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The purpose of this research is to analyze the importance of supervisor support in motivating the work of operational employees and its implications for employee performance and retention in 5-star hotels in Bali. The problem in this research is how important supervisor support is in improving employee performance and retention and what the implications are. The population of this study was all permanent employees of 5-star hotels in Bali. A sampling of 5-star hotels used sampling areas, namely in Badung and Gianyar Regencies. The number of research respondents was 125 people, determined by purposive sampling. Data collection techniques through observation, interviews, and research questionnaires. Quantitative descriptive analysis is used to see the current condition of supervisors based on supervisor support, work motivation, performance, and employee retention so that it is known the importance of supervisor support in improving the performance and retention of 5-star hotel employees in Bali in the future. The results showed that supervisors' support increased employee performance and retention with an average value in the interval 4.21-5.00. This means that supervisors support employee motivation, which affects high employee performance and retention. [ABSTRACT FROM AUTHOR]

Copyright of Fides et Ratio is the property of Universidad La Salle de Bolivia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Fenerbahce University Journal of Health Sciences (FBU-JOSH) / Fenerbahçe Üniversitesi Sağlık Bilimleri Dergisi is the property of Fenerbahce University Journal of Health Sciences (FBU-JOSH) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This cross-sectional quantitative study explores the influence of perceived overqualification (POQ) on work performance (WP) with the mediating effect of job crafting (JC) and the moderating effect of perceived organizational support (POS). Data were collected from a sample of 276 female corporate executives working in different organizations in Bangladesh. SPSS version 25 was used to analyze the demographic information. The relationships among the constructs were determined through regression analysis. Mediating and moderating effects are explained using Hayes' SPSS Model 4 and Model 1 process macro, respectively. The results show that POQ has a negative influence on the WP of female corporate employees in Bangladesh. Moreover, JC has a mediating effect on the overqualification and WP relationship, whereas POS did not show a substantial moderating effect on the relationship between POQ and JC. We suggest that human resource managers should be cautious before employing overqualified employees and look for avenues to take advantage of the overqualified employees through empowerment, delegation, recognition, flexibility, and family-friendly policies. Given the mixed evidence of the effect of POQ on employee attitudes and behavior, it attempts to verify the POQework performance relationship through JC, which is an unexplored avenue of research. Furthermore, exploring the moderating role of POS in the POQework performance connection is a novel endeavor. [ABSTRACT FROM AUTHOR]

In order to improve the management mode of the human resources system and enhance the work efficiency of employees, this paper uses artificial intelligence (AI) technology to enhance the psychological empowerment of employees. It affects employees' work performance from a psychological perspective with the help of psychological empowerment. The questionnaire survey method collects data on the influencing factors of employees' psychological empowerment. The statistical data are analyzed by regression. Back propagation neural network (BPNN) algorithm based on deep learning is used to establish the work condition evaluation model. The job satisfaction, pressure, and performance of employees based on psychological empowerment are analyzed. [ABSTRACT FROM AUTHOR]

The present work seeks to demonstrate the multiple relationships that can generate various reactions between behavioral variables and the variable of work performance in Ecuadorian organizations. It is possible to understand how variables linked to individual and group behavior can generate changes in the performance of employees. [ABSTRACT FROM AUTHOR]

The present work seeks to demonstrate the multiple relationships that can generate various reactions between behavioral variables and the variable of work performance in Ecuadorian organizations. It is possible to understand how variables linked to individual and group behavior can generate changes in the performance of employees. [ABSTRACT FROM AUTHOR]

Copyright of Dilemas Contemporáneos: Educación, Política y Valores is the property of Dilemas Contemporaneos: Educacion, Politica y Valores and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study investigates the 21st century leadership skills of executives and their relation to the work performance of staff. A sample of 30 staff members was selected using simple random sampling, and two questionnaires were used to collect data on leadership skills and work performance. The reliability of the questionnaires was established at 0.87 and 0.89, respectively. The statistical method used for data analysis included descriptive statistics, such as mean and standard deviation, and Pearson's correlation. The findings revealed that the 21st century leadership skills of executives were overall at a high level, with the highest average scores obtained in the planning and directing skills and creativity, followed by communication, technology, and information. However, decision-making and problem-solving skills and team building skills received the lowest average scores. On the other hand, the development of work performance of staff was also overall at a high level, with the highest average score obtained in the performance aspect, and the lowest average score in the relationship with the community. Furthermore, the results indicated a positive moderate-level correlation between the 21st century leadership skills of executives and the development of work performance of staff at a statistically significant level of 1 percent. [ABSTRACT FROM AUTHOR]

