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The Peace Corps is a governmental organization, founded in 1961 by President John F. Kennedy, with the objective of connecting United States citizens to the global community through service, community engagement, intercultural exchange, and collaboration. Peace Corps Volunteers (PCVs) serve in communities around the globe, promoting improved health, education, agriculture, and commerce. This essay provides a reflection on Peace Corps service and its impact on research.

The article "How to Fix the Peace Corps" by Thomas Brodey discusses the challenges currently facing the United States Peace Corps. These challenges include a decline in recruitment numbers and a lack of skilled workers among volunteers. The author suggests that the Peace Corps should focus on recruiting non-traditional volunteers without college degrees and offer incentives to attract a more diverse and skilled volunteer force. By broadening its recruitment base, the Peace Corps can uphold its values of service, generosity, and friendship as envisioned by its founder, John F. Kennedy. [Extracted from the article]

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Objective: The purpose of this study was to understand federal workplace injury/illness trends., Methods: Over 1.5 million federal and Postal Service employee workers' compensation (WC) claims from 2007 to 2022 were linked to employment data and analyzed., Results: From 2007 to 2019, falls, slips, trips represented the highest proportion of claims (30.7%), followed by overexertion and bodily reaction (24.4%), unclassified (16.4%), contact with objects and equipment (13.1%), violence and other injuries by persons or animals (8.8%), transportation incidents (4.0%), exposure to harmful substances or environments (2.5%), and fires and explosions (0.24%). From 2020 to 2022, COVID-19 drove a major shift to exposure to harmful substances or environments representing the highest proportion of claims (44.3%)., Conclusions: Claims data represent a potentially rich data source that employing agencies can use to focus prevention and treatment of injury/illness., Competing Interests: Conflict of interest: None declared., (Copyright © 2024 American College of Occupational and Environmental Medicine.)

Schools have implemented environmental education, but its impact on sustainability and execution often falls short of expectations. This study aims to explore and analyze the sustainability and expectations of environmental education in schools. The research employs a quantitative approach, with the population comprising teachers in Palembang, Indonesia. We used a purposive sampling technique to select 100 teachers from Palembang as respondents. Data were collected through questionnaires and analyzed descriptively based on average scores. The results indicate that teachers have high expectations for schools, fellow teachers, and students. Teachers expect schools to effectively develop and implement visions, missions, and curricula related to environmental education, alongside supporting programs. Teachers aspire to consistently educate students, act as role models, and receive training to enhance their environmental knowledge and skills. Additionally, teachers aim to integrate environmental education into other subjects. Teachers expect students to apply and sustain their environmental knowledge, values, and skills in their daily lives. The recommendations are aimed at both schools and teachers. Schools integrate environmental education into the school's vision, mission, and curriculum. Organize programs and extracurricular activities focused on environmental sustainability. Teachers Provide continuous professional development, such as workshops and training on environmental education methods. Encourage collaboration among teachers to share best practices for integrating environmental education in different subjects. [ABSTRACT FROM AUTHOR]

Many researchers have drawn on the term “cognitive flexibility” to denote the explanatory mechanism underlying a broad array of organizational theories. However, conceptualization (and operationalization) of this construct is inconsistent, and sometimes conflates with that of other constructs, thereby weakening our understanding of cognitive flexibility and muddling the theories that rest on it. To bring clarity, we conduct a comprehensive search of cognitive flexibility constructs, strip away their labels, and use text analysis and manual coding of their descriptions to distinguish among five fluid thought processes: (1) elaborating, (2) dimensionalizing, (3) integrating, (4) juxtaposing, and (5) matching. We further group these processes into three higher-order categories involving the reshaping, contending, and shifting of cognitive structures—and conduct a literature review of their consequences and antecedents. Our surveying demonstrates that these processes’ substance and implications differ markedly. As such, we argue that cognitive flexibility may be more appropriately viewed as a multifaceted, rather than monolithic, construct. We discuss how a multifaceted approach helps bring clarity to implicated organizational theories—and opens up exciting questions about the transferability, antagonism, and trainability of cognitive flexibility’s distinct facets. [ABSTRACT FROM AUTHOR]

As organizational change becomes more radical, frequent, and unpredictable, our knowledge of the mechanisms governing change at the intrapersonal or within-person level remains limited. In this systematic review of the management and I/O psychology literatures, we offer a novel theoretically based definition of radical change taking place within an individual. Drawing on the theories of dissonance and attitudes toward change, we also present a conceptual model that merges cognitive, affective, and motivational dimensions to explain how an individual's goal pursuit and achievement are influenced by radical change. In doing so, we move away from studying change at the 'macro' organizational level to focus instead on the processes underpinning one's personal radical change. We further differentiate these processes between two important role occupiers, namely change agents and recipients, and recommend that future scholars consider other boundary conditions and mediating mechanisms. Finally, we conclude with some research-based implications for managerial praxis. We urge future researchers and practitioners to try to better understand the self-transformative experience that is 'radical change' and to incorporate this deeper understanding in their theorizing and practice, respectively. [ABSTRACT FROM AUTHOR]

Casey M. Rebholz, PhD, is an associate professor at Johns Hopkins Bloomberg School of Public Health, focusing on improving metabolic health outcomes through nutrition. Her research aims to identify dietary strategies to prevent and treat diseases like kidney disease, cardiovascular disease, and diabetes. Rebholz's work seeks to empower individuals to manage their health through evidence-based dietary choices, particularly in areas with limited access to medical treatments. She emphasizes the importance of objective biomarkers to better understand how diet impacts disease and inform prevention strategies. [Extracted from the article]