1,720,954 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
Work engagement outcomes in higher education: A systematic review of management's role in supporting job and career development
No full textEffective human resource practices are a means for organizations to attain a competitive edge. Organizations can achieve an advantage when employees are engaged in their work. Engaged employees are more productive, creative, and innovative, impacting retention, customer service, and an organization’s bottom line. Work engagement is defined as employees being fully connected to their work through mental, emotional, and physical attributes, resulting in increased levels of discretionary effort. Although evidence indicates work engagement is positively associated with realizing individual and organizational goals, 17.5% of employees describe themselves as being disengaged, costing businesses approximately $300 billion annually. Higher education institutions (HEIs) face unique work engagement challenges as manager/employee dyads typically comprise academic managers and non-academic employees, leading to a disconnect in job and career support. Therefore, the question used to guide this research was: What career management practices or strategies can managers within higher education implement to improve work engagement? Leader-member exchange (LMX) and job crafting comprised the theoretic frameworks used to conduct this systematic review. The research shows that career management practices (mentoring, performance feedback, training
and development, and benefits and rewards) and strategies tailored to the individual employee, along with consistent communication and the availability of resources and support, lead to a high-quality dyadic relationship. When engaged in a reciprocal relationship based on mutual trust and respect, an employee is empowered and is more willing to expand beyond in-role tasks and behaviors. Empowered employees are more likely to job craft, resulting in positive work engagement outcomes. HEI managers are provided with actionable job and career management survey tools that promote work engagement.REVIEW OF MANAGEMENT’S ROLE IN
and an organization’s bottom line. Work eREVIEW OF MANAGEMENT’S ROLE IN SUPPORTING –oror Johnson’s daily affirmations, uplifting memes, and scholarly ‘mothering’ and practical support. A big thank you to Dr. Wanda Wagner (one half of Wharff’s … – Erin’s “Are you dissertating!?” whenever I was hard. I believe your exact words were, “Suck it up here’s no – if it was easy, everyone would be a doctor!” Thank you for loving me through the Manager’s role in job a –
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n’s mission (Society for Human Resource , it is the direct manager who typically assesses the employee’s performance and can ployee relationship contributes to the employee’s perception of having flexibility Stakeholders measure the university’s success by its ability to achieve goals focused on the achievement of the HEI’s goals is dependent upon the HEI’s administrative staff being fully
y’s The academic manager’s activities involved in the employee’s work “the physical or cognitive changes individuals make in the task or relational boundaries of their work” ent, for the purpose of this research, is defined as “a elated state of mind characterized by vigor, dedication, and absorption” – with managing the operational processes that directly impact the HEI’s mission and higher education’s –the department’ academic manager’s time, att
As a result of the academic manager’s focus on of their department’s Fostering career management practices adds to an organization’s ’s addition to the employee’s employee’s manager’s ganization’s abi’s mployee’s is directly linked to an employee’s perception of j employee’s ’s — — stakeholders’HEI’s primary mission pervasive ‘us against them’ attitude (Dobson, 2000, p. 203). ’s
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well as the employees’ perception of their work as it work environment. Management’
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the dissertation’s research toof the dissertation’s data set. the employee’s eges and universities as economic drivers may result in a nation’s loss of competit
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’s“experience positive emotions, including happiness, joy, and enthusiasm; rs” (Bakker & Demerouti, 2008, p. 215) Akbaş, Durak, Çetin, & Karkin, 2018
’sfrom the academic manager’s elevation to a managerial position
mic manager’s effectiveness
’’yee’s employee’s lifetime employability rather than simply employee’s position profile,
’ ) Graen’s and Uhl Bien’s ) Wrzesniewski’s and Dutton’sLMX’s original premise of in theory’s study’s research premise the individual’s expectations of the exchange the imbalance between the leader’s an follower’s perception of the level of trus on the follower’s attitudes and behaviors (Breevaart, Ba follower’s –yee’s active role in shaping their job’s components ( perspective to include the employee’s use of the daily comand the theory’s yee’s skills and provide the appropriate level of career and performance management. This chapter provided background information on the existing research literature’s s