Objectives. Presenteeism is a significant problem among the working force, and nurses are not an exception from these phenomena. The purpose of the study was to determine the productivity loss due to presenteeism from three dimensions and to evaluate the associated factors among nurses. Methods. A cross-sectional study was conducted among 309 nurses to evaluate presenteeism using the Stanford presenteeism scale (SPS), the health performance questionnaire (HPQ) and the work productivity short inventory (WPSI). Results. The study found that nurses had a high level of presenteeism using the SPS (21.0 ± 4.3) and the HPQ (80.0 ± 18.2). On both scales, presenteeism was significantly associated with nurses who were older than 32 years, with experience of more than 10 years, having children and specifically having two children. The results of the WPSI showed that the productivity loss of presenteeism per nurse annually was USD 1959 and for all nurses was USD 605,283. Conclusion. Eventually, evaluating the presenteeism level will help policymakers to understand the working conditions and related personal characteristics. [ABSTRACT FROM AUTHOR]

This study aims to investigate the research experience, perceived research capabilities, and role of LIS education in reading and doing research. It further explores their preferred educational activities to learn research skills and the impact of research competencies on their work performance. An online survey was conducted through a questionnaire and the data were collected from the librarians working in academic libraries in Pakistan. The findings revealed that a majority of the academic librarians wrote either journal article/s or presented their research in conferences. With regard to research competencies, academic librarians indicated their high confidence in performing discrete steps involved in a research project. However, the participants noted their lack of confidence in knowing which statistical test(s) to run and how to code qualitative data to identify themes and sub-themes. The study also revealed that Library Information Science (LIS) qualification more adequately trained academic librarians to read about rather than conduct research. Academic librarians considered continuing education programs (i.e. workshops, seminars, sessions, and attending conferences) as an effective delivery mode for learning research methods. The research competencies of the participants also came out as a positive predictor of work performance. The study suggests that academic libraries, LIS schools, and other organizations, should be keenly aware of librarians' research learning needs and facilitate them by creating a supportive environment for learning and applying research knowledge. [ABSTRACT FROM AUTHOR]

Copyright of Commerce & Management Quarterly is the property of Chinese Association of Business & Management Technology and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Teachers are exposed to work stress due to high workload, role conflict, and environmental conditions that affect their performance. The present study investigates the mediating role of occupational burnout between job stress and job performance among Iranian teachers.Methods: This is a cross-sectional study, and the participants were 292 high school teachers in Golestan province in 2019. To collect the data, we used three questionnaires of the Maslach burnout inventory, Paterson’s job performance questionnaire, and Health and Safety Executive (HSE) stress indicator tool. The data were analyzed using descriptive statistics, Pearson correlation test, and structural equation modelling.Results: The findings showed that 19.9% of teachers had burnout. The SEM indicated a negative and significant relationship between occupational burnout (β=-0.226) and job performance and job stress and job performance (β=-0.428). The mediating role of occupational burnout between job stress and job performance in teachers was confirmed.Conclusion: Occupational burnout is a mediating variable for the impact of job stressors on human performance. The findings of this study showed that role conflict and the quality of the relationship between colleagues could be recognized as two stressors affecting performance.

Background: The economic burden of asthma is a major public health concern. This study estimates the economic burden of asthma in Northwest of Iran.Methods: A longitudinal study was conducted between 2017 and 2018 in Tabriz, Iran using the Persian version of the Work Productivity and Activity Impairment (WPAI) questionnaire. Direct and indirect costs associated with asthma were estimated based on the societal perspective, prevalence-based approach, and bottom-up method. Annual indirect costs were estimated using the human capital (HC) method. The structural equation model was used to evaluate the relationship between costs, sex, and asthma severity. Results: A total of 621 patients with asthma were enrolled in the study. Significant differences were found between female and male patients for the mean cost of radiology (P=0.006), laboratory (P=0.028), and diagnostic (P=0.017) tests at baseline, and for laboratory (P=0.012), and diagnostic (P=0.027) tests at one-year follow-up. The more severe asthma, the more significant the costs for annual physician office visits (P=0.040) and medications (P=0.013). As asthma severity increased, significantly higher expenditures were observed in women for days lost from work at baseline (P=0.009) and one-year follow-up (P=0.001), and in men for productivity loss at work due to impairment at baseline (P=0.045). A significant association between indirect costs and the cost of impairment-related lost productivity at work (β=3.29, P

