The Development of an On-line Submission and Peer Review System

Online submission and peer review is emerging as the next step forward for many journal publishers in an ever increasing drive to take advantage of technological improvements in transferring data electronically over the internet. The Electronic Submission and PEer REview (ESPERE) project was initiated in 1996 as an electronic Libraries (eLib) initiative of the Higher Education Funding Council for England (HEFCE). Subsequently the project continued as a self-funding group composed of a consortium of learned society and commercial journal publishers intent on utilising the changes in technology to improve the services they provide to their authors as well as cutting their costs and increasing efficiencies.

O novo sistema de análise prévia dos atos de concentração e a questão do Gun-Jumping: traçando parâmetros para as empresas

Em 29 de maio de 2012 entrou em vigor a Lei nº 12.529/2011, que introduziu no Brasil o sistema de análise prévia dos atos de concentração. Nesse novo regime, as empresas deverão preservar as condições de concorrência entre si e não mais poderão consumar a operação antes de sua aprovação pelo Conselho Administrativo de Defesa Econômica (CADE), sob pena de violarem as regras do sistema de análise prévia das operações, i.e., praticarem gun-jumping ilegal. Contudo, nem a Nova Lei, nem o Novo Regimento Interno do CADE especificaram quais práticas implicariam a consumação da operação. Dessa forma, o presente trabalho buscou identificar parâmetros, através da experiência americana e europeia e da análise de acordos de preservação da reversibilidade da operação, que pudessem auxiliar as empresas a conduzirem suas atividades no momento que antecede a aprovação da operação.

E-commerce system simulation for construction and demolition waste exchange

This article introduces a quantitative approach to e-commerce system evaluation based on the theory of process simulation. The general concept of e-commerce system simulation is presented based on the considerations of some limitations in e-commerce system development such as the huge amount of initial investments of time and money, and the long period from business planning to system development, then to system test and operation, and finally to exact return; in other words, currently used system analysis and development method cannot tell investors about some keen attentions such as how good their e-commerce system could be, how many investment repayments they could have, and which area they should improve regarding the initial business plan. In order to exam the value and its potential effects of an e-commerce business plan, it is necessary to use a quantitative evaluation approach and the authors of this article believe that process simulation is an appropriate option. The overall objective of this article is to apply the theory of process simulation to e-commerce system evaluation, and the authors will achieve this though an experimental study on a business plan for online construction and demolition waste exchange. The methodologies adopted in this article include literature review, system analysis and development, simulation modelling and analysis, and case study. The results from this article include the concept of e-commerce system simulation, a comprehensive review of simulation methods adopted in e-commerce system evaluation, and a real case study of applying simulation to e-commerce system evaluation. Furthermore, the authors hope that the adoption and implementation of the process simulation approach can effectively support business decision-making, and improve the efficiency of e-commerce systems.

EVALUATION OF AN AUTOMATED AMBULATORY MEDICAL RECORD SYSTEM

This research was intended to evaluate an automated ambulatory medical record and chart review system. Chart review as conceptualized in this research is a series of statements that are made by the computer after reviewing the patients entire computer medical record. The actual chart review st

Conceptualising tax expenditures : commentary

The tax expenditures concept has been part of the Australian tax review system since 1973. In view of the fact that tax expenditures are considered part of the tax-transfer system, and that paragraph 9 of the terms of reference for the Review Panel requires a consideration of all relevant tax expenditures, we can be confident that they will be considered once again in the final report of Australia’s Future Tax System Review Panel. However, an examination of previous Government and Parliamentary reviews suggests that few of the resulting recommendations are adopted. Previous recommendations have resulted in the acknowledgement of and concern over tax expenditures, but have led to only one significant advancement: the publication of an annual tax expenditures statement. It is apparent that Brooks in his paper aims to ensure, and makes a compelling case for, the significance and central role tax expenditures should play in the Review Panel deliberations. In doing so, Brooks explores the concept itself as well as the conceptual implications impacting on the more pragmatic aspects of tax expenditure analysis. At the outset, Brooks explains why tax expenditures cannot be evaluated using traditional criteria of equity, neutrality, and simplicity, but rather can only be understood and evaluated using budgetary criteria.

