The Expenses Needed for the Effect of Restricted Group Sandplay on Interpersonal Sensitivity in College Students

This study aims to investigate the intervention effect of group sandplay on the interpersonal sensitivity of college students and analyze the relationship between the theme and interactive behavior characteristics and the intervention effect of group sandplay especially during the period of COVID-19. Sixty college students were randomly assigned to the experimental group (group sandplay) or the control group (neutral task interventions). The results showed that the interpersonal sensitivity level of the experimental group was significantly lower than that of the control group. For the experimental group, the variation in the interpersonal sensitivity level was significantly negatively correlated with the change in warm, supportive behavior during group sandplay interaction. These findings suggest that group sandplay is effective in improving the interpersonal sensitivity level of college students, and this effect can be positively predicted by warm and supportive interaction behaviors in group sandplay.

HUBUNGAN SIKAP IBU YANG MEMPUNYAI BAYI DENGAN PELAKSANAAN IMUNISASI DPT DI PUSKESMAS KAWALI KABUPATEN CIAMIS

Kendala utama keberhasilan vaksinasi bayi dan anak dalam sistem kesehatan adalah pengetahuan yang rendah dan kurangnya kebutuhan vaksinasi masyarakat. Sikap ibu terhadap vaksinasi akan menimbulkan perilaku yang mendukung terhadap kegiatan vaksinasi. Ini merupakan faktor dominan keberhasilan vaksinasi, jika sikap positif diharapkan pelaksanaan vaksinasi meningkat. Sikap ibu meningkatkan kepercayaan ibu terhadap kesehatan dan mempengaruhi status vaksinasi bayi dan balita. TUJUAN: Penelitian ini bertujuan untuk mengetahui hubungan antara sikap ibu yang memiliki bayi terhadap pemberian vaksin DPT. Metode penelitian yang digunakan penelitian korelasional dengan desain penelitian cross sectional. Sampel yang digunakan sebanyak 73 orang ibu yang memiliki anak balita dengan teknik total sampling. Hasil penelitian menunjukkan bahwa sebanyak 11 orang (15,1%) memiliki sikap negatif, 2 responden memiliki sikap negatif (2,7%) tetapi telah mendapatkan vaksin dan sebanyak 62 orang (84,9%) memiliki sikap positif terhadap vaksinasi. Analisis bivariat dengan nilai P & lt; a (0,001 < 0,05). Jadi Ha diterima dan Ho ditolak. Kesimpulan: Kesimpulan dari penelitian ini adalah ada hubungan antara sikap ibu yang memiliki bayi dengan penerapan vaksin DPT.The main obstacle to the success of infant and child vaccination in the health system is the low level of knowledge and the lack of community vaccination needs. Mother's attitude towards vaccination will lead to supportive behavior towards vaccination activities. This is a dominant factor in the success of vaccination, if a positive attitude is expected to increase vaccination implementation. Mother's attitude increases maternal confidence in health and affects the vaccination status of infants and toddlers. OBJECTIVE: This study aims to determine the relationship between the attitudes of mothers who have babies to the DPT vaccine. The research method used was correlational research with a cross sectional research design. The sample used as many as 73 mothers who have children under five with total sampling technique. The results showed that as many as 11 people (15.1%) had a negative attitude, 2 respondents had a negative attitude (2.7%) but had received the vaccine and as many as 62 people (84.9%) had a positive attitude towards vaccination. Bivariate analysis with P value & lt; a (0.001 < 0.05). So Ha is accepted and Ho is rejected. Conclusion: The conclusion of this study is that there is a relationship between the attitude of mothers who have babies with the application of the DPT vaccine.

