1,720,958 research outputs found
Praktek dan Kebijakan Manajemen Sumber Daya Manusia pada Perbankan Syariah
Get PDFAbstractThe purpose of this study is to identify policies and practices of Human Resource (HR) development at shariah bank; then analyze their influence into organizational performance. Variables of this study are policies and practices of HR development, work attitude, selection, training, development, policy formalization, communication, promotion, compensation, and performance appraisal. Data were collected by using in-depth interview and survey questionnaire. Interviews were conducted to management, while questionnaires were distributed to 70 employees. Data were analyzed by using descriptive method. Result shows less optimal of HR management practices in most of the respondent of syariah banks; these including the allocation of training time and frequency of execution, clarity of the basis for setting promotion, the type and amount of compensation that is less competitive when compared with the same type of job in another bank, and performance appraisals that are less oriented toward employee development. Key words: policies and practices of HR management, shariah bank, performance, employee development.AbstrakTujuan penelitian ini adalah untuk mengidentifikasi kebijakan dan praktek pengembangan Sumber Daya Manusia (SDM) di bank syariah, kemudian menganalisis pengaruhnya terhadap kinerja organisasi. Variabel penelitian ini adalah kebijakan dan praktek pengembangan SDM, sikap kerja, seleksi, pelatihan, pengembangan, formalisasi kebijakan, penilaian kinerja, promosi, kompensasi, dan kinerja. Data dikumpulkan dengan menggunakan wawancara mendalam dan kuesioner. Wawancara dilakukan untuk manajemen, sementara kuesioner dibagikan kepada 70 karyawan. Data dianalisis menggunakan metode deskriptif. Hasil analisis menunjukkan bahwa praktik manajemen SDM bagi sebagian besar responden bank syariah kurang optimal. Hal ini termasuk alokasi waktu pelatihan dan frekuensi pelaksanaan, kejelasan dasar untuk pengaturan promosi, jenis dan jumlah kompensasi yang kurang kompetitif bila dibandingkan dengan jenis pekerjaan yang sama di bank lain, serta penilaian kinerja yang kurang berorientasi pada pengembangan karyawan. Kata kunci: kebijakan dan praktek manajemen SDM, bank syariah, kinerja, pengembangan karyawan.</div
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
Coworker Exchange, Leader-Member Exchange, and Work Attitudes:P A Study of Coworker Dyads
Get PDFThe purpose of this study is to examine how leader-member exchange (LMX) similarity might affect exchange quality between coworkers. This research also investigates the relationships of LMX and CWX (coworker exchange) to employees’ organizational commitment and job satisfaction. Each respondent from 76 nurses at three hospitals in Semarang were asked to rate the quality of the relationship he/she had with his/her supervisor, resulting in 76 LMX ratings. They were also asked to rate the quality of their relationships with each of their coworkers. A dyad was created where we had complete information on two employees rating one another. Once paired, a total of 146 dyads with complete LMX, CWX, and work attitude data were acquired. The results of this research indicate that the interaction between two coworkers’ LMX scores predicts CWX quality for the coworker dyad. After controlling for CWX, LMX quality is positively related to job satisfaction, but not to organizational commitment. Furthermore, after controlling for LMX, a greater diversity in a worker’s CWX relationship is negatively associated to his/her organizational commitment, but not to his/her job satisfaction. The interaction of CWX quality and CWX diversity, however, does not predict work attitude
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