Mapping Big Data into Knowledge Space with Cognitive Cyber-Infrastructure

Big data research has attracted great attention in science, technology, industry and society. It is developing with the evolving scientific paradigm, the fourth industrial revolution, and the transformational innovation of technologies. However, its nature and fundamental challenge have not been recognized, and its own methodology has not been formed. This paper explores and answers the following questions: What is big data? What are the basic methods for representing, managing and analyzing big data? What is the relationship between big data and knowledge? Can we find a mapping from big data into knowledge space? What kind of infrastructure is required to support not only big data management and analysis but also knowledge discovery, sharing and management? What is the relationship between big data and science paradigm? What is the nature and fundamental challenge of big data computing? A multi-dimensional perspective is presented toward a methodology of big data computing.Comment: 59 page

In the eyes of Janus:the intellectual structure of HRM-performance debate and its future prospects

Purpose The purpose of this paper is to offer a perspective on the future of the human resource management (HRM)-performance debate and its prospects for interaction with practice by evaluating the debate's intellectual structure. Design/methodology/approach With co-citation analysis the paper examines the intellectual structure that informed the HRM-performance debate. The findings were presented to a group of academics, who have been influential in the development of the debate. In several rounds of a quasi-Delphi interaction they discussed the state of the art, future development of the debate, upcoming theoretical sources of inspiration and topics on which they (dis)agreed. Findings The dominant knowledge domain is built upon resource-based view, social exchange theory, human capital theory, institutional theory and critical perspective. It became well established in the mid 1990s, when the strategic HRM domain merged with the high performance work systems domain, thus forming the conceptual backbone of the debate. More recently the debate has been informed by review studies, meta-analyses and critical reflections on the current methodological paradigms, which is aligned with the debate's life cycle stage. Originality/value The paper highlights the theoretical foundations of the HRM-performance debate and gives valuable suggestions on how to take the field forward along with important implications for researchers and their relationship with the business community. Keywords: High performance work systems, HR strategy, Organization effectivenes

Personalization by Partial Evaluation.

The central contribution of this paper is to model personalization by the programmatic notion of partial evaluation.Partial evaluation is a technique used to automatically specialize programs, given incomplete information about their input.The methodology presented here models a collection of information resources as a program (which abstracts the underlying schema of organization and flow of information),partially evaluates the program with respect to user input,and recreates a personalized site from the specialized program.This enables a customizable methodology called PIPE that supports the automatic specialization of resources,without enumerating the interaction sequences beforehand .Issues relating to the scalability of PIPE,information integration,sessioniz-ling scenarios,and case studies are presented

How HRM affects corporate financial performance: Evidence from Belgian SMEs.

In this paper, we provide a summary of several results from a study of HRM in small and medium-sized enterprises in Belgium. The central issue is whether the investment in HRM practices for smaller organizations is 'profitable'. This study differs in three ways from existing research. (1) It deals with the results from a survey of organizations with between 10 and 100 employees from various sectors. (2) In composing an index for 'HRM intensity', we started with a different interpretation of HRM practices, which also fits in more closely with the Belgian institutional context. (3) The operationalization of performance is based on a number of financial indicators which also help determine the 'state of health' of a company. Using the results of the survey, we examined the link between the score for HRM intensity, some performance outcomes and the financial performance of the organization using structural equation modeling. The results show that intensive HRM also offers added value for smaller organizations. Firstly, HRM intensification has a highly positive effect on productivity and, through productivity, reduces personnel costs/added value. This effect is sufficiently strong to compensate for the increased costs associated with intensive HRM. On top of this 'compensation effect', HRM intensity also has major effects on the profitability of the company.

The Dynamic Effects of Subconscious Goal Pursuit on Resource Allocation, Task Performance, and Goal Abandonment

We test two potential boundary conditions for the effects of subconscious goals—the nature of the goal that is activated (achievement vs. underachievement) and conscious goal striving. Subconscious achievement goals increase the amount of time devoted to skill acquisition, and this increase in resource allocation leads to higher performance when conscious goals are neutral. However, specific conscious goals undermine the performance benefits of subconscious achievement goals. Subconscious underachievement goals cause individuals to abandon goal pursuit and this effect is mediated by task performance. Difficult conscious goals neutralize the detrimental effects of subconscious underachievement goals but only if implemented before performance is undermined. Overall, these results suggest that subconscious achievement goals facilitate task performance, subconscious underachievement goals trigger goal abandonment, and difficult conscious goals moderate these effects depending on the level of resource allocation and timing of goal implementation

Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research

Since the early 1980’s the field of HRM has seen the independent evolution of two independent subfields (strategic and functional), which we believe is dysfunctional to the field as a whole. We propose a typology of HRM research based on two dimensions: Level of analysis (individual/ group or organization) and number of practices (single or multiple). We use this framework to review the recent research in each of the four sub-areas. We argue that while significant progress has been made within each area, the potential for greater gains exists by looking across each area. Toward this end we suggest some future research directions based on a more integrative view of HRM. We believe that both areas can contribute significantly to each other resulting in a more profound impact on the field of HRM than each can contribute independently

1st INCF Workshop on Sustainability of Neuroscience Databases

The goal of the workshop was to discuss issues related to the sustainability of neuroscience databases, identify problems and propose solutions, and formulate recommendations to the INCF. The report summarizes the discussions of invited participants from the neuroinformatics community as well as from other disciplines where sustainability issues have already been approached. The recommendations for the INCF involve rating, ranking, and supporting database sustainability