There is a growing necessity to clearly communicate the importance of impactful research in Diversity, Equity, and Inclusion (DEI), especially as the value and effectiveness of DEI efforts increasingly come under scrutiny. Amidst rising skepticism and backlash, it is essential to move beyond conventional academic measures and demonstrate tangible, real-world change to reaffirm the relevance and credibility of DEI research in driving meaningful social progress. This paper introduces the concept of “Impact Articles” as a new article category, tailored to DEI scholarship. Impact articles focus on how researchers can design, develop, track, and demonstrate impactful outcomes that lead to systemic and sustainable social change. The following framework outlines the key components to include when writing an impact article to effectively communicate the process and outcomes of your DEI research. (1) An impact article should begin by sharing insights on how the EDI problem or challenge was recognized, and focus on describing the specific changes needed to effectively address the EDI issue. (2) Authors should engage diverse constituents and throughout the research process, detail their roles and contributions to foster genuine collaboration. (3) Describe collaborative and co-creative approaches used to adapt and deepen understanding of impact as the project progressed. (4) Provide evidence of the impact achieved, discussing how you measured and tracked this change over time, including any challenges or unintended consequences encountered. (5) Reflect thoughtfully on the ethical dimensions of impact, addressing questions of ownership, power imbalances, and ensuring that all voices were considered and respected. This structured approach helps convey the real-world significance and sustainability of EDI research. The journal’s first five invited Impact Articles were utilized as exemplars to showcase impactful EDI research. The authors demonstrate how their research goes beyond scholarly publications to effect concrete changes in policies, practices, and organizational culture. Significant progress results from co-created interventions that center marginalized voices, such as Indigenous methodologies, feminist scholar-activism, and intervention-based research in corporate settings. Key barriers include institutional inertia, lack of resources, and insufficient recognition of non-scholarly impacts. Successful efforts demonstrate the power of inclusive collaboration, ethical engagement, and reflexive language. There are challenges in attributing outcomes directly to research interventions due to complex, multifactorial social dynamics. Measuring impact quantitatively remains difficult, especially for nuanced cultural and identity-related shifts, with traditional metrics inadequate for capturing lived experiences and systemic change. Impactful EDI research emphasizes constituent engagement, co-creation, and diverse methodologies to assess impact, reflecting on the ethical, cultural, and geopolitical nuances essential for meaningful and sustained EDI progress. It underscores the importance of transparent collaboration and continuous evaluation to sustain progress. Impact articles highlight how EDI research can be a catalyst for dismantling systemic inequities and promoting inclusive societal structures. Organizations can leverage EDI research to design targeted interventions—such as inclusive hiring, mentorship, and policy reforms—that yield measurable improvements. Impact Articles encourages researchers to document and share their strategies for demonstrating real-world change, guiding practitioners and policymakers in translating EDI research into action while maintaining ethical commitments. EDI Journal champions the integration of research impact as a core element of EDI scholarship, expanding the traditional academic focus towards meaningful societal transformation. The journal launches a new article category, through a structured framework, designed to showcase tangible changes resulting from EDI research, such as advancements in policies, practices, and organizational cultures. These efforts offer an important guide for scholars, institutions, and practitioners seeking to bridge the divide between theory and real-world application.
The article reveals the role of internal audit in the process of goal setting and risk management assessment as an integral element of modern management. Companies in modern business conditions and a rapidly changing business environment face many challenges related to potential threats. Internal audit helps management achieve its goals by using a systematic and consistent approach to evaluating and improving the effectiveness of risk management, control and corporate governance processes, which makes it an essential tool for achieving the company's strategic goals. The author updates the modern functions of internal audit in accordance with the International Professional Standards of Internal Audit (IASB), complementing the factors that may affect their content. Highlights the impact of the principles of internal audit, showing their complex impact on the company, ensuring a balance between efficiency, evaluation and rationality. This makes internal audit a key tool for achieving management's goal setting. The research is based on universal scientific methods – observation, practical methods of generalization and professional judgment, the method of critical assessment. The element of scientific novelty is determined by the practical method of generalizing a more in-depth understanding of the role of internal audit to changing market conditions and the business environment. Using professional judgments, the author focuses on the impact of business risks on the risks of distortion of accounting (financial) statements. Internal audit contributes to the creation of a risk management culture where risk management becomes an integrated element in business processes. Revealing the content of the stages of risk assessment and management, the role of internal audit in creating a culture of risk management within the company is assessed, which, in turn, contributes to its sustainable development and competitiveness. The article will be useful for both practicing internal auditors and managers seeking to improve the level of risk management in the organization.
