Aims. We present the results of an automated variability analysis of the Kepler public data measured in the first quarter (Q1) of the mission. In total, about 150 000 light curves have been analysed ...to detect stellar variability and to identify new members of known variability classes. We also focus on detecting variables present in eclipsing binary systems, given the strong constraints on stellar fundamental parameters they can provide. Methods. The methodology we use here is based on the automated variability classification pipeline, which was previously developed for and successfully applied to the CoRoT exofield database and to the limited subset of a few thousand Kepler asteroseismology light curves. We use a Fourier decomposition of the light curves to describe their variability behaviour and use the resulting parameters to perform a supervised classification. Several improvements were made, including a separate extractor method to detect the presence of eclipses when other variability is present in the light curves. We also included two new variability classes compared to previous work: variables showing signs of rotational modulation and of activity. Results. Statistics are given on the number of variables and the number of good candidates per class. A comparison is made with results obtained for the CoRoT exoplanet data. We present some special discoveries, including variable stars in eclipsing binary systems. Many new candidate non-radial pulsators are found, mainly δ Sct and γ Dor stars. We studied those samples in more detail by using 2MASS colours, and the full classification results are made available as an online catalogue.
Advanced media technologies have become an integral part of people's daily lives, providing them with new tools and environments for the formation and enactment of their identities. To date, the ...literature acknowledges that media technologies, such as social networking sites, are used to form and enact online identities, and that these platforms can simultaneously pose challenges to individuals' identity work. However, we know little about the precise online identity work strategies that individuals employ in response to the challenges they face over time.
This paper examines the online identity work dynamics of Instagram micro-influencers, for whom social network sites enable and guide them in forming and enacting their online identities on a daily basis. The study was guided by the following research question: what are the challenges that Instagram micro-influencers perceive online and what are the online identity work strategies that they employ in response to these challenges over time?
This study employs an extreme case approach to rigorously explore the lives of seven micro-influencers on Instagram. We combine in-depth data from narrative interviews, longitudinal data from online autobiographical narratives revealed through the participants' Instagram timelines, and follow-up interviews.
Our analysis revealed three main themes that highlight the challenges that Instagram micro-influencers face online: (1) amplified social expectations, (2) feelings of inauthenticity, and, as a result thereof, (3) psychological distress. We found that these challenges were viewed as catalysts for their online identity work processes. We identified three key online identity work strategies that the Instagram micro-influencers employed in response over time: (1) experimenting with their online identities, followed by either (2) segmenting between their online and offline identities, or (3) adding identities through online multiplicity.
Our research provides new insights into how individuals may respond to the challenge of managing their online identities over time by engaging in different online identity work strategies. This study highlights the importance of designing online media technologies that enable individuals to cope with online challenges. We emphasize the need to design online spaces for (1) the expression of authentic identities, (2) community building, and (3) online multiplicity.
Building on social-exchange and self-determination theory, this study aimed to contribute to the scholarly literature on leadership and knowledge sharing by simultaneously testing how shared and ...transformational leadership and their interrelatedness may foster employees' perceptions of knowledge sharing behaviour among peers. Additionally, we investigated the mediating role of employees' basic psychological needs satisfaction (in terms of autonomy, competence and relatedness, respectively) as an additional explanatory mechanism to reveal how shared and transformational leadership may foster individuals' perceptions of knowledge sharing behaviour among peers. We employed PLS structural equation modelling to analyse survey data obtained from professionals in an R&D unit of a knowledge-intensive firm. We found shared leadership to be the most important factor enhancing employees' perceptions of knowledge sharing among peers, both directly and indirectly through employees' satisfaction of the need for autonomy. Transformational leadership was found to foster employees' knowledge sharing ultimately, through shared leadership and the need for autonomy satisfaction. We concluded that shared forms of leadership supplemented with transformational leadership on the part of formal leaders are important in contemporary work environments as they can foster employees' perceptions of knowledge sharing among peers and contribute towards employees' self-determination, which ultimately enhances perceptions of knowledge sharing among peers.
