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The role that luck plays in management success is a disputed topic. Overall, managers tend to take credit for their successes and attribute failures to bad luck. Luck also undermines the claims of management training to guarantee positive results. Overall, luck is less important for library managers because most libraries have guaranteed funding in contrast to those organizations that depend upon generating revenue from their less predictable customers and clients. The physical world offers bad luck with fires, floods, hurricanes, and tornadoes. Luck from people can include both—an assault in the library or an unexpected grant opportunity. Library managers should not attribute failures to bad luck before emotionlessly evaluating the reasons and taking away any lessons for future success. They should also be open to finding good luck by continuously scanning their environment and then acting quickly to benefit from any opportunities before they slip away. [ABSTRACT FROM AUTHOR]

Risk management is an essential component of effective campus recreational sport programming. However, research on risk management policies, procedures, and practices within recreational sports is both limited and outdated. As such, this study provides an overview of current risk management policies, procedures, and practices across North American collegiate recreational sports departments. Specifically, the results emphasize current training practices for both part-time and full-time staff, practices in establishing and updating emergency action plans, and contents covered in emergency action plans. The results suggest that while the vast majority of recreational sport programs have established risk management procedures and engage in risk management training, they diverge in best practices related to emergency action plans and in terms of contents covered in such plans. Applications of these results for practitioners and institutions are emphasized, including discussions around best practices in risk management. [ABSTRACT FROM AUTHOR]

Mindfulness training programs have been a rapidly emerging form of managerial intervention and have stimulated debate over the individual and collective potentials of "new age" and humanistic management training. Such programs have been critiqued as individualistic, overly performance oriented, or deviating from collective wisdom traditions at their source. Yet we know little empirically about how actors in mindfulness programs experience the collectivity of mindfulness practices. Through a case study of a corporate mindfulness program, we examine how individual and collective elements of mindfulness are socially constructed by trainers, managers, and participants. We describe discourses of individual benefit, relationality, and macro-social aspirations, and how actors have attempted to link these different levels. By repositioning mindfulness as discursive and situated in ongoing practices, we propose a critical yet empirically situated research agenda around mindfulness interventions in organizational settings, with implications for humanistic and new age managerial education more generally. [ABSTRACT FROM AUTHOR]

Background: Healthcare waste (HCW) poses a global hazard, particularly in developing country hospitals where mismanagement is common due to poor practices among staff. Training healthcare workers has shown promise in enhancing practices and behaviors. The aim of this study was to assessHCW management at Sahloul University Hospital (2019–2021) before and after training sessions. Methods: This study was conducted at Sahloul University in Sousse, Tunisia, spanned two years (2019–2021) and consisted of three distinct stages. Two audits of Healthcare Waste Management (HCWM) were conducted using a predetermined assessment framework derived from ANGED's guidelines, with an educational session separating the two audits. Results: In terms of sorting practicesthere was a substantial improvement in sorting practices following training. Specifically, the overall compliance rate for sorting sharps increased from 60.3 to 77.6% (p < 10 − 3), and for sorting soft and solid waste, it rose from 32.5 to 72.4% (p < 10 − 3) in 2021. Overall, resource indicators demonstrated improvement between 2019 and 2021, the compliance rate for the intra-service collection step increased from 31.3 to 58.2%. However, we observed persistent inadequacies in container and bag labeling, as well as challenges in tracing the time of healthcare waste collection. Conclusion: Training led to significant improvements in HCW management practices among healthcare workers, though some areas still need enhancement. [ABSTRACT FROM AUTHOR]

Presenteeism (working while ill) due to mental ill‐health is estimated to be one of the largest economic costs to employers. We seek to investigate the relationship between line manager training in mental health (MH) and presenteeism trends at work. The aim of this study was twofold: (i) to examine the relationship between the provision of a new and emerging workplace MH and wellbeing (MH&WB) initiative – line manager (LM) training in MH – and presenteeism as reported by organizations and (ii) to examine the reasons for presenteeism, and organizational‐level strategies used to action it. To address these questions, we conducted a secondary data analysis using panel data from 7139 firms in England over four time points (2020–2023). Probit regression analysis revealed that organizations offering LM training are less likely to report presenteeism. Our analysis revealed that providing LM training may increase awareness and readiness to tackle presenteeism within the organization, but this does not always translate into actionable strategies. Limitations of the study and recommendations for future research are discussed. [ABSTRACT FROM AUTHOR]

Historically founded on animal experimentation, behaviorism made withdrawal of parental attention--or 'time-out'--one of the instruments of its Parent Management Training programs. However, the question of the effectiveness, or even harmfulness of this measure is still being debated. The aim of this second article is to examine the possible side-effects of 'time-out' for children's psycho-affective balance, and the evolution of its social acceptability. [ABSTRACT FROM AUTHOR]

Introduction Between 2011 and 2014, the Combat Casualty Training Consortium research study sought to evaluate all aspects of combat casualty care, including mortality, with a special focus on the incidence and causes of potentially preventable deaths among American combat fatalities. This study identified a major training gap in critical airway management. Because of the high rate of morbidity and mortality associated with poor or incorrect airway management, an effort to address this training gap was necessary. Materials and Methods This experiment compared the training using the Advanced Joint Airway Management System, a novel high-fidelity airway simulator, relative to one of the most utilized simulators for endotracheal intubation (ETI) via a parallel group randomized control trial design. Before training, participants (n  = 19) attempted an ETI on a cadaver using direct laryngoscopy. Performance during the attempt was recorded and scored by trained blinded raters. Participants were then randomly allocated to either novel or conventional training. Post-training, participants completed a second ETI under the same parameters. Analysis was completed via 2 × 2 mixed analysis of variance for (1) ETI Score, (2) Errors, (3) Critical Failures, and (4) Duration, across both the pre- and post-training tests and between the two groups. Results A priori power analysis required a total sample size of 84 participants in this experimental design. Consequently, this study is under-powered to reach statistical significance. Scores for all trainees did improve with training, yet analyses did not reveal a difference in overall ETI score between the novel and conventional training group, at baseline or at the post-training test (P  = .249). Conclusion The Advanced Joint Airway Management System simulator presents a training effect that is comparable to the conventional training model. However, given this study's small sample size, these results must be considered preliminary and further research is merited to draw firm conclusions about its impact on trainee performance. Future studies engaging larger cohorts of trainees and exploring the other capabilities of the Advanced Joint Airway Management System (cricothyroidotomy, needle chess decompression) are needed to further examine the educational potential of this novel airway management training system. [ABSTRACT FROM AUTHOR]

