Individual Research Productivity Research Articles

National Institutes of Health funding among vascular surgeons is rare

BackgroundThe National Institutes of Health (NIH) is an essential source of funding for vascular surgeons conducting research. NIH funding is frequently used to benchmark institutional and individual research productivity, help determine eligibility for academic promotion, and as a measure of scientific quality. We sought to appraise the current scope of NIH funding to vascular surgeons by appraising the characteristics of NIH-funded investigators and projects. In addition, we also sought to determine whether funded grants addressed recent Society for Vascular Surgery (SVS) research priorities. MethodsIn April 2022, we queried the NIH Research Portfolio Online Reporting Tools Expenditures and Results (RePORTER) database for active projects. We only included projects that had a vascular surgeon as a principal investigator. Grant characteristics were extracted from the NIH Research Portfolio Online Reporting Tools Expenditures and Results database. Principal investigator demographics and academic background information were identified by searching institution profiles. ResultsThere were 55 active NIH awards given to 41 vascular surgeons. Only 1% (41/4037) of all vascular surgeons in the United States receive NIH funding. Funded vascular surgeons are an average of 16.3 years out of training; 37% (n = 15) are women. The majority of awards (58%; n = 32) were R01 grants. Among the active NIH-funded projects, 75% (n = 41) are basic or translational research projects, and 25% (n = 14) are clinical or health services research projects. Abdominal aortic aneurysm and peripheral arterial disease are the most commonly funded disease areas and together accounted for 54% (n = 30) of projects. Three SVS research priorities are not addressed by any of the current NIH-funded projects. ConclusionsNIH funding of vascular surgeons is rare and predominantly consists of basic or translational science projects focused on abdominal aortic aneurysm and peripheral arterial disease research. Women are well-represented among funded vascular surgeons. Although the majority of SVS research priorities receive NIH funding, three SVS research priorities are yet to be addressed by NIH-funded projects. Future efforts should focus on increasing the number of vascular surgeons receiving NIH grants and ensuring all SVS research priorities receive NIH funding.

NIH Funding Among Vascular Surgeons Is Rare and Aligns Poorly With Society for Vascular Surgery Priorities

The National Institutes of Health (NIH) is an essential source of funding for vascular surgeon-scientists. NIH funding is frequently used to benchmark institutional and individual research productivity, help determine eligibility for academic promotion, and as a measure of scientific quality. We sought to determine NIH-funded vascular surgeon characteristics along with amounts, types, and content areas of NIH funding. In addition, we also sought to determine whether funded grants addressed recent Society for Vascular Surgery (SVS) research priorities.

Knowledge hiding behaviors as moderator between machiavellianism, professional envy and research productivity: Empirical evidence from emerging economy

Working in a toxic environment makes it harder to be productive. This study examines the direct impact of Machiavellianism and professional envy on research productivity (individual and group) with the moderating role of knowledge-hiding behaviors. For this purpose, through convenience sampling, an online survey through Google Docs was conducted, and 221 permanent faculty members from private sector higher education institutions participated. The impact of moderating variables between predictors and criterion variables was tested through PROCESS-macro. The findings of this study revealed that Machiavellianism and professional envy have a significant negative influence on individuals and as well group-based research productivity. In contrast, knowledge hiding behaviors of faculty members moderate the relationships between Machiavellianism, professional envy, and individual and group-based research productivity.

The individual characteristics, organizational characteristics and research productivity of early career LIS researchers in China’s mainland: A crisp set qualitative comparative analysis (csQCA)

There existed discrimination, including gender discrimination, first degree discrimination, etc., when assessing the future research productivity of PhD graduates in recruitment in China’s mainland. Were PhD students who did not possess certain conditions (e.g. first degree receiving from a non-key university) unable to achieve high research productivity after graduation? Previous studies focused on the “net effects” of individual and organizational characteristics on research productivity by using quantitative methods (e.g. regression analysis). However, researchers’ research productivity might be due to the interactions of multiple factors rather than a single factor. This study aimed to analyze the effects of the combined conditions (interactions) of individual and organizational characteristics on the research productivity of early career library and information science (LIS) researchers under the context of employment discrimination in the academic job market of China’s mainland. Early career LIS researchers who graduated from China’s mainland universities/institutions between 2011 and 2015 were selected as the sample ( n = 62). csQCA was employed to analyze the data. The results revealed that the effects of a single condition did not directly contribute to the occurrence of high research productivity. There were two combinations of conditions that could contribute to the high research productivity of early career LIS researchers. The first combination that contributed to the high research productivity of an early career LIS researcher was receiving his or her bachelor’s degree from a key university, publishing higher than the median number of articles indexed by Web of Science core collections (WOS) during their PhD and working in a key university after PhD graduation. The second combination was being male, publishing more than the median number of articles indexed by the WOS and the local core journals index during their PhD, and working at a key university after PhD graduation.

