Team size and retracted citations reveal the patterns of retractions from 1981 to 2020

2021 ◽  
Author(s):  
Kiran Sharma
Keyword(s):  
2010 ◽  
Author(s):  
Bradley R. Staats ◽  
Katherine L. Milkman ◽  
Craig Fox
Keyword(s):  

2005 ◽  
Author(s):  
D. S. DeRue ◽  
John R. Hollenbeck ◽  
Daniel R. Ilgen ◽  
Michael D. Johnson ◽  
Dustin K. Jundt
Keyword(s):  

2021 ◽  
Author(s):  
Arthur Campbell

Abstract An important task for organizations is establishing truthful communication between parties with differing interests. This task is made particularly challenging when the accuracy of the information is poorly observed or not at all. In these settings, incentive contracts based on the accuracy of information will not be very effective. This paper considers an alternative mechanism that does not require any signal of the accuracy of any information communicated to provide incentives for truthful communication. Rather, an expert sacrifices future participation in decision-making to influence the current period’s decision in favour of their preferred project. This mechanism captures a notion often described as ‘political capital’ whereby an individual is able to achieve their own preferred decision in the current period at the expense of being able to exert influence in future decisions (‘spending political capital’). When the first-best is not possible in this setting, I show that experts hold more influence than under the first-best and that, in a multi-agent extension, a finite team size is optimal. Together these results suggest that a small number of individuals hold excessive influence in organizations.


2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Kadija M. Tahlil ◽  
Chisom Obiezu-Umeh ◽  
Titi Gbajabiamila ◽  
Ucheoma Nwaozuru ◽  
David Oladele ◽  
...  

Abstract Background Youth are at high risk for HIV, but are often left out of designing interventions, including those focused on adolescents. We organized a designathon for Nigerian youth to develop HIV self-testing (HIVST) strategies for potential implementation in their local communities. A designathon is a problem-focused event where participants work together over a short period to create and present solutions to a judging panel. Methods We organized a 72-h designathon for youth (14–24 years old) in Nigeria to design strategies to increase youth HIVST uptake. Proposals included details about HIVST kit service delivery, method of distribution, promotional strategy, and youth audience. Teams pitched their proposals to a diverse seven-member judging panel who scored proposals based on desirability, feasibility, potential impact and teamwork. We examined participants’ socio-demographic characteristics and summarized themes from their HIVST proposals. Results Forty-two youth on 13 teams participated in the designathon. The median team size was 3 participants (IQR: 2–4). The median age was 22.5 years (IQR: 21–24), 66.7% were male, 47.4% completed tertiary education, and 50% lived in Lagos State. Themes from proposals included HIVST integration with other health services, digital marketing and distribution approaches, and engaging students. Judges identified seven teams with exceptional HIVST proposals and five teams were supported for further training. Conclusions The designathon provided a structured method for incorporating youth ideas into HIV service delivery. This approach could differentiate HIV services to be more youth-friendly in Nigeria and other settings.


2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Katie O’Hearn ◽  
Cameron MacDonald ◽  
Anne Tsampalieros ◽  
Leo Kadota ◽  
Ryan Sandarage ◽  
...  

Abstract Background Standard practice for conducting systematic reviews (SRs) is time consuming and involves the study team screening hundreds or thousands of citations. As the volume of medical literature grows, the citation set sizes and corresponding screening efforts increase. While larger team size and alternate screening methods have the potential to reduce workload and decrease SR completion times, it is unknown whether investigators adapt team size or methods in response to citation set sizes. Using a cross-sectional design, we sought to understand how citation set size impacts (1) the total number of authors or individuals contributing to screening and (2) screening methods. Methods MEDLINE was searched in April 2019 for SRs on any health topic. A total of 1880 unique publications were identified and sorted into five citation set size categories (after deduplication): < 1,000, 1,001–2,500, 2,501–5,000, 5,001–10,000, and > 10,000. A random sample of 259 SRs were selected (~ 50 per category) for data extraction and analysis. Results With the exception of the pairwise t test comparing the under 1000 and over 10,000 categories (median 5 vs. 6, p = 0.049) no statistically significant relationship was evident between author number and citation set size. While visual inspection was suggestive, statistical testing did not consistently identify a relationship between citation set size and number of screeners (title-abstract, full text) or data extractors. However, logistic regression identified investigators were significantly more likely to deviate from gold-standard screening methods (i.e. independent duplicate screening) with larger citation sets. For every doubling of citation size, the odds of using gold-standard screening decreased by 15 and 20% at title-abstract and full text review, respectively. Finally, few SRs reported using crowdsourcing (n = 2) or computer-assisted screening (n = 1). Conclusions Large citation set sizes present a challenge to SR teams, especially when faced with time-sensitive health policy questions. Our study suggests that with increasing citation set size, authors are less likely to adhere to gold-standard screening methods. It is possible that adjunct screening methods, such as crowdsourcing (large team) and computer-assisted technologies, may provide a viable solution for authors to complete their SRs in a timely manner.


Author(s):  
Michael Bitzer ◽  
Olga Bürger ◽  
Björn Häckel ◽  
Christian Voit

Driven by the increased relevance of digitalised and hypercompetitive business environments, companies need to focus on IT-related innovation projects (ITIPs) to guarantee long-term success. Although prior research has illustrated that an appropriate team design can increase project performance, an approach for determining the economically optimal team design from an ex ante perspective is missing. Against this backdrop, we follow analytical modelling research and develop a model that determines the optimal team design for an ITIP by transferring central findings of previous research regarding relevant influencing factors, e.g., team size and academic background diversity, into an ex ante economic evaluation. Thereby, our model allows the comparison of different team designs (i.e., team compositions) with regard to the prospective monetary project performance. Generally, the results show that only about a fifth of the random team designs resulted in a positive profit. In contrast, the well-founded, optimal team designs proposed by our model led to a positive profit in almost 90% of all cases. Regarding the influencing parameters, we observe that team size is the most important factor since a deviation from the optimum has a much more significant effect on the expected profit than do other factors such as work experience. To ensure the real-world fidelity and applicability of our model, we discuss the underlying assumptions with two practitioners. Our contribution is manifold: Inter alia, from an academic perspective, we enhance existing research on team design by converting well-accepted qualitative findings from a frequently investigated field outside business administration (i.e., [social] psychology) into a quantitative model that allows for the ex ante economic evaluation of team design parameters. For practitioners, we provide a model that assists managers in designing ITIP teams that are more likely to deliver desired results. This model enables managers to avoid relying only on gut feeling when designing ITIP teams, as is currently often the case due to a lack of alternative approaches.


2018 ◽  
Vol 29 (1) ◽  
pp. 1151-1165
Author(s):  
Wael Almadhoun ◽  
Mohammad Hamdan

Abstract In agile software processes, the issue of team size is an important one. In this work we look at how to find the optimal, or near optimal, self-organizing team size using a genetic algorithm (GA) which considers team communication efforts. Communication, authority, roles, and learning are the team’s performance characteristics. The GA has been developed according to performance characteristics. A survey was used to evaluate the communication weight factors, which were qualitatively assessed and used in the algorithm’s objective function. The GA experiments were performed in different stages: each stage results were tested and compared with the previous results. The results show that self-organizing teams of sizes ranged from five to nine members scored more. The model can be improved by adding other team characteristics, i.e. software development efforts and costs.


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