Data Science: A Study from the Scientometric, Curricular, and Altmetric Perspectives

This research explores the emerging field of data science from the scientometric, curricular, and altmetric perspectives and addresses the following six research questions: 1. What are the scientometric features of the data science field? 2. What are the contributing fields to the establishment of data science? 3. What are the major research areas of the data science discipline? 4. What are the salient topics taught in the data science curriculum? 5. What topics appear in the Twitter-sphere regarding data science? 6. What can be learned about data science from the scientometric, curricular, and altmetric analyses of the data collected? Using bibliometric data from the Scopus database for 1983 – 2021, the current study addresses the first three research questions. The fourth research question is answered with curricular data collected from U.S. educational institutions that offer data science programs. Altmetric data was gathered from Twitter for over 20 days to answer the fifth research question. All three sets of data are analyzed quantitatively and qualitatively. The scientometric portion of this study revealed a growing field, expanding beyond the borders of the United States and the United Kingdom into a more global undertaking. Computer Science and Statistics are foundational contributing fields with a host of additional fields contributing data sets for new data scientists to act, including, for example, the Biomedical and Information Science fields. When it comes to the question of salient topics across all three aspects of this research, it was revealed that a large degree of coherence between the three resulted in highlighting thirteen core topics of data science. However, it can be noted that Artificial Intelligence stood out among all the other groups with leading topics such as Machine Learning, Neural Networks, and Natural Language Processing. The findings of this study not only identify the major parameters of the data science field (e.g., leading researchers, the composition of the discipline) but also reveal its underlying intellectual structure and research fronts. They can help researchers to ascertain emerging topics and research fronts in the field. Educational programs in data science can learn from this study about how to update their curriculums and better prepare students for the rapidly growing field. Practitioners and other stakeholders of data science can also benefit from the present research to stay tuned and current in the field. Furthermore, the triple-pronged approach of this research provides a panoramic view of the data science field that no prior study has ever examined and will have a lasting impact on related investigations of an emerging discipline

The unequal place of anthropology in cross‑disciplinary research on environmental management in the Pacific and what to do about it

As someone with undergraduate training in marine science, but whose core intellectual interests in the relationship between environmental knowledge and marine resource management have pulled me towards anthropology over three or so decades now, I have become frustrated by anthropology’s marginalisation in interdisciplinary research on environmental problems. My collaborations with Martha Macintyre, commencing with my PhD research in the mid-1990s, convinced me of the power of ethnographic insights to illuminate fundamental social, cultural and political dimensions of environmental challenges. Simultaneously, our collaboration fired an interest in political ecology that has since expanded considerably. My work with World Wildlife Fund in the Solomon Islands (1999–2001) sharpened my focus on the extent to which environmental science (particularly the sub-discipline of conservation biology) is not only concerningly steeped in and shaped by ideology, but also routinely and wantonly oblivious to unequal power/knowledge relations (Clifton & Foale, 2017; Foale & Macintyre, 2005; Foale, Dyer & Kinch, 2016). Subsequent academic positions with anthropologists (The Australian National University), then biologists (James Cook University [JCU]) and anthropologists again (JCU post-2012) have only increased my alarm at the undeserved hegemony of natural scientists within cross-disciplinary projects. Too often, natural scientists reinvent an ‘anti-politics machine’ (Ferguson, 1990) of reductionist, managerial and deeply neo-colonial ‘social science’ that studiously ignores much of what anthropology has contributed, and can continue to contribute, to increasingly pressing environmental problems in the Pacific and beyond. This chapter explores the simultaneous appropriation and dumbing-down of social research by contemporary natural scientists, primarily through politically disengaged and often transparently scientistic approaches, which are greatly aided and abetted by the ‘metric fixation’ (Muller, 2018) of modern universities. I conclude that the only way to combat these politics is through greater collaboration within anthropology and a more strategic approach to publishing, research funding applications and communicating our knowledge to audiences outside the academy

The Role of the Chief Information Security Officer (CISO) in Organizations

In an increasingly connected and digital world, information is seen as a business enabler and source of sustained competitive advantage. Thus, information security is becoming critical to protect these information assets, which is why organizations’ information security strategy has been aligning with their strategic goals. This paper aims to study organizations’ general information security environment, analyse the CISO’s role in them and understand where they should be positioned on the organizational structure. Interviews were conducted on experienced information security consultants, information systems and information security directors, which allowed to conclude that organizations in Portugal still need to increase their maturity when it comes to information security, and that this may be due to the absence of an established security culture in the country. On the other hand, the CISO’s role has been increasing in relevance, being considered that it should have a close and independent relationship with organizations’ boards