I artiklen foretages en udforskning af læringsmiljøet blandt studerende med afsæt i frafald som en udfordring på en erhvervsakademiuddannelse på Københavns Professionshøjskole. Artiklen tager udgangspunkt i et aktionsforskningsprojekt, som undersøger de studerendes læringsmiljø og deres tilhørsforhold til uddannelsen med elementer fra æstetisk performanceteori. Forskningsprojektet udforsker, hvad æstetisk performance skaber af muligheder for at overskride iboende magtstrukturer og positioneringer i læringsmiljøet og dermed et frirum for de studerende, men også hvilke begrænsninger denne tilgang har. Artiklen bidrager i den sammenhæng med ny viden om, hvordan tilhørsforhold og læringsmiljø kan formes i samspil med de studerendes egne erfaringer gennem æstetisk-performancebaserede tilgange koblet med aktionsforskning.
English abstract
The Body in Space – Learning Environment and Sense of Belonging in a Professional Academy Program
The article explores the learning environment among students in relation to the challenge of dropout in a professional academy program at Copenhagen University College. The article is based on an action research project that investigates students’ learning environment and their sense of belonging to the program, drawing on elements from aesthetic performance theory. The research project examines the opportunities that aesthetic performance creates for transcending inherent power structures and positionings in the learning environment, thereby offering students a space of freedom, but also the limitations of this approach. In this context, the article contributes new knowledge on how sense of belonging and learning environments can be shaped in interaction with students’ own experiences through aesthetic performance-based approaches combined with action research.
Organizational behaviour, change and effectiveness. Corporate culture
This study aims to explore the impact of transformational leadership on work productivity dynamics at PT Mitsubishi Electric Automotive Indonesia. Transformational leadership, which emphasizes inspiration, intellectual stimulation, individualized consideration, and value-based motivation, is thought to have a significant influence on improving employee productivity. However, how such mechanisms work in the context of the automotive industry in Indonesia still requires in-depth exploration. Using a qualitative approach, this research adopts a case study method to analyse the perceptions, experiences, and interactions of employees and managers in responding to transformational leadership styles. Data was collected through in-depth interviews with managers and employees at PT Mitsubishi Electric Automotive Indonesia, as well as participatory observation in the work environment. Thematic analysis was used to identify key patterns related to motivation, work engagement, and productive behaviour change. The results revealed that transformational leadership contributes to increased productivity through three main mechanisms: (1) strengthening the psychological climate that encourages innovation, (2) increasing organizational commitment through identification with the company's vision, and (3) optimizing team collaboration through inspiring communication. However, implementation challenges were also identified, including resistance to change and a gap between management expectations and employees' adaptive capacity. The implications of this study provide practical insights for companies in designing more effective leadership development programs, while enriching the human resource management literature with a contextual perspective from the Indonesian automotive industry. Policy recommendations include case-based leadership training, participatory feedback approaches, and integration of transformational values in corporate culture.
The article examines the main trends in the development of international relations that determine the current dynamics of global cooperation and competition. It analyzes the key challenges and opportunities faced by international actors in the context of economic, political, and sociocultural turbulence. Special attention is given to the issue of adapting human resource management systems to changes in the external environment. Globalization processes, technological progress, and economic challenges demand flexibility and innovative approaches in working with personnel. An important aspect is the consideration of mechanisms for improving human resource management efficiency through the integration of modern international standards, which enhances the competitiveness of companies in the global market. Moreover, the article analyzes the issue of adapting corporate culture to the international environment. The successful functioning of organizations in a cross-cultural space depends on their ability to implement effective communication methods, ensure openness, and harmonize internal values with global trends. Additionally, the effectiveness of using international standards in human resource management, such as ISO, ILO, and other regulatory acts, is considered. It is proven that their implementation contributes to improving the quality of labor relations, increasing the level of social responsibility in business, and strengthening trust between employees and employers. The results obtained can be useful for scholars, managers, international business experts, and human resource management professionals who aim to improve organizational performance in the face of global challenges.