O sistema bicameral sob a perspectiva da eficiência e rendimento do processo legislativo brasileiro nas casas revisoras - um estudo na área da saúde

Estudo sobre o processo legislativo e as proposições de iniciativa dos deputados que tramitaram no sistema de revisão bicameral durante o período de 2007 a 2011. Concentra-se na análise do sistema bicameral brasileiro, sob a perspectiva dos projetos de lei de iniciativa parlamentar na Câmara dos Deputados de matérias concernentes à saúde, com o propósito de observar o desempenho legiferante da Casa revisora. O estudo se desenvolveu em dois momentos: primeiro, sob o aspecto da análise das alterações demandadas no Senado e segundo, com a observação do tempo demandado para a revisão bicameral neste sistema de ¿idas e vindas¿ entre as Casas. Foi avaliada a qualidade temática das matérias das proposições e identificada a preferência da demanda parlamentar por projetos de cunho simbólico/burocrático, precedendo a políticas que visam a prevenção de doenças, seguidos de medidas que objetivam reduzir os riscos à saúde. Classificou-se também projetos para regulamentação de acordos internacionais e doações e projetos que dispõem sobre a proteção de direitos na área da saúde.

Modulação temporal de efeitos: uma abordagem dogmática e dialógica

A presente dissertação objetiva ampliar o tratamento dogmático da modulação temporal dos efeitos da decisão que reconhece a inconstitucionalidade de atos normativos. Busca-se também abordar a perspectiva prospectiva no controle de legalidade e na aferição de juridicidade dos demais atos não normativos praticados no âmbito dos três poderes. Além de abordar os pressupostos teóricos subjacentes à abordagem prospectiva, foram analisados os sistemas de controle de constitucionalidade e os distintos regimes conferidos às situações de invalidade. Promove-se a releitura do tema de forma a reconduzir a modulação dos efeitos temporais à ponderação entre os princípios constitucionais violados pela norma que se pretende declarar inválida e os que tutelam as relações jurídicas que se formaram durante a vigência da norma declarada inválida. Discorre-se particularmente sobre o tema no Brasil, evidenciando-se que a perspectiva prospectiva não se circunscreve apenas ao regramento formal estabelecido pelas normas infraconstitucionais. Por fim, apresenta-se a modulação de efeitos como uma ferramenta valiosa de diálogo institucional, que pode permitir a conciliação dos espaços próprios dos poderes constituídos, temperando um eventual ativismo judicial. Evidencia-se que a modulação temporal de efeitos funciona como ponte entre as teorias empíricas e normativas. Vale-se de abordagens consequencialistas e institucionais sem se descurar da preocupação normativa e dogmática. Permite concomitantemente o debate mais intenso e o diálogo entre os poderes, tudo com o objetivo de se assegurar a concretização dos preceitos constitucionais de uma forma mais harmônica e sistemática.

多角色需求评审系统的设计与实现

需求质量对于软件产品质量有至关重要的影响,而需求评审是保证需求质量的有效手段之一.目前的需求评审存在效率低、问题发现率不高、评审结果难以被有效处理等问题.在对需求特性进行研究,以及对实际项目中人员角色及其关注点进行调研的基础上,开发了多角色的需求评审系统MRRS.MRRS系统为每类角色的评审人员提供有针对性的评审指标体系,依照预设算法对评审结果进行量化处理,以GUl形式展示结果,为项目决策提供支持.应用了MRRS系统后,评审效率提高一倍以上.

Estimating the incidence, prevalence and true cost of asthma in the UK: Secondary analysis of national stand-alone and linked databases in England, Northern Ireland, Scotland and Wales-a study protocol

Introduction Asthma is now one of the most common long-term conditions in the UK. It is therefore important to develop a comprehensive appreciation of the healthcare and societal costs in order to inform decisions on care provision and planning. We plan to build on our earlier estimates of national prevalence and costs from asthma by filling the data gaps previously identified in relation to healthcare and broadening the field of enquiry to include societal costs. This work will provide the first UK-wide estimates of the costs of asthma. In the context of asthma for the UK and its member countries (ie, England, Northern Ireland, Scotland and Wales), we seek to: (1) produce a detailed overview of estimates of incidence, prevalence and healthcare utilisation; (2) estimate health and societal costs; (3) identify any remaining information gaps and explore the feasibility of filling these and (4) provide insights into future research that has the potential to inform changes in policy leading to the provision of more cost-effective care.