Across all fields of management research, uncertainty is largely considered an aversive state that people and organizations cope with unwillingly and generally aim to avoid. However, theories based on principles of uncertainty reduction overlook opportunities arising from uncertainty creation. Building on recent research in management, cognition, and neuroscience, we expand current conceptualizations of uncertainty by introducing a model of uncertainty regulation where individuals employ opening and closing behaviors to achieve alignment between preferred and experienced levels of uncertainty and with exogenous requirements for effectiveness. We derive propositions for uncertainty regulation and work performance that extend existing concepts of adaptation in uncertain environments to include deliberate uncertainty creation and expansive agency. We discuss implications for dynamic models of agentic goal striving, organizational support for individuals' uncertainty regulation, and extensions to team- and organization-level phenomena. [ABSTRACT FROM AUTHOR]

Background: There is a high prevalence of work productivity loss among patients with rheumatoid arthritis (RA), with a seeming link between loss of work productivity and RA disease activity. The increase in poor clinical outcomes associated with disease activity in this population has largely contributed to poor work performance, thereby creating a huge burden on patients with RA. Notwithstanding the reported more beneficial effects of eccentric exercise compared with conventional resistance training, there appears to be a death of information about the effects of this intervention on RA conditions. Aims of the study: This study aimed to investigate the effects of an eccentric exercise intervention on work-related performance and physical activity in RA patients. Method: Thirty-seven RA patients aged 30–65 (9 males; 28 females), who participated in the study were randomized into exercise and control groups. The Health and Work Performance Questionnaire and Health Assessment Questionnaire assessed RA patients’ work-related performance. Physical activity at work was assessed with the Global Physical Activity Questionnaire. Results: The study’s results confirmed that an eccentric exercise significantly improved work performance in the RA population (Absenteeism –1.5 P = 0.005, Presenteeism +8.33 P = 0.014). Further, our study found that an eccentric exercise intervention improved physical function in patients with RA (–0.263 P = 0.004). Interestingly, a significant increase in moderate-intensity physical activity was reported among RA patients who participated in the 12-week eccentric exercise intervention program (+106.66 P = 0.008). Conclusion: These findings, therefore, confirm that an eccentric exercise intervention could improve work-related performance and physical activity levels among RA patients.

Waste plastic pollution is a serious issue. In order to adhere to the concept of green development and rationally dispose of polyethylene waste plastic products, polyethylene (PE)-modified asphalt was prepared using recycled polyethylene (RPE) and low-density polyethylene (LDPE) as raw materials. The chemical structures of the RPE- and LDPE-modified asphalt were studied using a Fourier transform infrared spectrometer (FTIR), and the dispersion of RPE was studied using a fluorescence microscope (FM). Subsequently, the modification mechanism of the PE-modified asphalt was revealed. The physical properties and high- and low-temperature rheological characteristics of the PE-modified asphalt were examined using physical property tests, a dynamic shear rheometer (DSR), and a bending beam rheometer (BBR). The creep performance of the PE-modified asphalt was analyzed using multiple-stress creep recovery (MSCR). In addition, a laboratory-made inexpensive inorganic stabilizer was added to enhance the storability of the PE-modified asphalt. The results show that PE and asphalt are similarly compatible and form an S-C bond with an inorganic stabilizer. The resulting product's storage stability is enhanced via the cross linking between the PE and asphalt and the subsequent formation of a network structure. The segregation softening point increased from 2 °C to 45 °C with the increase in PE content, and the increase in RPE was more obvious than that of LDPE. The high-temperature failure of the 2–6% RPE-modified asphalt can reach 70 °C, while that of the 8% RPE-modified asphalt can reach 76 °C. Low-temperature performance was reduced slightly: the 8% PE-doping low-temperature failure temperature was −14.7 °C. The low-temperature performance was somewhat reduced, but it was still within a PG rating. [ABSTRACT FROM AUTHOR]

The purpose of the research paper is to assess the approaches to appraisal of employee work performance in enterprises. The empirical research in the questionnaire survey focused on the factors influencing employee work performance. The research was conducted in the second half-year 2022 on the sample of 260 respondents from enterprises operating in Slovakia. Two hypotheses were established and a research model was created. Methods used in the paper include: analysis, questionnaire survey, and synthesis. To evaluate the questionnaire survey and verify hypotheses, contingency tables, descriptive statistics methods, correlation, and regression were applied. Although the results of statistical verification of hypotheses did not prove the existence of statistically significant relationship, in one case there were 8 out of 18 relationships; thus there is some relationship. Results indicate which factors are important in companies in achieving employee work performance. The statistical verification of hypotheses by correlation and the regression model proved the influence of the business sector on employee work performance appraisal (eight significant relationships). Further research is necessary for the generalisation in this area. The importance of the company's most important asset, i.e. human capital is corroborated by means of statistical methods used in the paper. Moreover, the importance of structural capital is emphasized. The originality of the paper is in a creative application of statistical methods as well as in establishing five features characteristic of the approach to work performance in Slovakia's enterprises. [ABSTRACT FROM AUTHOR]