The Effect of Organizational Culture on the Retention of Millennial Employees

This quantitative research method study of the organizational culture preferred by physician assistant graduate students was designed to explore how organizational culture can affect the retention of Millennial employees. Millennials will make up approximately 50% of the global workforce by 2020, so it is important to understand how organizational culture can influence Millennials’ willingness to stay with an organization. The problem addressed involved the inability of organizations to retain Millennials beyond their 2 years of being hired, which occurs because the values of the organizations do not align with the work values of Millennials. After extensive literature review on the characteristics and work values of Millennials, Person-Organization Fit, Competitive Values Framework, and organizational culture, the researcher developed this study to add to the current literature and to help move the research closer to making generalizations regarding the workplace values and organizational culture preferences of Millennials. The Lyons Work Values Survey was used to explore what work values were important to Millennial physician assistant graduate students. Additionally, the researcher developed a single-item question survey that was used to discover the preferred organizational culture of these Millennial graduate students. Organizations that are aware of this information will be well equipped to create the type of culture needed to retain Millennial employees longer than 2 years after they are hired. The findings from this research study can be used to create a culture that will retain Millennials. Because work values and organizational culture appear to have a strong positive relationship, it may be beneficial for organizations to initially identify their organizational culture and then explore the work values of their potential and current employees. These actions will give organizations the information needed to ascertain if value congruence exists between employee and the organizational culture. If value congruence does not exist, then the organization has to decide what needs to be done to keep its employees

Academics and politics in international relations : from the “golden age” to the “great gap”

Um dos mais recentes debates internos no campo das Relações Internacionais tem sido o debate sobre o “gap”, sobre a relação entre acadêmicos de RI e formuladores de políticas. Vários autores argumentam que o conhecimento produzido no campo se tornou cada vez mais irrelevante para a política e que os acadêmicos recuaram para a “torre de marfim”, ignorando as necessidades do “mundo real”. Essa visão pressupõe que as RI costumava ser uma disciplina orientada para a formulação de política externa, mas que veio se distanciando cada vez mais dos formuladores de políticas. A maioria dos autores envolvidos no debate, no entanto, não analisa essa suposição subjacente que orienta suas análises. Esta dissertação visa preencher esta lacuna, respondendo à questão "os acadêmicos de Relações Internacionais nos Estados Unidos mudaram seu envolvimento com relação à esfera da política?". Para fazer isso, dois tipos ideais de engajamento acadêmico foram desenvolvidos, e então usados para analisar dois períodos distintos: o imediato pós-Segunda Guerra Mundial (1945-1960) e o período atual (2000-2016). Esses tipos ideais são uma combinação dos fundamentos ideológicos do engajamento acadêmico (isto é, a auto percepção do papel social dos acadêmicos) com as restrições práticas impostas pela profissão. Os dois tipos ideais resultantes são os do “clérigo” (termo tomado emprestado do autor Julien Benda) e o intelectual engajado. Seguindo os autores do debate do “gap” esperava-se que os acadêmicos de RI tivessem transitado do tipo ideal “engajado” no primeiro período para o “clérigo”, no segundo. Isto foi apenas parcialmente confirmado.One of the latest internal debates in the field of International Relations has been the “gap debate”, regarding the relation between academics of IR and policymakers. Several authors argue that the knowledge produced in the field has become increasingly irrelevant for policy and that academics have retreated into the “Ivory tower”, ignoring the needs of the “real world”. This view assumes that IR used to be a policy-oriented discipline, but has grown ever more distant from policymakers. Most of the authors involved in the debate, however, do not analyze this underlying assumption that guides their analyses. This dissertation aims to fill this gap by addressing the question “have International Relations academics in the United States changed their engagement with the policy world?”. To do this, two ideal-types of academic engagement were developed, and then used to analyze two distinct periods: the immediate post-world War II (1945-1960) and the current period (2000-2016). These ideal-types are a combination of the ideological underpinnings of academic engagement (that is, the self-perception of the social role of academics) with the practical constraints of the profession. The two resulting ideal-types are those of the clerk (borrowing Julien Benda’s term) and the engaged intellectual. Following the authors of the “gap debate” it was expected that IR academics had transitioned from the “engaged” ideal-type in the first period to the “clerk”, in the second. This was only partially confirmed