The article explores the digitalization toolkit of the modern economy as a key driver of structural change and competitiveness in the context of accelerating technological development and global turbulence. The purpose of the study is to clarify the essence of digitalization as an economic category and to develop a comprehensive classification of its tools at the macro-, meso- and micro-levels of management. The research methodology is based on a critical review and comparative analysis of foreign and domestic scientific approaches, content analysis of definitions of digitalization, as well as methods of systematization, abstraction and structural-logical modelling, which made it possible to generalize a wide range of technological, organizational and institutional solutions. The article compares technological, sociotechnical, institutional and business-oriented interpretations of digitalization and formulates an author’s definition that integrates data digitization, digitalization of business processes and transformation of business models into a single multi-level process. As a result, a three-level classification of digitalization tools is proposed: national digital infrastructure, policies and platforms at the macro level; sectoral programmes, standards and IT systems at the meso level; corporate technologies, digital business models and management methods at the micro level. In addition, functional groups of tools for business digitalization are identified, including analytical solutions, process automation systems, cloud services, cybersecurity tools, digital platforms, artificial intelligence, FinTech instruments and elements of digital culture. The practical value of the article lies in providing a structured framework for diagnosing and planning digital transformation, supporting the coordination of state digital policy with sectoral initiatives and corporate strategies, and forming a methodological basis for further assessment of digital maturity and effectiveness of digitalization projects in various sectors of the modern economy/
Dr. Muhammad Rafique Shaikh, Mr. Intikhab Ali, Mr. Muhammad Saifullah Mustafa Tunio
et al.
In light of growing global concerns such as environmental degradation, climate change, and corporate social responsibility, organizations are increasingly embedding sustainability into their strategic agendas. One of the most effective internal drivers for achieving sustainability objectives is Green Human Resource Management (GHRM). This systematic review critically examines the impact of GHRM practices on sustainability performance, applying the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) methodology to ensure a transparent and evidence-based review process. Literature was sourced from Scopus, Web of Science, and Science Direct, covering the period from 2010 to 2024. From an initial pool of 172 studies, a final set of 84 peer-reviewed articles that met the inclusion and exclusion criteria was analyzed in depth. The study categorizes GHRM into five core practices: green recruitment and selection, green training and development, green performance management, green compensation and rewards, and green employee participation, all of which positively influence environmental, social, and economic sustainability outcomes. The review indicates how GHRM practices can facilitate organizational efforts to shape workforce behaviours and cultures through proactive HR relating to sustainability. Secondly, the review identifies mediating or moderating variables such as employee engagement, organizational commitment, leadership style, institutional pressures, and green organizational culture that may strengthen the relationship between GHRM and sustainability performance. Theoretical foundations such as Resource-Based View (RBV), Ability-Motivation-Opportunity (AMO) framework, and stakeholder theory are the most used theoretical lenses in the reviewed studies, and can reveal better understanding of how GHRM may help to enhance sustainable outcomes. The review considers practical, theoretical and policy implications. The review concludes by demonstrating the merit of studies that compare or assess GHRM practices in other contexts, especially from SMEs, public sector institutions, and organizations from developing economies, and the longitudinal effects of GHRM on sustainability performance. Keywords: Green HRM, Sustainability Performance, PRISMA, Systematic Review.
Аліна Олійник, Є. В. Щербула, М. О. Кривогуз
et al.
The article provides an in-depth examination of the innovation-communication mechanism as a key driver of effective strategic management in modern organizations functioning under the influence of dynamic market transformations, digitalization, and intensified global competition. The study substantiates the theoretical foundations, structural composition, and practical importance of this mechanism for ensuring the adaptability, sustainability, and innovative capacity of enterprises. It argues that the integration of innovation-oriented management practices with advanced communication technologies forms a synergistic system capable of accelerating decision-making, improving coordination between organizational units, and strengthening long-term competitiveness. Special attention is given to the analysis of digital communication platforms, knowledge management systems, and network-based collaboration tools that facilitate the diffusion of innovations, enhance transparency, and improve feedback processes within corporate structures. The innovation-communication mechanism is conceptualized as a multidimensional and flexible management tool combining technological, organizational, and informational subsystems that jointly ensure the achievement of strategic goals. The research demonstrates that the effectiveness of this mechanism depends on the level of digital maturity, corporate culture, and leadership commitment to continuous development and learning. It also highlights that innovation-driven communication policies contribute to the formation of a knowledge-based organizational environment, stimulate creative potential, and enable enterprises to anticipate external changes proactively. The proposed conceptual model of the innovation-communication mechanism may serve as a methodological basis for optimizing strategic planning, improving internal communication systems, and enhancing the resilience of organizations in uncertain environments. The findings have both theoretical and practical significance, offering valuable recommendations for managers, policymakers, and researchers seeking to design adaptive strategies for sustainable organizational growth in the context of Industry 4.0 and global digital transformation.
