🏆11 月論文追蹤:9 位第一次發表,包括 PGY!🏆
🔸 1/30(六)醫學論文與寫作工作坊
➠ 零基礎也不怕,研究入門首選。
➠ 論文架構也能填空,沒基礎也能快速成功發表!
➠ https://mepa2014.innovarad.tw/event/
🔹 1/10(日)臨床研究與發表工作坊
➠ 每個臨床問題,都是可能發表的機會。
➠ 資源稀少時代起步,給年輕伙伴的務實建議!
➠ https://clip2014.innovarad.tw/event/
2020 年 11 月 PubMed (SCI) 追蹤_共有 46 位 (50 篇)。
以下是 2020 年 11 月這 50 篇的組成:
Original article x 35(Clinical 17, Basic 7, NHIRD 9, Meta-analysis 2)
Letter x 2
Review x 5
Case report x 8
Impact factor 區間: 0.663 – 22.673
平均值 3.531、標準差 3.498。
四點觀察:
1. 本月 46 位發表的學員,參加課程後成功發表第一篇的有 9 位。在這 9 位中,在本月解開生涯第一篇成就,從 0 到 1,有 1 位(第一作者 or 通訊作者)。
2. 本月 46 位發表的學員,有 5 位單月發表 2 篇。
3. Impact factor 超過 5 分以上的有 4 篇,臨床 1 篇、case report 有 1 篇、NHIRD 有 2 篇。
4. 本月 50 篇發表的論文,有 1 篇統合分析論文是新思惟學員共同合作發表(分別擔任第一與通訊作者),其中一位目前是 PGY。
分佈期刊
Acta Cardiol Sin.
Aging (Albany NY).
Anal Cell Pathol (Amst).
Biochem Biophys Res Commun.
Biomed Res Int.
Biomedicines.
BMC Musculoskelet Disord. X2
BMC Nephrol.
BMJ Open.
Br J Haematol.
Br J Ophthalmol.
Can J Physiol Pharmacol.
Cardiovasc Drugs Ther.
Clin Imaging.
Diabetes Obes Metab.
Emerg Med Int.
Eur Heart J.
Food Sci Nutr.
Front Neurol.
Front Pediatr.
Indian J Pathol Microbiol.
Int Heart J.
Int J Environ Res Public Health.
Int J Mol Sci. X2
Int J Surg Case Rep.
J Acute Med.
J Am Coll Emerg Physicians Open.
J Card Surg.
J Clin Med.
J Dermatol.
J Formos Med Assoc. X2
Langenbecks Arch Surg.
Life (Basel).
Medicine (Baltimore). X3
Microbiome.
Molecules.
Obes Surg.
Plast Reconstr Surg Glob Open.
Sci Rep. X3
Therap Adv Gastroenterol.
Tzu Chi Med J. X3
🔹【新班公開】2021 / 1/10(日)
➠ 【立即報名】臨床研究與發表工作坊
➠ https://clip2014.innovarad.tw/event/
🔸【新班公開】2021 / 1 / 30(六)
➠ 【立即報名】醫學論文與寫作工作坊
➠ https://mepa2014.innovarad.tw/event/
🎯 現在就投資自己,2021 年讓自己快速登上 PubMed!
同時也有10000部Youtube影片,追蹤數超過2,910的網紅コバにゃんチャンネル,也在其Youtube影片中提到,...
「life impact factor」的推薦目錄:
life impact factor 在 IELTS Fighter - Chiến binh IELTS Facebook 的最佳貼文
- Luyện Reading, tìm từ vựng hay
MOTIVATIONAL FACTORS AND THE HOSPITALITY INDUSTRY
A critical ingredient in the success of hotels is developing and maintaining superior performance from their employees. How is that accomplished? What Human Resource Management (HRM) practices should organizations invest in to acquire and retain great employees?
Some hotels aim to provide superior working conditions for their employees. The idea originated from workplaces - usually in the non-service sector - that emphasized fun and enjoyment as part of work-life balance. By contrast, the service sector, and more specifically hotels, has traditionally not extended these practices to address basic employee needs, such as good working conditions.
