Optimizing the number and utility of features to use in a classification analysis has been the subject of many research studies. Most current models use end-classifications as part of the feature ...reduction process, leading to circularity in the methodology. The approach demonstrated in the present research uses item response theory (IRT) to select features independent of the end-classification results without the biased accuracies that this circularity engenders. Dichotomous and polytomous IRT models were used to analyze 30 histological breast cancer features from 569 patients using the Wisconsin Diagnostic Breast Cancer data set. Based on their characteristics, three features were selected for use in a machine learning classifier. For comparison purposes, two machine learning–based feature selection protocols were run—recursive feature elimination (RFE) and ridge regression—and the three features selected from these analyses were also used in the subsequent learning classifier. Classification results demonstrated that all three selection processes performed comparably. The non-biased nature of the IRT protocol and information provided about the specific characteristics of the features as to why they are of use in classification help to shed light on understanding which attributes of features make them suitable for use in a machine learning context.
Graphical abstract
This research, couched in the resourcebased view of the firm, investigates the potential for reducing an organization's decision uncertainty within its structural equation modeling, we empirically ...test if organizational design can reduce the perceived uncertainty related to an IC context, which we refer to as knowledge uncertainty. We found evidence that decentralization and technology infrastruture support a resultsbased IC mangement contrl system which in turn is associated with reduced support a good overall fit for our model. Our findings suggest that if managers structure their organizational control systems appropriately for developing IC capabilities, these systems can lead to reduced internal uncertainty regarding human, structural, and relational capital.
This paper discusses issues and best practices associated with participant samples. First, a review of the fundamental differences between probability and nonprobability samples is explored. Given ...the ubiquitous presence of nonprobability samples in most psychological research, best practices are suggested to deal with the violations of assumptions inherent in them. Next, the perennial concern of how large a sample size should be is considered. After the data have been collected, the matters of handling response rates, missing data, outliers, and demographically based subgroups frequently need to be addressed prior to data analysis. Recommendations are presented for each issue that are consistent with expectations of editors, reviewers, and readers of the research.
Cet article porte sur les difficultés ainsi que sur les meilleures pratiques en ce qui a trait aux échantillons de participants. Au départ sont précisées les différences fondamentales qui distinguent les échantillons probabilistes (aléatoires) et les échantillons non probabilistes. Étant donné la présence généralisée des échantillons non probabilistes dans la majorité des recherches en psychologie, des meilleures pratiques sont suggérées pour traiter le non-respect des hypothèses qui leur est inhérent. Ensuite, la préoccupation qui perdure quant à la taille de l'échantillon est examinée. Une fois les données amassées, avant de procéder à leur analyse, il faut souvent tenir compte de divers éléments, tels que le taux de réponse, les données manquantes, les valeurs aberrantes et les sous-groupes de la population. Des recommandations sont formulées pour chacun des éléments des recherches, qui tiennent compte des attentes des rédacteurs en chef, des relecteurs et du lectorat.
This study explored personality and motivational traits related to teleworker performance and satisfaction, including sociability, need for achievement and autonomy, diligence and organisation. ...Situational factors were also compared between teleworkers and non‐teleworkers, such as number of children, job autonomy and job complexity. Implications for research and practice are discussed.
Objective: To test a model incorporating job characteristics, biopsychosocial, lifestyle, and nonmodifiable factors as they relate to coronary heart disease (CHD). Specifically, job characteristics ...and nonwork social ties (NWST) were examined as predictors of biopsychosocial health (BPSH), which was, in turn, expected to predict CHD directly and indirectly through influencing lifestyle. We also examined how age and family history of premature heart disease predicted objectively measured CHD risk. Within this model, sex differences were explored. Method: A structural equation modeling analysis of data from a cross-sectional sample of 541 employees (317 men and 224 women) taking part in a cross-organization workplace wellness program. T tests of sex differences were also conducted. Results: Positive perceptions of job characteristics and NWST predicted positive BPSH. BPSH displayed no direct relationship to CHD risk, but positively predicted a healthier lifestyle. A healthier lifestyle was related to lower levels of CHD risk. Family history, but not age, was also useful in predicting CHD risk. Analyses indicated that men were significantly worse on all objective measures of CHD risk factors, but no other main effect sex differences were found. There were no differences between men and women in the relationships between variables. Conclusions: Adds to a body of literature indicating the importance of psychological components of the job in determining biopsychosocial health, and the importance of this variable in its impact on lifestyle decisions. The results support continued efforts to guide future interventions on lifestyle for both men and women.
Social workers practicing in governmentmandated child welfare programs experience several unique challenges and workplace stressors that can contribute to social worker workplace dissatisfaction and ...higher rates of turnover. Most research on workplace wellbeing primarily focuses on workplace characteristics rather than on other variables, such as personal and professional life factors. From a sample of child welfare workers (n = 145), and following a model of subjective well-being, our findings show that three factors—work, profession, and personal life—significantly predict overall social worker satisfaction and intention to leave, confirming previous research on the multiple aspects of a social worker’s life that contributes to his or her subjective well-being.
