Rewarding peer reviewers: a problem of adverse selection?

As a solution to the worsening peer reviewer shortage, many scientific journals now offer non-monetary rewards as an incentive to researchers to register to review. Marco Seeber and Monica Zaharie report on research studying the efficacy of non-monetary rewards in attracting peer reviewers, exploring whether acceptance varies according to the nature of the offer of the reward or the researcher’s gender, rank, or productivity. While it is often taken for granted that offering a reward will spur a particular behaviour, this is not necessarily true for an undertaking such as peer review, where efforts are often also driven by ethical commitment and other more intrinsic motivations

NEUROMARKETING – GETTING INSIDE THE CUSTOMER’S MIND

Neuromarketing is a relatively new concept which has developed as a consequence of accepting, by an increasing number of persons, the idea that there isn’t an objective reality and that the entire world is actually inside our mind, it is the sum of our exneuromarketing, fMRI(functional Magnetic Resonance Imaging) technology, “buy button”

Klinički i ehokardiografski nalazi u novorođenčadi dijabetičnih majki

The aim of the study was to assess the use of echocardiographic measurements in newborns of diabetic mothers. Maternal diabetes is associated with an increased risk of morbidity and mortality in pregnancy and in perinatal period. Thirty-five newborns of diabetic mothers (pregestational or gestational diabetes; case group) and thirty-five controls (control group), born between January 2009 and December 2012 in Cluj-Napoca (north-west of Romania), were included in this study. A Logiq e ultrasound with an 8 MHz transducer was used to measure echocardiographic parameters. The interventricular septal thickness in case group was higher as compared with control group (at end systole = 6.61±1.64 mm vs. 5.75±0.95 mm, p=0.0371; at end diastole = 4.61±1.59 mm vs. 3.42±0.70 mm, p=0.0001). A risk ratio of 2.333 (0.656, 8.298) was obtained for septal hypertrophy. A higher proportion of septal hypertrophy was identified in the newborns of mothers with gestational diabetes compared to the newborns of pregestational diabetes mothers (p=0.0058). The mean birth weight was significantly higher in newborns of diabetic mothers (3695.57±738.63) as compared with controls (3276.14±496.51; p=0.0071). Infants born to mothers with diabetes proved to be at a high risk of septal hypertrophy.Cilj je bio procijeniti primjenu ehokardiografskih mjerenja u novorođenčadi dijabetičnih majki. Majčin dijabetes udružen je s povećanim rizikom pobola i smrtnosti u trudnoći i tijekom perinatalnog razdoblja. U ispitivanje je bilo uključeno 35 novorođenčadi dijabetičnih majki (predgestacijski ili gestacijski dijabetes; ispitna skupina) i 35 kontrolne novorođenčadi (kontrolna skupina) rođene između siječnja 2009. i prosinca 2012. godine u području Cluj-Napoca (sjeverozapadna Rumunjska). Ehokardiografski parametri mjereni su pomoću ultrazvučnog uređaja Logiq e s pretvornikom od 8 MHz. Debljina interventrikulskog septuma bila je viša u ispitnoj skupini u usporedbi s kontrolnom skupinom (na kraju sistole = 6,61±1,64 mm prema 5,75±0,95 mm, p=0,0371; na kraju dijastole = 4,61±1,59 mm prema 3,42±0,70 mm, p=0,0001). Omjer rizika za septalnu hipertrofiju bio je 2,333 (0,656; 8,298). U novorođenčadi majki s gestacijskim dijabetesom zabilježen je veći udio hipertrofije septuma u usporedbi s novorođenčadi majki s predgestacijskim dijabetesom (p=0,0058). Srednja porođajna težina novorođenčadi dijabetičnih majki (3695,57±738,63) bila je značajno viša u usporedbi s kontrolnom skupinom (3276,14±496,51; p=0,0071). Kod novorođenčadi majki s dijabetesom utvrđen je visok rizik od hipertrofije septuma

