scholarly journals Software Must be Recognised as an Important Output of Scholarly Research

2021 ◽  
Vol 16 (1) ◽  
pp. 6
Author(s):  
Caroline Jay ◽  
Robert Haines ◽  
Daniel S. Katz

Software now lies at the heart of scholarly research. Here we argue that as well as being important from a methodological perspective, software should, in many instances, be recognised as an output of research, equivalent to an academic paper. The article discusses the different roles that software may play in research and highlights the relationship between software and research sustainability and reproducibility. It describes the challenges associated with the processes of citing and reviewing software, which differ from those used for papers. We conclude that whilst software outputs do not necessarily fit comfortably within the current publication model, there is a great deal of positive work underway that is likely to make an impact in addressing this.

2020 ◽  
Vol 48 (6) ◽  
pp. 1-9
Author(s):  
You-Juan Hong ◽  
Rong-Mao Lin ◽  
Rong Lian

We examined the relationship between social class and envy, and the role of victim justice sensitivity in this relationship among a group of 1,405 Chinese undergraduates. The students completed measures of subjective social class, victim justice sensitivity, and dispositional envy. The results show that a lower social class was significantly and negatively related to envy and victim justice sensitivity, whereas victim justice sensitivity was significantly and positively related to envy. As predicted, a lower social class was very closely correlated with envy. In addition, individuals with a lower (vs. higher) social class had a greater tendency toward victim justice sensitivity, which, in turn, increased their envy. Overall, our results advance scholarly research on the psychology of social hierarchy by clarifying the relationship between social class and the negative emotion of envy.


2000 ◽  
Vol 29 (3) ◽  
pp. 353-366 ◽  
Author(s):  
Mark Somers ◽  
Dee Birnbaum

Four commitment profiles, based on levels of commitment to the organization and the career, were used to explore the relationship between distinct patterns of commitment and work-related outcomes with a sample of professional hospital employees. As two distinct forms of organizational commitment have been identified affective and continuance commitment separate profiles were constructed for each type of organizational commitment in conjunction with career commitment. Results for profiles based on affective commitment were consistent with prior research findings, in that employees committed to both their organization and their career exhibited the most positive work attitudes and the strongest intention to remain with the organization. Unexpectedly, the dually committed also had the strongest intensity of job search behavior, but these efforts did not translate into higher incidences of turnover. No differences were observed across commitment profiles with respect to job performance. The synergistic effect between affective and career commitment was not observed for profiles based on continuance commitment to the organization. Employees committed only to their careers exhibited more positive work outcomes than did those committed only to their organizations. The implications of these findings for management practice were discussed.


2019 ◽  
Author(s):  
Michael W. Yarbrough

Law forms one of the major structural contexts within which family lives play out, yet the precise dynamics connecting these two foundational institutions are still poorly understood. This article attempts to help bridge this gap by applying sociolegal concepts to empirical findings about state law’s role in family, and especially in marriage, drawn from across several decades and disciplines of South Africanist scholarly research. I sketch the broad outlines of a nuanced theoretical approach for analyzing the law-family relationship, which insists that the relationship entails a contingent and dynamic interplay between relatively powerful regulating institutions and relatively powerless regulated populations. Accordingly, while my argument broadly distinguishes the more repressive regimes of colonialism and apartheid from the more expansive post-apartheid legal regime, it also partially undoes that periodisation by highlighting limits and evasions of repressive law and obstacles impeding access to post-apartheid law’s expansive promises.


2015 ◽  
Vol 2 (2) ◽  
pp. 329
Author(s):  
Babita Mukherjee ◽  
Dikshit Gambhir ◽  
Arooj Yaswi

<p>In this era of globalization, workplace diversity has become the salient aspect of any organization. It helps to increase productivity, efficiency and maintain a positive work environment within the organization. The study assessed the attitude difference that managers come across and how to get benefited from the diversity in the workforce. The investigation was set out to find the relationship between openness to diversity and managerial attitude, based on the data collected from 213 managers of the companies working in Riyadh, Saudi Arabia. The hypotheses are used to guide the study and are tested using ANOVA. The result revealed that there exists a relationship between the manager’s demographic factors, like nationality, and the attitude towards managing the workplace. Organizations will look at the numerous benefits of this research and explain the managers’ attitudes towards managing the multicultural workforce diversity in Saudi Arabia and its benefits within the company with different expertise to do the task in an effective and efficient manner. Thus, this research will benefit the organizations by explaining the managers’ attitudes towards managing the multicultural workforce and also showing how diversity can lead to perform a task in an effective and efficient manner.</p>


1987 ◽  
Vol 65 (2) ◽  
pp. 601-602
Author(s):  
Christopher Orpen ◽  
Josef Bonnici

The relationship between perceptions of pay level, internal pay equity, external pay equity, personal input, and job demands and a number of work outcomes was examined in a sample of 101 university teachers. Only two of the 20 correlations between those perceptions and the outcomes of work satisfaction, job involvement, internal motivation and self-rated performance were significant, suggesting that in this sample perceptions of different aspects of pay equity are unrelated to positive work outcomes.


