37,993 research outputs found
Open access and promotion and tenure evaluation plans at the University of WisconsinâEau Claire
Department and program evaluation plans at the University of WisconsinâEau Claire were examined to see if these documents provide evidence that could be used to justify supporting the publication of peer-reviewed open access articles toward tenure and promotion. In an earlier study, the authors reveal that faculty members at the University of WisconsinâEau Claire are more unaware of open access publishing than their counterparts at larger universities. These findings dovetail with other studies that show that faculty members are reluctant to publish in open access journals because of concerns about the quality of those journals. The existing body of scholarship suggests that tenure-line faculty fear publishing in open access journals because it could adversely impact their chances of promotion and tenure. The authors of this current study sought to determine if department and program evaluation plans could influence negative perceptions faculty have of open access journals. The implications of this study for librarians, scholarly communication professionals, tenure-line faculty, departments, and programs are addressed
The weight-inclusive vs. weight-normative approach to health: Evaluating the evidence for prioritizing well-being over weight
Using an ethical lens, this review evaluates two methods of working within patient care and public health: the weight-normative approach (emphasis on weight and weight loss when defining health and well-being) and the weight-inclusive approach (emphasis on viewing health and well-being as multifaceted while directing efforts toward improving health access and reducing weight stigma). Data reveal that the weight-normative approach is not effective for most people because of high rates of weight regain and cycling from weight loss interventions, which are linked to adverse health and well-being. Its predominant focus on weight may also foster stigma in health care and society, and data show that weight stigma is also linked to adverse health and well-being. In contrast, data support a weight-inclusive approach, which is included in models such as Health at Every Size for improving physical (e.g., blood pressure), behavioral (e.g., binge eating), and psychological (e.g., depression) indices, as well as acceptability of public health messages. Therefore, the weight-inclusive approach upholds nonmaleficience and beneficience, whereas the weight-normative approach does not. We offer a theoretical framework that organizes the research included in this review and discuss how it can guide research efforts and help health professionals intervene with their patients and community
Contact Theory as a Framework for Experiential Activities as Diversity Education: An Exploratory Study
Participation in experiential education is said to enhance people\u27s appreciation for diversity. This article reports on a study that found significant changes in participants\u27 attitudes, beliefs, and behaviors following a nonformal diversity education program using adventure-based and community-service activities. Additionally, hypothesized program conditions, as outlined by contact theory, were significantly predictive of outcomes, although majority and minority participants differed on their perceptions of these conditions. These findings suggest that experiential activities may be considered a viable approach to diversity education in nonformal settings, assuming key conditions are met. Implications for practice and directions for future research are discussed
On the Interface Between Operations and Human Resources Management
Operations management (OM) and human resources management (HRM) have historically been very separate fields. In practice, operations managers and human resource managers interact primarily on administrative issues regarding payroll and other matters. In academia, the two subjects are studied by separate communities of scholars publishing in disjoint sets of journals, drawing on mostly separate disciplinary foundations. Yet, operations and human resources are intimately related at a fundamental level. Operations are the context that often explains or moderates the effects of human resource activities such as pay, training, communications and staffing. Human responses to operations management systems often explain variations or anomalies that would otherwise be treated as randomness or error variance in traditional operations research models. In this paper, we probe the interface between operations and human resources by examining how human considerations affect classical OM results and how operational considerations affect classical HRM results. We then propose a unifying framework for identifying new research opportunities at the intersection of the two fields
Understanding Kindness â A Moral Duty of Human Resource Leaders
The role of leaders in the modern organization has evolved as scholars and practitioners have recognized that a key element to long-term profitability is the creation of high trust and high commitment work systems that treat employees as valued partners (Kim & Wright, 2011; Block, 2013; Beer, 2009; Caldwell & Floyd, 2014). Effective leaders create aligned organizational cultures with systems, processes, practices, and programs reinforcing the organizationâs espoused values in achieving its mission (Schein, 2010). Human resource professionals (HRPs) play a critical leadership role in ensuring that human resource management (HRM) cultural elements are properly integrated, communicated effectively to employees, and followed in a manner that builds trust and increases commitment (Lengnick-Hall, 2009; McEvoy, et al., 2005).