The analysis of job characteristics leading to high job satisfaction in Romania

Job satisfaction is one of the most analysed job attitudes which may have significant positive consequences on the individual-level and organizational-level performances, too. This is why companies have to analyse the antecedents of job satisfaction. Work design and work characteristics have compelling impact on employees' job satisfaction. The aim of this paper is to identify the work characteristics with the highest impact on job satisfaction across various occupations and positions in Romania. The empirical research had been carried out within the Global Work Design Project initiated by the Academy of Management HR Division, based on the work design questionnaire (WDQ) developed by Morgeson and Humphrey (2006). The Romanian sample consisted of 394 employees from 69 organizations. In our paper we identify the job features and characteristics which lead to high job satisfaction. The findings may have empirical implications on companies' HR strategies not only in Romania, but also in other countries from the Central and Eastern European region

A Covid-19 válság kihívásai és HR válaszok Közép és Kelet Európa hat országában elvégzett empirikus kutatás tükrében = The challenges of the COVID-19 crisis and HR responses in six countries of Central and Eastern Europe in the light of an empirical research

A kutatás során kialakítottunk egy vizsgálati modellt, amelynek alapján empirikusan (online kérdőíves lekérdezéssel) vizsgálni tudtuk, hogy a koronavírus okozta válság milyen kihívásokat és változásokat idézett elő a vizsgált országok (Ausztria, Bosznia-Hercegovina, Bulgária, Magyarország, Románia és Szlovákia) vállalati/intézményi szférájának emberi erőforrás menedzselési gyakorlatában. Az összegyűjtött adatokat statisztikai módszerekkel vizsgálva megállapítottuk, hogy a nagyobb méretű, valamint a külföldi és az állami tulajdonú szervezetek eredményesebben kezelték a HR-rel összefüggő változásokat és válsághelyzeteket.|We developed a research model based on which we investigated empirically (with online questionnaire) the challenges and changes occured due to the coronavirus-crisis in the human resource management practice of the corporate/institutional sector from the examined countries (Austria, Bosnia-Herzegovina, Bulgaria, Hungary, Romania and Slovakia). We analyzed the collected data using statistical methods and we found that larger, foreign and state-owned organizations were able to solve their HR-related change and crisis management activities more effectively

Recruitment for Competencies in Public and Private Sectors

<p>The capacity to attract highly skilled human resources is dependent on the employee recruitment process implemented by organizations, which plays an important role for their competitiveness on the market. As the concern for the success of the recruitment process in public sectors is becoming more salient, the present study compares the use of recruitment practices in public and private sectors through a survey applied to 97 organizations. It also explores the outcomes in terms of quantity and quality of applications received when using various recruitment methods. Common points and differences were identified. Internal recruitment methods and e-recruitment based on job posting on the website of the organization are favored regardless of the type of organization (private or public). The differences weight mostly against public sector as public institutions use less often the recommendations received from acquaintances and networks, post fewer job adds on specialized online job boards, get fewer direct applications from candidates, and participate less often in job fairs. The largest number of applications is received through the use of online job boards, job posting on the website of the hiring organization and job advertising in written press. On the other hand, internal recruitment is perceived to result in attracting the highest quality applications.  </p

Does Ownership Matter? Employee Selection Practices in Private and Public Sectors

<p>The continuous need to adapt to the dynamics of the environment requires employers from both public and private sectors to select qualified human resources. It is people who lead the organization towards performance, and selecting competent employees is critical for competitive success. The paper is focused on the job selection practices implemented by hiring organizations in a developing country. Due to the differences that exist regarding the employee selection policy between public and private organizations, the paper aims to understand the characteristics of the job selection process according to the ownership of the employer agent. Based on a quantitative survey applied on 64 companies, the results analyze the main selection stages implemented in private vs. public sector employers in a developing country. While in private companies the most frequently used selection stages are the job selection interview, CVs screening and trial period, in public institutions the hiring process is based on the job selection interview, written knowledge tests, and practical tests. Compared to private companies, in public institutions the written knowledge tests rank a higher position in the selection stages hierarchy, but the private employers rely more on CVs screening stage than public institutions. Emphasis is laid on understanding the reasons leading to variations in job selection practices according to the ownership of the employing agent. The predictive validity of the job selection stages implemented by the companies is also discussed.</p