We present an evaluation of the performance of an automated classification of the Hipparcos periodic variable stars into 26 types. The sub-sample with the most reliable variability types available in ...the literature is used to train supervised algorithms to characterize the type dependencies on a number of attributes. The most useful attributes evaluated with the random forest methodology include, in decreasing order of importance, the period, the amplitude, the V−I colour index, the absolute magnitude, the residual around the folded light-curve model, the magnitude distribution skewness and the amplitude of the second harmonic of the Fourier series model relative to that of the fundamental frequency. Random forests and a multi-stage scheme involving Bayesian network and Gaussian mixture methods lead to statistically equivalent results. In standard 10-fold cross-validation (CV) experiments, the rate of correct classification is between 90 and 100 per cent, depending on the variability type. The main mis-classification cases, up to a rate of about 10 per cent, arise due to confusion between SPB and ACV blue variables and between eclipsing binaries, ellipsoidal variables and other variability types. Our training set and the predicted types for the other Hipparcos periodic stars are available online.
Aim:
The present study contributes to the conversation on remote (home) working, leadership, and innovation in times of COVID-19 by examining the mediating role of work-related flow in the ...relationship between empowering and directive leadership, on the one hand, and innovative work-behavior, on the other, and the moderating role of IT-enabled presence awareness in two lockdown periods during the pandemic.
Method:
We employed PLS-SEM analysis to analyze the perceptions, experiences, and behaviors of a group of employees (
N
= 257) regarding the study’s core variables during two phases of the COVID-19 pandemic (summer 2020 and autumn 2020).
Results:
In line with expectations, in the earlier phase of the pandemic, empowering leadership had both a positive direct and indirect relationship with innovative work-behavior via work-related flow, whereas directive leadership only had a negative direct relationship with innovative work-behavior. In the second phase, however, empowering leadership only had a positive indirect relationship with innovative work-behavior, running via work-related flow. Moreover, directive leadership was both directly and indirectly negatively related to innovative work-behavior, via work-related flow. In contrast to our expectations, IT-enabled presence awareness did not play a moderating role in these relationships in any phase.
Discussion:
Our findings underline the importance of empowerment in sustaining innovative work-behavior, particularly in intense and enduring remote work contexts, as this can amplify employees’ ability, motivation and opportunity to generate, share and implement novel ideas. In remote work contexts, empowering leadership can particularly foster innovation indirectly via work-related flow, which was also shown to be an increasingly important underlying mechanism across time periods. Directive leadership, in contrast, can reduce work-related flow and, therefore, hinder innovation. Our study did not find evidence for the moderating role of employees’ perceptions of IT-enabled presence awareness.
Conclusion:
We conclude that regardless of the IT-quality, the leadership style chosen plays an important role in innovative work-behavior in remote work-contexts, particularly in view of the divergent effects of empowering and directive leadership on work-related flow in enduring and intense remote work contexts.
The subject of this study is the psychological contract approach to the employment relationship within the hospitality industry with special reference to highly educated employees. The purpose was to ...research the differences in the psychological contract and its relation to the intention to leave between highly-educated male and female employees. The research study conducted among this specific group worldwide provided a corpus of 247 respondents. The results show that psychological contract measures, and in particular job content, can explain why there is a substantial amount of variance among highly-educated employees regarding their intention to leave an organization, especially if the mediating role of affective commitment is taken into account. Moreover, it would appear that for women in particular, promotion opportunities and work-family balance were related to turnover intentions while for men the clarity of the job description was an important predictor for leaving. We suggest that the results of this study should be considered when developing gender-specific HRM policies to retain highly-educated staff. Considering the limitations of this study, we suggest that it be followed by research studies which concentrate on the job aspects which may be related to employee turnover. A longitudinal study concentrating on the relation between the psychological contract, turnover intentions and actual turnover behaviour should also be carried out.