BACKGROUND: The domain of faculty internationalization is under-researched, especially in the context of China. Extant research does not lend itself to applied insight, despite offering theoretical and methodological precision. OBJECTIVE: Based on the motivational systems theory, this study developed a parsimonious measure of overall faculty motivation (including capacity beliefs, context beliefs, emotions, and goals) and investigated its effect on work performance through the mediating effect of engagement in internationalization among faculty in a Chinese research-centric university. METHODS: Data of 229 faculty members were analyzed using a structural equation modeling approach. RESULTS: Faculty responses indicated that: i) the second-order overall faculty motivation scale is superior to individual items in measuring the effect of overall faculty motivation on faculty engagement and work performance; ii) overall faculty motivation positively influences faculty engagement; iii) overall faculty motivation promotes work performance; iv) faculty engagement mediates the relationship between overall faculty motivation and work performance. CONCLUSION: Faculty responses indicated that the effect of the second-order overall faculty motivation construct is superior to individual items in terms of its effect sizes on faculty engagement and work performance. More so, the measurement model showed that overall faculty motivation exerts a direct and indirect (faculty engagement) positive effect on work performance. Chinese universities should align the goals, capacity belief, context belief, and emotions of faculty with national/institutional goals to yield superior engagement for better performance. [ABSTRACT FROM AUTHOR]

The purpose of this study is to test and analyze the influence of competence, motivation, and Islamic leadership on measuring work performance mediated by discipline at BaitutTamwil Muhammadiyah (BTM) at Central Java Province. The population is a total of 180 employees with a total sample of 100 respondents. Data analysis technique using Partial Least Square-Structural Equation Model (PLS-SEM) to find the causal relationship of the variables developed in the research model. Hypothesis testing results found that competence significantly affect work performance, but Motivation and Islamic leadership have not a significant effect. Islamic leadership and motivation a significantly affect discipline, but competence does not significantly affect discipline. Discipline mediated the effect of motivation and Islamic leadership to work performance, but discipline cannot mediate the effect of competence in work performance measurement. [ABSTRACT FROM AUTHOR]

Copyright of Formación Universitaria is the property of Centro de Informacion Tecnologica (CIT) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: Health care workers (HCWs) are frontliners in facing Cornoravirus disease (COVID-19) and hence are amongst the high risk groups of acquiring COVID-19 infection. The impact of COVID-19 infection and post-infection sequelae on work performance has deleterious effects on HCWs and the whole community. The aim of the current study is to assess the impact of COVID-19 infection particularly those with post-COVID-19 syndrome on work performance among HCWs and to determine if a possible relationship with antibody response exists. Methods: A sample of 69 previously PCR-positive health care workers matched to another group of 69 control PCR-negative health care workers from the same clinical departments were subjected to full medical history, clinical examination, measuring serum specific immunoglobulins against severe acute respiratory syndrome coronavirus 2 (SARSCoV-2), Health work performance questionnaire short form of absenteeism and presenteeism and Functional dysfunction grading questionnaire. Results: The most frequently encountered symptom by patients with post-acute COVID-19 was fatigue while it was dyspnea for those who were chronic COVID patients. Patients with post-acute COVID-19 had a significantly longer time for PCR negative conversion and had a more severe disease. There was no association between post-acute COVID-19 and immunoglobulin positivity. COVID-19 syndrome had a negative impact on work performance manifested by lower relative presenteeism and lower month/year performance ratio (p < 0.001, p < 0.001). However comparing patients with post-COVID-19 syndrome to patients without the syndrome revealed no significant work performance difference between both groups. Conclusion: COVID-19 syndrome negatively impacts work performance in HCWs manifested by lower relative presenteeism and lower month/year performance ratio. Although post-COVID-19 results resulted in higher levels of fatigue and functional limitation, it did not have a significant negative impact on work performance. Specific immunoglobulins against SARS CoV-2 were not associated with the post-COVID-19 syndrome. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Arts & Social Sciences (JASS) is the property of Sultan Qaboos University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Knowledge management is an important topic for different types of organisations, since one of the results of applying knowledge can be an increase in work performance. However, the process of knowledge creation and acquisition is complex and depends on several factors to make an impact on the performance of activities. This study aims to verify the relationships between the perception of knowledge value, acquisition and the impact on work performance in public organisations. The relationship between knowledge creation, organisational learning and work performance was also observed. An empirical study was carried out through a survey, using an electronic questionnaire as a data collection instrument, which obtained a sample of 49.3% of 136 Master's graduates from a Professional Master's Program focussed on public organisations. These graduates had gained knowledge that can be applied to work, addressing the use of the knowledge obtained in the Program and the relationship with their work performance. After analysing the research results using the PLS–SEM (Partial Least Squares–Structural Equation Modelling) technique, the proposed model was assessed and validated. The results support that when knowledge is understood as having more value, there is greater potential for acquiring this knowledge. Acquisition positively impacts knowledge creation, and this, in turn, has a positive relationship with organisational learning. Both knowledge creation and organisational learning positively impact work performance. Additionally, it was observed, through a multigroup analysis, that the relationships between knowledge creation and organisational learning, and between perceived value of knowledge and knowledge acquisition are greater for employees who had worked for less time in the institution and who were younger, identifying greater knowledge application, perception of knowledge creation impact and organisational learning by people who have worked for less than 10 years in the same institution. [ABSTRACT FROM AUTHOR]

