,033 research outputs found
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe 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
Full text link“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
The influence of perceived constructive and destructive leadership on employee well-being and ill-being: the mediating role of self-conscious emotions.
Full text linkThis study investigates the influence of experienced leadership (i.e. transformational, abusive) on positive and negative follower well-being (i.e. job satisfaction, engagement, workaholism, burnout) and the mediating role of follower affect and the self-conscious emotions shame, guilt, and pride. Data used in this study was collected from two diverse studies, with Study 1 having obtained data from a Japanese multi-national firm (n=183), and Study 2 including data from an Irish local government emergency response organisation (n=237). The findings from my analysis showed that, as predicted, follower perceptions of transformational leadership positively and significantly predicted follower well-being outcomes of job satisfaction and engagement, and negatively predicted the follower ill-being outcome of burnout in both studies. The predicted negative relationship between perceived abusive supervision and follower job satisfaction and engagement was supported in Study 2, while the positive influence of abusive supervision on follower ill-being outcomes of workaholism and burnout was supported in both studies. Follower perceptions of a constructive or destructive leadership style had broadly the same relationship with follower positive and negative emotions in both studies. The research further confirmed follower emotions of pride and positive and negative affect (PANA) as emotional pathways through which constructive and destructive leaders influence follower well-being (i.e. engagement) and ill-being (i.e. workaholism-working compulsively and burnout) in Study 1. The research findings make three distinct contributions to the leadership and well-being literatures. Firstly, the research confirms the role of diverse leadership styles in influencing follower well-being and ill-being outcomes, thereby addressing calls to help understand ‘when, how, and what kinds of leadership behaviours influence engagement’ and well-being outcomes (Bakker, Albrecht & Leiter, 2011, p.14; Wu & Hu, 2009). Secondly, the research responds to calls for future leadership research to broaden the measurement criteria to enable us to understand how leaders and leadership are related to emotional constructs (Dasborough, Ashkanasy, Tee, & Herman, 2009; Hiller, DeChurch, Murase, & Doty, 2011) and to calls to identify the pathways through which leadership influences follower well-being and ill-being (Hansbrough, Lord, & Schyns, 2015; Skakon et al., 2010). Thirdly, the findings in both studies identify when leaders influence follower well-being and ill-being through the pathways of follower emotions. The research findings establish the important role of the leader in follower well-being (job satisfaction, engagement) and ill-being (workaholism, burnout), and identify the leader as positively or negatively influencing follower positive and negative emotions across both studies. The hypothesised mediating effects of follower emotions between perceived leadership style and well-being and ill-being outcomes was found only in Study 1. This highlights the need for future research to consider the role of the work environment when measuring the antecedents of well-being and ill-being at work. Overall, the research findings identify the important role of the leader in influencing follower emotions and well-being and ill-being at work and establish the abusive leader as a job demand placing emotional demands on the follower, and the transformational leader as a job resource, uplifting and supporting the follower with implications for theory and practice.
Keywords: abusive supervision, transformational leadership, affect, shame, guilt, pride, employee well-being, job satisfaction, engagement, workaholism, burnout
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe 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
The impact of high performance work systems in Irish companies: an examination of company and employee outcomes
Full text linkThis study examines the impact of High Performance Work Systems (HPWS) on company and employee-level performance outcomes. At the company level, the
study examines the outcomes of HPWS usage on innovation, productivity and turnover. The study uses data collected from 132 companies in Ireland who participated in a general manager (GM) and human resource (HR) manager survey conducted in 2006. This study shows that an extensive application of HPWS is associated with an increase in innovation, productivity and a reduction in voluntary turnover.
At the employee level, the study examines employees’ perceptions of human resource management (HRM) practices and their impact on employee innovative work behaviour (IWB), organisational citizenship behaviour (OCB), and tenure intentions. Specifically, the study also measures whether employees’ perceptions of job demands mediate the relationship between employee perceptions of HRM practices and IWB, OCB and tenure intentions. Employee attitude surveys were conducted in five companies which took part in the General Manager/Human Resource Manager Survey in 2006. In total 220 employees were surveyed. In addition to employee surveys, interviews were carried out with HR managers or a relevant manager in the area of employee management in the five companies that participated at the employee level. Overall, employee-level findings suggest that
positive employee perceptions of human resource management practices are associated with employee IWB, OCB and tenure intentions. Similarly, employee
perceptions of human resource management practices have an indirect effect on employee outcomes, in particular IWB and organisational citizenship behaviour directed towards individuals (OCBI) via employee perceptions of job demands.
This study uses cross-level inference (also known as the cross-level operator) to examine the impact of HPWS utilisation at company level on employee-level behavioural and attitudinal outcomes. Overall, cross-level findings suggest that greater use of HPWS is associated with positive employee perceptions of HRM practices and an increase in employee IWB, OCB and tenure intentions
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe 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
Perceptions of leadership across cultures: a study of French and German managers and their employees in both their domestic and host environments
Full text linkThe phenomenon of globalisation has contributed greatly to the increasing interest in investigating cross-cultural leadership in recent years (Avolio, Walumbwa and Weber, 2009). To date cross-cultural leadership research has mainly involved comparative studies between countries at manager level (e.g. House et al., 2004) and has focused on potential cultural effects on leadership styles. The aim of this crosscultural study is to address the gap of neglecting employees’ views on leadership by investigating leadership perceptions both from the perspective of managers and employees in their domestic and host environments.
This study explores leadership perceptions in the specific context of France and Germany, using a mixed methods approach. Based on implicit leadership theories and connectionist theory (Hanges et al., 2006; Lord et al., 2001), the similarities and differences that exist between the structure and the content of cognitive leadership schemas of French and German managers and employees regarding their perceptions of effective leadership are compared.
This study shows that the application of connectionist theory to the field of cross-cultural leadership research provides a meaningful lens to investigate the relationship between culture and leadership. It found that despite the spread of globalisation and an often assumed concomitant convergence of cultures, differences in the approaches to leadership in a French and German business context still persist and should, therefore, be considered by companies planning foreign operations or secondments
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
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