1,720,998 research outputs found
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
Impact of Leader Racial Attitude on Ratings of Causes and Solutions to the Minority Faculty Shortage.
Get PDFDiversity scholars have emphasized the critical role of corporate leaders for ensuring the success of diversity strategic initiatives in organizations. This study reports on business school leaders‘ attributions regarding the causes for and solutions to the low representation of U.S. faculty of color in business schools. Results indicate that leaders with greater awareness of racial issues rated an inhospitable organizational culture as a more important cause and cultural change and recruitment as more important solutions to faculty of color under-representation than did less racially aware respondents. Aware leaders also rated individual minority-group member responsibility for performance a less important solution than did less racially aware respondents. Implications are discussed
Author-wise bibliometric analysis based on entropy.
No full textAuthor-wise bibliometric analysis based on entropy.</p
The Influence of Organizational Diversity Orientation and Leader Attitude on Diversity Activities
Get PDFThe U.S. population is becoming increasingly diverse (U.S. Census Bureau, 2003). Many multinational companies recognize the need to manage their diverse workforces as evidenced by the proliferation of diversity programs being implemented in multinational corporations (Wen-ding and Palma-Rivas, 2000). Recent research suggests that firms that effectively manage their workforce diversity may experience positive outcomes. For example, research indicates that firms with higher percentages of women managers report relatively higher financial performance (Shrader et al., 1997) and greater effectiveness (Richard and Johnson, 2001). Recognizing these evolving workplace trends, numerous scholars have addressed issues related to diversity in organizations (e.g., Carter, 2000; Cox, 2001).
The purposes of the present study are three-fold: first, to develop a robust measure of the extent of organizational diversity activities; second, to examine the influence of demographic characteristics and racial awareness on leader attitudes; and third, to investigate the influence of organizational diversity orientation and leader attitude on organizational diversity activities. First, Corner and Soliman (1996) in their survey of organizations' diversity practices found that while numerous companies have implemented diversity strategies, few have attempted to assess their diversity activities. The researchers call for development of measures of diversity initiatives. This study presents a scale measuring the extent of diversity initiatives for possible use in future research and in organizational assessments. A second purpose is to examine the influence of race, sex and racial awareness on leaders' attitudes toward diversity in organizational units not previously examined in the literature, that of U.S. college and university business schools. Evidence about the influence of demographic characteristics, used as proxies, for diversity attitudes in research has been mixed. This study provides evidence about the efficacy of using racial awareness instead of demographic characteristics of race and sex as proxies for diversity attitudes of highly educated organizational leaders. The third purpose is to explore the effect of an organization's orientation toward diversity and attitudinal influences of leaders on the extent of business unit diversity activities. These potential influences on diversity activities have not been examined in the research literature to date. African American, Hispanic, Asian American, Native American and other minority students have been moiling at U.S. colleges and universities at increasing rates over the past decade. About 30% of undergraduate students in 1999-2000 were minorities (Choy, 2002). However, in 2002-2003, African Americans, Asian Americans, Hispanics and Native Americans comprised only 17% of U.S. undergraduate business students and 8% of MBA students (Shinn, 2003). In spite of the lagging minority business enrollment, there has been little published research examining diversity initiatives in business schools. Consistent with the trend in business organizations to implement diversity training and other initiatives, AACSB International (DiTomaso et al., 1998) has called for assessments or audits, including surveys to assess the current diversity climate in business schools. Studying business school leaders' attitude toward diversity is important because undergraduates' and graduates' diversity attitudes may be influ-enced by their school leaders' attitudes (Fairhurst and Starr, 1996). The graduates may take these attitudes into the workplace
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