Rural management development is a fundamental strategy for achieving sustainable development. However, the current rural management system in Iran faces challenges, such as lack of development and inefficiency. Therefore, it is crucial to explore how rural management can address emerging issues in the future. This study focused on Jiroft County and aimed to identify the key factors and driving forces that influence rural management development. By using data analysis techniques, such as MICMAC and ScenarioWizard, along with the SOAR method, we examined the future scenarios and strategies necessary for implementation of rural management in Jiroft County. The findings revealed that 24 factors were instrumental in improving and developing rural management in the county. Among these factors, "adequate access to credits and financial resources" had the most significant impact on rural management and its development. The study highlighted that the current state of rural management in Jiroft County was largely unsustainable and it predicted that the existing conditions governing the rural management system would undergo changes in the near future. Based on the identified key factors, we generated 9 scenarios for the future development of rural management in Jiroft County. To achieve the most desirable scenario, it was essential to pursue 11 strategies and solutions. One of the proposed operational suggestions was to establish collaborative agreements with institutions and organizations both within and outside the village to effectively coordinate and manage all village affairs. [ABSTRACT FROM AUTHOR]

How can crisis leadership be developed before an organisational crisis occurs? This article addresses this important question by reviewing three individual‐level leadership perspectives (leader personality traits, leadership styles, and functional leadership) and three organisational level perspectives (leadership as contextual, leadership as collective, and leadership as dynamic), on how to develop crisis leadership with regard to recruitment, selection, and training. While crisis leadership is often perceived as something individual "leaders are born with" or as a variant of general leadership abilities, such an understanding leaves much to chance in terms of who will be effective leaders in a crisis, as well as the development of leadership capacity in organisations before a crisis actually occurs. This passive approach not only contradicts research on what constitutes effective crisis leadership but also is perceived to be unethical in terms of the potential consequences ineffective leadership can have in a crisis. This article provides an integrative overview of current and hitherto dispersed crisis leadership development research, showing how recruitment, selection and training to achieve collective crisis leadership capacity encompasses switching between organisational and individual level perspectives. We suggest implications for theory and future research as well as for practitioners responsible for developing crisis leadership in organisations. [ABSTRACT FROM AUTHOR]

Background: Expert airway management is an essential skill for pulmonary and critical care fellows. Providing high-quality real-time feedback to trainees performing emergent intubations is often limited because of the acuity of the situation and the lack of full airway visualization by the supervising provider. Objective: We sought to improve the quality of airway management education in a pulmonary and critical care fellowship training program by recording all emergent intubations and systematically reviewing select videos at a regularly scheduled airway management conference. Methods: We introduced several modifications to our airway training curriculum, including the recording of all fellow-performed emergent tracheal intubations along with a regularly scheduled conference in which selected videos recordings were systematically reviewed. Surveys completed by trainees before and after the redesign of the curriculum were used to determine the efficacy of the individual curriculum modifications. Paired Student's t tests, χ2 tests, and Kruskal-Wallis tests were used for statistical analysis. A P value lower than 0.05 was considered significant in all analyses. Results: After completion of the redesigned curriculum, trainees (100% response rate) demonstrated improved technical knowledge (P < 0.04) and procedural confidence (P < 0.04) with regard to airway management. Of the modifications incorporated into the curriculum redesign, fellows ranked the video-recorded intubation review conference as the most beneficial (P = 0.001) of the educational interventions. Conclusion: Recording of trainee-performed intubations and subsequent review of these videos using a standardized rubric was a highly valued modification to our fellowship airway training curriculum. [ABSTRACT FROM AUTHOR]

Objective: In contemporary academia, a significant number of higher education institutions have increasingly focused on the training and development of their managerial personnel to effectively address their administrative requirements. Given that the leaders and managers serve as both the driving force and guiding mechanism of universities, enhancing and fostering the behavioral and specialized competencies of these managers profoundly influences their overall performance. The objective of the present investigation is to propose a framework for the cultivation of reflective managers specifically for Farhangian University. Methods: This research is categorized as applied in terms of its objectives and employs Grounded Theory as its methodological approach. The data collection process involved semistructured interviews conducted with fifteen professors and administrators from Farhangian University, who were selected through purposive sampling techniques. The analysis of the research data was conducted utilizing a database theory approach, which included open, axial, and selective coding, facilitated by MAXQDA software. Results: The resultant paradigm model, centered on the phenomenon of reflective thinking development, serves to assist managers in enhancing their reflective thinking attributes. Furthermore, the proposed model encompasses strategies for the advancement of reflective managers influenced by causal factors (such as educational influences, development opportunities, critical reflective thinking, and the personality traits and skills of managers), contextual factors (which include access to university infrastructure, the cultural milieu of the university, and support from higher-level organizations), as well as various intervening variables. These intervening variables consist of managers' knowledge, self-awareness, and critical understanding. Conclusions: These empirical results have the potential to guide the formulation and execution of methodologies designed for the training of reflective managers. [ABSTRACT FROM AUTHOR]

Callous and unemotional (CU) traits are associated with an earlier onset of conduct problems in children. The presence of CU traits typically predicts a severe, stable, and aggressive pattern of behavior, especially when the onset of such behaviors begins in childhood. Children with conduct problems and CU continue to exhibit challenging behavior despite implementation of behavior management strategies compared to children with conduct problems alone. An emerging body of research suggests that Parent-Child Interaction Therapy (PCIT) specifically tailored to address the characteristics unique to CU traits (PCIT-CU) may be an effective intervention for children with conduct problems + CU. This case study presents the treatment of a 3-year-old boy using PCIT-CU who presents with oppositional defiant disorder (ODD), attention-deficit/hyperactivity disorder—combined presentation (ADHD-C), and CU traits. Both caregivers participated but were separated. Following the completion of treatment, conduct problems improved, parent ratings of CU traits decreased, and positive parenting practices increased. This case study adds to the growing literature in support of tailoring behavioral management training interventions for children with conduct problems + CU. [ABSTRACT FROM AUTHOR]