Type 1 diabetes self-care in urban schools in India

Objectives: Children with type 1 diabetes (T1D) need a supportive, non-stigmatizing school environment for self-care activities such as checking blood glucose (BG) and taking pre-meal insulin. Data about T1D self-care in schools in developing countries are scarce. We looked at diabetes self-care activities at school, and attitudes of school staff toward diabetes care. Material and Methods: We interviewed, over an 8-week period, consecutive patient-parent dyads attending T1D clinics in North (Delhi, Gurgaon, and Kanpur), West (Aurangabad), and South (Hyderabad) India. Results: We received responses from 397 patients, 51% of boys. Mean age was 11.7 years (SD: 3.7), mean age at diagnosis 7.2 years (SD: 3.7), and mean diabetes duration 4.5 years (SD: 3.5). A majority (69.8%) were attending private (fee paying) schools (PS) and the rest were studying at government (subsidized/free) schools (GS). More than half of the parents had high educational status: graduate or more (mothers: 52.1%, fathers: 56.9%). Parents visited school daily in 17.1%, significantly more if they had high educational status and if the child was <6 years. Less than half (47.4%) were administering a pre-meal insulin bolus at school (self-injection: 33%, by parent: 12.9%, and by staff: 1.5%); only 24.4% were checking BG regularly (< once per week) at school. The odds of performing diabetes self-care activities at school were significantly higher in children attending PS compared to GS (OR: 3.17, 95% CI: 1.99–5.03 for taking insulin, OR: 3.24, 95% CI: 1.75–5.98 for regular BG checking). The odds of taking insulin at school were also higher with higher parental education (OR: 2.81, 95% CI: 1.87–4.24 for mother’s education, OR: 3.02, 95% CI: 1.99–4.57 for father’s). Testing and injecting we done in classroom (26.2%); medical room (16.1%), staffroom (7.8%), or toilet (2.5%). School insisted on secrecy in 12.6%, excluded children with T1D from sports/excursions in 17.9%, refused permission for injecting in 4.3%, for testing 15.9%, and for pre-activity snack 7.6%. This non-supportive behavior was equal in PS and GS. PS had slightly better care infrastructure such as availability of glucometer (29.6% vs. 3.3%), sick room (21.7% vs. 0.3%), and dedicated nurse (9.7% vs. none). Conclusion: Half of our children were able to manage T1D self-care in school, as schools were often supportive, whether private or government. Parental educational status was positively associated with better care. Although self-care was better in PS and they had better infrastructure, there is much scope for improvement.

Presenting a Model of Organizational Insentience in the Red Crescent Society

INTRODUCTION: Organizational insentience has been one of the main challenges in recent years and refers to a situation in which employees of the organization have become indifferent to their organizational environment. This study aimed to design a model for dealing with organizational insentience in the Iranian Red Crescent Society. METHODS: In this qualitative study, after investigating the phenomenon of organizational insentience and reviewing the theoretical foundations, in-depth interviews were conducted with experts, managers, and masters in the Red Crescent Society. Theoretical saturation was achieved after conducting 21 interviews. Subsequently, the data obtained from the interviews were analyzed through grounded theory and qualitative coding (open, axial, and selective coding). FINDINGS: The findings showed that the main axial theme in this study was organizational insentience, and six themes of senselessness toward the concept of work, double standards, accountability, organizational discrimination, lack of strategic management procedures, and inability to implement policies were the requirements for dealing with organizational insentience, which were coded under the theme of causal conditions. In addition, such factors as decent governance, strengthening the psychological dimension, building trust, strengthening staff's skills, organizational independence, strengthening innovation and creativity, justice, supportive behavior, and supportive environment were selected as the main strategies to deal with organizational insentience. CONCLUSION: It seems that the dominant organizational culture, along with management style and type of communication within the organization, has the main effect on the issue of organizational insentience

Hubungan antara Konflik Kerja-Keluarga dan Niat Berhenti Kerja

Work-family conflict is the topic gaining popularity among social science researchers. The purpose of this study is to examine the relationship between work-family conflict and turnover intention among operational staff at a hotel in Kuala Lumpur. This study is also aimed to identify the level of both variables. 64 respondents participated in the study. Data was gathered through Work-Family Conflict Scale and Roodt’s Turnover Intentions Questionnaire and was analyzed by using descriptive statistics through mean score, frequency and percentage, and inferential statistics through Pearson Correlation. The findings revealed the level of work-family conflict is moderate while turnover intention is high. Moreover, work-family conflict has a moderate positive correlation with turnover intention. Lastly, recommendations are suggested for the organization and future research. One of the suggestions provided to the organization is to incorporate family-supportive behavior among hotel supervisors, while for future studies, researcher recommend to broaden the scope of the study.