The purpose of this article review is to investigate the relationship between hybrid work and work performance post-pandemic Covid-19. The analysis is based on several publications pertaining to the impact of the post-COVID-19 pandemic on the perspective on hybrid work and work performance. A search in the Google Scholar database using the search string ["Hybrid work" AND "Work Performance" AND "Post Pandemic"] was conducted in September 2022. Several documents were then filtered based on the criteria needed according to the PRISMA stages, such as year of publication, subject areas, type of document, category of access, and English language. Data was gathered from relevant papers published during the post-pandemic that occurred from 2020 to 2022 in the field of human resources, management, social science and humanities. After being reviewed for eligibility, only the most pertinent documents were chosen for further investigation. The findings suggested, to meet the new and emerging needs of hybrid workers, both physical and digital workplaces must be revamped in response to the post COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Trade globalization pushes multinational corporations (MNCs) to conduct business in many geographic regions, and talent flow has emerged as one of the main avenues for building the competitive advantage of international organizations. The work performance of expatriates is crucial for MNCs, which will suffer significant financial losses due to the high failure rate of expatriates. Therefore, itis important to focus on determining what led to the abroad assignment failing and then improving the expatriate's work performance. Drawing on Black's theory of cross-cultural adjustment, this paper reviews past research on the impact of expatriate management practices on work performance with facets of cross-cultural adjustment as a mediating variable. This paper proposes a new dimension that affects the acculturation of expatriates in China, namely Guanxi, and introduces it into the research framework. This integration offers a more comprehensive framework for future research. [ABSTRACT FROM AUTHOR]

The occurrence of delays in construction completion is caused by two factors, specifically external factors and internal factors. This research focuses on the internal factors related to human resources and their performances, including work motivation, work discipline, and leadership, which are considered to affect the performance and accomplishment of construction. The research proposal aims to determine the simultaneous and partial effect of leadership, motivation, and work discipline on employee performance in PT Kalimutu Mitra Perkasa. The population in this study were 91 employees. Data collection was done using interviews and Likert scale. Data analysis in this study used linear regression analysis multiple, classical assumption test, r-square test, and hypothesis test, using tools SPSS data processing. Based on previous research, it is known that: (1) H1: Work motivation positively affects employee performance. (2) H2: Work discipline positively affects employee performance. (3) H3: Leadership style positively affects on employee performance. [ABSTRACT FROM AUTHOR]

The advent of reactive powder concrete (RPC) has brought about the era of ultra-high performance concrete (UHPC), and the incorporation of fiber has brought about more possibilities for its application. Basalt fiber reinforced reactive powder concrete (BFRPC), as the product of the combination of RPC and fiber, has become a new engineering material that has received much attention from scholars in recent years. Compared with traditional UHPC, BFRPC is superior in corrosion resistance, material compatibility, cost performance, environmental protection, and other aspects; therefore, it is destined to have a wide range of applications in the future. In this article, we extensively reviewed the literature on basalt fiber reinforced RPC in the past decade from the perspective of work performance, mechanical properties, and durability. Moreover, we summarized the research progress and achievements on BFRPCs in the following points: (1) The performance of BFRPCs is mainly influenced by three factors: the frictional resistance between fine aggregates, the consistency of the cement slurry, and the three-dimensional random interweaving of basalt fibers; (2) the mechanical properties of BFRPC are mainly influenced by curing conditions, the design of the RPC matrix proportional mix, and the addition of basalt fibers up to a threshold; (3) thanks in part to RPC's density and the filling and bridging of fibers, BFRPC exhibits uniform and good performance in durability indicators. However, there are still some problems in the current development of BFRPC, such as inconsistent test conclusions among different scholars and a lack of scenarios in which to apply BFRPC. This paper also puts forward the prospect from the aspects of theoretical research and practical application, and provides a reference for subsequent related work. [ABSTRACT FROM AUTHOR]