Deepening the Effects of the Academic Inbreeding: Its Impact on Individual and Institutional Research Productivity

Deepening the Effects of the Academic Inbreeding: Its Impact on Individual and Institutional Research Productivity

Managing individual research productivity in academic organizations: A review of the evidence and a path forward

The management of research productivity is central to university governance and drives a broad range of decisions, including those on hiring, promotion and funding allocation. Policymakers and academic leaders responsible for improving their institutions’ research performance need an evidence-based understanding of the organizational factors that can be managed in pursuit of better publication outcomes. Our paper reviews the empirical evidence on the drivers of research productivity that can be actively managed by organizations and policymakers. Such drivers include organizational structures, research culture, features of task environment for academic work, and resource allocation. To advance the state of science in research productivity literature, we then analyze assumptions and highlight mechanisms that need to be explored in order to improve theoretical and methodological state of the field. We suggest directions for future research with the aim to create a deeper and more cohesive body of knowledge on how organizations, funding bodies, and government agencies can influence scientific performance at the individual level. To advance the practice of research management, we offer a rigorous synthesis of existing empirical evidence that can help academic leaders in supporting and developing faculty research productivity within their institutions.

Determinants of Employee’s Research Productivity in Non-Academic Organizations and Building and Validating a Self-Assessment Tool

Research is a systematic approach to answering evolving inquiries and creating new knowledge critical for organizational development, competitiveness, and innovation. This study aimed to identify the determinants that affect employee individual research productivity. And to create a reliable and valid measurement tool to assist organizations in identifying employees who are ready to produce research. The authors conducted a comprehensive literature review about the topic, illustrated the relationship between the relevant variables in a model, and tested the tool quantitatively on a sample of 161 nurses at a tertiary hospital in the UAE. The analysis revealed that integration of self-efficacy and self-determination plays a critical role in individual research productivity in non-academic organizations. The study also came up with a reliable and valid tool.

Individual characteristics that may influence UEL staffs’ research roductivity

Promting research has always been identified as a focus in the activities of the University of Economics and Law (UEL), which has been oriented as a research-oriented university. This article aims to examine the relationship between UEL staffs' individual characteristics and their research productivity, as regards publications on international and domestic journals. This study helps to gain un understanding of the correlation between these individual characteristics and research productivity. The study was conducted through quantitative analysis with descriptive and inferential statistics with 96 observations (i.e., 96 UEL staffs). The data from the questionnaire was analyzed through descriptive and inferential statistics including exploratory factor analysis (EFA) and Poisson regression analysis. The results show that research skills and orientation, autonomy, and commitment in research as individual characteristics were positively correlated with research productivity. Therefore, promoting UEL staffs' research productivity requires the enhancement of their research skills as well as facilitaing their research orientation, autonomy and commitment. The findings from the study offer implications to institutional leadership on the strategies to increase the their staffs' research productivity, focusing on developing scientific research capacity and professional development, and paying attention to individual characteristics and publications as research outputs, one of the key components for the university to be considered as a research-oriented university.

Effects of Organizational Climate, Psychological Contract Breach and Communication

The purpose of this study was to examine the effects of organisational climate, psychological contract breach, and effective communication on individual research productivity at the National University of Lesotho. The study also examined the relative importance of personal factors and perception of contextual factors on research productivity. Data were collected through self-administered questionnaires distributed to 160 faculty members. Hierarchical regression analysis, partial least squares structural equation modelling, usefulness analysis and relative weight analysis were used to analyse data. The results suggest that organisational climate was positively related to effective communication and negatively related to psychological contract breach. Effective communication mediated the relationship between organisational climate and research productivity. Contrary to seminal predictions, organisation climate was negatively, and psychological contract breach was positively related to research productivity. Personal factors explained incrementally higher variance than contextual factors in the explanation of research productivity. We discuss these results, and provide managerial and practical implications.

