The foundation of research for academics involved in world history education and research is timely access to pertinent foreign information, comprehension of domestic and international academic developments, and access to fundamental historical materials and research outputs from our ancestors. As a result, it is essential to investigate the necessity and viability of using network resources on the basis of analysis in order to respond to the educational philosophy of the new curriculum reform and adapt to the development of modern teaching methods based on network technology. The creation and use of curriculum resources is an essential component of curriculum development and a crucial assurance for curriculum implementation. The growth and acceptance of online learning will undoubtedly influence how history education is practised around the world. The scarcity of online learning resources is currently a bottleneck impeding the growth of online education. On the other hand, data mining (DM) takes the massive amount of incomplete data and extracts the useful knowledge and information hidden within it. This paper explores the “DM” process of utilizing online resources and suggests a method for gathering and utilizing world history education online resources based on DM technology. The experimental results show that the test interval between MapReduce and DM gradually increases with the increase of data volume. The advantage of DM is more obvious, as the average test time of DM is 27.66 seconds shorter than that of MapReduce. Therefore, DM has high application value in the field of search engines and social network analysis.
The underlying aim of this study was to investigate the impact of human resource management (HRM) practices, organizational identity, and brand leadership on employee brand-based equity through the mediatory role of brand knowledge dissemination. A questionnaire was adopted to obtain data from 421 employees working in the construction sector of China. The SmartPLS software was used to analyze the data with the help of a structural equation modeling (SEM) technique. The results revealed that HRM practices and organizational identity had a positive and significant relationship with employee brand-based equity, while brand leadership had no direct impact on employee brand-based equity. The results also revealed that brand knowledge dissemination mediated the relationship between independent variables (HRM practices, organizational identity, and brand leadership) and dependent variable (employee brand-based equity). Theoretically, this paper made a valuable contribution by examining the impact of HRM practices, organizational identity, and brand leadership on employee brand-based equity. In terms of practical implications, this study would obviously help the organizations to improve their employee brand-based equity through HRM practices and organizational identity.
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