1,720,955 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
Pengaruh Pelatihan Terhadap Motivasi Karyawan Telkom Witel Ridar
Full text linkThis study explores the relationship between Training (X) and Motivation (Y) of employees. Analysis using the simple linear regression method shows that there is a significant positive relationship between the training provided to employees and their level of motivation; the more intensive the training received, the higher the motivation generated. This is evidenced by a p-value lower than 0.05 on the regression coefficient, confirming the statistical significance of the relationship. The high coefficient of determination (R-squared) in this model indicates that the regression model is quite accurate in explaining the variability of motivation influenced by training. Based on these results, it is recommended that companies improve or develop training programs that better suit the needs of employees to improve motivation and performance. This study also emphasizes the importance of continuous evaluation of the effectiveness of training programs and additional support such as rewards to improve employee motivation on an ongoing basis
Pengaruh Pelatihan Terhadap Motivasi Karyawan Telkom Witel Ridar
Full text linkThis study explores the relationship between Training (X) and Motivation (Y) of employees. Analysis using the simple linear regression method shows that there is a significant positive relationship between the training provided to employees and their level of motivation; the more intensive the training received, the higher the motivation generated. This is evidenced by a p-value lower than 0.05 on the regression coefficient, confirming the statistical significance of the relationship. The high coefficient of determination (R-squared) in this model indicates that the regression model is quite accurate in explaining the variability of motivation influenced by training. Based on these results, it is recommended that companies improve or develop training programs that better suit the needs of employees to improve motivation and performance. This study also emphasizes the importance of continuous evaluation of the effectiveness of training programs and additional support such as rewards to improve employee motivation on an ongoing basis
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
p Pengaruh Pelatihan Dan Lingkungan Kerja Terhadap Kinerja Karyawan Yang Dimediasi Motivasi Pada PT. Telkom Witel Ridar
No full textManagement is faced with the challenge of enhancing employee performance to ensure the company\u27s survival in an unstable business environment. Telkom Witel Ridar needs to focus on improving employee performance and fostering innovation to develop and maintain superior resources. Employees are expected not only to enhance their performance but also to concentrate on optimal processes and outcomes. The higher the quality of employees, the better the task execution, leading to increased efficiency and effectiveness of the output. It is crucial for Telkom Witel Ridar\u27s management to address these issues by providing effective training, enhancing management support, and fostering collaboration within the work environment to boost employee performance. This research aims to analyze and examine the influence of training (X1) and work environment (X2) on employee performance (Y) through motivation (Z) at PT. Telkom Witel Ridar. Enhancing employee productivity is considered to contribute to the company\u27s growth. Data collection was conducted using a saturated sampling technique involving 55 employees, and data analysis was performed using PLS-SEM with the SmartPLS 4 application. The research findings indicate that (1) training has a negative and insignificant effect on employee performance; (2) training has a positive and insignificant effect on motivation; (3) the work environment has a negative and insignificant effect on employee performance; (4) the work environment has a positive and significant effect on motivation; (5) motivation has a positive and significant effect on employee performance; (6) training has a positive and insignificant effect on employee performance through motivation; and (7) the work environment has a positive and significant effect on employee performance through motivation. Based on the research results, it is recommended to provide additional training, mentoring, or other resources to help employees meet established standards, adjust training methods and content to be more relevant to employee needs, view training as a long-term investment in employee development, enhance managerial skills to optimize superior-subordinate relationships, and implement reward programs, regular positive feedback, or recognition opportunities in front of colleagues.Manajemen dihadapkan pada tantangan untuk meningkatkan kinerja karyawan agar perusahaan dapat bertahan dalam lingkungan bisnis yang tidak stabil. Telkom Witel Ridar perlu fokus dalam meningkatkan kinerja karyawan dan mendorong inovasi untuk mengembangkan serta mempertahankan sumber daya yang unggul. Karyawan diharapkan tidak hanya meningkatkan kinerja, tetapi juga berfokus pada proses dan hasil yang optimal. Semakin tinggi kualitas para karyawan, semakin baik pelaksanaan tugas, sehingga meningkatkan efisiensi dan efektivitas output yang dihasilkan. Penting bagi manajemen Telkom Witel Ridar untuk mengatasi masalah-masalah ini dengan memberikan pelatihan yang efektif, meningkatkan dukungan manajemen, serta kolaborasi dalam lingkungan kerja untuk meningkatkan kinerja karyawan.
Penelitian ini bertujuan untuk menganalisis dan menguji pengaruh pelatihan (X1) dan lingkungan kerja (X2) terhadap kinerja karyawan (Y) melalui motivasi (Z) pada PT. Telkom Witel Ridar. Meningkatkan produktivitas karyawan dianggap dapat membawa perkembangan bagi perusahaan. Pengumpulan data dilakukan dengan teknik sampling jenuh kepada 55 karyawan dan alat analisis data PLS-SEM dengan aplikasi SmartPLS 4.
Hasil penelitian membuktikan bahwa (1) pelatihan berpengaruh negatif dan tidak signifikan terhadap kinerja karyawan; (2) pelatihan berpengaruh positif dan tidak signifikan terhadap motivasi; (3) lingkungan kerja berpengaruh negatif dan tidak signifikan terhadap kinerja karyawan; (4) lingkungan kerja berpengaruh positif dan sinifikan terhadap motivasi; (5) motivasi berpengaruh positif dan signifikan terhadap kinerja karyawan; (6) pelatihan berpengaruh positif dan tidak signifikan terhadap kinerja karyawan melalui motivasi; dan (7) lingkungan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan melalui motivasi. Dari hasil penelitian disarankan untuk menyediakan pelatihan tambahan, mentoring, atau sumber daya lainnya guna membantu karyawan dalam memenuhi standar yang telah ditetapkan, menyesuaikan metode dan konten pelatihan agar lebih relevan dengan kebutuhan karyawan, memandang pelatihan sebagai investasi jangka panjang dalam pengembangan karyawan, pengembangan keterampilan manajerial untuk mengoptimalkan hubungan atasan-bawahan, dan membuat program penghargaan, umpan balik positif secara teratur, atau peluang pengakuan di hadapan rekan kerja.
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
- …