Stars in a small world: social networks in auditing research

This paper investigates the structure of scientific collaboration in auditing research and its impact on the production of published research. To this end, we model networks of authors who published auditing research papers in 12 peer-reviewed accounting and auditing journals from 1997 to 2016. The collaboration network of auditing researchers has a right-skewed degree distribution, according to which there is a small number of authors that each have many coauthors. Moreover, we find that the network of auditing researchers has small-world characteristics that imply a more integrated connectivity among researchers. The small-world phenomenon is shaped by the network stars, i.e., authors who act as intermediaries among their large number of coauthors. We also discover that the star structure affects individual research productivity. The small-world results are robust when our sample is expanded to incorporate accounting research over the same 20-year period.

Comprehensiveness and uniqueness of commercial databases and open access systems

In this study, scholarly communication systems provided by commercial services and open access systems are examined on the basis of the comprehensiveness and uniqueness of their coverage. Commercial databases (Web of Science and Scopus) are compared with search engine (Google Scholar), aggregate institutional repositories (OAIster and OpenDOAR), and the open access system for physics research (arXiv). Retrievals were conducted from the six databases or systems, and the output at each location was compared with that at the others. Journal articles published by Nobel laureates in physics from 2001 to 2013 were selected as samples in this study. The study reveals that search engine tend to provide more resources than do commercial databases but also that commercial databases have better coverage than institutional repositories. Institutional repositories showed a zero percentage of uniqueness when compared with Google Scholar. The results of the present study may provide suggestions to researchers, thereby enabling them to select better information and reference sources for scholarly assessment of individual research productivity and influence; consequently, their international visibility and diffusion may be enhanced.

Industry Funding Is Correlated With Publication Productivity of US Academic Radiation Oncologists

PurposeIndustry payments to physicians are financial conflicts of interest and may influence research findings and medical decisions. We aim to (1) characterize industry payments within radiation oncology; and (2) explore the potential correlation between receiving disclosed industry payments and academic productivity. Materials/MethodsCMS database was used to extract 2015 industry payments. For academic radiation oncologists, research productivity was characterized by h- and m-indices, as well as receipt of National Institutes of Health (NIH) funding, which is not an industry payment. Logistic regression models were used to determine whether publication metrics (m-index, h-index) and other study characteristics such as gender, PhD status, NIH institution funding status, were associated with the endpoints, research and general payments. Associations between the amount of payments (if any) and publication metrics were further studied using linear regression models. ResultsA total of 22,543 individual payments totaling $25,532,482 to 2,995 radiation oncologists were included. Among the 1,189 academic radiation oncologists, 75% received less than $167; on the other hand, 10 (<1%) individuals received $6,425,728 (51%) of payments. On multiple logistic regression, research payments were significantly associated with the m-index, odds ratio 2.86 (95% confidence interval, 1.84-4.45, p-value <0.0001); as well as with the h-index, odds ratio 1.03 (95% confidence interval, 1.01-1.05, p-value <0.0001). The linear regression model shows that both m-index and h-index were significantly positively associated with the amount of general payments (p-values <0.0001). ConclusionThere is an association between disclosed payment from the industry and increased individual research productivity metrics. Further research to find the cause behind this association is warranted.

The Effect of Individual and Leadership Characteristics Toward Research Productivity with Institutional Characteristics as a Mediator Variable: Analysis Toward Academic Lecturers in the Faculty of Economics and Faculty of Linguistic and Arts at University

This research analyses the influence of both individual and leadership characteristics on research productivity, mediated by institutional characteristics, of the lecturers in the Faculty of Economics and the Faculty of Languages and Arts at the University of X in Jakarta. We distributed a questionnaire with closed questions to 100 lecturers who are not department heads and hold master's degrees or higher. We then performed a quantitative analysis of mediation using SPSS software. The results indicate that the effect of individual characteristics on research productivity is partially mediated by institutional characteristics, and that the effect of leadership characteristics on research productivity is fully mediated by institutional characteristics.

Promotions and Earnings – Gender or Merit? Evidence from Longitudinal Personnel Data

This study examines the determinants of promotions, performance evaluations and earnings using unique longitudinal data from the personnel records of a large university. The study focuses on the role of gender in remuneration using, first, information on the complexity ratings of job tasks to define promotions on job ladders and, second, information on objective individual productivity. The study finds that individual research productivity was an important determinant of promotions and earnings. The results indicate that gender has no effect on the probability of being promoted, conditional on productivity, nor does it play a role in the performance evaluation of employees. Furthermore, the results suggest that contemporaneous productivity measures provide a usable proxy for the past productivity of a worker.