This paper explores the importance of psychological safety as an intangible underpinning for the formation of transformational leadership in the corporate setting. It aims to demonstrate how a Psychological safe environment enhances and stimulates transformational leadership behaviours, and additionally, how this context supports the teams in producing outcomes, such as innovation, collaboration and flexibility. Researchers followed a systematic qualitative literature review based on the PRISMA pattern. Scopus, Web of Science and PsycINFO databases from 2000 to 2024. Psychological safety seemed to be a condition for transformational leadership to operate. Yet it is a mediator regarding how TFL affects team performance, being about open communication, risk-taking, and learnings. Therefore, there is a reciprocal relationship here where the transformational leaders create psychological safety, and psychological safety enhances the effectiveness of leadership by encouraging feedback and trust. The relationship is also influenced by some context factors: cultural diversity and remote workspace. Researchers are unique in our contribution by positing psychological safety as a central, rather than terminal, construct of transformational leadership, and the discussion of its mediating and bidirectional nature. It fills a void in our current understanding on how more abstract psychosocial climates, the influence of which are not readily observed, impact tangible leadership outcome. Limitations include the use of the western culture and lack of longitudinal data. Cross-cultural differences, virtual milieu, and leadership styles need to be studied in the future. The findings suggest that it is important for organizations to focus on psychological safety in leadership development programs. Managers should build trust, inclusivity, and open-mindedness to fully tap team potential, particularly in a diverse or remote context. Recognizing the strategic mandate of psychological safety can contribute to innovation, resilience, and success over the long term.
Introduction. In the context of rapid digitalization, almost all areas of activity are undergoing profound transformations driven by the adoption of advanced information technologies. These changes are particularly dynamic in IT project management, where decision-making speed, adaptability, efficient resource allocation, and risk management are critical success factors. In this regard, artificial intelligence (AI) is viewed not only as a tool for automating routine operations but also as a powerful driver for optimizing managerial decisions at all stages of the IT project life cycle. The emergence of intelligent systems capable of analysing large data sets, forecasting user behaviour, detecting hidden patterns, and supporting decision-making creates fundamentally new opportunities for enhancing management effectiveness. However, together with these opportunities arise new challenges, including the need to ensure transparency of decisions, address ethical dilemmas, and transform managerial approaches to align AI solutions with the organizational context. This underscores the need for systematic scientific research on the impact of AI on IT project management and the development of methodological foundations for its application in conditions of digital transformation. Purpose. The purpose of this article is to investigate the role and potential applications of artificial intelligence in IT project management under digitalization. The study aims to analyse current practices of AI integration into management processes, assess the effectiveness of intelligent technologies for decision support, risk management, resource optimization, and quality improvement in IT project implementation. Another objective is to identify key challenges faced by managers during AI adoption and to formulate proposals for enhancing managerial approaches based on intelligent technologies. Methods. The research employs methods of scientific literature analysis, comparison of contemporary practices of AI use in IT project management, and elements of systems analysis to identify key trends and challenges. The source base includes publications in scholarly journals, reports by international organizations, and case studies of AI implementation in the IT sector. A structural-logical approach was used to synthesize the results, enabling the identification of major directions of AI influence on managerial processes. Results. The findings demonstrate that artificial intelligence plays an increasingly significant role in IT project management, contributing to improved efficiency, planning