I Am a Citizen: An Examination of the Civic Lives of Adults with Cognitive Disabilities

This project lays down a foundation to study the civic lives of people with cognitive limitations. Considering the lack of research on the issue, the findings lean more toward theory building. Drawing on in-person interviews conducted with institutionalized individuals with intellectual disability (ID), this work attempts to clarify the impact of their disability on their civic lives. The questions that will be answered relate to their issue preferences, voting behavior, partisanship and mobilization, political awareness, and the influence of their circle on their citizen participation. Getting input directly from people with ID, instead of their proxies, will improve our understanding of their political (or lack of) involvement

Commitment-based HR practices and organizational performance : the mediating role of organizational learning capability and social capital

The main objectives of this study were to investigate (a) the relationship between commitment-based HR practices (e.g. selection, compensation, training and development) and organizational performance, organizational learning capability, and organizational social capital; (b) the relationship between organizational learning capability and organizational performance; (c) the relationship between organizational social capital and organizational performance; and (d) the mediating role of organizational learning capability and organizational social capital on the relationship between commitment-based HR practices and organizational performance. Specifically, this study hypothesized that (a) commitment-based HR practices, organizational learning capability and organizational social capital relationship are positively related to organizational performance and (b) the relationship between commitment-based HR practices and organizational performance is mediated by organizational learning capability and organizational social capital. To test the hypotheses, the Partial Least Square – Structural Equation Modelling (PLS-SEM) statistical technique was employed to analyze the survey data collected from 401 Japanese MNCs organizations in Kedah, Pulau Pinang, Perak, Selangor, Kuala Lumpur, Melaka and Johor. The results of the study showed that (a) commitment- based HR practices are positively related to organizational performance, organizational learning capability and organizational social capital; (b) organizational learning capability has no influence on organizational performance; (c) organizational social capital is positively related to organizational performance; and (d) organizational learning capability does not mediate the relationship between commitment-based HR practices and organizational performance, and organizational social capital fully mediates the relationship between commitment-based HR practices and organizational performance. Theoretically, the study contributes to knowledge by providing support for the importance of commitment-based HR practices and the mediating role of organizational social capital which influence the organizational performance of Japanese MNCs in Malaysia. Practically, this study provides guidelines to policy-makers and HR practitioners to understand that business success depends on the organization’s capabilities and abilities to utilize its human resources to achieve its business objectives and goals. The result of this study is able to offer evidence that commitment-based HR practices help promote mutual and long-term relationships in the organization at all levels. Hence, HR practitioners need to institute HR practices that encourage network-building relationships characterized by trust, cooperation and commitment towards the organization

An Analysis of Nation Brand Attractiveness: Evidence from Brand Zimbabwe

This paper examines the attractiveness of Brand Zimbabwe based on the factors perceived to impact on national competitiveness. Nation brand attractiveness is a necessary condition for a country to achieve influence and to effectively compete for global resources. Countries can enhance their attractiveness by building on their national brand equity and dealing with negatives around the national brands. The research sought to determine the perception towards Zimbabwe’s global risk and competitiveness; to ascertain the variables that promote competitiveness for Brand Zimbabwe and to contribute to the literature on risk perception and its impact on behaviour towards nation brands. The study followed a mixed approach; a combination of interpretivism and positivism. The research drew 372 respondents from politicians, scholars, the media, civic organisations, government officials, church and international organisations. The research established that Brand Zimbabwe faces glaring threats risks that impact on the country’s international image. The brand is affected by politics and governance together with socio-economic factors. Management and control of nation brand perception are critical for nations to distinguish themselves and to create vantage positions for sustainable performance. The way a country is viewed internationally is a function of how the country deals with factors that threaten its global competitiveness and perception towards the nation brand. Zimbabwe’s quest for foreign direct investment, international visitation and export revenue requires that the country deals with its nation brand image

