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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
Lien entre la justice organisationnelle et la satisfaction au travail : analyse et implications
No full textThis article provides an in-depth examination of the relationship between organizational justice and job satisfaction, using a mixed approach that combines a systematic literature review with an empirical study conducted among 50 respondents in Morocco. Organizational justice is explored through its four key dimensions: distributive justice (fairness in pay and rewards), procedural justice (transparency and impartiality in decision-making processes), interactional justice (quality, respect, and dignity in interpersonal interactions), and informational justice (clarity and accessibility of organizational communication).
The findings indicate that all four dimensions of organizational justice have a significant positive influence on job satisfaction, with distributive justice emerging as the most influential factor, particularly within the Moroccan context. It is followed by interactional justice, then procedural justice, while informational justice shows a positive but comparatively smaller impact.
Statistical analyses conducted using SPSS, including correlation and regression tests, confirm the existence of a strong and significant correlation between employees’ perception of organizational justice and their level of job satisfaction. Employees who perceive their organization as fair, transparent, respectful, and participatory tend to demonstrate higher motivation, stronger engagement, and a greater intention to remain within the organization, thus contributing to enhanced overall performance and a reduction in turnover risks.
The article emphasizes the importance for Moroccan organizations to adopt management policies grounded in equity, participation, transparent communication, and human respect in order to foster a healthy, stable, and high-performing work environment. Finally, the study opens avenues for future research by suggesting the integration of psychological or technological variables to further explore this relationship in increasingly modern and dynamic organizational contexts.
Classification JEL : O15
Paper type: Empirical ResearchCet article examine en profondeur la relation entre la justice organisationnelle et la satisfaction au travail, à travers une approche combinant une revue systématique de la littérature existante et une étude empirique menée auprès de 50 répondants au Maroc. La justice organisationnelle y est abordée selon ses quatre dimensions principales : la justice distributive (équité de la rémunération et des récompenses), la justice procédurale (transparence et impartialité des processus décisionnels), la justice interactionnelle (qualité des interactions humaines, respect et considération), et la justice informationnelle (clarté et accessibilité de l’information partagée au sein de l’organisation).
Les résultats de l’analyse montrent que l’ensemble de ces dimensions exerce un impact positif significatif sur la satisfaction des employés, avec une influence particulièrement marquée de la justice distributive, perçue comme le facteur le plus déterminant dans le contexte marocain. Elle est suivie par la justice interactionnelle, puis la justice procédurale, tandis que la justice informationnelle affiche un effet positif mais plus modéré.
Les analyses statistiques réalisées via SPSS (corrélations et régressions) confirment l’existence d’une corrélation forte et significative entre la perception de justice organisationnelle et le niveau de satisfaction au travail. Les employés qui perçoivent leur organisation comme juste, transparente, respectueuse et participative présentent un engagement plus élevé, une meilleure motivation et une intention plus forte de rester au sein de l’organisation, contribuant ainsi à la performance globale et à la réduction du turnover.
L’étude recommande aux organisations marocaines d’adopter des politiques de gestion fondées sur l’équité, la participation et la communication responsable, tout en soulignant la nécessité d’intégrer, dans les recherches futures, des variables psychologiques ou technologiques afin de mieux comprendre cette relation dans des environnements professionnels en évolution rapide.
JEL Classification : O15
Type du papier : Recherche empiriqu
Lien entre la justice organisationnelle et la satisfaction au travail : analyse et implications
No full textThis article provides an in-depth examination of the relationship between organizational justice and job satisfaction, using a mixed approach that combines a systematic literature review with an empirical study conducted among 50 respondents in Morocco. Organizational justice is explored through its four key dimensions: distributive justice (fairness in pay and rewards), procedural justice (transparency and impartiality in decision-making processes), interactional justice (quality, respect, and dignity in interpersonal interactions), and informational justice (clarity and accessibility of organizational communication).
The findings indicate that all four dimensions of organizational justice have a significant positive influence on job satisfaction, with distributive justice emerging as the most influential factor, particularly within the Moroccan context. It is followed by interactional justice, then procedural justice, while informational justice shows a positive but comparatively smaller impact.
Statistical analyses conducted using SPSS, including correlation and regression tests, confirm the existence of a strong and significant correlation between employees’ perception of organizational justice and their level of job satisfaction. Employees who perceive their organization as fair, transparent, respectful, and participatory tend to demonstrate higher motivation, stronger engagement, and a greater intention to remain within the organization, thus contributing to enhanced overall performance and a reduction in turnover risks.
The article emphasizes the importance for Moroccan organizations to adopt management policies grounded in equity, participation, transparent communication, and human respect in order to foster a healthy, stable, and high-performing work environment. Finally, the study opens avenues for future research by suggesting the integration of psychological or technological variables to further explore this relationship in increasingly modern and dynamic organizational contexts.
