Credit allocation based on journal impact factor and coauthorship contribution

Some research institutions demand researchers to distribute the incomes they earn from publishing papers to their researchers and/or co-authors. In this study, we deal with the Impact Factor-based ranking journal as a criteria for the correct distribution of these incomes. We also include the Authorship Credit factor for distribution of the incomes among authors, using the geometric progression of Cantor's theory and the Harmonic Credit Index. Depending on the ranking of the journal, the proposed model develops a proper publication credit allocation among all authors. Moreover, our tool can be deployed in the evaluation of an institution for a funding program, as well as calculating the amounts necessary to incentivize research among personnel.Comment: 9 pages; 3 figures; 2 table

Credit Allocation Based on Journal Impact Factor and Co-authorship Contribution

Abstract. Some research institutions demand researchers to distribute the incomes they earn from publishing papers to their researchers and/or co-authors. In this study, we deal with the Impact Factor-based ranking journal as a criteria for the correct distribution of these incomes. We also include the Authorship Credit factor for distribution of the incomes among authors, using the geometric progression of Cantor’s theory and the Harmonic Credit Index. Depending on the ranking of the journal, the proposed model develops a proper publication credit allocation among all authors. Moreover, our tool can be deployed in the evaluation of an institution for a funding program, as well as calculating the amounts necessary to incentivize research among personnel.Keywords. Co-author credit; Impact factor; Ranking; Cantor’s succession; Harmonic credit.JEL. A12, C02, C10

On the Shapley value and its application to the Italian VQR research assessment exercise

Research assessment exercises have now become common evaluation tools in a number of countries. These exercises have the goal of guiding merit-based public funds allocation, stimulating improvement of research productivity through competition and assessing the impact of adopted research support policies. One case in point is Italy's most recent research assessment effort, VQR 2011–2014 (Research Quality Evaluation), which, in addition to research institutions, also evaluated university departments, and individuals in some cases (i.e., recently hired research staff and members of PhD committees). However, the way an institution's score was divided, according to VQR rules, between its constituent departments or its staff members does not enjoy many desirable properties well known from coalitional game theory (e.g., budget balance, fairness, marginality). We propose, instead, an alternative score division rule that is based on the notion of Shapley value, a well known solution concept in coalitional game theory, which enjoys the desirable properties mentioned above. For a significant test case (namely, Sapienza University of Rome, the largest university in Italy), we present a detailed comparison of the scores obtained, for substructures and individuals, by applying the official VQR rules, with those resulting from Shapley value computations. We show that there are significant differences in the resulting scores, making room for improvements in the allocation rules used in research assessment exercises

The impact of emotional intelligence on the work and carrer performance of early career academics at the University of Fort Hare

Orientation – Early Career Academics (ECAs) in their quest to make significant strides in their academic career are faced with a changing academic context, limited support from employers and circumstances emanating from globalization. All these may arouse emotions, fears, anxieties and uncertainties. Many authorities have exhibited emotional intelligence (EI) to be important in terms of self-management, coping and adaptation. In this regard EI may be influential in the career performance of ECAs. Research Purpose – The main aim of this study was to investigate the effect of EI on the career and work performance of ECAs at the University of Fort Hare. Motivation of the Study – EI is criticized for not being easily measurable and also for not being a sufficient predicting factor to individual performance. Little research exists on EI as a predictor to ECAs career progression. Research Approach, Design and Method – The study utilized quantitative data measurement scales. The Schutte Emotional Intelligence Scale was used to measure EI whilst career performance was measured using the Perceived Career Success Scale. The principles of structural equation modelling were applied in formulating the research hypotheses and in data analysis. Main Findings - Exploratory factor analysis extracted four factors from the SEIS, which were named expression of emotion, perception of emotion, use of emotion and regulation of emotion. Expression, perception and regulation of emotions were found to significantly influence job success, interpersonal success, non-organisational success and hierarchical success. The overall EI was not significant to explain change in ECAs career performance. The researcher also found no significant differences in the EI scores on the basis of ECAs age, gender and work experience. Practical/Managerial Implications - The findings to this study may be useful for career counselling and personal development such that an individual may be able to maximize performance and achievement of career goals. The study recommends that EI may be incorporated in learning programs so that ECAs and other professionals may improve their EI. Future research is encouraged on both ECAs and their senior counterparts in the same context of EI. Contribution or value-add – The study contributes to the debate on the predictive power of EI which is criticised by some authorities in the field