2016 ◽  
Vol 30 (1) ◽  
pp. 103-114 ◽  
Author(s):  
Won-Moo Hur ◽  
Taewon Moon ◽  
Seung-Yoon Rhee

Purpose This study examines whether compassion at work increases service employees’ job performance. More specifically, the purpose of this study is to show the mechanism through which experienced compassion in an organization affects the job performance of service employees. Design/methodology/approach The employees from a department store in South Korea were surveyed using a self-administered instrument for data collection. Out of 550 questionnaires, a total of 309 usable questionnaires were obtained after list-wise deletion, for a 61.6 per cent response rate. Findings The results of this study suggest that the evaluative perspective of positive work-related identity mediates the relationship between compassion at work and service employees’ job performance. In addition, the findings of this study demonstrate that there is significant mediating effect of service employee creativity on the relationship between compassion at work and job performance. Furthermore, the relationship between compassion at work and job performance was sequentially mediated by the evaluative perspective of positive work-related identity and the creativity of service employees. Research limitations/implications The common method variance in the self-reported variables imposes a need for caution in the interpretation of the findings. Future studies could avoid the problem of common method bias by, for example, using supervisor ratings of creativity and job performance. On the other hand, this study will add to the growing body of research on service marketing by highlighting the role of compassion at work to enhance service employees’ job performance. Practical implications This study offers new insight for practitioners (i.e. CEOs, top management teams, employees) by suggesting that they may promote service employees’ job performance if they pay more attention to compassionate acts in service marketing. Originality/value As services are becoming more important and harder to sell simultaneously, this study provides a new perspective to improve service employees’ job performance by examining its link with compassion at work.


Intonations ◽  
2021 ◽  
pp. 24-46
Author(s):  
Tyler Stewart ◽  
Migueltzinta Solis

As two artist-scholars engaged in research-creation, our goal with this project was to enact a performance/discussion regarding settler-colonialism, sound, performance, and our relationships to land, body and time. During the initial “lockdown phase” of the COVID-19 pandemic in March 2020, we carried out a mediated conversation via WhatsApp voice memos, hiking towards each other along and across the Oldman River, then retracing the other’s path back to our respective points of origin. This collaborative project aims to decolonize the academic paper through a process which combines textual analysis, experiential learning, improvisational performance, and activated writing to ask questions of the relationships between sound, land, and colonial institutions. How does movement through space, and hearing the land, affect our experience of discussing texts? How is discussion informed by, say, the participants being separated (or connected) by a river? What richness exists in oral/aural exchanges that are lost in the textualizing process? What does it mean to move through occupied Blackfoot territory while discussing decolonialism? The structure of this conversational exchange unfolds in loops rather than in the linear standard of academic writing. This “essay” was originally devised as an audiovisual text, but during further revisions, we continued our experimentations with form. The result has taken shape in dual outputs of both sound and text, each form containing affective and sensorial elements not found in the other, creating parallel yet distinct “texts.” While this is an imperfect strategy for those who experience sight/hearing related disabilities, we also recognize that some sensorial experiences are untranslatable into the language of the other senses. We hope that we have encoded each experience of sound and text with enough richness for them to be enjoyed individually, and we invite those who can, to experience how the two forms play off of each other. To this effect, the form of this text focuses on the relationship between the content of our conversation and how it is presented, and between our conversation and the writers, artists and movements we have referenced. We also hope to emphasize our relationality with the land we walked through, the creators of the sounds we listened to, between us, the co-creators of this “text,” as well as the relationship we create with you, the listener/reader experiencing it. As artists/writers/curators, it is a challenge to find alternative textual formats that appropriately reflect artistic research-creation methodologies while also satisfying the demands of academic knowledge dissemination. This collaboration explores the possibility for academic conversations to escape the confines of learning institutions into a space of praxis and embodied experience in motion.


Author(s):  
Salah Naser Mamdooh Al-Bandawi ◽  
Prof Dr Sadoon Muhsin Salman

The aim of this study is to test the effect of human resources management as an independent variable in raising the level of individuals’ performance as a dependent variable and it was applied in the Ministry of Interior - General Directorate of Human Resources Management depending on the descriptive analytical approach in accomplishing the requirements of this research. The human resources management in the performance of individuals directly and indirectly, but at the level of dimensions, contextual performance had a good impact on the performance of tasks and the performance of individuals with human resources management and positive work behavior with contextual performance.


Sign in / Sign up

Export Citation Format

Share Document