A need to accelerate health research productivity in an African University: the case of Makerere University College of Health Sciences

BackgroundIn the last decade, Makerere University College of Health Sciences (MakCHS) has taken strides in research and training to improve healthcare through collaborative training and research programs. However, there is limited data on the trends of MakCHS faculty contributions to research and on faculty growth to take leading roles in health research. This paper reviews MakCHS faculty research publications over 15.5 years and outlines possible strategies to enhance faculty research outputs.MethodsWe used a mixed methods approach. A systematic review of research publications by faculty at MakCHS (PubMed and Google Scholar from January 1, 2000, to June 30, 2015) to quantify the number of research articles, areas researched, authorship contribution by MakCHS faculty, source of funding, as well as affiliated local and international collaborations. Graphs were used to shown trends in publications and leadership of authorship by faculty. Annual individual faculty research productivity was presented as publication per capita. Qualitative data on high priority needs to improve research outputs was collected through focus group discussions (FGDs) with faculty members, and analysed manually into emerging themes.ResultsOf 298 faculty at MakCHS at 2015, 89 (30%) were female and 229 (77%) were junior and mid-level faculty (senior lecturer and below). The PubMed and Google Scholar searches yielded 6927 published articles, of which 3399 (49%) full-text articles were downloaded for analysis, 426/3825 (11%) available as titles/abstracts only, and 598/4423 (14%) were excluded. Only 614 articles were published in 2014, giving a publication per capita of 2.1 for any authorship, and 0.3 for first and last authorship positions. MakCHS faculty increasingly contributed as first, second, third, and last authors. Up to 57% of research was in infectious diseases, followed by non-communicable diseases (20%) and non-communicable maternal child health (11%). Priority needs to improve research outputs, as expressed by faculty, were (1) an institutionally led faculty career development program, (2) skills building in research methods and scientific writing, (3) protected time for research related activities, (4) opportunities for collaborative research, and (5) use of individual development plans.ConclusionFaculty research productivity was low and dominated by infectious diseases and non-communicable disease research. There is a need for structured institutional support to optimise faculty research outputs. Only with increased research productivity will MakCHS and other academic institutions be able to make a significant contribution in addressing national health challenges.

Gender comparisons of social work faculty using H-Index scores

The objective of this study is to determine the role of gender and faculty rank in explaining variance in individual research impact and productivity for social work doctoral faculty. Research impact and productivity were assessed with the H-Index, which is a widely used citation index measure that assesses the quality and quantity of published research articles. We compared the individual H-Index scores for all doctoral level social work faculty from doctoral programs in the United States (N = 1699). Differences in H-Index means were assessed between genders at each tenure-track faculty rank, and between faculty ranks for each gender. Both gender and faculty rank were associated with differences in scholarly impact and productivity. Although men had higher H-Index scores than women in all faculty ranks, the gender gap was the greatest between men and women at the Full Professor level. The gender gap was least pronounced at the Associate Professor level, where women's H-Index scores were closer to those of men. Results support previous studies in which women in the social sciences have lower H-Index scores than men. The diminished gap between men and women at the Associate Professor level may suggest that women get promoted to Full Professor less frequently than men at comparable career milestones. While the results of this study are consistent with the argument that women face unique barriers to academic promotion and other forms of academic success in social work, these results do not explain any specific barriers that may cause the gender gap.

Residents values in a rational decision-making model: an interest in academics in emergency medicine

Academic physicians train the next generation of doctors. It is important to understand the factors that lead residents to choose an academic career to continue to effectively recruit residents who will join the national medical faculty. A decision-making theory-driven, large scale assessment of this process has not been previously undertaken. To examine the factors that predict an Emergency resident's interest in pursuing an academic career at the conclusion of training. This study employs the ABEM Longitudinal Survey (n=365). A logistic regression model was estimated using an interest in an academic career in residency as the dependent variable. Independent variables include gender, under-represented minority status, survey cohort, number of dependent children, possession of an advanced degree, ongoing research, publications, and the appeal of science, independence, and clinical work in choosing EM. Logistic regression resulted in a statistically significant model (p<0.001). Residents who chose EM due to the appeal of science, had peer-reviewed publications and ongoing research were more likely to be interested in an academic career at the end of residency (p<0.05). An increased number of children (p<0.05) was negatively associated with an interest in academics. Individual resident career interests, research productivity, and lifestyle can help predict an interest in pursuing an academic career. Recruitment and enrichment of residents who have similar values and behaviors should be considered in programs interested in generating more graduates who enter an academic career.

