1,720,956 research outputs found
Relationship between Organizational Justice and Citizenship behavior: The Mediating Effect of Organizational Commitment (Tun Aung and Mya Thet Oo, 2016)
No full textToday, changes in organizational environments call for voluntary behavior from members of an organization. Employees react and elicit different behaviors depending on different external and internal stimuli. Employees exhibit two types of behaviors: in-role and extra-role behavior, which is also known as the organizational citizenship behaviors (OCB). OCB can be classified into two_ citizenship behaviors towards individuals and citizenship behaviors towards the organization. This study tries to find the relationship between organizational justice (OJ) and citizenship behaviors (OCB) of both of OCBI and OCBO among employees, using affective commitment as a mediator, a proxy to social identification. A total of96 employees from seven hotels in Yangon and Mandalay were collected as sample. With the permission of their supervisors, each employee received a structured questionnaire, with five-point Likert scales for each question. Multiple regression analysis was used to explore the relationship between OJ, OCBs and commitment, using SPSS 22. Baron and Kenny approach was used to determine the mediation role of commitment and it was found that OJ has positive significant relationship both on commitment and OCB. Commitment was found to have a partial mediating effect on OJ and OCB relationship
ORGANIZATIONAL JUSTICE AND EMPLOYEE BEHAVIOR AT HOTELS IN MYANMAR (Mya Thett Oo, 2019)
No full textThis study was conducted with the objective of investigating the relationship between organizational justice and employee behaviors by considering the mediation effect of organizational trust, organizational commitment and leader member exchange relationship. Two stage sampling method was used to collect data. Out of 291 hotels which have 30 rooms and above, 16 hotels were selected as samples: 10 hotels from Yangon and 6 hotels from Mandalay. A sample of 359 employees from 1807 total population at 16 hotels were randomly selected. The measurement of constructs and the hypothesized relationships among variables were assessed by the use of structural equation modeling (SEM). Hotel employees feel that they do not have fairness on outcomes distribution and allocation procedures while they have interpersonal and informational justice. The results also demonstrated that perception of organizational justice positively predicts organizational citizenship behavior (OCB) and in-role behavior (IRB). Organizational trust and leader member exchange serve as partial meditation roles on the relationship between organizational justice and employee behaviors (IRB, OCBI, OCBO). However, organization commitment only serves as a mediator on the relationship between organizational justice and organizational citizenship behavior towards individual (OCBI). It was found that employees’ perception of organizational justice is effective in producing attitudinal outcomes such as organizational trust, organizational commitment and leader-member exchange relationship and then these again create better employee behaviors of both in-role and extra-role. Hotels in Myanmar need to promote organization justice perception in the mind of employees in order to create better IRB and OCB through stronger organizational trust, organizational commitment and leader member exchange relationship. The results provide managers considerable insight into the perceptions of organizational justice and guidelines how to promote employees’ perception of organizational justice and employee behavior at hotels in Myanma
Relationship between organizational justice and citizenship behavior: The mediating effect of organizational commitment. (Tun Aung, 2018)
No full textToday, changes in organizational environments call for voluntary behavior from members of an organization. Employees react and elicit different behaviors depending on different external and internal stimuli. Employees exhibit two types of behaviors: in-role and extra-role behavior, which is also known as the organizational citizenship behaviors (OCB). OCB can be classified into two_ citizenship behaviors towards individuals and citizenship behaviors towards the organization. This study tries to find the relationship between organizational justice (OJ) and citizenship behaviors (OCB) of both of OCBI and OCBO among employees, using affective commitment as a mediator, a proxy to social identification. A total of 96 employees from seven hotels in Yangon and Mandalay were collected as sample. With the permission of their supervisors, each employee received a structured questionnaire, with five-point Likert scales for each question. Multiple regression analysis was used to explore the relationship between OJ, OCBs and commitment, using SPSS 22. Baron and Kenny approach was used to determine the mediation role of commitment and it was found that OJ has positive significant relationship both on commitment and OCB. Commitment was found to have a partial mediating effect on OJ and OCB relationship
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
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