1,720,955 research outputs found
Predictors of work-related well-being of lower-skilled workers - quantitative and qualitative approach
No full textRadna dobrobit ima brojne pozitivne učinke za zaposlenika i organizaciju kao što su veća
radna uspješnost ili produktivnost. Radna dobrobit često se proučava u kontekstu emocija ili
afekata doživljenih u vezi vlastitog posla, a može se ukratko definirati kao odsustvo stresa na
poslu. Manjak je istraživanja koja se bave radnom dobrobiti niže kvalificiranih radnika stoga
se ovaj rad usmjerio upravo na tu populaciju. Cilj istraživanja bio je ispitati koji su to
prediktori koji predviđaju radnu dobrobit niže kvalificiranih radnika kroz kvantitativni i
kvalitativni pristup. U kvantitativnom dijelu sudjelovalo je 210 niže kvalificiranih radnika.
Istraživanje je provedeno online, te su sudionici ispunili Ljestvicu afektivne dobrobiti na
poslu, Ljestvicu zadovoljstva poslom, Utrecht ljestvicu radne angažiranosti, Upitnik oporavka
od posla, Ljestvicu konflikta radne i obiteljske uloge i Ljestvicu zadovoljstva životom.
Dodatno su pitani o socio-demografskim karakteristikama, karakteristikama zaposlenja te
karakteristikama privatnog/obiteljskog života. Utvrđena je značajna pozitivna povezanost
afektivne radne dobrobiti sa zadovoljstvom poslom, radnom angažiranošću, oporavkom od
posla, konfliktom radne i obiteljske uloge te zadovoljstvom životom. S navedenim
varijablama također je provedena hijerarhijska regresijska analiza u dva koraka. Svi
prediktori, osim zadovoljstva životom, pokazali su se značajnima u predviđanju afektivne
radne dobrobiti, a zajedno objašnjavaju ukupno 70,5% njene varijance. U kvalitativnom dijelu
sudjelovalo je 6 sudionika. Provedenim kvalitativnim intervjuima pokazalo se da sudionici
doživljavaju i ugodne i neugodne emocije u vezi posla, a njihove procjene ostalih varijabli u
skladu su s kvantitativnim rezultatima. Te procjene sudionici povezuju sa zadovoljstvom
različitim karakteristikama zaposlenja, radnim zahtjevima te radnim resursima. Ove nalaze
moguće je iskoristiti u svrhu povećanja radne dobrobiti niže kvalificiranih radnika i smanjenja
doživljenog stresa, kako bi se onda povećala i uspješnost organizacija.Work-related well-being has numerous positive effects on both employees and organizations,
such as higher work performance or higher productivity. Work-related well-being is often
studied in the context of emotions experienced related to someone's work, and can be briefly
defined as the absence of stress at work. There is a lack of research that deals with the workrelated well-being of less-skilled workers, so this work is focused on this stated population.
The aim of the research was to examine which predictors predict the work-related well-being
of lower-skilled workers through a quantitative and qualitative approach. 210 lower qualified
workers participated in the quantitative part. The research was conducted online, and the
participants completed the Affective Well-being at Work Scale, the Job Satisfaction Scale, the
Utrecht Work Engagement Scale, the Work Recovery Questionnaire, the Work and Family
Role Conflict Scale, and the Life Satisfaction Scale. They were additionally asked about
socio-demographic characteristics, employment characteristics and characteristics of
private/family life. There was found a significant positive correlation of affective workrelated well-being with job satisfaction, work engagement, recovery from work, conflict
between work and family roles, and life satisfaction. A two-step hierarchical regression
analysis was also performed with the listed variables. All predictors, except life satisfaction,
proved to be significant in predicting affective work-related well-being and, together, they
explain a total of 70,5% of its variance. 6 participants took part in the qualitative part. In
conducted qualitative interviews, it was shown that the participants experience both pleasant
and unpleasant emotions about their work, and their assessments of other variables were in
line with the quantitative results. The participants associated these assessments with
satisfaction with different employment characteristics, work demands and work resources.