accuracy, and adaptability. AI implementation at the stages of initiation, planning, execution, and monitoring enables the automation of routine tasks, timely responses to deviations, and informed decision-making under constraints of time and resources. One of the key areas is the use of machine learning algorithms to analyse historical data, predict task duration, evaluate team workload, and identify potential risks. Intelligent decision-support systems help determine optimal actions in complex situations by accounting for numerous variables inherent in IT environments. The application of advanced AI tools improves internal team communication, accelerates information processing, and reduces the likelihood of misunderstandings. Practical experience of companies using AI tools (ClickUp AI, Atlassian Intelligence, Microsoft Copilot) demonstrates shorter project duration, improved outcomes, and the formation of hybrid management models combining the structure of classical methodologies with the flexibility of Agile approaches. At the same time, AI integration is accompanied by challenges such as high data quality requirements, difficulties in adapting existing processes, insufficient staff readiness, and issues related to trust in automated decisions. Moreover, the role of the manager is shifting from coordinator to analyst and moderator of human–system interaction. The results highlight the need for systematic integration of artificial intelligence into managerial frameworks, facilitating a transition toward analytical and adaptive models of IT project management. Conclusions. The study establishes that the use of artificial intelligence in IT project management is a key factor in enhancing efficiency and adaptability in the context of digitalization. AI enables the automation of managerial processes, improvement of forecasting accuracy, reduction of risks, and strengthening of decision-making quality. The most effective AI applications include machine learning for performance analysis, predictive analytics for resource planning, and decision-support systems for complex environments. However, effectiveness depends on organizational readiness to modify internal processes, foster digital culture, and invest in human capital development. The study substantiates that AI acts not only as a technological tool but also as a catalyst for changes in managerial practices. Further research should focus on developing methodological approaches to AI integration in project management, taking into account organizational, ethical, and technical factors. Keywords: artificial intelligence; IT project management; digitalization; machine learning; predictive analytics; managerial decision-making; digital transformation.
Due to changing values and expectations of employees, traditional methods of motivating personnel – in particular, fixed material rewards – are gradually losing their effectiveness. Today, younger employees are focused on self-realization, flexibility, innovation and social responsibility. The article aims to study innovative methods of motivating personnel and assess their impact on labour productivity in business structures. The research methodology is based on content analysis of previous studies and analysis of empirical data collected through a survey of 50 representatives of various business sectors in the city of Khmelnytskyi. The study results show that flexible working conditions and personalized bonuses are key to individual incentives for employee motivation. Setting goals based on teamwork and joint projects catalyzes cooperative behaviour and mutual support between employees. In addition, innovative reward systems, including performance bonuses and instant recognition of achievements, significantly increase motivation and encourage active participation in organizational initiatives. Among the survey respondents, the most popular method is personalized bonuses, which is used by 45 out of 50 respondents. Along with this, half of the managers are ready for flexible working conditions. However, innovative methods such as their own startup platforms and well-being programs have not yet entered the motivational space of the surveyed respondents. Thus, innovative methods of employee motivation not only contribute to high productivity but help cultivate a progressive corporate culture focused on development and performance. Companies that seek to maintain competitiveness and attract and retain highly qualified specialists in a dynamic modern business environment must move from traditional to innovative methods of employee motivation.
Tasbih Tasbih, Saidah A. Hafid, Andi Faisal Bakti
et al.