This study examines the implementation and effectiveness of Virtual Reality (VR) into employee communication training for Texas Department of Transportation employees. The study also explores the impact of iterative, in situ research-based design on VR system usability, and potential relationships between the usability and ergonomics of VR devices, and user receptiveness to VR content. For this work we adapt the definition of in situ to mean a learning activity that takes place in the location or environment where the participants will actually be trained. Following the pandemic, many office-based workers adopted hybrid-remote work formats (Yang, Kim, & Hong, 2023), necessitating updated approaches to employee training and instruction which VR may provide. Further, VR may offer opportunities for private role-play for employee communication practice, as well as an overall more high-fidelity learning opportunity. Findings indicate that VR is an effective and engaging solution for workforce and management communication training, and that hardware configurations influence overall employee enthusiasm for VR-based training. [ABSTRACT FROM AUTHOR]

Background: Different professionals working in healthcare organizations (e.g., physicians, veterinarians, pharmacists, biologists, engineers, etc.) must be able to properly manage scarce resources to meet increasingly complex needs and demands. Due to the lack of specific courses in curricular university education, particularly in the field of medicine, management training programs have become an essential element in preparing health professionals to cope with global challenges. This study aims to examine factors influencing the effectiveness of management training programs and their outcomes in healthcare settings, at middle-management level, in general and by different groups of participants: physicians and non-physicians, participants with or without management positions. Methods: A survey was used for gathering information from a purposive sample of professionals in the healthcare field attending management training programs in Italy. Factor analysis, a set of ordinal logistic regressions and an unpaired two-sample t-test were used for data elaboration. Results: The findings show the importance of diversity of pedagogical approaches and tools and debate, and class homogeneity, as effectiveness factors. Lower competencies held before the training programs and problems of dialogue and discussion during the course are conducive to innovative practice introduction. Interpersonal and career outcomes are greater for those holding management positions. Conclusions: The study reveals four profiles of participants with different gaps and needs. Training programs should be tailored based on participants' profiles, in terms of pedagogical approaches and tools, and preserve class homogeneity in terms of professional backgrounds and management levels to facilitate constructive dialogue and solution finding approach. [ABSTRACT FROM AUTHOR]

This research identifies the characteristics of respondents and evaluates the impact of training on the implementation of managerial functions at the Lukas Enembe Hospital - Central Memberamo. Findings show that the majority of respondents in the treatment group were women (70.0%) and the majority were under 30 years old or between 30-40 years old. In contrast, the control group was dominated by women (65.0%) and most were aged 30-40 years. In terms of work experience, the treatment group tended to have work experience of ≤5 years, while the control group had work experience of >5-10 years. The implementation of management functions in the treatment group showed a significant improvement after training, with a decrease in the poor and moderate categories, and an increase in the good category. Statistical analysis with Asymp.Sig value. 0.000 indicates a significant effect of training. Recommendations include the implementation of ongoing training with follow-up sessions, the use of relevant case studies, regular evaluations, as well as the integration of Leininger's theory in the educational curriculum and collaboration between educational institutions and RSUD. Researchers are advised to choose an appropriate research design and conduct in-depth data analysis to evaluate the impact of training in a statistically significant way. [ABSTRACT FROM AUTHOR]

Disruptive behavior disorders (DBDs) are common mental health problems among early childhood American youth that, if poorly managed, pose costly psychological and societal burdens. There is limited real world evidence on how parent management training (PMT) – the evidence-based treatment model of choice – implemented in common practice settings within the United States influences the behavioral progress of early childhood DBDs, and the risk factors associated with poor outcomes. This study used data from a measurement feedback system implemented within a U.S.-based private practice to study how behavioral outcomes change as a function of PMT treatment engagement and associated risk factors for 4–7 year-old children diagnosed with DBDs. Over 50% of patients reached optimal outcomes after 10 appointments. Attending 24–29 appointments provided maximum treatment effect – namely, 75% of patients reaching optimal outcomes by end of treatment. Outcomes attenuate after reaching the maximum effect. Patients also had higher odds of reaching optimal outcomes if they had consistent attendance throughout the treatment course. Notable risk factors associated with lower odds of reaching optimal outcomes included Medicaid insurance-type, greater clinical complexity, and having siblings concurrently in treatment. Increased implementation of systems that monitor and provide feedback on treatment outcomes in U.S.-based practice settings and similar investigations using its data can further enhance 'real world' management of early childhood DBDs among American youth. [ABSTRACT FROM AUTHOR]

This study explains the approaches used by the Institute for Research and Community Development Studies in School-Based Management (SBM) training for Islamic elementary schools in the Magelang Regency. The data in this qualitative study were collected through observation techniques, interviews, and documentation studies obtained from training facilitators, principals, supervisors, school boards, and training organizing committees. Furthermore, the data were analyzed using qualitative techniques. The results of the study showed that the leadership enculturation approach was used in training to strengthen the leadership of Islamic elementary schools. The leadership enculturation approach was adjusted to the stages of SBM training as follows: 1) Partnership leadership enculturation was used to strengthen school leadership in preparing follow-up plans after SBM training. (2) Mentoring collaborative leadership enculturation was used to strengthen school leadership in the implementation of school actions. 3) Evaluative leadership enculturation was used to strengthen school leadership by measuring and assessing the training process, training outcomes, and the impact of change on schools. The school leadership enculturation approach adjusted to the training stages can be used to ensure the implementation of the SBM in schools after training. [ABSTRACT FROM AUTHOR]

Background: Line manager (LM) training in mental health is gaining recognition as an effective method for improving the mental health and wellbeing of workers. However, research predominantly focuses on the impacts of training at the employee-level, often neglecting the broader organisational-level outcomes. Most studies derive insights from LMs using self-reported data, with very few studies examining impacts on organisational-level outcomes. Aim: To explore the relationship between LM training in mental health and organisational-level outcomes using company-level data from a diverse range of organisations. Methods: This study is a secondary analysis of anonymised panel survey data from firms in England, with data derived from computer-assisted telephone surveys over four waves (2020, 1899 firms; 2021, 1551; 2022, 1904; and 2023, 1902). The analysis merged the four datasets to control for temporal variations. Probit regression was conducted including controls for age of organisation, sector, size, and wave to isolate specific relationships of interest. Results: We found that LM training in mental health is significantly associated with several organisational-level outcomes, including: improved staff recruitment (β =.317, p <.001) and retention (β =.453, p <.001), customer service (β =.453, p <.001), business performance (β =.349, p <.001), and lower long-term sickness absence due to mental ill-health (β = -.132, p <.05). Conclusion: This is the first study to explore the organisational-level outcomes of LM training in mental health in a large sample of organisations of different types, sizes, and sectors. Training LM in mental health is directly related to diverse aspects of an organisations' functioning and, therefore, has strategic business value for organisations. This knowledge has international relevance for policy and practice in workforce health and business performance. [ABSTRACT FROM AUTHOR]