EmployeeCareer ManagementPractices/StrategiesPlanningDevelopmentPathingGoal SettingIndifferenceHigh DemandsCynicismEmployee’sPerception of Job FitManagerReciprocityTrust / Respect(+)(-) LEADER-MEMBER EXCHANGE THEORYFocus on Manager/Employee RelationshipConsistent Exchange and Common GoalsJOB CRAFTING THEORYNumber, Type or Nature of TasksInteractions with OthersEngagement •••••••••• WORK ENGAGEMENTOUTCOMESResourcesEmpowermentFeedbackINCONSISTENTEXCHANGECONSISTENTEXCHANGEthe employee’s direct manager ent practices on the employee’s — —• –
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The systematic review process is a scientific approach that supports this dissertation’s review is defined as, “a review of existing res methods” (Gough, Oliver, & Thomas, 2017, p. 2). From “Research Design and Evidence” by C. mbiguous as they relate to research synthesis. However, the term ‘thematic is’ tative synthesis’ purpose is to achieve a greater understanding of conceptual or thown (p. 672). Analysis and synthesis of the thematic patterns found in this dissertation’s dataset
researchers’
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“Systematic Reviews in the Social Sciences: A Practical Guide” by M. Petticrew & –cus of this dissertation’s methodology and is discussed in string used for this dissertation’s researc results, the “full text only” filter –candidate in UMGC’s Doctor of Business Administration Program, there were – based on this study’s research questio
tor within The Johns Hopkins University’s online library system Gough’s Weight In the application of Gough’s WoE to the general and review •
tudy’s focus and
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articles reviewed with Gough’s WoE parameters, seven ssertation’s final dataset included 34 quan–iagram displaying the flow of search results from this dissertation’s systematic review. Adapted from “The Preferred Reporting Items for Systematic R Statement” by D. Moher, A. Liberati, J. Tetzla17, p. 182). “Synthesis requires a ‘connected whole’” (p. 182). The process of translating the results of the individual studies into ’s research data (ATLAS.tthe software’s text searchfective use of the best available evidence. “The ultimate support for EBM is From “Bridging the Relevance Gap: Aligning St the Future of Management Research” by K. Starkey
d as, “individuals, organizations or communities that have a dire interest in the process and outcomes of a project, research or policy endeavor” (Deverka et al., and stakeholder engagement as, “an iterative process of actively soliciting the direct interests in a particular issue” (p. 5). Through stakeholder collab–
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loyees with individualized career guidance supported the employees’ efforts in
ch employee’s perceptiloyee’s willingness to – nn‐Willenbrock, Boer, Born, & Voelpel, 2017, – also serve to close the gap between actual application and the employee’s perception of the employees’ sense of empowerment, work motivation, and intention.
creased the employee’s –the employee’s
’s – organization’s reward system the organization’s external reward system for the employee’s well employee’s awa –rganization’s operatio
organization’s strategies and goals ivities align with the organization’s strategic priorities. influence the employee’s perception of the work environment.
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employee’s employee’s
employee’s ability and willingness to manage their job and sense of alignment with the organization’s strategy (Albrecht et al., 2018, p. 78), and serve manager’s engagement facilitates the employee’s willingness to putmoderate an employee’s willingness to be actively involved in career
structure and support for the dissertation’s rationale, problem statement, purpose, significance, receptive to the manager’s feedback and by asking for the resources and support needed to perform their jobs. The employee’s willingness to communicate with the manto the individual’sbased research’s Gough’s (2007) research that uses “explicit, accountable, and rigorous research methods” (Goughthe campus in fulfillment of the HEI’s obligations to the student expebased on the employee’s response to the interactions. Those employee
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An individual employee’s cognitive, emotional, and behavioral statployees’ satisfaction can be defined as a set of cognitive and affective ions that ‘results from the perception that one’s job fulfills or allows the fulfillment of one’s important job values, providing that and to the congruent with one’s needs’.An employee’s perception of how well their work environment and/or job
A feeling that one is receiving a return on investment of one’s self
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• Management’s Role in Supporting Job and Career Development
Marlene Walk, PhD, Assistant Professor, Paul H. O’Neill School of Public and
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Keep on this path, it’s a very i grapple with, especially in a time when the value of “publicness” is being questioned ☒
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manager/employee relationship is critical. I don’t know if it’s relevant here, but in HEI there ps, but only ask if it’s meaningful to delineate the unique challenges m would be critical to gaining faculty’s understanding and support.