The study discusses the integration of Living Hadith into nautical da‘wah as an innovative, faith-based approach to enhancing environmental awareness on Kapoposang Island, Indonesia. Employing a qualitative narrative method, data were collected through in-depth interviews, participant observation, and documentation to analyse how prophetic traditions, particularly teachings on cleanliness, are contextualized in environmental stewardship practices. The findings indicate that integrating hadith values into environmental awareness campaigns strengthens community engagement and encourages sustainable behavioural change, especially in waste management and marine conservation. Religious messages, such as the hadith stating that “cleanliness is part of faith,” are translated into concrete actions through community lectures, coastal clean-up activities, and recycling initiatives. The effectiveness of these actions is further reinforced by institutional collaboration between Alauddin State Islamic University Makassar, local government authorities, and community organizations, enabling religious teachings to be implemented in tangible ecological practices. Despite ongoing challenges, including limited human resources, technical capacity, logistical constraints, and external sources of marine pollution, the program has succeeded in fostering a culture of cleanliness rooted in hadith values. Accordingly, this study underscores the potential of nautical da‘wah as a holistic and context-sensitive model of environmental management and recommends its further development and repetitive-comparative studies in other coastal communities across Indonesia. [Penelitian mendiskusikan integrasi living hadis dalam dakwah bahari sebagai pendekatan inovatif berbasis keagamaan untuk meningkatkan kesadaran lingkungan di Pulau Kapoposang, Indonesia. Dengan menggunakan metode kualitatif naratif, data dikumpulkan melalui wawancara mendalam, observasi partisipatif, dan dokumentasi untuk menganalisis bagaimana tradisi kenabian, khususnya ajaran tentang kebersihan, dikontekstualisasikan dalam praktik-praktik penjagaan lingkungan. Temuan penelitian menunjukkan bahwa pengintegrasian nilai-nilai hadis ke dalam kampanye peduli lingkungan mampu memperkuat keterlibatan masyarakat, serta mendorong mereka untuk melakukan perubahan perilaku yang berkelanjutan, terutama dalam pengelolaan sampah dan pelestarian lingkungan laut. Pesan-pesan keagamaan, seperti hadis “kebersihan adalah bagian dari iman,” diterjemahkan ke dalam tindakan nyata melalui ceramah komunitas, kegiatan bersih-bersih pesisir, dan inisiatif daur ulang. Efektivitas tindakan tersebut semakin diperkuat dengan adanya kolaborasi kelembagaan antara Universitas Islam Negeri Alauddin Makassar, pemerintah daerah, dan organisasi masyarakat, sehingga ajaran keagamaan dapat diimplementasikan dalam praktik ekologis yang konkret. Meskipun masih menghadapi berbagai tantangan, seperti keterbatasan sumber daya manusia, kapasitas teknis, dan kendala logistik, serta adanya pencemaran laut yang bersumber dari luar wilayah, program ini berhasil menumbuhkan budaya kebersihan yang berakar pada nilai-nilai hadis. Dengan demikian, penelitian ini memberikan kontribusi berupa penegasan potensi dakwah bahari sebagai model pengelolaan lingkungan yang holistik dan kontekstual, serta merekomendasikan pengembangan dan kajian komparatif-repetitif pada komunitas pesisir lainnya di Indonesia.]
Integration into the European digital space is important and relevant for Ukraine in modern conditions. This is due to the dependence of the development of the Ukrainian economy on world processes, the influx of investments, the emergence of new jobs, the development of small and medium-sized businesses, and potential work in global joint European projects. The article examines the features and components of the definition of the term "digital transformation", which demonstrate the common philosophy of these definitions, that digital transformation goes beyond the traditional functions of organizations from electronic document management to intelligent digital technologies, services, which leads to changes in the organization of business, increasing effectiveness and success of organizations. This is a rather in-depth rethinking and restructuring of business processes, corporate culture, ways of interacting with clients and partners using digital tools. Digital transformation, as an important vector of business development, is manifested through the impact of digital transformations on the global economy. The author notes that the growth of nominal GDP reflects quantitative indicators of economic activity and qualitative changes in management strategies, that is, the impact of digital transformation proves the importance of this process for modern business, creates prerequisites for building a powerful infrastructure that will contribute to the development of both the internal digital market and international business. The paper proposes a conceptual model of digital transformation for enterprise management, which visualizes a comprehensive approach, providing an opportunity for a deeper understanding and analysis of the components of digital transformation.