Background Employee mental health and well-being (MH&WB) is critical to the productivity and success of organizations. Training line managers (LMs) in mental health plays an important role in protecting and enhancing employee well-being, but its relationship with other MH&WB practices is under-researched. Aims To determine whether organizations offering LM training in mental health differ in the adoption of workplace- (i.e. primary/prevention-focused) and worker-directed (including both secondary/resiliency-focused and tertiary/remedial-focused) interventions to those organizations not offering LM training and to explore changes in the proportions of activities offered over time. Methods Secondary analysis of enterprise data from computer-assisted telephone interview surveys. The analysis included data from organizations in England across 4 years (2020: n  = 1900; 2021: n  = 1551; 2022: n  = 1904; 2023: n  = 1902). Results Offering LM training in mental health was associated with organizations' uptake of primary-, secondary-, and tertiary-level MH&WB activities across all 4 years. The proportion of organizations offering primary-, secondary- and tertiary-level interventions increased over time. On average, tertiary-level activities were most adopted (2020: 80%; 2021: 81%; 2022: 84%; 2023: 84%), followed by primary-level activities (2020: 66%; 2021: 72%; 2022: 72%; 2023: 73%) and secondary-level activities (2020: 62%; 2021: 60%; 2022: 61%; 2023: 67%). Conclusions Offering LM training in mental health is associated with the adoption of other MH&WB practices by organizations. Suggesting that organizations that are committed to the mental health agenda are more likely to take a holistic approach (including both worker and workplace strategies) to promoting workforce mental health, rather than providing LM training in isolation. [ABSTRACT FROM AUTHOR]

Background: In many countries, midwives and nurses play a vital role in supporting effective perinatal mental health (PMH) care, including peripartum depression (PPD) management. In our study, we aimed to evaluate the effectiveness of PMH training in increasing certified midwives (CMs) and certified nurse–midwives (CNMs)’ knowledge about PPD management in primary care settings. The training was a part of postpartum depression (PPD) prevention programme implemented by Polish Ministry of Health. Additionally, we investigated the link between the CMs and CNMs perception of systemic difficulties, attitudes toward work with patients with mental health problems, and the adherence to PPD screening procedures. Method: A total of 379 CMs and CNMs from primary health centres and hospitals who participated in a PPD management training completed the Test of Antenatal and Postpartum Depression Knowledge before and after PMH training and the REASON scale after the training. Results: Before the training, only 17% (n = 66) of CMs and CNMs considered themselves to be educated for PPD management. The participants’ knowledge about PPD significantly increased after the training, by three points on average. The effect size was very strong, d = 0.84. However, the prevalence of perinatal mental disorders and the suicide rate among persons with PPD remained misestimated. We also found that age had a substantial influence in controlling the relationship between perceived educational preparation for PPD management, job tenure, and actual knowledge about PPD management. Self-reported higher levels of perceived systemic problems in the workplace and having more negative attitudes toward working with persons experiencing emotional difficulties were associated with declared lower frequency of measuring the severity of PPD, using screening tools, counselling, and making referrals to specialists. Discussion: Even though the training turned out to be effective, a tendency to underestimate the negative consequences of PPD was observed. The participants’ perception of systemic problems and personal attitudes were associated with an adherence to PPD screening procedures. The implementation of an obligatory PPD screening may not be enough to change the everyday practice of CMs and CNMs. Further training, taking into account personal attitudes of health care professionals, and systemic changes are required to ensure an optimal management for persons with PPD. [ABSTRACT FROM AUTHOR]

Historically founded on animal experimentation, behaviorism made withdrawal of parental attention--or 'time-out'--one of the instruments of its Parent management training programs. However, the question of the effectiveness, or even harmfulness, of this measure for children's psycho-affective development is still being debated. The aim of this first article is to take a closer look at the studies that behaviorists claim to justify 'time-out', and to clarify its theoretical and methodological foundations. A second article will examine the possible side-effects of 'time-out' for children, and the evolution of its social acceptability. [ABSTRACT FROM AUTHOR]

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This paper studies to what extent the transfer of US managerial technologies to Europe after World War II contributed to closing the gap with US businesses. Between 1952 and 1958, the US government sponsored the Productivity Program, which promoted management training trips for European managers at US firms. Through the analysis of reports compiled by UK, France, Germany, and Italian participating firms, I first document that these companies claimed between 5% and 10% yearly productivity increase thanks to the program. The fact that European businesses were not forced to adopt the American management model, but could adapt it to their firm needs and existing business practices was a key aspect of the program's success. Second, using data on US and Italian participating firms' performance I show that Italian firms grew on average 7.8 percent faster than that of US companies in the 10 years after the start of the program. Moreover, the distribution of productivity of Italian and US firms became more similar over years, confirming a performance convergence between these companies. [ABSTRACT FROM AUTHOR]

The education sector, and more especially higher education, has been identified as one of the key avenues for promoting sustainability and supporting governments and other actors in implementing Sustainable Development Goals (SDGs). Management Development Institutes (MDIs) can particularly be handy in providing training, research and expert services to individuals and agencies as well as organizations on sustainability and implementation of SDGs. Such institutions enrol a number of practitioners on management-related courses and programmes and these individuals influence decisions in their organizations. A number of public agencies and Non-Government Organizations (NGOs) approach such institutions to develop their management capacities and systems as well as providing expert services in various aspects of management and administration. The article presents the experience of Uganda Management Institute (UMI) in fostering sustainability and the engagement of government and other non-government actors on the implementation of SDGs in Uganda. The paper describes the various training, research, and policy engagements with actors on sustainable development and implementation of SDGs in Uganda conducted by the Institute. [ABSTRACT FROM AUTHOR]