This study aimed to evaluate standardized job competencies of elementary school nurses in managing the health of students at risk for anaphylaxis (SRAs). A total of 166 elementary school nurses from across Korea participated in this study. The tool utilized was a list of standardized job tasks of elementary school nurses in managing SRAs' health. Seven factors were obtained from the factor analysis, with a cumulative variance explained of 68.6%. The importance–performance analysis method was employed to suggest priority areas for training. The factors placed in quadrant II included: (1) "offering psychological support", among elementary school nurses who have been provided with clinical information on anaphylaxis, (2) "providing emergency care", among those who have not been provided with clinical information on anaphylaxis, (3) the factors "utilizing individualized healthcare plans", "conducting health education and staff training", and "evaluating the student", among those who agreed that schools need legal protection to purchase epinephrine auto-injectors, and (4) the factor "preparing a school emergency system", among those with less than five years of experience as a school nurse. When planning continuing education strategies to improve elementary school nurses' management of SRAs, factors such as career experience, access to clinical information, and beliefs regarding legal protection for schools to purchase epinephrine auto-injectors should be considered. [ABSTRACT FROM AUTHOR]

There is broad agreement regarding fundamental digital health competencies that clinical health professionals should possess. However, there is still no clear way to observe and assess their application, during the actual work practices undertaken in clinical settings. The present paper tackles this competency-practice gap. It describes a novel health workforce research process to evolve competency statements into entrustable professional activities (EPAs) for using digital health and informatics in a clinical profession. It illustrates the use of the EPA-DH-CP framework in the context of physiotherapy. This framework offers a systematic approach for any clinical profession to develop EPAs that set out their expectation of how practitioners will demonstrate relevant digital health competencies. It can inform pre-clinical education and continuing professional development in digital health, and implementation of changes in scopes and standards of digital health clinical practice. It can support interprofessional evaluation of digital health EPAs and other EPAs. [ABSTRACT FROM AUTHOR]

This study is an applied research aiming at examining the work performance and the balance scorecard in sport clubs based in the State of Qatar. The paper attempts to examine these two constructs as global variables as well as multifaceted constructs. The primary data of the study was collected using a self-administered questionnaire. The study co-opted 300 respondents, representing all levels of management randomly selected from the sixteen Qatari National sports clubs. In line with some previous studies, the current study has validated the idea that BSC is a concept that has relevance in all kinds of industries and must be customized to be used in the sports industry. The study results further uncover that work performance at both global and factor levels play significant role in predicting the Balanced Scorecard. This paper is the first of its kind in the State of Qatar and the region to investigate the applicability of the BSC in the sports sector and the role that the work performance plays in shaping it. The paper adds to the current knowledge in its field in general, especially in the sport sector. The implications of the findings for both the researchers and practitioners are also discussed in the paper. [ABSTRACT FROM AUTHOR]

Background: Workshop training is one of the most effective learning methods. This study aims to compare the effect of virtual and face-to-face workshop training on students' learning and satisfaction. Materials and Methods: A three-group intervention study with before and after measurements was conducted with the participation of 106 nursing students. A convenient method of assigning replacement blocks was used. The groups included three groups, a virtual workshop, a face-to-face workshop, and a control. The data collection tool included a demographic form, and researchermade awareness, performance, and satisfaction questionnaire. The content validity of the tool was confirmed by experts in the fields of nursing, health in disasters and emergencies, and medical education. The reliability of the tool using test re-test and Cronbach's a was 0.858. Awareness and performance were evaluated before and after the study. Satisfaction was checked at the end of the study. Data were analyzed using analysis of variance with SPSS software, version 23. Results: Most of the students were female (55.66%), with a Mean±SD of age 22.75±2.05 for all groups, single (93.4%), seventh semester (62.30%), without experience of participating in the training workshop (67.9%), and reading the book related to triage with mass casualty incident (MCI) (81.13%). Before the intervention, the groups had no significant difference in terms of awareness (P=0.169) and performance (P=0.296), while after the intervention, the difference was significant (P=0.001). After the intervention, the most awareness and performance were related to the face-toface workshop. A significant difference was observed between the groups in terms of satisfaction (P=0.001). In the face-to-face workshop, 43.42% were very satisfied and 36.36% were satisfied, while very satisfied students did not exist in the virtual workshop and only 22.44% of students were satisfied. Satisfaction in the control group was moderate and poor. Conclusion: Since the face-to-face workshop increased students' awareness, performance, and satisfaction, it is suggested to use face-to-face educational workshops to improve the scientific level of nursing students before graduation. [ABSTRACT FROM AUTHOR]