Methods and analysis Secondary analyses of data from national health surveys, primary care, prescribing, emergency care, hospital, mortality and administrative data sources will be undertaken to estimate prevalence, healthcare utilisation and outcomes from asthma. Data linkages and economic modelling will be undertaken in an attempt to populate data gaps and estimate costs. Separate prevalence and cost estimates will be calculated for each of the UK-member countries and these will then be aggregated to generate UK-wide estimates.

Ethics and dissemination Approvals have been obtained from the NHS Scotland Information Services Division's Privacy Advisory Committee, the Secure Anonymised Information Linkage Collaboration Review System, the NHS South-East Scotland Research Ethics Service and The University of Edinburgh's Centre for Population Health Sciences Research Ethics Committee. We will produce a report for Asthma-UK, submit papers to peer-reviewed journals and construct an interactive map.

Primed and prejudice: the Kurantha-Bothata study

O sistema de peer review é uma ferramenta fundamental nas publicações científicas, cujo objetivo é selecionar os estudos que contribuem para o avanço do conhecimento. No entanto, questionamentos tem surgido acerca de vieses no sistema de peer review. Um exemplo é o estudo "Lost science in the third world" (Gibbs, 1995), que afirma existirem sérios vieses em relação à origem dos pesquisadores. Ainda que haja evidências para suportar esse argumento, nosso conhecimento acerca de vieses no sistema de peer review ainda é limitado, já que poucos estudos controlados podem ser encontrados na literatura. No presente trabalho, foi realizado um exeprimento no qual os sujeitos deveriam avaliar um artigo sem qualquer identificação de autoria, exceto por uma nota de rodapé onde constava o nome da instituição fictícia que financiou a pesquisa. Sob uma condição, o nome da agência financiadora é associado com o continente africano, enquanto na outra condição, o nome da agência é associado ao continente europeu. Os resultados dão indícios de que possa haver um viés relacionado às origens do autor.

Avaliação de periódicos científicos: Revista Brasileira de Educação Especial

The Brazilian Journal of Special Education was first published in 1992 and has been continuously evaluated internally by scholars of the Brazilian Association of Researchers in Special Education, and externally, by Capes and ANPEd. The last evaluation made by Capes indicated a Qualis A2 for the Brazilian Journal of Special Education. The aim of this article is to discuss these evaluations in order to improve the quality of the journal. The proposed evaluation focused on qualitative parameters presented by the Anped assessment, and statistical parameters available by SciELO. The result of this analysis is that the Brazilian Journal of Special Education has similar parameters to journals qualified as A1, and sometimes even higher than those. Discussion of quality improvement of the journal indicated: 1) the need to receive articles via internet through its peer review system; 2) assignment of coeditors to ensure the evaluation flow of submitted manuscripts; 3) investment in infrastructure, such as purchase of computers and software to improve editing and publishing.