Background: During the educational stage, academic achievement depends on various social, family, and personal factors. Among the latter, executive skills in everyday life play a significant role in dealing with the academic demands of adolescents. Therefore, the aim of this study is to ascertain the effects of executive symptomatology in everyday functioning on academic achievement in adolescents. Method: The study involved 910 students aged between 13 and 15 years (M = 14.09, SD = 0.68) from both public and private schools in the Community of Madrid. The DEX, BDEFS-CA, and BRIEF-SR questionnaires were utilised to assess executive difficulties, while grades in language, mathematics, and natural sciences were used as a measure of academic achievement. Results: The data revealed statistically significant differences in working memory, emotional control, materials organisation, and task completion. In relation to language and natural sciences subjects. In the case of mathematics, emotional control and task completion were significant variables. Conclusion: Our results indicate that certain executive skills that are manifested in everyday life activities can contribute, albeit in a variable way, to academic achievement in the subjects studied. This aspect is relevant insofar as it allows us to develop preventive interventions based on the executive training of these everyday skills. [ABSTRACT FROM AUTHOR]

Teachers in the induction phase (i.e., the first 3 years of teaching) can be underprepared to support students who engage in challenging behavior. This can be due to limited preservice education and ongoing professional development in behavior management. Yet, students who engage in challenging behavior are at an increased risk of being referred to intervention services and/or special education, especially at the elementary level. The purposes of this randomized‐controlled trial were to identify the effects of an online behavior management training on teachers in the induction phase, as well as their perceptions of the training. Findings revealed teachers in the intervention group showed significant increases in knowledge, application, and self‐efficacy in applying behavior management strategies. Social‐validity data indicated participants felt the training was highly acceptable, feasible, and effective. Practitioner points: After completing a behavior management training, induction phase teachers (i.e., teachers in their first 3 years of teaching) showed significant increases in knowledge, application, and self‐efficacy in applying behavior management strategies compared to teachers in a waitlist‐control group.Teachers chose a target student in their class to practice implementing strategies with, and target students showed significant decreases in challenging behavior following the behavior management training.Participants reported the behavior management training to be highly acceptable, feasible, and effective. [ABSTRACT FROM AUTHOR]

This article provides a systematic literature review of existing strategic crisis management training research. The review explores practices on which strategic crisis management skills to prioritize and how to train these skills to be prepared when a crisis strikes. Our research question was: How is strategic crisis management trained, and is there a best practice? In all, we identified 538 articles from 3 databases and read the abstracts. From this, we selected 41 articles based on the defined inclusion criteria and read them as a whole. In the end, eight articles were a part of this analysis. A thematic analysis based on the categorization of repetitions of concepts was used to analyse the data. The analysis resulted in two main categories: what to train, which focuses on the outcome and skills, and how to train, which focuses on the process and pedagogy. The outcome (what to train) categories were (1) related to working together, (2) related to understanding the situation, (3) related to making adequate decisions in complex contexts, and (4) related to practicalities. The process (how to train) categories were (1) training methods and (2) learning theories. A model considering three main strategic crisis management training approaches, outcome‐focused training, process‐focused training, and learning‐focused training, was developed. The latter was concluded to be the desired option, as it is a balanced approach of both outcome and process focus. [ABSTRACT FROM AUTHOR]

Sustainable performance management stands as a critical aspect for businesses grappling with the multifaceted challenges of social, economic, and environmental concerns. Its importance has surged as companies endeavor to harmonize their operational strategies with sustainable development goals. However, it is notable that the current body of research overlooks the intricacies at the micro-level and the dynamic roles played by individual employees. Furthermore, there remains a notable gap in exploring the intricacies of causality and the mechanisms driving the relationships between sustainable practices and performance outcomes. This study conducted a bibliometric study dissecting the existing corpus of literature on sustainable performance management, to unveil prevalent trends, key contributors, influential journals, and emerging research themes. Through this rigorous exploration, seven distinct thematic clusters have emerged which reflect the interrelationships between various aspects of sustainable performance management, encompassing economic, environmental, social, and technological dimensions. Finally, this study offers valuable suggestions for future research endeavors aimed at enhancing the holistic comprehension of sustainable business practices, shaping organizational performance, and advancing global goals of sustainability. [ABSTRACT FROM AUTHOR]

Aim: There is limited evidence on trainees' and instructors' needs and perspectives concerning interprofessional simulation-based trainings. We aimed to study task distribution among team members, profession-specific learning effects and enhancing collaboration and competencies within medical teams. Methods: This prospective study examined expectations and experiences of medical and nursing students during paediatric emergency training in a tertiary care centre with questionnaires before and after a training. Further, expert interviews were conducted to identify the needs for interprofessional training. Results were used to design a standardised checklist for structured preparation of interprofessional paediatric emergency management training. Results: Of the nursing students, 82% initially intended to assume the role of the team leader, but only 5.8% did so during training. Both professions emphasised the significance of effective communication and transparent task distribution for successful collaboration. Experts highlighted the importance of proficiency in basic technical skills and identified non-technical skills such as closed-loop communication and the 10-4-10 principle as crucial for both professions. Conclusion: The study revealed profession-specific variations in the intention of acquiring the team leader or member role. Interprofessional training emerges as a potential strategy to dismantle these structures and promote shared responsibilities. The checklist aims to facilitate structured preparation of a training. [ABSTRACT FROM AUTHOR]

Effectively resolving demanding situations in managerial work and the residues of these processes can significantly impact the quality of a manager's life, both mentally and physically. The goal of research project is to focus attention on identifying and specifying selected personality traits of managers that are related to coping with demanding situations. The results confirmed the expected correlations between the ways of behaving in demanding managerial work situations and the features of interpersonal behavior of managers. The acquired knowledge also reveals risk factors that can significantly reduce the level of a manager's work and are thus an important aspect of decision-making not only in the process of selecting people for managerial positions, but also in the education and training of managers. [ABSTRACT FROM AUTHOR]

Introduction: The aim of our study is to explore the relationship between procrastination, time management skills and psychological flexibility and the changes in them during an Acceptance and Commitment therapy (ACT)-based course that included time management training. We also explored the effects of time management skills and psychological flexibility on procrastination. The study used an experimental design in an ACT-based well-being course that included time management training. Methods: The participants were 109 students taking the course and 27 waiting list students. Analyses were conducted with Pearson correlation, mixed ANOVA and causal mediation analysis. Results and discussion: Our results show that time management skills, psychological flexibility and procrastination were related to each other, and all changed during the course. In addition, change in both time management and psychological flexibility had an impact on the change in procrastination during the course. The results show that both time management and psychological flexibility influence the change in procrastination during an ACT-based course. [ABSTRACT FROM AUTHOR]