These results can be used for the purpose of increasing the work-related well-being of lowerskilled workers and reducing the experienced stress in order to consequently increase the
success of the organizations
Predictors of work-related well-being of lower-skilled workers - quantitative and qualitative approach
No full textRadna dobrobit ima brojne pozitivne učinke za zaposlenika i organizaciju kao što su veća
radna uspješnost ili produktivnost. Radna dobrobit često se proučava u kontekstu emocija ili
afekata doživljenih u vezi vlastitog posla, a može se ukratko definirati kao odsustvo stresa na
poslu. Manjak je istraživanja koja se bave radnom dobrobiti niže kvalificiranih radnika stoga
se ovaj rad usmjerio upravo na tu populaciju. Cilj istraživanja bio je ispitati koji su to
prediktori koji predviđaju radnu dobrobit niže kvalificiranih radnika kroz kvantitativni i
kvalitativni pristup. U kvantitativnom dijelu sudjelovalo je 210 niže kvalificiranih radnika.
Istraživanje je provedeno online, te su sudionici ispunili Ljestvicu afektivne dobrobiti na
poslu, Ljestvicu zadovoljstva poslom, Utrecht ljestvicu radne angažiranosti, Upitnik oporavka
od posla, Ljestvicu konflikta radne i obiteljske uloge i Ljestvicu zadovoljstva životom.
Dodatno su pitani o socio-demografskim karakteristikama, karakteristikama zaposlenja te
karakteristikama privatnog/obiteljskog života. Utvrđena je značajna pozitivna povezanost
afektivne radne dobrobiti sa zadovoljstvom poslom, radnom angažiranošću, oporavkom od
posla, konfliktom radne i obiteljske uloge te zadovoljstvom životom. S navedenim
varijablama također je provedena hijerarhijska regresijska analiza u dva koraka. Svi
prediktori, osim zadovoljstva životom, pokazali su se značajnima u predviđanju afektivne
radne dobrobiti, a zajedno objašnjavaju ukupno 70,5% njene varijance. U kvalitativnom dijelu
sudjelovalo je 6 sudionika. Provedenim kvalitativnim intervjuima pokazalo se da sudionici
doživljavaju i ugodne i neugodne emocije u vezi posla, a njihove procjene ostalih varijabli u
skladu su s kvantitativnim rezultatima. Te procjene sudionici povezuju sa zadovoljstvom
različitim karakteristikama zaposlenja, radnim zahtjevima te radnim resursima. Ove nalaze
moguće je iskoristiti u svrhu povećanja radne dobrobiti niže kvalificiranih radnika i smanjenja
doživljenog stresa, kako bi se onda povećala i uspješnost organizacija.Work-related well-being has numerous positive effects on both employees and organizations,
such as higher work performance or higher productivity. Work-related well-being is often
studied in the context of emotions experienced related to someone's work, and can be briefly
defined as the absence of stress at work. There is a lack of research that deals with the workrelated well-being of less-skilled workers, so this work is focused on this stated population.
The aim of the research was to examine which predictors predict the work-related well-being
of lower-skilled workers through a quantitative and qualitative approach. 210 lower qualified
workers participated in the quantitative part. The research was conducted online, and the
participants completed the Affective Well-being at Work Scale, the Job Satisfaction Scale, the
Utrecht Work Engagement Scale, the Work Recovery Questionnaire, the Work and Family
Role Conflict Scale, and the Life Satisfaction Scale. They were additionally asked about
socio-demographic characteristics, employment characteristics and characteristics of
private/family life. There was found a significant positive correlation of affective workrelated well-being with job satisfaction, work engagement, recovery from work, conflict
between work and family roles, and life satisfaction. A two-step hierarchical regression
analysis was also performed with the listed variables. All predictors, except life satisfaction,
proved to be significant in predicting affective work-related well-being and, together, they
explain a total of 70,5% of its variance. 6 participants took part in the qualitative part. In
conducted qualitative interviews, it was shown that the participants experience both pleasant
and unpleasant emotions about their work, and their assessments of other variables were in
line with the quantitative results. The participants associated these assessments with
satisfaction with different employment characteristics, work demands and work resources.
