1,720,961 research outputs found
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
IMPACT OF SUPERVISOR - SUBORDINATE RELATIONSHIP ON ENVY, KNOWLEDGE SHARING, AND RELATIONAL CONFLICT AMONG EMPLOYEES: A PILOT STUDY
Full text linkEnvy has been relatively ignored in organizational behavior research. In this study, we focus on the impact of leader member exchange on envy. In addition, we also investigate the consequences of envy in terms of employee knowledge sharing and relational conflict. Building on Affective events theory, we argue that employees who do not have a good relationship with their supervisors (low quality LMX) will exhibit higher levels of envy and eventually will restrict their knowledge sharing and engage in relational conflict in the workplace. PLS based SEM was applied to the data derived from a sample of forty three software engineers. Results of the study provide support to three of the proposed hypotheses. This study contributes to the field by demonstrating the negative consequences of envy in the workplace. Practical implications of the study and some interesting avenues for future research are also discussed
Examining the Knowledge Sharing and Uncivil Behavior of Envious Employees: An Affective Events Theory Perspective
Full text linkEnvy is deep-rooted within human nature and considered as a socially undesirable emotion. According to social science scholars, competitive situations are breeding grounds for various feelings of ill-will. Researchers have demonstrated that an organization\u27s systems and structure permit envy to exist and thrive even in the workplace. Within a workplace setting, various job-related scenarios such as positions held, promotions, projects assigned, job design, pay increases, and performance recognition can lead to envious feelings, which in turn, can have negative consequences. There are some organizations in which employees engage in close interactions on a regular basis and share a high degree of work- related interdependence. These situations offer frequent opportunities for comparisons with colleagues. Conceptual as well as empirical research on the topic of workplace envy has been very limited till date. As such, our study is an attempt to advance the understanding of the vital role envy may play in the organizational context. In this process, our study strives to extend the current theories on affective or emotional experiences by providing integrated model of workplace envy. Specifically, we examine the impact of leader member exchange (LMX) on envy. Also, the intriguing role of perceived co-worker similarity and equity sensitivity in the above relationship is explored. Furthermore, we investigate the relationship of envy with employees’ knowledge sharing, uncivil behaviors, and intention to quit. Building on the Affective events theory, we argue that employees, who do not have a good relationship with their leaders (low LMX), will feel envious; and will be likely to restrict their knowledge sharing and engage in uncivil behaviors towards, or even, intend to quit the organization. Hierarchical regression analysis was used to test the hypotheses on a sample of 204 software engineers working in different multinational companies. The results provide support to most of the suggested hypotheses. Our study contributes to the growing body of literature on negative emotions in the workplace. In addition, implications of this study call for the need to manage employee emotions in the workplace. Finally, future research avenues based on our results are discussed
Redstone’s Reckoning: Political Expression vs. Professional Conduct
No full textMany organizations expect their employees to remain neutral by refraining from sharing political opinions both in the office environment and on personal social media platforms that could be associated with the company. This case study looks at the complex implications of a company discovering an employee sharing their political beliefs online with comments containing racist language. The incident triggered challenges regarding the balance between respecting individual freedom of expression and maintaining workplace standards of inclusion and respect. The study analyzes the company's response process, internal communication strategies, and disciplinary measures. The case is suitable to be assigned for in-class discussion in undergraduate Human Resource Management, Organizational Behavior, or Management Skills courses
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
An International Perspective Concerning Impact Of Supervisor - Subordinate Relationship On Envy, Knowledge Sharing, And Relational Conflict Among Employees
Full text linkEnvy has been relatively ignored in organizational behavior research. In this study, we focus on the impact of supervisor subordinate relationship (LMX) on envy. In addition, we also investigate the consequences of envy in terms of employee knowledge sharing and relational conflict. Building on Affective events theory, we argue that employees who do not have a good relationship with their supervisors (low quality LMX) will exhibit higher levels of envy. As a result, they will restrict their knowledge sharing, and engage in relational conflict in the workplace. Partial least squares based structural equation modeling was applied to the data derived from a sample of one hundred sixty one software engineers working across various information technology firms in India. Results of the study provide support to three of the proposed hypotheses. This study contributes to the field by demonstrating the negative consequences of envy in the workplace. Practical implications of the study and some interesting avenues for future research are also discussed
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