This study aims to examine and analyze competence, organizational culture, work performance and career development of the General Election Commission (KPU) employees in the Special Region of Yogyakarta. The main problem in this research is career development. Research data collection was carried out by distributing questionnaires via Google forms or directly and distributed to 33 respondents from the General Election Commission (KPU) employees of the Special Region of Yogyakarta. The research method used in this study is a quantitative research method, then the research data collection technique uses the census method and uses the SPSS (Statistic Package for Social Science) and Partial Least Square (PLS) data analysis tools. Based on the results obtained, the factors that influence career development are organizational culture and work performance. This is evidenced by the results of hypothesis testing which showed P Values <0.05, namely 0.000 and P Values <0.05, namely 0.025, while competency did not affect career development in the General Election Commission (KPU) employees of the Special Region of Yogyakarta. [ABSTRACT FROM AUTHOR]

Strengthening the performance of workers is one of the main issues in efforts to increase work productivity. Various previous studies have identified various factors that affect the performance of workers. Work experience, work commitment, work motivation, job satisfaction, and work compensation are factors that have proven to have a significant effect on the performance of workers. Based on previous studies, few researchers have examined the role of individual religiosity in strengthening worker performance. This study aims to examine the role of individual religiosity in strengthening work involvement, resilience, and performance of workers in Jombang Regency. This research was conducted using a quantitative descriptive research approach, which examines religiosity as the main exogenous variable. While resilience and work involvement as mediating variables, and performance as endogenous variables. Descriptive analysis, path analysis, and univariate analysis were used to answer various research questions. This study reveals that religiosity is the main variable that has a direct effect on resilience, job involvement, and employee performance. Resilience and work involvement then affect the performance of workers. In other words, religiosity plays an important role as the main variable that triggers the performance of workers. Based on the findings in this study, it is suggested that strengthening religiosity can be done early, when prospective workers are studying, and when workers are first accepted into the workplace. It is suggested to other researchers to identify various variables related to the religiosity and performance of workers. [ABSTRACT FROM AUTHOR]

Copyright of Revista Venezolana de Gerencia (RVG) is the property of Revista de Filosofia-Universidad del Zulia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examines the relationship between career planning and job satisfaction of Armed Forces personnel in Malaysia. It determines the mediating effect of career development on the relationship between career planning and job satisfaction. This study was conducted because there is negligible attention given to the effects of career planning and career development on job satisfaction, mainly in the Malaysian Armed Forces context. The IBM Social Science Statistical Package (IBM SPSS) application was used in the data analysis using descriptive and inferential analysis. The outcomes displayed three important findings: First, the significant relationship between career planning and job satisfaction. Second, the relationship between career development and job satisfaction was significant. Third, the result statistically confirms that the effect of career planning on job satisfaction is indirectly affected by career development in the organisational sample. Further, the study discusses the contributions and recommendations based on the significant findings. In conclusion, the career planning among Malaysian Armed Forces personnel should be explained and aligned with their career development since it will affect their job satisfaction and increase their work performance in national defence and security. [ABSTRACT FROM AUTHOR]

Performance appraisal practices and work-related outcomes have become a serious matter of concern to many organisations. These issues would jeopardise the employees' well-being if there is no fairness in treatment in the organisation. As a result, this research aims to evaluate the effect of performance assessment practices on work-related outcomes, with organisational justice serving as a mediator. This research examined a randomly selected sample of 127 administrative employees from a Malaysian government institution located in the northern region. It examined the relationships between performance assessment practices and organisational justice, work performance, work deviant behaviour and the mediating consequences of organisational justice on these linkages. The research model was tested based on the Social Cognitive Theory. Results from the Partial Least Squares Structural Equation Modelling (PLS-SEM) indicated that performance assessment practices positively impacted organisational fairness and work performance. The results suggest that organisational fairness mediates the correlation between the work-related deviant behaviour and the impact of performance assessment practices on work performance. Looking at the study's findings, enforcing HR practices would gain positive favour among its employees, who are vital assets in executing the organisation's agenda. As a result, the transformation programme will be more aligned, allowing it to continue providing talent to the economy by improving its performance through its employees. [ABSTRACT FROM AUTHOR]