Threats to Professional Roles in Part-Time Leadership

Leaders working part time struggle with a lack of respect and acceptance from their subordinates and their management colleagues. Leadership as a part-time role does not match the traditional expectation of leaders being omnipresent and always responsive (Jochmann-Döhl, 2017). Although leaders working part time (LPT) are supported by subordinates and colleagues, their supportive behavior is often coupled with accusations that work-related problems occur only because the leader is working part time. According to the stress-as-offense-to-self theory (SOS, Semmer et al., 2007 ; Semmer et al., 2019 ), such dysfunctional supportive behavior triggers threats by offending the need for belonging. This study serves to strengthen SOS theory and extend its application beyond stress research by investigating the effects of LPT threat experiences on rumination, LPT job satisfaction, and role identification. Further, it empirically confirms the need-based threat mechanism. Results based on an online questionnaire ( N = 101 LPT) show that dysfunctional support by subordinates and management colleagues relates to a feeling of exclusion by significant others as an indicator of an offended need for belonging. Furthermore, the results indicate that the feeling of exclusion mediates the relationship between dysfunctional support and role identification and between dysfunctional support and LPT job satisfaction. No mediation effect was found for rumination. In addition to providing a theoretically differentiated understanding and prediction of threats, the study includes important practical starting points for the risk management of LPT.

Do reputational signals matter for nonprofit organizations? An experimental study

PurposeThis paper aims to untangle the underlying mechanisms through which reputational signals promote stakeholders' intentions to donate in nonprofit organizations via stakeholder trust.Design/methodology/approachThe authors apply a moderated mediation model using an experimental design with N = 248 business and public management students of France.FindingsThe results indicate that both a formal reputational signal (third-party certificate) and an informal reputational signal (self-proclaiming to be social entrepreneurial) affect stakeholder trust and intentions to donate. Stakeholder trust partially mediated the relationship between the formal signal and intentions to donate, and the mediation effect was stronger when an informal signal was present (vs. not present).Practical implicationsTrust is central to the exchange of nonprofit organizations and their external stakeholders. To enhance trust and supportive behavior toward nonprofit organizations, these organizations may consider using formal and informal reputational signaling within their marketing strategies.Originality/valueThis research highlights the pivotal role of formal and informal reputational signals for the enhancing stakeholders' trust and donation behavior in a nonprofit context.

Place or Partisanship? The Conditional Role of Identities on Candidate Support

Recent work on the influence of social identities reveals that placed-based attachments serve as a powerful heuristic when making political assessments. When a politician makes a place-based appeal—such as cuing rural origins—individuals who share that identity more strongly support the candidate. Yet, other important identities—namely, partisanship—are strongly related to place. Here, we attempt to disentangle the unique influence of a place-based identity (and the strength thereof) on candidate support. Additionally, we ask whether shared place can compel supportive behavior, rather than merely increase expressive support. Using a unique survey experiment, we find that those who strongly identify with a place are more willing to donate to the campaign of a shared-place candidate, relative to weaker place identification, but only among co-partisans. We find little evidence that place attachment influences supportive behavior beyond the role of partisanship. Disparate identities—here, place and partisanship—that create cross-pressures can operate in tandem.

Dynamic Forces of Amplifying Employee Change Supportive Behavior

Managing organizational change is one of the difficult tasks for every organization. Researchers and practitioners around the world indicated that due to the uncertainty and complexity associated with organizational change, an employee feels fear and cynicism to involve in the organizational change process which causes failure in the majority of the organizational change initiatives. Contemporary literature highlighted the effectiveness of employee championing behavior for managing organizational change successfully. Therefore, this study collected data from 379 employees working in Bangladesh’s banking sector to explore the different dynamics forces such as transformational leadership, trust in leadership, organizational alignment and work engagement to enhance employee championing behavior in the context of organizational change. The outcome of this study shows that all dynamic forces significantly affected the employee championing behavior during organizational change.