Pfeffer (1994) emphasizes that in order to succeed in a global business environment, organizations must make investment in Human Resource Management (HRM) to allow them to acquire employees who possess better skills and capabilities than their competitors. This investment will be to their competitive advantage. Despite this recognition of the importance of employee development, the hospitality industry has historically been dominated by underdeveloped HR practices (Lucas, 2002).
Lucas also points out that 'the substance of HRM practices does not appear to be designed to foster constructive relations with employees or to represent a managerial approach that enables developing and drawing out the full potential of people, even though employees may be broadly satisfied with many aspects of their work' (Lucas, 2002). In addition, or maybe as a result, high employee turnover has been a recurring problem throughout the hospitality industry. Among the many cited reasons are low compensation, inadequate benefits, poor working conditions and compromised employee morale and attitudes (Maroudas et al., 2008).
Ng and Sorensen (2008) demonstrated that when managers provide recognition to employees, motivate employees to work together, and remove obstacles preventing effective performance, employees feel more obligated to stay with the company. This was succinctly summarized by Michel et al. (2013): '[P]roviding support to employees gives them the confidence to perform their jobs better and the motivation to stay with the organization.' Hospitality organizations can therefore enhance employee motivation and retention through the development and improvement of their working conditions. These conditions are inherently linked to the working environment.
While it seems likely that employees' reactions to their job characteristics could be affected by a predisposition to view their work environment negatively, no evidence exists to support this hypothesis (Spector et al., 2000). However, given the opportunity, many people will find something to complain about in relation to their workplace (Poulston, 2009). There is a strong link between the perceptions of employees and particular factors of their work environment that are separate from the work itself, including company policies, salary and vacations.
Such conditions are particularly troubling for the luxury hotel market, where high-quality service, requiring a sophisticated approach to HRM, is recognized as a critical source of competitive advantage (Maroudas et al., 2008). In a real sense, the services ofhotel employees represent their industry (Schneider and Bowen, 1993). This representation has commonly been limited to guest experiences. This suggests that there has been a dichotomy between the guest environment provided in luxury hotels and the working conditions of their employees.
It is therefore essential for hotel management to develop HRM practices that enable them to inspire and retain competent employees. This requires an understanding of what motivates employees at different levels of management and different stages of their careers (Enz and Siguaw, 2000). This implies that it is beneficial for hotel managers to understand what practices are most favorable to increase employee satisfaction and retention.
Herzberg (1966) proposes that people have two major types of needs, the first being extrinsic motivation factors relating to the context in which work is performed, rather than the work itself. These include working conditions and job security. When these factors are unfavorable, job dissatisfaction may result. Significantly, though, just fulfilling these needs does not result in satisfaction, but only in the reduction of dissatisfaction (Maroudas et al., 2008).
Employees also have intrinsic motivation needs or motivators, which include such factors as achievement and recognition. Unlike extrinsic factors, motivator factors may ideally result in job satisfaction (Maroudas et al., 2008). Herzberg's (1966) theory discusses the need for a 'balance' of these two types of needs.
The impact of fun as a motivating factor at work has also been explored. For example, Tews, Michel and Stafford (2013) conducted a study focusing on staff from a chain of themed restaurants in the United States. It was found that fun activities had a favorable impact on performance and manager support for fun had a favorable impact in reducing turnover.
Their findings support the view that fun may indeed have a beneficial effect, but the framing of that fun must be carefully aligned with both organizational goals and employee characteristics. 'Managers must learn how to achieve the delicate balance of allowing employees the freedom to enjoy themselves at work while simultaneously maintaining high levels of performance' (Tews et al., 2013).
Deery (2008) has recommended several actions that can be adopted at the organizational level to retain good staff as well as assist in balancing work and family life. Those particularly appropriate to the hospitality industry include allowing adequate breaks during the working day, staff functions that involve families, and providing health and well-being opportunities.