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nologies that support processes, it’s just not something – is responsible for an employee’s career development,
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Yes, absolutely. I am especially intrigued at the LMX theory. As I’m sure you’ve considered, – –
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☐Professor Berg – thank you so much for your response! I can certainly appreciate the demands on your time. However, if you have even a millisecond, I would greatly appreciate you taking a peek at my conceptual model below and letting me know your initial/immediate thoughts on it. I think job crafting is a critical piece of my research and would value any feedback/advice you could spare. Thank you and all the best to you and your family – children bring such joy and a whole new perspective on life and what’s truly important and to be valued. ;p
Regards,
/iam
Ilene A. McCoy, MBA
Director & Special Assistant to Dr. Beverly Wendland, James B. Knapp Dean
Office of the Dean | 3400 N. Charles Street, N600 Wyman Park Bldg. | Baltimore, MD 21218
Phone: 410-516-4065 | Mobile: 443-540-7352 | E-mail:
From: Justin Berg [ ] Sent: Tuesday, June 25, 2019 11:34 AM To: Ilene McCoy Subject: Re: Request for Feedback on Dissertation Research re: Work Engagement Importance: High
Dear Ilene,
Your dissertation sounds very interesting. Unfortunately, I’m coming back from parental leave and have some catching up to do, so I don’t have capacity for this. I wish you the best of luck with the project.
Sincerely,
Justin
On Jun 24, 2019, at 3:09 PM, Ilene McCoy wrote:
Dear Doctor Berg,
I am Ilene A. McCoy, a student in the Doctor of Business Administration (DBA) program at the University of Maryland University College (UMUC). I am in the final stages of the dissertation process and expect to have it completed within the year. I am writing to inquire as to whether you would be willing to serve as a subject matter expert (SME) for my dissertation. The current title of my dissertation is “Work Engagement Outcomes in Higher Education: A Systematic Review of Management’s Role in Supporting Job and Career Development.”
My university requires that we apply an evidence-based management systematic review process as the methodology. I am in the stage of completing my concept paper, which includes Chapters 1 through 3: the introduction, scoping literature review, and methodology.
As a SME, the expectation would be to review and critique an executive summary of my dissertation Chapters 1 through 3. The role of the SME is to provide feedback by completing a short questionnaire relating to this executive summary. The SME role does not require you to serve as a reader of the final dissertation, rather only to review the executive summary. While you will not be asked to further participate as a dissertation advisor or provide additional consultation/support beyond this request, you may receive a copy of the completed dissertation upon request.
Your comments will be incorporated into the Methodology chapter (Chapter 3), within the section “Subject Matter Experts/Panel Members Review,” and appropriate changes will be incorporated into the dissertation, as agreed upon with my primary advisor. I believe your service as a SME for my dissertation will enhance the direction and content of this effort. As a matter of introduction, I have attached a brief biographical sketch of my professional and academic experience, along with the
objectives of the DBA program as background information and an overview of the SME’s role.
In closing, along with my brief biographical sketch and other background information, I have attached the executive summary of my work-in-progress dissertation and a questionnaire that guides your review. I thank you for your consideration in assisting in this capacity. If you’d prefer to provide your feedback verbally, please let me know your availability for scheduling a phone call – I can be reached via e-mail or phone as noted below. Your response to this request before Monday – July 8th would be greatly appreciated.
Respectfully,
/iam
Ilene A. McCoy, MBA
Director & Special Assistant to Dr. Beverly Wendland, James B. Knapp Dean
Office of the Dean | 3400 N. Charles Street, N600 Wyman Park Bldg. | Baltimore, MD 21218
Phone: 410-516-4065 | Mobile: 443-540-7352 | E-mail:
Wrzesniewski, Amy
Tue 7/16/2019 2:53 PM
You may list that, but not that I served as SME (as that is a specific designation that requires far more work than a quick look at the model!).
