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The Impact of Attributes Organizational Commitment Interrelating Between Work-Life Balance toward Employee Performance
No full textTujuan dari penelitian ini adalah untuk menguji pengaruh Work-life balance terhadap kinerja karyawan, yang dimediasi oleh komitmen afektif, komitmen berkelanjutan dan komitmen normatif. Work-life balance (WB) mempromosikan kehidupan yang baik, bahagia, dan sejahtera. Kerentanan disproporsi Work-life balance dapat mempengaruhi kinerja karyawan dan keberadaannya di luar pekerjaan. Selanjutnya, penulis menggunakan lensa teori hubungan pertukaran untuk membangun komitmen organisasional sebagai variabel mediator yaitu komitmen afektif, komitmen berkelanjutan, dan komitmen normatif, yang mengimplementasikan model konseptual antara WB terhadap kinerja karyawan. Objek penelitian adalah para pelaku usaha mikro, kecil, dan menengah (UMKM) di Kabupaten Salatiga. Kuesioner dibagikan kepada 138 responden, dan 111 responden menyelesaikan survei untuk menganalisis data menggunakan model persamaan struktural. Hasilnya mengungkapkan bahwa komitmen afektif dan komitmen berkelanjutan memainkan peran penting dalam menjembatani hubungan antara keseimbangan kehidupan kerja dan kinerja karyawan. Sebaliknya, komitmen normatif tidak dapat mengganggu hubungan antara keseimbangan kehidupan kerja dan kinerja karyawan. Secara teoritis, teori hubungan pertukaran memaparkan bahwa komitmen kontinuan merupakan mediator signifikan yang menjembatani hubungan antara keseimbangan kehidupan kerja dan kinerja karyawan.The purpose of this study was to examine the effect of Work-life balance on employee performance, which is mediated by Affective commitment, Continuance commitment and Normative Commitment. Work-life balance (WB) promotes a well, delighted, and prosperous existence. The vulnerability of Work-life balance disproportion can affect employee performance and their existence outside the job. Furthermore, the authors utilize the lens of the exchange relationship theory to construct organizational commitment as a mediator variable that are Affective commitment, Continuance commitment, and Normative Commitment, which implement the conceptual model between WB on employee performance. The research object is micro, small, and medium enterprise employees (MSMEs) in Salatiga Regency. Questionnaires were distributed to 138 respondents, and 111 respondents completed the survey to analyze the data using the structural equation modeling. The outcomes expose which Affective commitment and Continuance commitment play a vital role in bridging the links amid Work-life balance toward employee performance. Conversely, Normative Commitment cannot interfere with the link between Work-life balance and employee performance. Theoretically, the exchange relationship theory exposes that Continuance commitment is a significant mediator that bridges the linkages between Work-life balance and employee performance
The Impact of Attributes Organizational Commitment Interrelating Between Work-Life Balance toward Employee Performance
No full textTujuan dari penelitian ini adalah untuk menguji pengaruh Work-life balance terhadap kinerja karyawan, yang dimediasi oleh komitmen afektif, komitmen berkelanjutan dan komitmen normatif. Work-life balance (WB) mempromosikan kehidupan yang baik, bahagia, dan sejahtera. Kerentanan disproporsi Work-life balance dapat mempengaruhi kinerja karyawan dan keberadaannya di luar pekerjaan. Selanjutnya, penulis menggunakan lensa teori hubungan pertukaran untuk membangun komitmen organisasional sebagai variabel mediator yaitu komitmen afektif, komitmen berkelanjutan, dan komitmen normatif, yang mengimplementasikan model konseptual antara WB terhadap kinerja karyawan. Objek penelitian adalah para pelaku usaha mikro, kecil, dan menengah (UMKM) di Kabupaten Salatiga. Kuesioner dibagikan kepada 138 responden, dan 111 responden menyelesaikan survei untuk menganalisis data menggunakan model persamaan struktural. Hasilnya mengungkapkan bahwa komitmen afektif dan komitmen berkelanjutan memainkan peran penting dalam menjembatani hubungan antara keseimbangan kehidupan kerja dan kinerja karyawan. Sebaliknya, komitmen normatif tidak dapat mengganggu hubungan antara keseimbangan kehidupan kerja dan kinerja karyawan. Secara teoritis, teori hubungan pertukaran memaparkan bahwa komitmen kontinuan merupakan mediator signifikan yang menjembatani hubungan antara keseimbangan kehidupan kerja dan kinerja karyawan.The purpose of this study was to examine the effect of Work-life balance on employee performance, which is mediated by Affective commitment, Continuance commitment and Normative Commitment. Work-life balance (WB) promotes a well, delighted, and prosperous existence. The vulnerability of Work-life balance disproportion can affect employee performance and their existence outside the job. Furthermore, the authors utilize the lens of the exchange relationship theory to construct organizational commitment as a mediator variable that are Affective commitment, Continuance commitment, and Normative Commitment, which implement the conceptual model between WB on employee performance. The research object is micro, small, and medium enterprise employees (MSMEs) in Salatiga Regency. Questionnaires were distributed to 138 respondents, and 111 respondents completed the survey to analyze the data using the structural equation modeling. The outcomes expose which Affective commitment and Continuance commitment play a vital role in bridging the links amid Work-life balance toward employee performance. Conversely, Normative Commitment cannot interfere with the link between Work-life balance and employee performance. Theoretically, the exchange relationship theory exposes that Continuance commitment is a significant mediator that bridges the linkages between Work-life balance and employee performance
The Role of Attributes Organizational Commitment as mediators Between Work-Life Balance on Employee Performance
Full text linkWork-life balance contributes to a healthy, satisfying, and successful life. An imbalance in work-life dynamics can negatively impact both employee performance and their personal lives. This study employs exchange relationship theory to explore organizational commitment as a mediating variable, which includes affective commitment, continuance commitment, and normative commitment, in the relationship between work-life balance and employee performance. The research focuses on employees of micro, small, and medium enterprises (MSMEs) in Salatiga Regency. Data were collected through questionnaires distributed to 111 respondents, and the analysis was conducted using structural equation modeling. The findings reveal that affective and continuance commitments are crucial in linking work-life balance to employee performance. In contrast, normative commitment does not significantly influence this relationship. Theoretically, social exchange theory highlights that continuance commitment is a key mediator in the connection between work-life balance and employee performance
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
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
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