Herramientas de gestión de compromiso para trabajadores del conocimiento

El objetivo de la línea de investigación seguida en esta tesis consiste en identificar palancas de gestión de las personas en las organizaciones que permitan mejorar su rendimiento mediante la gestión del compromiso de los profesionales de las organizaciones inmersas en la denominada sociedad del conocimiento. Para identificar dichas palancas se analizan algunos de los factores que, según la literatura científica, tienen como consecuencia cambios en la productividad, como son el compromiso organizacional y las conductas cívicas dentro de la organización. También, por su actualidad y relevancia en las prácticas de gestión de recursos humanos, se han analizado el impacto que tienen en estos factores en las prácticas empresariales que permiten conciliar vida profesional y personal el efecto del género en las distintas variables analizadas. Por todo lo anterior, en la investigación se analizan algunos de los factores de carácter psicosocial que promueven el compromiso en una organización, y se profundiza en dos conceptos: el análisis del compromiso de los profesionales con la organización para la que trabajan, y los comportamientos de ciudadanía organizativa que se exhiben en la organización por sus miembros. Para ello, se realiza un encuadramiento teórico de los siguientes conceptos: el compromiso como eje del trabajo; la ciudadanía organizativa como modelo cultural de la organización que promueve el compromiso; el rol de los líderes; los efectos de las políticas de conciliación; las diferencias de percepciones derivadas del género y un sistema de revisión de retributiva eficiente y coherente con el marco conceptual planteado. La metodología seleccionada para este trabajo ha sido el análisis en profundidad del caso de una empresa española, Red Eléctrica de España a través de tres pilares básicos: el primero consiste en el análisis exhaustivo de los datos obtenidos en las dos encuestas de clima social que dicha empresa realizó en el período 2006-2009; el segundo se centra en el desarrollo de un modelo matemático para el cálculo eficiente de recompensas salariales a través de un modelo de optimización; y el tercero es la consecuencia del conocimiento profundo que el autor tiene de la propia empresa, su cultura y funcionamiento, fruto de su experiencia profesional como directivo en el área de desarrollo de recursos humanos, función que desempeñó en la organización durante nueve años. En el análisis de este caso se ha investigado la influencia del género en el compromiso y la ciudadanía organizativa de los empleados de dicha organización, para identificar las diferencias de percepción que puedan ser explicadas por el género en una empresa muy masculina como es aquella. También, se ha incluido en este estudio de caso el análisis del efecto que presentan las medidas de conciliación en el compromiso de los empleados, por la relevancia que tiene este asunto en el panorama laboral español actual. Este análisis permite conocer hasta qué punto son o no motivadoras estas medidas en la organización analizada y, como consecuencia de ello, el tipo de gestión más oportuna de las mismas para conseguir no sólo los fines sociales que pretenden, garantizar que los empleados puedan compatibilizar sus exigencias laborales con una vida personal adecuada, sino también mejorar el clima, productividad y compromiso de éstos con la empresa. Para completar este análisis del caso, se han identificado de forma analítica los factores que mejor explican el clima de la organización y se ha concluido el papel central de la dirección que se concreta en la actuación de cada jefe, como motor del clima social en el equipo que dirige. Dado que la tesis pivota sobre el papel relevante que tiene la generación de una cultura de ciudadanía organizativa, se ha complementado el análisis con el desarrollo una herramienta de cálculo que facilita la determinación de los incrementos de la retribución fija de acuerdo con los principios de transparencia, equidad y justicia acordes con el modelo de empresa que promueve la virtud cívica de las personas empleadas en ella. Para ello se ha desarrollado un nuevo método de cálculo del incremento de retribución fija mediante un modelo analítico innovador y compacto de programación lineal entera mixta. Este modelo permite a las organizaciones realizar diseños de política retributiva de forma sencilla y rápida, a la vez que facilita la transparencia de las mismas en el proceso de gestión de la compensación. No se ha abordado el asunto de la determinación de la retribución variable, por ser un asunto relativamente menos complejo y profusamente tratado en la práctica directiva de las empresas. La primera de las conclusiones de la investigación realizada se refiere a los aspectos de la cultura organizativa que pueden identificarse como motores del compromiso. Se concluye que en el caso de estudio hay una fuerte relación mutua entre los rasgos que definen el compromiso emocional y los rasgos que determinan un comportamiento caracterizado como de ciudadanía organizativa. Se ha encontrado una correlación significativa y alta entre indicadores de compromiso y factores que recogen comportamientos de ciudadanía organizativa, correlación muy notable tanto para los factores de compromiso racional como para los de compromiso emocional. También se ha evidenciado que la correlación entre compromiso emocional y rasgos de comportamientos de ciudadanía organizacional es mayor que la que aparece entre compromiso racional y rasgos de comportamientos de ciudadanía organizacional. Desde el punto de vista de la práctica de gestión de recursos humanos, estas relaciones indican la conveniencia de promover una cultura organizacional basada en los principios de la ciudadanía organizativa para alcanzar altos niveles de compromiso emocional de los profesionales y mejorar la eficiencia organizativa. La segunda de las conclusiones se refiere al efecto de las políticas de conciliación en las organizaciones. Sobre este asunto se concluye que en el caso de estudio no puede considerarse que las medidas de conciliación tengan una fuerte relación con el compromiso