Paraprofessionals are often tasked with implementing behavior management strategies to support the complex needs of students with disruptive behavior disorders. This study examined reported use and effectiveness of common classroom behavior strategies from 86 paraprofessionals working in 36 elementary schools using a mixed method design. Data were from a larger randomized control trial that examined the effects of behavior support coaching on paraprofessional practices and student outcomes. Qualitative analysis highlighted themes related to behavior strategies use, including 94 "other" strategies. Paraprofessionals across conditions reported use of a range of behavior management strategies and were more likely to use consequence‐based than antecedent‐based strategies (χ2 = 381; p <.001; df = 1). Coached paraprofessionals reported greater use of reminding or reinforcing classroom rules and praising for appropriate behavior than controls. No group differences in overall strategy use (χ2 = 1.20; p =.273; df = 1) or overall perceived effectiveness (t = −1.45; p =.149; df = 755) were found. Implications of findings for practice and research are presented. Practitioner point: Paraprofessionals use more consequence‐based behavior management strategies.With coaching‐based behavior management training, paraprofessionals engage in more positive behavior management strategies.Paraprofessionals report no differences between behavior management strategy use and perceived effectiveness. [ABSTRACT FROM AUTHOR]

The increasing use of reduced-risk insecticides in orchard management has raised concerns regarding their potential risk to beneficial arthropods. Depending solely on acute short-term effects tends to underestimate the risks posed by spinetoram to natural enemies. Limited information is available on the long-term consequences of low exposure to spinetoram on natural enemies. The survival and predation of Orius strigicollis gradually decreased with the increase in spinetoram exposure rate, and the preoviposition periods were prolonged above 0.208 g a.i. ha-1. However, the adult lifespan, reproductive rate, population parameters, intrinsic rate of increase, finite rate of increase, and net reproductive rate were reduced, while the transformation rate was increased with the increase in spinetoram exposure rate. The population size and predation potential of O. strigicollis at 0.104 g a.i. ha-1 were higher than other treatments but did not differ from those of the control. Field residue monitoring showed that the peak residue levels of spinetoram on Eriobotrya japonica and Bidens alba flowers were 0.525–0.589 g ha-1 and 0.139–0.148 g ha-1, respectively, and it required at least 28 and 9 days, respectively, for the residue levels to dissipate to a level with no toxic effect on O. strigicollis. Therefore, the sublethal effects resulting from trace residues is the primary factor responsible for O. strigicollis population collapse. We provide insights for mitigating the negative impacts of spinetoram on O. strigicollis and for integrated pest management development. [ABSTRACT FROM AUTHOR]

BACKGROUND AND OBJECTIVE: A strong and effective health management workforce (HMW) is essential to underpin the comprehensive health care services provided by health care organizations. The fast-growing nature of healthcare systems suggests the required competencies for HMW continue to evolve. Hence, an up to date understanding of management competency requirements is important to the productivity and sustainability of the healthcare system. Before any investment in management competency development, understanding the current health service management workforce development strategies is one of the key steps. There has been no integrated review on the development efforts for HMW in the Asia Pacific region. The objective of this scoping review is to identify and confirm the key strategies that have been used in developing the health management workforce in the Asia Pacific region. MATERIALS AND METHODS: A scoping review of the literature was conducted between May and August 2022 using the following databases: Medline, Ovid Emcare, CINAHL, Scopus, and Web of Science, to retrieve original research articles demonstrating development efforts for HMW in the Asia Pacific regions. The review was guided by the PRISMA-ScR (2018) checklist [23]. RESULTS: The scoping review identified four different development strategies for HMW in Asia Pacific region: i) Organisational informal professional development programs, ii) Competency assessment and identification of gaps in knowledge and skills of HMW, iii) Confirming competencies and developing competency framework and iv) Formal education and training. Among these four development strategies, organisational informal professional development programs and competency assessment and the identification of gaps in knowledge and skills of HMW were the main strategies implemented for HMW in the Asia Pacific region. The review also highlighted a relatively low level of government or system level development strategies for HMW in the Asia Pacific region. CONCLUSION: The review concluded that the existing development strategies and efforts for HMW are not evenly implemented within the Asia Pacific region. Political will and policy direction are important and plays a vital role in the competency development of HMW. It is also critical to provide multilevel commitment from system and organisational level together with identifying and addressing the bottlenecks in the development strategies by considering organisation types, management levels and positions, practical training methods, motivation of participants, and other contextual factors. [ABSTRACT FROM AUTHOR]

Background Mental ill health has a high economic impact on society and employers. National and international policy advocates line manager (LM) training in mental health as a key intervention, but little is known about employer training provisions. Aims To explore the prevalence and characteristics of organizations that offer LM training in mental health. Methods Secondary analysis of existing longitudinal anonymised organizational-level survey data derived from computer-assisted telephone interview surveys collected in four waves (2020:1900 firms, 2021:1551, 2022:1904, 2023:1902) in England, before, during and after a global pandemic. Results The proportion of organizations offering LM training in mental health increased pre- to post-pandemic (2020:50%, 2023:59%) but 41% do not currently provide it. Logistic regression confirmed that LM training is more likely to be offered by large-sized enterprises, organizations with a larger proportion of employees who are younger (aged 25–49), female, disabled and from ethnic minority communities. Sector patterns were inconsistent, but in 2023, organizations from the 'Hospitality' and 'Business Services' sectors were more likely to provide LM training than other sectors. Conclusions Continued efforts are needed to increase the proportion of employers offering LM training in mental health, particularly small- to medium-sized enterprises, and organizations with predominantly male, White and/or older workforces. [ABSTRACT FROM AUTHOR]

This paper examines the results of a global Korn Ferry survey that assessed pay transparency-related market practices. Despite increased attention and pressure from internal and external stakeholders, organizations are still in the early stages of implementing pay transparency strategies. Organizations plan to overhaul their reward communication strategies, with manager training and employee education as the primary focus areas. Managers play a critical role as the first line of communication with employees on their team, and organizations recognize that a significant upskilling effort will be needed to enable them to communicate effectively about pay decisions and avoid unintended consequences. The authors provide considerations for organizations moving toward more transparent pay practices, including clarifying a pay transparency strategy, assessing their current practices, improving compensation programs, aligning their leaders and developing effective rewards communications strategies. [ABSTRACT FROM AUTHOR]