The topic of abusive supervision in the workplace is among the most studied subjects in different disciplines, including psychology, organizational behavior, and related fields. However, researchers and scholars ignore the mediation effect of organizational commitment in the relationship between abusive supervision and employee work performance. Moreover, there is a lack of studies undertaken on this issue in the public sector. This research data was collected in the Republic of Togo central government institutions and state-owned organizations, which are of particular importance and are filled with civil servants. The random sampling method was applied to collect the data from 214 respondents through structured survey questionnaires. The finding revealed that organizational commitment is mitigating the negative effect of abusive supervision on employees' performance. The results also showed that even though employees with normative commitment are most attached to the organization, they are less productive than individuals with affective and continuous commitment. Finally, the study concluded that civil servant with a strong organizational commitment doesn't show up on their supervisor's behavior but instead bear the character of "good citizenship." [ABSTRACT FROM AUTHOR]

This paper aimed to examine the correlation between burnout, emotional quotient and work performance of Tourism Management graduates working in a tourism-related establishment. A descriptive-correlational quantitative research design was used, and data were gathered from N=100 Tourism graduates through random sampling using a structured survey questionnaire adapted to standard instruments to measure burnout, emotional intelligence, and work performance. Spearman's Rho was used to understand the strength of the relationship between variables. The results uncover that the respondents' levels of burnout are low while their levels of emotional intelligence and work performance are high. The study further reveals that burnout and the emotional intelligence of the respondents are significant and negatively correlated. The results also show a significant relationship between emotional intelligence and work performance. This implies that a high level of emotional intelligence reduces the likelihood of experiencing emotional fatigue and disassociation and has a positive impact on the worker productivity of the respondents. [ABSTRACT FROM AUTHOR]

Purpose. To investigate the changes that occur to body composition and physical fitness of newly admitted military police officers that undergo a training course involving a 24 weeks of physical training. Methods. One-hundred and seven male police officers were evaluated before, after 12 weeks, and after 24 weeks of physical training. Body mass, fat mass, fat-free mass, fat percentage and body mass index were measured. Physical capabilities of strength (push-ups), muscle resistance (sit-ups), handgrip strength, and aerobic capacity (VO2max) were also measured. Results. An Anova with repeated measurements showed that after 24 weeks, there was a decrease (p < 0.01) of fat mass and fat percentage, and an increase (p < 0.01) in fat-free mass, number of push-ups, handgrip strength, and VO2max. Most of the dependent variables already showed the best values in week 12. Conclusions. Positive changes were observed in the body composition, aerobic capacity, and muscle strength of newly admitted military police officers at the end of 24 weeks of physical training, applied during the Soldier Training Course, compared to the beginning. However, the improvements occurred up to 12 weeks, with no new improvements after this, suggesting that modifications to the physical training are necessary. [ABSTRACT FROM AUTHOR]

Objective: The objective of the study is to describe the work-related quality of life (WRQOL) among nurses and explore its association with performance evaluation ratings. Methods: A cross-sectional design was utilized measuring the WRQOL scale and the previous performance appraisal rating. Multistage sampling approach was utilized with nurses stratified based on their position and then systematically random sampled based on their unit assignment. Results: One hundred and eighty-two nurses were included. About half reported a high quality of work life (101; 55.5%). Low scores were noted on the subscale working conditions (100; 54.9%), low to average responses for home-work interface (109; 59.9%), control at work (100; 54.9%), and stress at work (90; 49.5%). A higher proportion of nurses reported positive responses toward the areas of general well-being (113; 62.1%) and job-career satisfaction (112; 61.5%), than in the other subscales. There were notable differences between WRQOL ratings: (1) Head nurses had the highest perceived quality of work life, followed by nurse supervisors and charge nurses (F = 6.1, P < 0.01) and (2) Nurses in the pay-patient services reported lower quality of working life, while those in office and outpatient services had more positive scores (F = 4.6, P < 0.01). Conclusion: Only more than half of the nurses reported a high quality of work life, some of its dimensions, particularly job and career satisfaction and working conditions, appeared to vary in the perceived degree across years in service, work hours, and position. The assessment of the quality of work life may serve as an important tool to address staff burnout, absenteeism and other issues that affect job performance among health-care professionals. [ABSTRACT FROM AUTHOR]

Copyright of Revista de la Facultad de Medicina Humana is the property of Instituto de Investigaciones en Ciencias Biomedicas de la Universidad Ricardo Palma and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Avances en Psicología is the property of Universidad Femenina del Sagrado Corazon and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Management & Agribusiness / Jurnal Manajemen & Agribisnis is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)