Purpose - This study aims to empirically investigate the role of organizational culture and climate in supporting intellectual capital (IC) management systems. Specifically, it seeks to investigate ...the relationship between organizational characteristics (culture and climate) and IC management systems in the Middle East (Iran and Lebanon) and Canada.Design methodology approach - Data were gathered via a survey instrument and statistical analysis was used to test for significance between dependent and independent variables. Then a two-stage hierarchical multiple regression was used to test for the nature and effects of country of origin as a moderating variable.Findings - The findings suggest that both culture and climate play significant roles in developing management systems for IC. In addition, for country, when organizational climate improves, Middle Eastern respondents perceived an even greater improvement in IC management systems compared to their Canadian counterparts.Originality value - There is limited research that has been undertaken to compare developed and developing countries with regard to the influence of organizational characteristics on IC management systems. This research is timely given the recent publication of the Arab Human Development Report and the Arab Knowledge Report. This study provides insight into the ability of organizations in the Middle East to develop a knowledge base and reduce the knowledge gap between the Arab world and countries currently classified as knowledge intensive.
Performance appraisal is a topic that is of both theoretical interest and practical importance. As such, it is one of the most researched topics in industrial and organisational psychology. Several ...measurement issues are central to performance appraisal including: (a) how performance has been measured, (b) how to improve performance appraisal ratings, (c) what is meant by performance, and (d) how the quality of ratings has been defined. Each of these are discussed along with the shortcomings of the extant literature in helping to come to grips with these important issues. Next, some of the new challenges facing performance appraisal, given its historical focus on single individuals being evaluated, are highlighted. In particular, the appraisal problems inherent in the assessment of team performance and the complexities inherent in multisource feedback systems are covered. We conclude with a short discussion of the litigious issues that can arise as a result of poor performance management practises.
L'évaluation de la performance est un sujet intéressant sur le plan théorique et important dans la pratique. De fait, il s'agit d'un des sujets les plus étudiés en psychologie industrielle et organisationnelle. Plusieurs questions liées à la mesure sont centrales en évaluation de la performance, dont : (a) comment la performance a été mesurée, (b) comment améliorer la cotation dans l'évaluation de la performance, (c) que signifie performance et (d) comment la qualité de la cotation a été déterminée. Chacune de celles-ci est abordée à la lumière des limites de la littérature existante, de manière à en approfondir la compréhension. Ensuite, quelques-uns des défis que pose l'évaluation de la performance, compte tenu de la tendance historique à mettre l'accent sur l'évaluation individuelle, sont soulignés. Particulièrement, les problèmes d'évaluation inhérents à l'évaluation de la performance d'équipe et les complexités inhérentes aux systèmes de rétroaction multisources sont couverts. Nous concluons avec une brève discussion à propos des questions litigieuses pouvant découler de pratiques managériales inadéquates.
Predicting Social Workers' Subjective Well-Being Graham, John R.; Bradshaw, Cathryn; Surood, Shireen ...
Human service organizations, management, leadership & governance,
20/8/8/, Letnik:
38, Številka:
4
Journal Article
Recenzirano
Understanding subjective well-being can provide a full assessment of how people evaluate overall life satisfaction. Research and literature have yet to explore this social science concept as it ...relates to practicing social workers. As a corrective the following research reports on data collected from a representative sample of 646 social workers who completed a survey that measures subjective well-being (SWB, the social scientific concept of happiness). Findings reveal responses regarding life and job satisfaction and physical stress that are not dissimilar to responses one might find among general populations. The regression analysis uncovered several predictors of satisfaction. The socio-demographic, work, and stress predictors explained over 52% of variance in overall social worker satisfaction. Also, type of employer and age played a role in predicting organizational satisfaction. Similar findings, with some differences, were found with predicting professional association and organizational satisfactions. Further, employees of the child welfare system demonstrated lower SWB levels than their counterparts employed in other fields. This article considers implications for social work administration and practice that involves enhancing those factors that are positively associated with SWB and minimizing those that are not.
Purpose - The management of intellectual capital (IC) within organizations depends on appropriate organizational structures and characteristics. This paper seeks to argue that certain structural, ...cultural, and climate characteristics will lead to more effective IC management.Design methodology approach - The paper reviews the theoretical and empirical IC literature, as well as the literatures regarding organic environments, trust, participative decision making, and creative renewal processes, to develop a model relating to the antecedent conditions necessary for the management of IC.Findings - The model developed will assist researchers in the identification and exploration of variables linked to the effective management of IC within organizations.Practical implications - It is concluded that managers of organizations need to create organic structures, build trust with employees, encourage creative renewal, and develop participative decision-making processes.Originality value - By integrating several fields of the literature that relate to IC management, the paper suggests propositions that deserve future research consideration.
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