While business ethics (BE) courses have increasingly formed part of business school curricula, we still do not know much about how these courses can change students' capacity to deal with ethical issues. Drawing on a sensemaking perspective, we conducted an action research study with 66 business professionals enrolled in an executive training program at a French university. The aim was to investigate the processes underlying ethical judgment (EJ) change through a BE course. Participants were invited to pick a significant ethical issue they had personally experienced at work. They were then asked to make sense of it, in writing, at the beginning and at the end of the course, 3 months later. In comparing pre-course and post-course judgments, we concluded that the structure and contents of the respondents' initial judgment had indeed been modified. This change could be accounted for as the outcome of four 'sense-remaking' mechanisms, which we theorize as complexifying, reprioritizing, conceptualizing and contextualizing. Our study contributes to the literature on BE education by demonstrating the benefits of a sensemaking approach. It also offers an original process-based model of EJ, specifying the mechanisms at play in EJ change. Finally, it contributes to the field of sensemaking studies by introducing the concept of sense-remaking, shedding new light on the evolutive dimension of sensemaking. [ABSTRACT FROM AUTHOR]

Copyright of Brazilian Journal of Law & International Relations / Relações Internacionais no Mundo is the property of Relacoes Internacionais no Mundo 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.)

The study examined the impact of knowledge management and organisation performance in selected foam manufacturing firms in Lagos state, Nigeria. The study made use of survey research design to obtain information from the staff of Vita-foam Nigeria Plc. and Mouka Limited. The population of the study was the 792 staff of Vitafoam Nigeria Plc. Ikeja, and Mouka Limted, Ikeja, Lagos State, Nigeria. The study made use of simple random sampling technique. Result of the first hypothesis showed the R²value of 0.608 which means that knowledge management technology variables have positive influence on workforce effectiveness. Also, findings of the second hypothesis showed an R² value of 0. 660 which means that knowledge management strategy variables have positive influence on workforce effectiveness. In addition, findings of hypothesis three showed that R² value = (0. 791) which means that knowledge management training variables have positive influence on workforce effectiveness. Finally, hypothesis four resulted in an R² value of 0.734, indicating a favorable impact of knowledge application factors on workforce efficiency. The research ultimately establishes that variables such as knowledge application, training in knowledge management, the strategic approach to knowledge management, and the utilisation of knowledge management technology all exhibit statistically significant relationships with workforce effectiveness. The research suggests that it would be beneficial for business organisations to adopt different knowledge management approaches. These approaches are valuable as they provide guidance on effectively overseeing and consolidating a company's information, data, and expertise, leading to enhanced productivity and efficiency. [ABSTRACT FROM AUTHOR]

Purpose: The role of chief executive officer (CEO) personal characteristics in shaping corporate policies has attracted increasing academic attention in the past two decades. In this review, the authors synthesize extant research on CEO attributes by reviewing 232 articles published in 29 journals from the accounting, finance and management literature. This review provides an overview of existing findings, highlights current trends and interdisciplinary differences in research approaches and identifies potential avenues for future research. Design/methodology/approach: To review the literature on CEO attributes, the authors manually collected peer-reviewed articles in accounting, finance and management journals from 2000 to 2021. The authors conducted in-depth analysis of each paper and manually recorded the theories, data sources, country of study, study period, measures of CEO attributes and dependent variables. This procedure helped the authors group the selected articles into themes and sub-themes. The authors compared the findings in various disciplines and provided direction for future research. Findings: The authors highlight the role of CEO personal attributes in influencing corporate decision-making and firm outcomes. The authors categorize studies of CEO traits into three main research themes: (1) demographic attributes and experience (including age, gender, culture, experience, education); (2) CEO interactions with others (social and political networks) and (3) underlying attributes (including personality, values and ideology). The evidence shows that CEO characteristics significantly affect a wide range of specific corporate policies that serve as mechanisms through which individual CEOs determine firm success and performance. Practical implications: CEO selection is one of the most crucial decisions made by corporations. The study findings provide valuable insights to corporate executives, boards, investors and practitioners into how CEOs' personal characteristics can impact future firm decisions and outcomes that can, in turn, inform the high-stake process of CEO recruitment and selection. The study findings have significant practical implications for corporations, such as contributing to executive training programs, to assist executives and directors attain a greater level of self-awareness. Originality/value: Building on the theoretical foundation of upper echelons theory, the authors offer an integrated theoretical framework to consolidate existing empirical research on the impacts of CEO personal attributes on firm outcomes across accounting and finance (A&F) and management literature. The study findings provide a roadmap for scholars to bridge the interdisciplinary divide between A&F and management research. The authors advocate a more holistic and multifaceted approach to examining CEOs, each of whom embodies a myriad of personal characteristics that comprise their unique identity. The study findings encourage future researchers to expand the investigation of the boundary conditions that magnify or moderate the impacts of CEO idiosyncrasies. [ABSTRACT FROM AUTHOR]

Copyright of Brazilian Business Law Journal / Administração de Empresas em Revista is the property of Administracao de Empresas em Revista 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.)

Persons with schizophrenia often show executive dysfunction assessed with both subjective (self-report) and objective (neuropsychological tests) measures. In a recent randomized controlled trial (RCT), subjective executive functioning in everyday life was improved following Goal Management Training (GMT). The aim of the current study is to investigate the potential of GMT to improve secondary well-being outcomes from that RCT, including self-esteem, self-efficacy, and quality of life in persons with schizophrenia spectrum disorders. Since wellbeing is frequently lower in persons with schizophrenia compared to healthy individuals, further knowledge about well-being as an outcome after cognitive remediation may have implications for clinical treatment. Sixty-five participants were randomly assigned to GMT (n = 31) or a waiting list control condition (n = 34). Assessments were conducted at baseline (T1), immediately after the intervention (T2-5 weeks), and at six-month follow-up (T3). Measures included the Rosenberg Self-Esteem Scale, the Perceived Quality of Life Scale, and the General Self-Efficacy Scale. Results were analyzed using a linear mixed model analysis for repeated measures. There were no significant effects of GMT on self-esteem or quality of life. Only the GMT group showed a significant increase in self-efficacy that was most evident at six months follow-up, F(1, 34) = 10.71, p = 0.002, d = 0.71. Improved self-efficacy was found to correlate significantly with a reduction in perceived executive dysfunction in an exploratory post hoc analysis. Our findings demonstrate the potential of GMT in improving self-efficacy in schizophrenia [ABSTRACT FROM AUTHOR]