These results can be used for the purpose of increasing the work-related well-being of lowerskilled workers and reducing the experienced stress in order to consequently increase the
success of the organizations
Predictors of work-related well-being of lower-skilled workers - quantitative and qualitative approach
No full textRadna dobrobit ima brojne pozitivne učinke za zaposlenika i organizaciju kao što su veća
radna uspješnost ili produktivnost. Radna dobrobit često se proučava u kontekstu emocija ili
afekata doživljenih u vezi vlastitog posla, a može se ukratko definirati kao odsustvo stresa na
poslu. Manjak je istraživanja koja se bave radnom dobrobiti niže kvalificiranih radnika stoga
se ovaj rad usmjerio upravo na tu populaciju. Cilj istraživanja bio je ispitati koji su to
prediktori koji predviđaju radnu dobrobit niže kvalificiranih radnika kroz kvantitativni i
kvalitativni pristup. U kvantitativnom dijelu sudjelovalo je 210 niže kvalificiranih radnika.
Istraživanje je provedeno online, te su sudionici ispunili Ljestvicu afektivne dobrobiti na
poslu, Ljestvicu zadovoljstva poslom, Utrecht ljestvicu radne angažiranosti, Upitnik oporavka
od posla, Ljestvicu konflikta radne i obiteljske uloge i Ljestvicu zadovoljstva životom.
Dodatno su pitani o socio-demografskim karakteristikama, karakteristikama zaposlenja te
karakteristikama privatnog/obiteljskog života. Utvrđena je značajna pozitivna povezanost
afektivne radne dobrobiti sa zadovoljstvom poslom, radnom angažiranošću, oporavkom od
posla, konfliktom radne i obiteljske uloge te zadovoljstvom životom. S navedenim
varijablama također je provedena hijerarhijska regresijska analiza u dva koraka. Svi
prediktori, osim zadovoljstva životom, pokazali su se značajnima u predviđanju afektivne
radne dobrobiti, a zajedno objašnjavaju ukupno 70,5% njene varijance. U kvalitativnom dijelu
sudjelovalo je 6 sudionika. Provedenim kvalitativnim intervjuima pokazalo se da sudionici
doživljavaju i ugodne i neugodne emocije u vezi posla, a njihove procjene ostalih varijabli u
skladu su s kvantitativnim rezultatima. Te procjene sudionici povezuju sa zadovoljstvom
različitim karakteristikama zaposlenja, radnim zahtjevima te radnim resursima. Ove nalaze
moguće je iskoristiti u svrhu povećanja radne dobrobiti niže kvalificiranih radnika i smanjenja
doživljenog stresa, kako bi se onda povećala i uspješnost organizacija.Work-related well-being has numerous positive effects on both employees and organizations,
such as higher work performance or higher productivity. Work-related well-being is often
studied in the context of emotions experienced related to someone's work, and can be briefly
defined as the absence of stress at work. There is a lack of research that deals with the workrelated well-being of less-skilled workers, so this work is focused on this stated population.
The aim of the research was to examine which predictors predict the work-related well-being
of lower-skilled workers through a quantitative and qualitative approach. 210 lower qualified
workers participated in the quantitative part. The research was conducted online, and the
participants completed the Affective Well-being at Work Scale, the Job Satisfaction Scale, the
Utrecht Work Engagement Scale, the Work Recovery Questionnaire, the Work and Family
Role Conflict Scale, and the Life Satisfaction Scale. They were additionally asked about
socio-demographic characteristics, employment characteristics and characteristics of
private/family life. There was found a significant positive correlation of affective workrelated well-being with job satisfaction, work engagement, recovery from work, conflict
between work and family roles, and life satisfaction. A two-step hierarchical regression
analysis was also performed with the listed variables. All predictors, except life satisfaction,
proved to be significant in predicting affective work-related well-being and, together, they
explain a total of 70,5% of its variance. 6 participants took part in the qualitative part. In
conducted qualitative interviews, it was shown that the participants experience both pleasant
and unpleasant emotions about their work, and their assessments of other variables were in
line with the quantitative results. The participants associated these assessments with
satisfaction with different employment characteristics, work demands and work resources.
These results can be used for the purpose of increasing the work-related well-being of lowerskilled workers and reducing the experienced stress in order to consequently increase the
success of the organizations
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
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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