1,720,958 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
TALENT MANAGEMENT IN WORK-LIFE - A LIGHTNING BOLT TO YOUR PROFESSIONAL DEVELOPMENT!
Get PDFOrganizations in this 21rst century face numerous challenges as a result of increased demographics and diversity of the workforce. In this context, companies require an organized and strategic effort to use various human resource management practices, including acquiring employees, learning and development, performance management, and compensation to attract, retain, motivate, and develop highly skilled work-force.This research not only helps to explore the relationship between HRD in a Public and a Private organization, also it facilitates a framework to develop employee self-confidence and cheerfulness by a constructive work environment. Simultaneously, it is vital to depict the outcomes of two independent variables viz. Talent management and, Professional development towards its dependent variable, HRD. It highlights on the employee perception about working conditions of the two companies, which is a fundamental factor for the leadership skills, employee commitment, high performance work systems, and the necessity of socio-technical systems. Accordingly, the study is concentrated at Kochi, Kerala, India, in the shape of ‘Comparative Analysis of HRD in a Public and a Private’ (quantitative and qualitative analysis) with a focus on the Plant level workers and the Managerial staff (stratified proportional sampling) with a sample size of 481 and 475 from both companies. Furthermore, it has been statistically verified that two factors show a positive relationship with HRD. Along with this, it identifies the extent to which the HRD and its work-life factors are provided by the selected companies. The outcome of the survey has generated a relationship between dependent variable (HRD) and independent variables (work-life factors), different opinion in their HRD, their outlook about HRD and work-life factors with respect to demographic factors, personal satisfaction about their HRD, varying satisfaction level with respect to the demographic factors, and the influence of HRD variables in the selected companies. 
A Strategic Perspective to Leadership Implications by Process Paradigm: An Empirical Study
No full textIncreasingly, organizations have realized that to bring about effective change, they need to emphasize leadership strategies. While leadership theories focus on key characteristics of the leadership experience, the leadership development interventions are not related to structural contingencies, and rarely connected to a particular leadership theory. The present study provides an integrated framework for linking leadership theories with specific developmental interventions. Accordingly, it was conducted in randomly selected companies in the UAE with the help of a closed-ended questionnaire. A stratified proportional sampling from 300 observations offers outlooks of employees in their organizational leadership styles. Also, a descriptive analysis using SPSS 24.0 maintains the significance level of the latent variables such as process paradigm and strategic human resource development to the independent variable, leadership interventions. The findings confirm the alignment of models extracted from the theories to the variables discussed in the questionnaire. Thus, the study proves that while responding to internationalization and rapid changes in the external environment, adopting a strategic-management approach to the provision of leadership is crucial. However, it also enlightens that the selected companies should restructure the traditional HRM function into strategic, operational, and functional levels. To operationalize the process, the existing HR strategies need to redesign with company strategies, right from HR practices, policies, and productivity goals. Future studies can be rendered by developing new strategies by leadership implications with optimal workforce utilization
Echoes on Organizational Development Implications: A Roadmap to Business Excellence
No full textPurpose: This article proposes a model for Organizational Development (OD), and how this model can impact the entire system’s strategy, structure, and practices. To implement strategies and processes that lead to organizational effectiveness, OD applies and transfers knowledge from behavioral science.
Theoretical framework: Rather than emphasizing how methods must be done, OD focuses on forecasting and application for an adaptive system. The planning process gathers information to detect organizational issues and accordingly resolve them through flexible methods. This allows signs of progress in the change process (Beer, 1980; Worley & Feyerherm, 2003). The conceptual theory utilized for preparing the questionnaire is Hackman’s and Oldham’s ‘job characteristics model’.
Design/Methodology/Approach: With the help of a detailed literature review, a self-administered questionnaire was prepared with 20 items for three variables, work design, team building, and learning organization. It was then distributed among the employees of an advertising firm, which was based in the United Arab Emirates. Out of 120 questionnaires, 112 were proper responses, so 93% was the response rate, which is good enough for descriptive analysis. A stratified proportional sampling was done to capture varied responses. Thus, three hypotheses were tested.
Resultados: O artigo descreve como o modelo funciona como uma ferramenta para agentes de mudança nas organizações. Ele confirma a importância das variáveis latentes, da formação de equipes e do desenho do trabalho para a gestão da mudança em direção à excelência empresarial. Assim, propõe um roteiro para que a empresa se torne uma organização que aprende, com equipes autogeridas e formulação de estratégias dinâmicas, em seu caminho em direção à excelência empresarial.
Implicações de pesquisa, práticas e sociais: Este estudo comprova a vitalidade da pesquisa-ação nas empresas por meio de um processo de abordagem de resolução de problemas. Na prática, isto enfatiza que o DO é um esforço planejado e de longo prazo por meio de uma combinação de ciência comportamental e intervenções tecnoestruturais. Assim, pode criar uma capacidade de auto-renovação para as empresas.
Originalidade/Valor: O estudo esclarece a integração da formação de equipes no modelo de características do cargo como parte da estratégia de gestão de mudanças. A capacidade de mudar neste mundo competitivo é um desafio e como alcançar uma vantagem competitiva é a pedra angular deste estudo.
A CORRELATION ANALYSIS OF LEARNING ORGANIZATION AND CHANGE MANAGEMENT: IS IT A STRATEGY TO HAVE A COMPETITIVE ADVANTAGE IN YOUR ORGANIZATION?
Get PDFFor an organization to be competitive, employee involvement plays a significant role. As human wants and needs are always changing, it necessitates new products and services in the market. When it comes to external triggers; social, political, economic, and technological changes impact organizational policies and processes. To update these elements, organizations must have a learning culture by adopting a strategic move in its structure. A mixed-approach (theories and survey/interview) study with an investigation on change management and learning organization in selected industrial companies in the UAE, with a sample size of 400, aids to find the relationship between learning organization, change management, and competitiveness. The quantitative and qualitative analysis confirms the significance level of related dependent variables and the acceptance of hypothesis tests. Hence, organizations can utilize the model, strategic learning-change bundle that is crafted from this study towards its competitive advantage. Moreover, this study can further be analyzed with other change management variables as change is a continuous process
Sustainable Leadership and Investment-perspective approach toward Sustainable Performance for firms: a cross-sectional study amongst the educational sectors in the UAE
No full textCurrently, organizations of all structures are aware that a significant source of competitive advantage is gaining from the appropriate systems for attracting, motivating, managing, and retaining the organizations’ talents. Adopting a strategic view of leadership, “sustainable leadership” not only enhances employees as human “assets” but also develops appropriate policies and procedures as investments in these assets to increase their value to the organization and the marketplace. The current study analyzes the sources of employee value and sustainable leadership roles toward sustainable performance. In this background, three UAE-based educational institutions were chosen purposively and administered a closed-ended questionnaire and a short interactive session. The samples were selected by stratified proportional sampling for diverse demographic responses. As the data are quantitative and qualitative, an exploratory analysis has been done to test the hypotheses and make a conclusion about the link and importance of the variables. The results validated the proposed conceptual model that was developed from the literature. Subsequently, the study established that sustainable leadership approaches augment strategies for best opportunities and ensures that performance standards are met. This needs a global and innovative mindset from management and employees. Gradually, firms can plan in the longer term and maintain a sustainable performance to have a competitive edge. Finally, it recommends routes for future research in addressing issues in analyzing the human Return on Investment (ROI)
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
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