emocional, y menos que puedan considerarse directamente una herramienta de generación de compromiso emocional. Sin embargo, sí que se detecta una cierta relación entre las percepciones de conciliación y de compromiso con la organización, y sobre todo, con el compromiso racional con la organización, que puede tener que ver con que para los empleados de la organización analizada, las medidas de conciliación son consideradas como una parte más de las condiciones laborales que ofrece la organización a los trabajadores. La tercera conclusión se refiere a la relación entre el género de los trabajadores y su nivel de compromiso y de ciudadanía organizativa. En el caso de estudio no se identifica una relación entre el género y el nivel de compromiso de los profesionales ni tampoco con la percepción de ciudadanía organizativa, variando la situación del período 2006 al período 2009. La cuarta conclusión se refiere al impacto que la actuación de los líderes (jefes) tiene en el clima social. En el caso de estudio, la actuación de los directivos y el nivel de compromiso que genera en los profesionales explica por sí sola más de un tercio de la varianza del clima organizativo, entendido como tal el que refleja el conjunto global de preguntas que constituyen la encuesta de clima del caso de estudio. Del análisis realizado se concluye que en el caso de estudio la percepción que los empleados tienen de sus jefes tiene un efecto relevante sobre el resto de percepciones de compromiso, ciudadanía organizativa y otros factores que conforman el clima social de la organización. La quinta y última conclusión supone la aportación de un modelo novedoso de cálculo de la recompensa económica coherente con un modelo de gestión empresarial mediante una cultura de ciudadanía organizativa. La solución que obtiene este modelo es el incremento salarial individual de cada profesional, que tiene en cuenta su rendimiento, posicionamiento salarial y encuadramiento profesional. Además de las restricciones presupuestarias, se consideran los principios de transparencia, equidad y justicia coherentes con el modelo conceptual planteado. La principal contribución de este trabajo es la formulación matemática de los criterios cualitativos que se emplean habitualmente en el proceso de revisión salarial. El método planteado supone una innovación que permite automatizar la metodología tradicional de gestión de incrementos salariales basados en matrices de incremento, así como evitar la aplicación de limitaciones en las valoraciones de desempeño derivadas de las restricciones presupuestarias que toda organización tiene. De esta manera se puede disponer de un mecanismo de revisión salarial que tiene en cuenta el desempeño de los profesionales, pero que permite la gestión “desacoplada” de la evaluación de rendimiento y la actualización de la retribución fija. ABSTRACT The aim of the research pursued in this thesis is to identify some human resources management levers in organizations to improve their performance through individual’s commitment management, focusing in organizations immersed in the so-called knowledge society. In order to find out these levers, the author analysed some of the psychosocial factors that promote engagement to the organizations and, according to the scientific literature, have effects in their productivity. These factors analysed are organisational commitment and citizenship behaviours. Additionally, the investigation also focuses on work-life balance policies and gender considerations, because of their relevance and topicality for the human resources’ policies. In the light of this, the investigation focuses on some of the psychosocial factors that promote organisational commitment, and delves into two concepts: the analysis of the commitment of professionals to the organization for which they work, and the organizational citizenship behaviours exhibited in the organization by its members. For this, a theoretical framework is performed for the following items: the professional’s commitment which is the pillar of this work; the organisational citizenship as a cultural model to promote that commitment; the role of the leaders; the effects of the work-life balance policies; the different perceptions of the professionals because of their gender; and an efficient salary review system, which is coherent with the conceptual framework set. The methodology selected for this work was the analysis in depth of the case of a Spanish company, Red Eléctrica de España, through three basic subjects: the first consists of a thorough analysis of the data obtained in the two work climate surveys made by this company in 2006 and 2009; the second focuses on the development of a mathematical model for calculating efficient salary reviews through an optimization model; and the third is the result of the author’s deep understanding of the company, its culture and its performance because of his professional experience as a manager in the area of human resource development, which was his role in the organization for nine years. The author investigated in the analysis of this case about the influence of gender on the employees’ organizational commitment and citizenship behaviours, in order to find out perception differences that can be explained by the highly masculine organisational culture such Red Eléctrica de España had during the studied period. Additionally, because of the importance of the work-life balance promotion in the Spanish labour scene, the case study analysis includes their effect in the employees’ commitment. This analysis allows to know motivating are these measures in the studied organization and, as a result, the most appropriate type of management thereof for social purposes, not only intended to ensure that employees can balance their work and personal demands, but also improving the work climate, the productivity and the organisational commitment. The investigation identifies the factors which best explain the work climate of the organization and concludes the central role of the leadership, embodied in the performance of every manager, to boost the work climate in their teams. Since this thesis pivots on the