Thanks,
Amy
From: Ilene McCoy Sent: Tuesday, July 16, 2019 2:18 PM To: Wrzesniewski, Amy Subject: RE: Request for Feedback on Dissertation Research re: Work Engagement
Thank you!! May I please list you in my dissertation as someone who has provided brief feedback on my conceptual model?
Regards,
/iam
Ilene A. McCoy, MBA
Director & Special Assistant to Dr. Beverly Wendland, James B. Knapp Dean
Office of the Dean | 3400 N. Charles Street, N600 Wyman Park Bldg. | Baltimore, MD 21218
Phone: 410-516-4065 | Mobile: 443-540-7352 | E-mail: [email protected]
From: Wrzesniewski, Amy [mailto:[email protected]] Sent: Tuesday, July 16, 2019 1:43 PM To: Ilene McCoy Subject: RE: Request for Feedback on Dissertation Research re: Work Engagement
Thanks, Ilene!
This all looks interesting to me. I’d look also for direct effects from your IVs to your DVs, of course, without the mediating steps, just to be sure.
Best,
Amy
From: Ilene McCoy Sent: Tuesday, July 16, 2019 7:54 AM To: Wrzesniewski, Amy Subject: Re: Request for Feedback on Dissertation Research re: Work Engagement
Professor Wrzesniewski - thank you so much for your response. I can certainly appreciate the demands on your time, even given the opportune surroundings (writing by the sea sounds AWESOME!).
May I please ask that you take a few minutes to at least review my conceptual model below and share your
Author-wise bibliometric analysis based on entropy.
No full textAuthor-wise bibliometric analysis based on entropy.</p
Author Under Sail The Imagination of Jack London, 1893-1902
No full textIn Author Under Sail, Jay Williams offers the first complete literary biography of Jack London as a professional writer engaged in the labor of writing. It examines the authorial imagination in London's work, the use of imagination in both his fiction and nonfiction, and the ways he defined imagination in the creative process in his business dealings with his publishers, editors, and agents. In this first volume of a two-volume biography, Williams traverses the years 1893 to 1902, from London's "Story of a Typhoon" to The People of the Abyss. The Jack London who emerges in the pages of Author Under Sail is a writer whose partnership with publishers, most notably his productive alliance with George Brett of Macmillan, was one of the most formative in American literary history. London pioneered many author models during the heyday of realism and naturalism, blurring the boundaries of these popular genres by focusing on absorption and theatricality and the representation of the seen and unseen. London created an impassioned, sincere, and extremely personal realism unlike that of other American writers of the time. Author Under Sail is a literary tour de force that reveals the full range of London as writer, creative citizen, and entrepreneur at the same time it sheds light on the maverick side of machine-age literature.Intro -- Title Page -- Copyright Page -- Dedication -- Contents -- Acknowledgments -- Introduction -- 1. Spirit Truth -- 2. From Absorption to Theatricality and Back Again -- 3. "I Will Build a New Present" -- 4. Sons as Authors -- 5. Fathers as Publishers -- 6. The Daughter as Author -- 7. Lovers as Authors -- 8. At Sea with the Family -- 9. Yellow News, Yellow Stories -- 10. The Return Home -- Notes -- Bibliography -- Index -- About Jay WilliamsIn Author Under Sail, Jay Williams offers the first complete literary biography of Jack London as a professional writer engaged in the labor of writing. It examines the authorial imagination in London's work, the use of imagination in both his fiction and nonfiction, and the ways he defined imagination in the creative process in his business dealings with his publishers, editors, and agents. In this first volume of a two-volume biography, Williams traverses the years 1893 to 1902, from London's "Story of a Typhoon" to The People of the Abyss. The Jack London who emerges in the pages of Author Under Sail is a writer whose partnership with publishers, most notably his productive alliance with George Brett of Macmillan, was one of the most formative in American literary history. London pioneered many author models during the heyday of realism and naturalism, blurring the boundaries of these popular genres by focusing on absorption and theatricality and the representation of the seen and unseen. London created an impassioned, sincere, and extremely personal realism unlike that of other American writers of the time. Author Under Sail is a literary tour de force that reveals the full range of London as writer, creative citizen, and entrepreneur at the same time it sheds light on the maverick side of machine-age literature.Description based on publisher supplied metadata and other sources.Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, YYYY. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries
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