India: Alok – masterbatch

This paper reviews the literature on research performance with the focus on human resource management (HRM) practices. Attention is directed to specific correlates that influence high research performance at institutions of higher education. To answer the research question an extensive analysis of previous research studies is conducted. This study imparts a clarification of specific HRM practices that influence individual research productivity and lead to research excellence. HRM practices are classified into skill-enhancing, motivation-enhancing and opportunity–enhancing practices for research-oriented work. Results reflect the references of previous studies to analyse determinants of research performance in a complex and structural manner and reveal a specific set of HRM practices that enable to transform personal characteristics into performance. Institutions of higher education can use the findings effectively applying HRM practices enhancing research performance.

Umiędzynarodowienie badań naukowych – polska kadra akademicka z perspektywy europejskiej

Prezentowany tekst analizuje umiędzynarodowienie polskiej kadry akademickiej z europejskiej perspektywy porównawczej i ilościowej, na podstawie rozległego materiału empirycznego, który obejmuje dane pierwotne pochodzące z dużej próby przedstawicieli kadry akademickiej 11 krajów Europy (Austrii, Finlandii, Niemiec, Irlandii, Włoch, Holandii, Norwegii, Polski, Portugalii, Szwajcarii i Wielkiej Brytanii). Nasze badania pokazują, że polska wspólnota akademicka jest dziś dość dobrze umiędzynarodowiona w obszarze dydaktyki i nieco gorzej w obszarze badań naukowych i publikacji. W tym drugim przypadku chodzi o grupę publikującą, której udział w całej kadrze jest niestety najmniejszy w 11 badanych krajach. Nie ma również istotnych różnic między Polską a porównywanymi krajami europejskimi w dziedzinie tych przekonań akademickich i (większości) działań akademickich, które bezpośrednio wiążą się z umiędzynarodowieniem. Polski system szkolnictwa wyższego jest mniej umiędzynarodowiony jedynie w kilku parametrach powiązanych z badaniami naukowymi i publikacjami, a same różnice nie są tak duże, jak można by przypuszczać. Polskie wzorce publikowania zagranicznego odpowiadają wzorcom europejskim – naukowcy z „twardych” obszarów nauki są bardziej umiędzynarodowieni niż ich koledzy z obszarów „miękkich” pod względem wszystkich najważniejszych parametrów związanych z publikowaniem i wzorzec ten nie różni się niczym od wzorców występujących w badanych krajach. Nasze badania pokazują też, że produktywność badawcza polskich naukowców (zgodnie z europejskimi wzorcami) jest silnie skorelowana z międzynarodową współpracą badawczą: średni wskaźnik produktywności badawczej dla polskich naukowców włączonych do współpracy międzynarodowej („umiędzynarodowionych”) jest wyższy niż ten sam wskaźnik dla naukowców nieprowadzących współpracy zagranicznej („lokalnych”) we wszystkich dziedzinach nauki (o 60-140%). Polscy naukowcy są średnio mniej umiędzynarodowieni pod względem badań niż wynosi średnia europejska, jednak wskaźnik produktywności badawczej polskich „umiędzynarodowionych” jest średnio dużo wyższy niż wskaźnik produktywności badawczej polskich „lokalnych”.

HRM Practices Enhancing Research Performance

This paper reviews the literature on research performance with the focus on human resource management (HRM) practices. Attention is directed to specific correlates that influence high research performance at institutions of higher education. To answer the research question an extensive analysis of previous research studies is conducted. This study imparts a clarification of specific HRM practices that influence individual research productivity and lead to research excellence. HRM practices are classified into skill-enhancing, motivation-enhancing and opportunity–enhancing practices for research-oriented work. Results reflect the references of previous studies to analyse determinants of research performance in a complex and structural manner and reveal a specific set of HRM practices that enable to transform personal characteristics into performance. Institutions of higher education can use the findings effectively applying HRM practices enhancing research performance.