important role the generation of a culture of organizational citizenship has, the investigation has been complemented with the development of a analytic tool that facilitates the calculation of the salary review increments according to the principles of transparency, equity and justice in line with a work culture that promotes organisational citizenship behaviours. For this, this works develops a new method for calculating fixed salary increases through an innovative and compact mixed integer linear programming model. This model enables organizations to design compensation policies easily and quickly, and facilitates the transparency of the compensation management system. The method for determining variable remuneration has not been addressed because it is relatively less complex issue and widely discussed. The first conclusion of the conducted investigation concerns aspects of organizational culture that could be identified as commitment drivers. In the case study exists a strong and mutual relationship between the characteristics defining the emotional commitment and the organisational citizenship behaviours. The investigation has found out a meaningful and high correlation between indicators of commitment and the factors collecting organizational citizenship behaviour. This correlation with organisational citizenship is remarkable for both, rational and emotional, commitment. The correlation between organizational citizenship behaviours and emotional commitment and is greater than the one with rational commitment. From the practitioner point of view, these relationships show the importance of promoting an organizational culture based on the principles of organizational citizenship to achieve high levels of emotional engagement of professionals and improve organizational efficiency. The second conclusion relates to the effect of work-life balance policies in organizations. On this matter, the investigation concludes that for the case study, work-life balance measures do not have a strong relationship with the emotional commitment, and unless they can be usually considered as a tool to improve employees’ emotional commitment. However, a certain relationship between perceptions of work-life facilities and organisational commitment exists, especially with the rational commitment to the organization. This relationship appears because for employees of the analysed organization, work-life balance measures could be considered as a part of working conditions offered to them by the organization. The third conclusion concerns the relationship between the gender of workers and their level of commitment and organizational citizenship. In this case study, there is not any relationship between gender and the professional’s commitment level nor the perception of organizational citizenship; and the situation varies during the period studied. The fourth conclusion refers to the impact that the actions of the leaders have on the work climate. In the case study, the performance of management and the level of commitment generated, explains more than a third of the variance of work climate - understood as such reflecting the overall set of questions that constitute the work climate survey -. The analysis concludes that in the case study perception that employees have of their leaders has a significant effect on the rest of perceptions of commitment, organizational citizenship and other factors making the work climate of the organization. The fifth and last conclusion represents the contribution of a new model for calculating the salary increment, coherent with a corporate citizenship management culture. The solution obtained from this model consists of salary increases for each employee; these increases consider the employee’s professional performance, salary level relative to peers within the organization, and professional group. In addition to budget constraints, we modelled other elements typical of compensation systems, such as equity and justice. The major contribution of this work is the mathematical formulation of the criteria that are typically the basis for salary management. The compact formulation and the ease of obtaining the optimal solution facilitate its use in large companies that maintain very high levels of homogeneity across employees. Designing different strategies for specific groups within a company is also possible. A major benefit of this method is that it allows a company to independently manage its salary and assessment policies. Because obtaining salary-revision matrices without using the mathematical model we present in this paper is typically done iteratively by tuning previously defined matrices, managers commonly tune values for assessing employee performance to ensure that salary increases and performance assessments are consistent; however, this distorts the evaluation process and decreases employee motivation. In this MILP model, employee performance is only one parameter of several input parameters used in designing a salary policy that is independent of the results of performance-assessment values.

Evaluación de las comunicaciones de un congreso de marketing y su posterior publicación

Tradicionalmente, la literatura ha evidenciado debilidades en el sistema de revisión por pares en el ámbito de los artículos publicados en revistas. Hasta la fecha apenas se ha dedicado atención a estas debilidades en el campo de los congresos. Este trabajo examina los factores determinantes de las evaluaciones por pares que reciben las comunicaciones de los congresos a partir de las características de sus autores y del propio manuscrito. Asimismo, analiza la relación existente entre el grado de aceptación/rechazo de las comunicaciones y la calidad de las publicaciones posteriores que se derivan de las mismas. Los resultados obtenidos en un congreso de marketing evidencian que la orientación cuantitativa, las referencias bibliográficas y las notas a pie de página influyen en la evaluación por pares de las comunicaciones. Además, se detecta que aquellas comunicaciones que son aceptadas para su presentación en el congreso, posteriormente resultan publicadas en revistas de mayor calidad.