Imitation Game: Military Institutions and Westernization in Indonesia and Japan

This dissertation explains why and how some militaries are better than others at emulating the organization and doctrine of foreign armed forces. I define military emulation as the changes to a pre-existing military organization resulting from an imitation of another military\u27s structure or doctrine. The changes stem from the diffusion of military ideas from one polity to another. I call those ideas `theory of victory\u27 and `theory of corporatism\u27. The former explains the next mission a military needs to fight and how to win, while the latter details how intra-military institutions and their raison d\u27etres are designed, maintained, and defended in their relationship with the state and society. I am interested in explaining two ideal types of military emulation: maximalist and minimalist. In a maximalist emulation, we should see the transplantation of existing theories of victory and corporatism with foreign-based ones. The rapid, expansive, and thorough adoption of those theories is the hallmark of such an emulation. In a minimalist emulation, we should see a small number of changes to the military\u27s pre-existing theories of victory and corporatism. The diffusion process is likely to be slow, limited, and produce few similarities with the original model. This dissertation develops a new theory arguing the variation of military emulation depends on the interaction of: (1) the transmission pathway between the foreign model and the potential emulator supplying new theories of victory and corporatism, and (2) the quality of the emulator\u27s personnel infrastructure (career management and education systems) shaping the organizational capacity to interpret, adopt, and implement them. Some pathways have accelerative properties allowing emulators to obtain consistent and coherent theories of victory and corporatism while giving them agency to `localize\u27 those theories. The personnel infrastructure quality determines whether new career trajectories could emerge for officers trained in foreign theories of victory and corporatism, allowing them to become product champions, and ensure that the broader learning capacity is boosted. A higher learning capacity is necessary for senior officers to understand, adopt, and implement the new theories. A maximalist emulation is likely when there is: 1) an accelerated and coherent transmission of foreign theories of corporatism and victory, and 2) an organization capable of interpreting and adopting them. A minimalist emulation is likely when there is: 1) a decelerated and incoherent transmission of foreign theories of corporatism and victory, and 2) and an organization incapable of interpreting and adopting them. To assess the new theory\u27s analytical value, I present a systematic plausibility probe by comparing Cold War Indonesia (1950--1991) and Meiji Japan (1868--1912). For the former, I explain why and how the Indonesian military did not become ``Americanized\u27\u27 by the end of the Cold War, despite employing thousands of American-trained officers. For the latter, I explain why and how Meiji Japan managed to successfully emulate Western theories of victory and corporatism within a short period of time. I employ a comparative process tracing design integrating within-case analyses and cross-case comparisons. For each case, I examine archival materials, organizational documents, and historiographical sources. I also create two original officer-level datasets on the career patterns of the military elite in Cold War Indonesia and Meiji Japan. I use the qualitative and quantitative data to evaluate how well my theory could explain the empirical puzzles of the cases. I find that the diffusion of US theories of victory and corporatism to Indonesia was hindered by the fact that Washington viewed military education and training aid as a political tool to combat communism rather than a method to remodel the Indonesian military over its own image. Statistical analyses of the Indonesian Army\u27s career patterns show there was no significant correlation between `professional\u27 career markers, including US education and training, with successful retirements. Only around 16% of 677 Indonesian Army generals had some form of US education or training. The military\u27s educational institutions also focused on ideological coherence and non-military duties while officers valued higher-level education for its political and patronage effects. Consequently, we see a doctrinal stagnation in the 1960s and the limited and inconsistent application of US theories of victory in major operations. These findings suggest the Indonesian military achieved a minimalist emulation. For Meiji Japan, the diffusion of Western theories of victory and corporatism was facilitated by the commercial contracts the government signed with Western military trainers. They allowed the military to control and localize the diffusion process. The professional, merit-based career management created new career pathways for Western-trained officers. Statistical analyses of the career patterns show that, compared to other career markers, Western studies background was a significant predictor of whether officers retired as three or four-star generals and admirals. Roughly half of 684 Meiji generals and admirals had some form of Western studies background. The centrality of education as professional qualifications---the academies and war colleges emphasized military sciences, competitive examinations, and academic focus---helped senior officers understand, adopt, and implement Western theories of victory and corporatism. The organization-wide military Westernization by the Sino-Japanese War (1893-94) demonstrates Meiji Japan\u27s maximalist emulation. The arguments and findings have broader theoretical, empirical, and policy implications. They speak and contribute to the resurgence of diffusion studies across the social sciences. As military organizational change is rare, understanding when and how it occurs is important for a wide range of military and political outcomes. Military emulation speaks to the generation of military power and offers insights into how states respond to different challenges and opportunities within the international system. How Asian polities in particular engage in military Westernization speaks to a range of important political outcomes associated with various state building processes. Finally, understanding how emulation occurs illuminates a wide range of contemporary security policy challenges; from the changing nature of warfare to military education and training assistance programs