The purpose of this paper is to identify the importance of kindness as a moral duty of HRPs in serving their organizations and the employees within them. As HRPs perform their strategic and operational roles in the modern organization, properly understanding the nature of kindness is an important factor in carrying out HRM roles. This paper begins by defining kindness and its specific application to HRPs â equating the definition of kindness as a leadership trait with six elements of kindness and seven kindness-related ethical perspectives. The paper concludes with a summary of its contribution for HRP practitioners and scholars in understanding the nuances of kindness as a morally-and ethically-related HRM leadership virtue
Beginning to Unlock the Black Box in the HR Firm Performance Relationship: The Impact of HR Practices on Employee Attitudes and Employee Outcomes
Theoretical models in strategic human resource management research commonly include employee attitudes and behaviors as key mediating links between human resource practices and firm performance. However, almost all empirical SHRM work to date has ignored the mediating hypothesis and merely examined the direct relationship between HR practices and firm outcomes. The purpose of this study is to test the relationship between HR practices and employee attitudes and behaviors. Using a sample of 174 independent work groups, we examined the relationship between HR practices and collective behaviors (turnover and absenteeism) mediated by collective attitudes (job satisfaction and commitment). Results indicate attitudes partially mediate the relationship between HR practices and employee behaviors. The direct and indirect relationships identified in this study support the notion that attitudes and behaviors play a mediating role between HR practices and firm outcomes. These findings illustrate the varying impacts of HR practices and the importance of utilizing multilevel theory and methods
Spankers and Nonspankers: Where They Get Information on Spanking
Because spanking is common, puts children at risk for harmful side effects, and is ineffective as a positive behavior management tool, it is important to identify the kind of advice families receive about the appropriateness of spanking. Using the health belief model, I examined spankers and nonspankers on the spanking messages they received from eight sources of discipline information and how important they perceived these messages to be. Data from telephone interviews with 998 mothers with children aged 2 to 14 years showed that 33% of mothers rated advice from workshops, pediatricians, newspapers and magazines, and books as ââvery important.ââ Less than 15% rated parents and relatives and friends as such. Spankers perceived sources as recommending spanking, whereas nonspankers perceived sources as opposing spanking. Mothers were more likely to spank when they perceived more intense messages to spank, less intense messages opposing spanking, had younger children, and were of lower socioeconomic status
Open Data and Open Access Articles: Exploring Connections in the Life Sciences
Objectives: This small-scale study explores the current state of connections between open data and open access (OA) articles in the life sciences.
Methods: This study involved 44 openly available life sciences datasets from the Illinois Data Bank that had 45 related research articles. For each article, I gathered the OA status of the journal and the article on the publisher website and checked whether the article was openly available via Unpaywall and Research Gate. I also examined how and where the open data was included in the HTML and PDF versions of the related articles.
Results: Of the 45 articles studied, less than half were published in Gold/Full OA journals, and while the remaining articles were published in Gold/Hybrid journals, none of them were OA. This study found that OA articles pointed to the Illinois Data Bank datasets similarly to all of the related articles, most commonly with a data availability statement containing a DOI.
Conclusions: The findings indicate that Gold OA in hybrid journals does not appear to be a popular option, even for articles connected to open data, and this study emphasizes the importance of data repositories providing DOIs, since the related articles frequently used DOIs to point to the Illinois Data Bank datasets. This study also revealed concerns about free (not licensed OA) access to articles on publisher websites, which will be a significant topic for future research
Innovation attributes and managers' decisions about the adoption of innovations in organizations: A meta-analytical review
The adopÂtion of inÂnoÂvaÂtions has emerged as a domÂiÂnant reÂsearch topic in the manÂageÂment of inÂnoÂvaÂtion in orÂgaÂniÂzaÂtions, alÂthough inÂvesÂtiÂgaÂtions ofÂten yield mixed reÂsults. To help manÂagers and reÂsearchers imÂprove their efÂfecÂtiveÂness, the auÂthors emÂployed a meta-analyÂsis inÂteÂgrated with strucÂtural equaÂtion modÂelÂing to anÂaÂlyze the asÂsoÂciÂaÂtions beÂtween the atÂtribÂutes of inÂnoÂvaÂtions, manÂagers' beÂhavÂioral prefÂerÂences, and orÂgaÂniÂzaÂtions' inÂnoÂvaÂtion adopÂtion deÂciÂsions in a meÂdiÂated-modÂerÂated frameÂwork. Our findÂings ofÂfer evÂiÂdence that atÂtribÂutes of inÂnoÂvaÂtions inÂfluÂence manÂagers' beÂhavÂioral prefÂerÂences and, conÂseÂquently, adopÂtion deÂciÂsions in orÂgaÂniÂzaÂtions. We also obÂserve the sigÂnifÂiÂcance of the conÂtext in which the adopÂtion deÂciÂsion ocÂcurs as well as the reÂsearch setÂtings emÂployed by scholÂars. FiÂnally, we disÂcuss the theÂoÂretÂiÂcal conÂtriÂbuÂtion and pracÂtiÂcal imÂpliÂcaÂtions of our meta-anÂaÂlytÂiÂcal reÂsults
Keep the Change: Clusters of Faculty Opinion on Open Access
The authors discovered faculty opinions about open access by employing Q methodology, a research method combining qualitative and quantitative methods to analyze subjects' attitudes about a given topic. Q methodology, using three main steps, identifies and isolates opinion types. The first step is the collection of subjective statements, largely from qualitative interviews. The next step, called the Q-sort, involves subjects sorting these statements along a continuum. Finally, Q-sort results are analyzed using a statistical technique called factor analysis. Using specialized software, factor analysis generates clusters of opinions. In this Q study, factor analysis revealed three distinct factors that outlined clusters of faculty opinions about open access. The authors described these factors as âEvangelists,â âPragmatists,â and âTraditionalists.â Each of these factors represents a group of faculty on Miami Universityâs Oxford campus who hold specific attitudes and opinions regarding open access. Implications for future library initiatives implementing open access programs, services, and policies are discussed, as are directions for additional research
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