Background: Isoniazid preventive therapy (IPT) works to prevent tuberculosis (TB) among people living with HIV (PLHIV), but uptake remains low in Sub-Saharan Africa. In this analysis, we sought to identify barriers mid-level managers face in scaling IPT in Uganda and the mechanisms by which the SEARCH-IPT trial intervention influenced their abilities to increase IPT uptake. Methods: The SEARCH-IPT study was a cluster randomized trial conducted from 2017–2021. The SEARCH-IPT intervention created collaborative groups of district health managers, facilitated by local HIV and TB experts, and provided leadership and management training over 3-years to increase IPT uptake in Uganda. In this qualitative study we analyzed transcripts of annual Focus Group Discussions and Key Informant Interviews, from a subset of SEARCH-IPT participants from intervention and control groups, and participant observation field notes. We conducted the analysis using inductive and deductive coding (with a priori codes and those derived from analysis) and a framework approach for data synthesis. Results: When discussing factors that enabled positive outcomes, intervention managers described feeling ownership over interventions, supported by the leadership and management training they received in the SEARCH-IPT study, and the importance of collaboration between districts facilitated by the intervention. In contrast, when discussing factors that impeded their ability to make changes, intervention and control managers described external funders setting agendas, lack of collaboration in meetings that operated with more of a 'top-down' approach, inadequate supplies and staffing, and lack of motivation among frontline providers. Intervention group managers mentioned redistribution of available stock within districts as well as between districts, reflecting efforts of the SEARCH-IPT intervention to promote between-district collaboration, whereas control group managers mentioned redistribution within their districts to maximize the use of available IPT stock. Conclusions: In Uganda, mid-level managers' perceptions of barriers to scaling IPT included limited power to set agendas and control over funding, inadequate resources, lack of motivation of frontline providers, and lack of political prioritization. We found that the SEARCH-IPT intervention supported managers to design and implement strategies to improve IPT uptake and collaborate between districts. This may have contributed to the overall intervention effect in increasing the uptake of IPT among PLHIV compared to standard practice. Trial registration: ClinicalTrials.gov, NCT03315962, Registered 20 October 2017. [ABSTRACT FROM AUTHOR]

Background: Considering the profound influence of parent-child relationships on child vulnerability and mental health, prioritizing the improvement of this bond becomes crucial. While combined programs have garnered substantial recognition for their heightened effectiveness, regrettably, no research has yet explored a comparative analysis of their efficacy. This study aims to assess and compare the effectiveness of combining parent management training (PMT) with both acceptance commitment therapy (ACT) and mindful parenting in improving the parent-child relationship. Methods: The study employed a quasi-experimental design, specifically a pre-test and post-test method, with a three-month follow-up period. A control group was included to enhance the validity of the results. The statistical population comprised all mothers of preschool children in Semnan City, Iran in 2022. Using convenience sampling, 36 mothers were selected and randomly assigned to three groups, two experimental groups and one control group. Random assignment was achieved using a lottery-based method without replacement. The sample in experimental groups participated in an integrated training program, which consisted of two-hour sessions conducted eight times per week. Conversely, the control group was placed on a waiting list. The data analysis phase involved utilizing SPSS software, version 23 and applying multivariate covariance analysis. Results: The results of the study indicated that both combined programs exhibited a significant impact on reducing conflicts within the parent-child relationship and fostering closeness (P<0.001). However, no significant effect was observed on parent-child dependency (P>0.05). Additionally, no significant difference was observed between the two combined programs regarding their effectiveness in enhancing the parent-child relationship. These results remained consistent during the follow-up stage. Conclusion: This study highlighted that these programs have exhibited a significant capacity to enhance the parent-child relationship by fostering a sense of closeness and effectively mitigating conflicts. These results indicated that the integration of ACT or mindful parenting principles with PMT can provide valuable interventions for enhancing parent-child. [ABSTRACT FROM AUTHOR]

Background: Stress and anger are among the most common mental health problems in adolescents. The skill of coping with stress and controlling emotions is one of the vital skills in adolescence. This study aims to investigate the effect of educational intervention on anger and stress management skills in female adolescents based on social cognitive theory (SCT). Methods: The present pre-test post-test clinical trial was conducted among 12-14-year-old girls in Birjand City, Iran in 2019. One school was randomly selected as intervention and one school as control. The participants included 80 girls randomly selected and assigned to the intervention and control groups. The data collection tool was a researcher-made questionnaire investigating the effective factors on anger and stress control skills based on the SCT. The validity and reliability of this scale were confirmed by a panel of experts and Cronbach’s α was above 0.7. Questionnaires and informed consent forms were completed by participants in the pre-test stage and two months after the educational intervention. Seven training sessions were held in two months. The implementation of the project lasted for four months. The collected data were analyzed using SPSS software, version 22 and t-test. Results: The results showed that the mean scores of perceived social support (P=0.003), perceived reinforcement (P=0.03), and self-control (P<0.001) increased significantly in the intervention group after the intervention. Moreover, the mean score of self-efficacy (P=0.007) changed significantly in the control group after the intervention. Conclusion: Parent training has been effective in promoting social support and perceived reinforcement. Paying attention to the role of parents, preparing a suitable training package, and using active training methods have played a role in the effectiveness of the intervention. Therefore, the application of this educational package is recommended in future related interventions and similar studies. [ABSTRACT FROM AUTHOR]

The carer-employee experience has undergone multiple shifts during the COVID-19 pandemic. This study seeks to understand how changes in the workplace as a result of the pandemic have impacted employed carers with their ability to perform both care obligations and paid work responsibilities. Using an online workplace-wide survey at a large Canadian firm, we conducted an environmental scan of: the current state of workplace supports and accommodations, supervisor attitudes, and carer-employee burden and health. Our findings demonstrate that while employees are generally in good health, care burden and time spent caregiving has been higher during COVID-19. Notably, employee presenteeism is higher during the pandemic than it was previously, with carer-employees experiencing significantly reduced levels of co-worker support. The most common workplace adaptation to COVID-19, work-from-home, was preferred by all employees as it allowed greater schedule control. However, this comes at the cost of reduced communications and sense of workplace culture, especially for carer-employees. We identified several actionable changes within the workplace, including: greater visibility of existing carer resources, and standardized training of managers on carer issues. [ABSTRACT FROM AUTHOR]