1,720,975 research outputs found
Does age matter? Examining age-dependent differences in at-fault collisions after attending a refresher course for older drivers
Full text linkPublished by Elsevier Ltd. This is an open access article under the CC BY license
(http://creativecommons.org/licenses/by/4.0/).Abstract: The “Driver 65+” course is a voluntary refresher course offered to all drivers aged 65 years or older in Norway. The current study estimated differences in at-fault motor vehicle collisions (MVCs) between older drivers who had attended in the course and older drivers who had not attended the course. Methods: Two samples of drivers were selected from the database of an insurance company and were sent a questionnaire in the mail. The first sample consisted of 2039 car owners aged 70 years or older who had reported a collision to the insurance company during the last 24 months. The second sample consisted of 1569 drivers aged 70 or older who had not reported any collisions during the last 24 months. Results: The results indicated an age-dependent effect; drivers attending the course before 75 years of age had a significantly lower risk of being the at-fault driver in a multi-MVC than older drivers who did not attend the course. Conclusion: The results indicate that the refresher course had a beneficial effect on collision risk for drivers who attended the course before reaching 75 years of age. One possible explanation of this age-dependent effect is that a certain level of visual, cognitive, and motor functioning is needed to implement the strategies learned in the course. However, the design of the study makes it difficult to draw definite conclusions about the causal relationship between course attendance and later collision involvement.Does age matter? Examining age-dependent differences in at-fault collisions after attending a refresher course for older driverspublishedVersio
Put your feet up: The impact of personality traits, job pressure, and social support on the need for recovery after work
Full text linkThe need for recovery after work (NFR) is an important warning of work-related fatigue. NFR is linked to prolonged work-related efforts and depletion of resources, creating a need for temporary respite from work demands. The aim of the current study was to investigate the relationships between NFR and the five-factor model (FFM), comprising the personality traits of emotional stability (ES), extraversion (E), agreeableness (A), conscientiousness (C), and openness to experience (O). Per-ceived job pressure and perceived social support were included as mediators. The study was conducted using structural equa-tion modelling (SEM) on cross-sectional data from a sample of 681 participants from several work sectors (N females = 376, N males = 305; M age = 46.9 years; SD= 11.1). The results showed that NFR was affected both directly and indirectly by FFM traits. High ES and high O contributed directly to reduced and increased NFR, respectively. High perceived social support contributed to reduced NFR, while high perceived job pressure contributed to increased NFR. High ES contributed indirectly to reduced NFR through perceived job pressure and social support, high O contributed indirectly to increased NFR through perceived social support, and high E contributed indirectly to increased NFR through perceived job pressure. A and C were not related to NFR. The findings demonstrate that personality traits, especially ES, are firmly related to NFR and highlight the importance of incorporating personality factors into studies of work environmental factors on NFR
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
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
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
My Chatbot Companion – a Study of Human-Chatbot Relationships
Full text linkThere has been a recent surge of interest in social chatbots, and human–chatbot relationships (HCRs) are becoming more prevalent, but little knowledge exists on how HCRs develop and may impact the broader social context of the users. Guided by Social Penetration Theory, we interviewed 18 participants, all of whom had developed a friendship with a social chatbot named Replika, to understand the HCR development process. We find that at the outset, HCRs typically have a superficial character motivated by the users' curiosity. The evolving HCRs are characterised by substantial affective exploration and engagement as the users' trust and engagement in self-disclosure increase. As the relationship evolves to a stable state, the frequency of interactions may decrease, but the relationship can still be seen as having substantial affective and social value. The relationship with the social chatbot was found to be rewarding to its users, positively impacting the participants' perceived wellbeing. Key chatbot characteristics facilitating relationship development included the chatbot being seen as accepting, understanding and non-judgmental. The perceived impact on the users' broader social context was mixed, and a sense of stigma associated with HCRs was reported. We propose an initial model representing the HCR development identified in this study and suggest avenues for future research
An Empirical evaluation of the relationship between human relations climate and readiness for change
No full textReadiness for change is seen as an important factor in organisational change processes, but it is unclear how organisational climate might affect readiness for change. Addressing this important gap, the purpose of the study was to investigate the relationship between human relations climate, a dimension of the Quinn and Rohrbaugh’s competing values framework of organizational climate, and readiness for change. More specifically the aim was to investigate the mediating role of perceived organisational support. Employees in the Norwegian Police Service (N = 901) answered a survey measuring organisational culture. Data were analysed using structural equation modelling. Following a two-step analytical approach, the measurement models were first evaluated and then the relationships between constructs were examined. Evaluations of the original measurement models showed non-satisfactory fit, however after modifications, the measurement models were found to have satisfactory fit. In the second step, both the original and the modified measurement models were applied to the examination of three competing models: a partially mediated model, a fully mediated model, and a non-mediated model. Evaluation of the models showed fully mediated models (original and modified) to have the best fit to data, suggesting that the relationship between human relations organisational climate and employees’ readiness for change is mediated by perceived organisational support. The finding adds theoretically to literature on organisational climate, highlighting the role of perceived organisational support. From an applied perspective actions fostering human relations climate to strengthen perceived organisational support are recommended
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