Classification JEL : O15
Paper type: Empirical ResearchCet article examine en profondeur la relation entre la justice organisationnelle et la satisfaction au travail, à travers une approche combinant une revue systématique de la littérature existante et une étude empirique menée auprès de 50 répondants au Maroc. La justice organisationnelle y est abordée selon ses quatre dimensions principales : la justice distributive (équité de la rémunération et des récompenses), la justice procédurale (transparence et impartialité des processus décisionnels), la justice interactionnelle (qualité des interactions humaines, respect et considération), et la justice informationnelle (clarté et accessibilité de l’information partagée au sein de l’organisation).
Les résultats de l’analyse montrent que l’ensemble de ces dimensions exerce un impact positif significatif sur la satisfaction des employés, avec une influence particulièrement marquée de la justice distributive, perçue comme le facteur le plus déterminant dans le contexte marocain. Elle est suivie par la justice interactionnelle, puis la justice procédurale, tandis que la justice informationnelle affiche un effet positif mais plus modéré.
Les analyses statistiques réalisées via SPSS (corrélations et régressions) confirment l’existence d’une corrélation forte et significative entre la perception de justice organisationnelle et le niveau de satisfaction au travail. Les employés qui perçoivent leur organisation comme juste, transparente, respectueuse et participative présentent un engagement plus élevé, une meilleure motivation et une intention plus forte de rester au sein de l’organisation, contribuant ainsi à la performance globale et à la réduction du turnover.
L’étude recommande aux organisations marocaines d’adopter des politiques de gestion fondées sur l’équité, la participation et la communication responsable, tout en soulignant la nécessité d’intégrer, dans les recherches futures, des variables psychologiques ou technologiques afin de mieux comprendre cette relation dans des environnements professionnels en évolution rapide.
JEL Classification : O15
Type du papier : Recherche empiriqu
Lien entre la justice organisationnelle et la satisfaction au travail : analyse et implications
No full textThis article provides an in-depth examination of the relationship between organizational justice and job satisfaction, using a mixed approach that combines a systematic literature review with an empirical study conducted among 50 respondents in Morocco. Organizational justice is explored through its four key dimensions: distributive justice (fairness in pay and rewards), procedural justice (transparency and impartiality in decision-making processes), interactional justice (quality, respect, and dignity in interpersonal interactions), and informational justice (clarity and accessibility of organizational communication).
The findings indicate that all four dimensions of organizational justice have a significant positive influence on job satisfaction, with distributive justice emerging as the most influential factor, particularly within the Moroccan context. It is followed by interactional justice, then procedural justice, while informational justice shows a positive but comparatively smaller impact.
Statistical analyses conducted using SPSS, including correlation and regression tests, confirm the existence of a strong and significant correlation between employees’ perception of organizational justice and their level of job satisfaction. Employees who perceive their organization as fair, transparent, respectful, and participatory tend to demonstrate higher motivation, stronger engagement, and a greater intention to remain within the organization, thus contributing to enhanced overall performance and a reduction in turnover risks.
The article emphasizes the importance for Moroccan organizations to adopt management policies grounded in equity, participation, transparent communication, and human respect in order to foster a healthy, stable, and high-performing work environment. Finally, the study opens avenues for future research by suggesting the integration of psychological or technological variables to further explore this relationship in increasingly modern and dynamic organizational contexts.
Classification JEL : O15
Paper type: Empirical ResearchCet article examine en profondeur la relation entre la justice organisationnelle et la satisfaction au travail, à travers une approche combinant une revue systématique de la littérature existante et une étude empirique menée auprès de 50 répondants au Maroc. La justice organisationnelle y est abordée selon ses quatre dimensions principales : la justice distributive (équité de la rémunération et des récompenses), la justice procédurale (transparence et impartialité des processus décisionnels), la justice interactionnelle (qualité des interactions humaines, respect et considération), et la justice informationnelle (clarté et accessibilité de l’information partagée au sein de l’organisation).
Les résultats de l’analyse montrent que l’ensemble de ces dimensions exerce un impact positif significatif sur la satisfaction des employés, avec une influence particulièrement marquée de la justice distributive, perçue comme le facteur le plus déterminant dans le contexte marocain. Elle est suivie par la justice interactionnelle, puis la justice procédurale, tandis que la justice informationnelle affiche un effet positif mais plus modéré.
Les analyses statistiques réalisées via SPSS (corrélations et régressions) confirment l’existence d’une corrélation forte et significative entre la perception de justice organisationnelle et le niveau de satisfaction au travail. Les employés qui perçoivent leur organisation comme juste, transparente, respectueuse et participative présentent un engagement plus élevé, une meilleure motivation et une intention plus forte de rester au sein de l’organisation, contribuant ainsi à la performance globale et à la réduction du turnover.
L’étude recommande aux organisations marocaines d’adopter des politiques de gestion fondées sur l’équité, la participation et la communication responsable, tout en soulignant la nécessité d’intégrer, dans les recherches futures, des variables psychologiques ou technologiques afin de mieux comprendre cette relation dans des environnements professionnels en évolution rapide.
JEL Classification : O15
Type du papier : Recherche empiriqu
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
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