The primary objective of this study is to address the limitations in existing turnaround management literature by providing managers with a reliable framework and step-by-step guidance for successful turnarounds. This research examines ten real-life turnaround experiences through primary evidence gathered from semi-structured interviews with experienced turnaround and insolvency
practitioners. Using a qualitative and phenomenological approach, this study uncovers the lived experiences of these managers, exploring the nuances and intricacies of their turnaround journeys. This research aims to identify key success factors and extract practical insights from the narratives of the interviewed managers. The resulting framework consists of five essential steps: (i) analysis and diagnosis, (ii) defining tailored strategies, (iii) execution and action, (iv) leadership and change management, and (v) agile decision-making. This comprehensive framework empowers leaders to initiate the turnaround process with a deep understanding of the contextual realities. By identifying obstacles through rich qualitative data, managers can implement appropriate actions to halt the decline and pave the way for a successful recovery. The phenomenological approach adds depth to the study, ensuring that the proposed framework is not only theoretically sound but also grounded in the real-world experiences of turnaround
practitioners
Organizational behaviour, change and effectiveness. Corporate culture, Marketing. Distribution of products
Background Traumatic brain injury (TBI) outcomes are dependent on patients' biological sex (e.g., hormone levels) and sociocultural gender (e.g., norms, responsibilities). Informal caregivers additionally experience disruptions to identity and roles post-TBI. However, information on this topic remains largely unavailable to patients and caregivers. Purpose This study aimed to determine the effectiveness of a one-time educational intervention on sex and gender influences in TBI for patients and informal caregivers. Materials and methods We conducted a pilot pre-test/post-test randomized control-group design study. Groups (i.e., passive, active and control) consisted a total of 16 persons with TBI and caregivers (75% persons with TBI, 63% women). Individual and group learning gains, and group-average normalized gain, were computed for three learning domains: knowledge, attitude, and skill. An intervention with an average normalized gain of ≥30% was considered effective. Educational intervention evaluation and qualitative comments post-participation were summarized. Results The passive group demonstrated the highest average normalized gain across the three learning domains, including 100% for knowledge, 40% and 61% for attitude, and 37% for skill. The remaining groups did not reach an average normalized gain of ≥30%, except for the attitude domain of the control group (33% and 32%). Two key categories were identified qualitatively: (1) gendered self-expectations post-injury and (2) implications of gender stereotypes in rehabilitation, including the need for rehabilitation treatment to look beyond sex and gender. The post-participation educational session evaluation conveyed high appraisal of content, organization, and usability of the intervention. Conclusion A one-time passive educational intervention on sex and gender in TBI may improve knowledge, attitude, and skill on the topic of sex and gender among adults with TBI and caregivers. Obtaining knowledge and skill on sex and gender effects in TBI can potentially help persons with TBI and caregivers adapt to changes in roles and behaviours post-injury.
Marzieh Farrokhi Rad, Saeed Baghersalimi, Mohammad Reza Azadehdel
The present study explained the issue of decision-making under the influence of the coherence of brain waves and heart waves based on each of the components of emotional intelligence of Mayer and Salovey, how the coherence of EEG and ECG is based on neuroscience and neurocardiology, and the decision-making styles of managers based on based on Scott and Bruce's model and presented its results. The sample of the present study was 30 managers of governmental and non-governmental organizations in the agricultural sector of Gilan province who voluntarily participated in this research and in two situations of relaxation and decision-making with Neurofeedback tool, Biofeedback Procomp 2 while running the CGT decision evaluation test of CANTAB software, brain waves and their heart waves were simultaneously recorded from the CZ area of the brain and the areas around the heart by Biograph version 6 software. The results showed the coherence of EEG and ECG waves. During rest and recognition tasks There were significant differences in different decision-making styles and emotional intelligence components, and none of the decision-making styles had a significant correlation between brain waves and heart waves in two states of relaxation and decision making.
The aim of this research is to study which reasons play roles in the decision making for choosing the bachelor’s degree (credit transfer) programs in Faculty of Accounting and Management, Mahasarakham University. The factors, comprised the curriculum of the programs, the image of the institute, the location of the institute, public relations, and the personal reasons which can affect the decision making on three bachelor’s degree (credit transfer) programs (the degree on business administration program in management, the degree on business administration program in business computer, and the degree on accounting program). We collected data from 218 students of three programs in the academic year 2020 using questionnaires. Data analysis, mean, percentage and standard deviation were determined with spss v.18 program. The results, showed that the major reasons for decision to study in all three programs of the bachelor’s degree (credit transfer) Faculty of Accounting and Management, Mahasarakham University were personal reasons. The students wanted to increase their educational qualifications (=4.60). The image (famous) of the Faculty of Accounting and Management. Mahasarakham University was also important (=4.57). There were with the highest level of opinion.
Organizational behaviour, change and effectiveness. Corporate culture
Riane Eisler, Editor-in-Chief of the Interdisciplinary Journal of Partnership Studies, interviews pioneering systems philosopher, scientist, and global activist Dr. Ervin Laszlo, about his work with the late evolutionary systems scientist David Loye on moral sensitivity, evolution, and the need to move from a linear to a whole-systems approach to meet our mounting global environmental, economic, social, and personal challenges.
Ethnology. Social and cultural anthropology, Organizational behaviour, change and effectiveness. Corporate culture