1,721,030 research outputs found
Maura Sheehan. Dora: Big Girls Don\u27t Cry
Full text linkStated exhibition dates: November 12, 1994 - December 16, 1994 | Artist: Sheehan, Maura | Includes an interview with Maura Sheehan conducted by Rhonda Cooper and Christopher Youngshttps://commons.library.stonybrook.edu/paul-w-zuccaire-gallery/1049/thumbnail.jp
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
Strategic HRM Outside of Corporate HQ: Lost in Translation?
No full textThe paper evaluates the importance of successfully transferring knowledge about Human Resources role to subsidiaries within Multi-National Corporations. The author presents result of the research conducted on a group of MNC's Head Quarter HR directors and HR managers/specialist in foreign subsidiaries. The study shows an influence of transfer of knowledge about HR's role on the construction of HR's image within organisations and HRM devolvement.Artykuł ocenia znaczenie transferu wiedzy na temat roli zarządzania zasobami ludzkimi do filii zagranicznych w ramach międzynarodowych korporacji. Autorka prezentuje wyniki badań przeprowadzonych na grupie dyrektorów personalnych w centralach korporacji międzynarodowych oraz menedżerach i specjalistach ds. zarządzania zasobami ludzkimi w ich zagranicznych filiach. Studium pokazuje wpływ transferu wiedzy na temat roli zarządzania zasobami ludzkimi na wizerunek działu personalnego wewnątrz organizacji oraz rozwój zarządzania zasobami ludzkimi
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
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
Formality of financial reward management, availability of non-financial rewards and employee outcomes in SMEs: An investigation using psychological contract theory
No full textThis PhD study investigates whether the formality of financial reward management and the availability of non-financial rewards are associated with more positive employee outcomes in small and medium-sized enterprises (SMEs). In particular, drawing on psychological contract theory, this study investigates the effect of employees’ perceptions of (i) the level of formality of financial reward management (i.e., the level of documentation and regular application of reward policies and procedures) and (ii) the availability of nonfinancial rewards (i.e., autonomy, recognition, flexible working hours and flexible working locations) in their organisation on employees’ motivation and turnover intention within an SME context. The appropriateness of human resource management (HRM) formality in the SME context has been controversial in the literature. SMEs may need the flexibility that comes with informality to respond quickly to the organisational context and changing environments. Therefore, achieving a suitable balance between HRM formality and informality to capture the advantages of the two approaches within the SME context is a challenge that warrants further research. The current study addresses a number of gaps in the limited literature on HRM formality, reward management, and psychological contract theory in SMEs. The current study makes several key contributions to the literature and theory. First, the PhD focuses on employees’ perceptions of the formality dimension in SMEs’ reward management practices. In contrast, previous studies of HRM formality in SMEs mostly focused on the managerial view only. Second, the current study examines the variation in employees’ perceptions of the level of formality of financial reward management across different SME size categories by focusing on five SME size groups. This is an important contribution as oftentimes SMEs are considered in a homogenous manner. Still, there are differences in resources and practices from the small SME size (e.g., 10 employees) and the upper end of the medium category (i.e., 249 employees). Third, the present study investigates the appropriateness of financial reward formality in the SME context and the balance between the formality of financial reward management and informality offered by the availability of non-financial rewards. Fourth, the current study examines how the interplay between employees’ perception of the level of formality of financial reward management and the availability of non-financial rewards in their organisation influences employees’ perceived psychological contracts, employee motivation and turnover intention in SMEs. The empirical research presented in the current study is based on an employee survey (n = 154) within small and medium-sized enterprises operating in the service sector in Ireland. A multiple mediation model with the studied variables is tested using Partial Least Squares Structural Equation Modelling (PLS-SEM). The results of the current study support the view that SME firm size is positively related to the level of formality of financial reward management. Furthermore, the results provide further support for the additional influence of specific business contexts in which SMEs operate, which consequently cause heterogeneity and diversity of SMEs indicated in the literature. The results highlight that employees’ perception of (i) the level of formality of financial reward management and (ii) the availability of non-financial rewards in SME organisations is negatively related to employees’ turnover intention through multiple mediations of employees’ perceived psychological contract and employees’ motivation. The current study results suggest that SMEs may need to find ways to blend elements of informality and formality to generate a context-specific level of formality of their reward management systems. More specifically, the results suggest that, on the one hand, the formality of financial reward management makes things more transparent, and clear communication may contribute to explicit expectations, which consequently reduces the likelihood of transactional psychological contract breach and increases employees’ perception of fairness and trust in management. On the other hand, offering non-financial rewards such as recognition, autonomy, flexible working hours (FWH), and flexible working locations (FWL) may increase employees’ feelings of having flexibility, informality, freedom, and respect, contributing to employees’ perceived positive relational psychological contract. Therefore, this appropriate balance between the formality of financial reward management and informality boosted by offering non-financial rewards in SMEs can develop employees’ positive psychological contract, increase motivation, and reduce turnover intention. The implications of the findings for future research and practice are discussed, and the limitations of the present study are discussed.2026-08-0
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