Các từ vựng nổi bật:
critical (adj): then chốt
superior (adj): tốt hơn
accomplish (adj): trọn vẹn
retain (v): giữ lại
by contrast: ngược lại
extend (v): kéo dài
emphasize (v): nhấn mạnh
investment (n): đầu tư
competitive (adj): cạnh tranh
recognition (n): sự công nhận
substance (n): cốt lõi
foster (v): thúc đẩy
constructive (adj): có tính xây dựng
managerial (adj): thuộc quản lý
potential (n): tiềm năng
turnover (n): nghỉ việc
compensation (n): lương
morale (n): tinh thần
obstacle (n): chướng ngại
succinctly (adv): súc tích
retention (n): sự duy trì
predisposition (n): khuynh hướng thiên về
separate (adj): riêng biệt
sophisticated (adj): phức tạp
dichotomy (n): sự lưỡng phân
extrinsic (adj): từ bên ngoài
intrinsic (adj): từ bên trong
align (v): sắp hàng
delicate (adj): tinh tế
simultaneously (adv): đồng thời
adequate (adj): đầy đủ
break (n): giờ giải lao
Các bạn cùng tham khảo nhé!
life impact factor 在 Natalia Ng Facebook 的最佳貼文
I’ve been getting a whole lot of attention lately about my thick, voluminous locks & I’ve decided I would be doing y’all (ladies AND gents included) a disservice if I did not let you in on HOW I got my new-found thick & lush hair.
I was born with very fine hair & everyone who knew me in my high school years can vouch for me when I tell you that I was forever complaining that I have SUPER LITTLE hair. Heck, even my hairstylists from a few years ago have noticed the vast difference in the thickness of my hair! I kid you not, I have not had this much hair in mah life!!
Here are the list of changes I did to my lifestyle & hair care in the last 2 years (1 year ago was when I saw the difference):
1. I turned vegetarian 2.5 years ago (July 2018). Perhaps eating a plant-base diet indirectly decreased my consumption of sodium & that might be a factor since high consumption of sodium does lead to hair loss.
2. 2 years ago, I completed 2 courses (2 bottles) of “PILFOOD” by BioLife, as per recommended by my family doctor. PILFOOD has since been discontinued, replaced by an improved formula called “REVITIZ” & according to some of my friend’s testimonies based on my recommendation, they’ve seen very positive results (from men AND women alike). For me, after a month of consumption, I noticed a lot of baby hair growth. If you’re concerned about hair growth in other parts of your bodies, I can assure you it did not happen for me; so you ought to be safe 😂 Now for maintenance, I am taking Omega-7 from Seabuckthorn Oil supplements by “SEABUCK WONDERS” for my hair AND skin!
3. I visit @makeoverhairsalon every month for a monthly treatment to keep my scalp cleansed (you have no idea the gunk we accumulate with the pollution in an urban city) and hair follicles constantly moisturized. I believe that nourishing my hair from the outside too could have a significant impact on the life span of my hair.
People around me are still perplexed at how I had a sudden spurt of hair growth!! Hope my testimony would be helpful to those of you who have hair woes, I totally know feel you, so I hope you are able to stay consistent and strong in your choices to a healthier lifestyle! 加油!!
life impact factor 在 コバにゃんチャンネル Youtube 的最讚貼文
life impact factor 在 大象中醫 Youtube 的精選貼文
life impact factor 在 大象中醫 Youtube 的最佳貼文
life impact factor 在 Life (journal) - Wikipedia 的相關結果
According to the Journal Citation Reports, the journal has a 2021 impact factor of 3.251. Controversial articleEdit. In December 2011, the journal published ... ... <看更多>
life impact factor 在 Life 的相關結果
Life open access ... This journal covers all aspects of life sciences. ... The two years line is equivalent to journal impact factor ™ (Thomson Reuters) ... ... <看更多>
life impact factor 在 Life | An Open Access Journal from MDPI 的相關結果
Life is an international, peer-reviewed, open access journal of scientific studies related to fundamental themes in life sciences, from basic to applied ... ... <看更多>