We present a novel automated methodology to detect and classify periodic variable stars in a large data base of photometric time series. The methods are based on multivariate Bayesian statistics and ...use a multistage approach. We applied our method to the ground-based data of the Trans-Atlantic Exoplanet Survey (TrES) Lyr1 field, which is also observed by the Kepler satellite, covering ∼26 000 stars. We found many eclipsing binaries as well as classical non-radial pulsators, such as slowly pulsating B stars, γ Doradus, β Cephei and δ Scuti stars. Also a few classical radial pulsators were found.
The study investigates to what extent empowering HRM practices (i.e., workplace flexibility, professional autonomy, and access to knowledge via ICT) and empowering leadership have the potential to ...motivate employees in displaying workplace proactivity in NWW contexts. The study builds on the empowerment theory to gain a better understanding of how employees are able to make choices in order to achieve the goals set in their work and how leadership can support this. A field study was conducted in four subsidiaries of a large Dutch bank active in the financial sector. In line with expectations, positive relationships were found between professional autonomy, access to knowledge via ICT and empowering leadership, on the one hand, and psychological empowerment, on the other. Also, in line with expectations, a positive relationship was found between psychological empowerment and workplace proactivity. Moreover, as hypothesized, psychological empowerment partly mediated the relationship between the HRM practices and empowering leadership and workplace proactivity. However, autonomy had a direct, negative effect on workplace proactivity. Also workplace flexibility was neither directly nor indirectly associated with workplace proactivity. Finally, HRM and leadership can be viewed as complementary as they combine different perspectives for employees in order to display proactive workplace behaviour. In conclusion, the empowerment process approach helped to disentangle the motivating elements that foster workplace proactivity in modern workplaces.
Abstract
We present an automated classification of stars exhibiting periodic, non-periodic and irregular light variations. The Hipparcos catalogue of unsolved variables is employed to complement the ...training set of periodic variables of Dubath et al. with irregular and non-periodic representatives, leading to 3881 sources in total which describe 24 variability types. The attributes employed to characterize light-curve features are selected according to their relevance for classification. Classifier models are produced with random forests and a multistage methodology based on Bayesian networks, achieving overall misclassification rates under 12 per cent. Both classifiers are applied to predict variability types for 6051 Hipparcos variables associated with uncertain or missing types in the literature.
Purpose
Transference-based trust (TBT) via referral sources is a cognitive process where trust in third-party information about an individual transfers to trust in the individual. TBT via referral ...sources can have significant effects on early trust development in a virtual team (VT). This study aims to examine the potential influence of Hofstede’s (1980) cultural variables and two proposed combinations of these cultural variables on early trust development in VT, including the effects of referral source.
Design/methodology/approach
This study adopted multigroup analysis partial least squares structural modeling to examine potential cultural differences in the responses of 357 university students from 51 different countries to understand early trust development in VT.
Findings
TBT via referral sources as in interpersonal construct has a positive, direct impact on early trust development. TBT mediated the individual and organizational model constructs. There were significant differences in the high/low values of 3 of the 56 tested cultural dimensions.
Research limitations/implications
Reaffirmed the validity of cognitive-based trust models in understanding early trust development in VTs TBT as an interpersonal construct and has a significant influence on early trust development in VTs. TBT via referral sources mediated the individual and organizational constructs of the model. There were significant differences in the high/low measures of three cultural dimensions (i.e. IV, M and the combination of IV-M-LT) in the relationship of early trusting beliefs to early trusting intensions.
Practical implications
To positively influence interpersonal and organizational aspects of trust development, managers should ensure that the early phases of VTs, before actual implementation begins, are well organized. Managers could make VT members fully aware of how referral sources can influence early trust development. Managers could encourage individuals to have open access to relevant social media accounts for other VT members and encourage individuals to research referral sources on other VTs members. The implication for managers of culturally diverse VT is that the development of early trust is largely by individual choice, rather than differences in national culture.
Social implications
People need to maintain and actively manage their online presence, ensuring that online information about them is accurate and updated. Referral sources could help VT members learn about one another, which might in turn help foster early trust in their online teams.
Originality/value
Although some studies have found significant cultural differences in early trust development, other studies, including a meta-analysis of 43 studies, found no significant cultural differences in early trust development. This study confirmed the results of the meta-analysis.
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