Purpose – Talent management plays a pivotal role in shaping the quality and efficacy of health care organizations, with particular significance in nursing. Aims(s) – This research delves into the assessment of talent management for nurses, using the McKinsey 9-Box Matrix, both pre- and post COVID-19 pandemic. Design/methodology/approach – Employing a retrospective design spanning six years, this study encompasses 1319 nurses evaluated using the McKinsey 9-Box Matrix. This method involves performance and potential evaluations, incorporating face-to-face interviews with the Directorate of Nursing Services executive team. Findings – Significant variations in nurse positions, department distributions, and educational backgrounds were observed before and during the COVID-19 pandemic. Noteworthy shifts in McKinsey 9-Box Matrix assessments indicated pandemic-induced changes in nurse categorization. Approximately one-third of nurses were classified as B2: Core Working Group, which is crucial for workforce stability. Gender did not yield significant differences in the McKinsey 9-Box Matrix evaluations. Although variations were noted in categories A1, A2, and B1 before and during COVID-19, employment status did not significantly impact these assessments. Limitations of the study – Findings aweredrawn from a private health care group, potentially limiting generalizability to diverse settings, populations, or contexts. Practical implications – This study provides invaluable insights into the evolving land-scape of nursing during the pandemic. It illuminates shifts in education levels, posi-tions, departments, leadership potential, and specific evaluation categories among nurses. Originality/value – Contributing significantly to the existing literature, this study provides a nuanced analysis of talent management practices among nurses. The in-sights garnered offer a fresh perspective, informing health care organizations’ ‘talent management strategies, especially considering the evolving health care landscape shaped by the pandemic.

Purpose – This study aims to investigate how the supervisor support (SVS) and co-worker support (CWS) affects employees in micro, small and medium enterprises (MSME) in Yogyakarta, Indonesia. Aims(s) – This study tested and strengthened the results of previous research regarding how SVS and CWS increased the motivation and performance of employees in the MSME sector in Yogyakarta, Indonesia. Design/methodology/approach – This study used 426 employees who were collected using a questionnaire. After the questionnaire was declared valid and reliable using the data collected, it was continued with testing the research hypothesis using structural equation modeling (SEM) with a two-step approach. Findings – The results of this study found that employees do need support from supervisors and co-workers, so that all variables in this study are correlated. In addition, employee motivation was directly influenced by emotional CWS, while employee performance was influenced by instrumental CWS. SVS had no direct effect on motivation and performance but encouraged employees to provide support to their co-workers both emotionally and instrumentally. Limitations of the study – The limitations of this research were using cross-section data to test the mediation model and using self-assessment in filling out the questionnaire which caused common method variance. Future research would be better if longitudinal data and other ratings were used to overcome this problem. Practical implications – Supervisor support has an effect for increasing co-worker support. These two forms of support are very necessary in increasing employee motivation and performance. Originality/value – Unlike the results of previous research, this research found that leader support cannot immediately improve employees’ performance. Supervisor support was mediated by other variables, which in this case was co-worker support which can motivate employees to improve their performance.

Human mitochondria possess a multi-copy circular genome, mitochondrial DNA (mtDNA), that is essential for cellular energy metabolism. The number of copies of mtDNA per cell, and their integrity, are maintained by nuclear-encoded mtDNA replication and repair machineries. Aberrant mtDNA replication and mtDNA breakage are believed to cause deletions within mtDNA. The genomic location and breakpoint sequences of these deletions show similar patterns across various inherited and acquired diseases, and are also observed during normal ageing, suggesting a common mechanism of deletion formation. However, an ongoing debate over the mechanism by which mtDNA replicates has made it difficult to develop clear and testable models for how mtDNA rearrangements arise and propagate at a molecular and cellular level. These deletions may impair energy metabolism if present in a high proportion of the mtDNA copies within the cell, and can be seen in primary mitochondrial diseases, either in sporadic cases or caused by autosomal variants in nuclear-encoded mtDNA maintenance genes. These mitochondrial diseases have diverse genetic causes and multiple modes of inheritance, and show notoriously broad clinical heterogeneity with complex tissue specificities, which further makes establishing genotype-phenotype relationships challenging. In this review, we aim to cover our current understanding of how the human mitochondrial genome is replicated, the mechanisms by which mtDNA replication and repair can lead to mtDNA instability in the form of large-scale rearrangements, how rearranged mtDNAs subsequently accumulate within cells, and the pathological consequences when this occurs.

Purpose – The connection between participants’ scores on a resiliency instrument and their scores on the Schutte Self Report Emotional Intelligence Test (SSEIT) were examined. This is significant to human resource professionals because they can use the findings to develop and strengthen employees’ levels of resilience. The reasons for writing the paper are to provide data to human resource professionals so that they may develop workplace programs that build on emotional intelligence and resilience. Employees high in emotional intelligence are engaged employees. There is a gap in prior literature on the relationship between resilience and emotional intelligence and how this knowledge impacts human resource professionals. Aims(s) – The aims of this paper were to evaluate the relationship between resiliency and emotional intelligence. The study explored gender, age and GPA on resiliency and emotional intelligence. Design/methodology/approach –This was a quantitative research study. Participants answered questions on a six-point Likert-type scale ranging from strongly agree to strongly disagree relating to resiliency and emotional intelligence. There were two total scores. The convenient sample consisted of 266 undergraduate and graduate students. 197 females and 68 males, ages ranging from 18 to 65 years old. Findings – The data were analysed using SPSS (Statistical Package for the Social Sciences) 28.0 version. A Pearson correlation revealed a strong correlation between the scores on the SSEIT and the Resiliency scale (r=.599). Limitations of the study – Convenient sampling was used for this study. Participants self-reported. The implications for future research are to gather data from other industries and more globally. Practical implications – Findings suggest resilience and emotional intelligence are related and these skills can be developed through workplace training. Originality/value – Human resource practitioners can build a workforce equipped with the skills to develop relationships and a sense of self-awareness, they can lean on this knowledge to develop their employees and organizations.

A challenge for history education in Sweden involves integrating questions regarding relationships and sex education. The purpose of this article is to explore how students and teachers relate historical narratives about women’s sexuality between the past and present, with a particular focus on students’ discussion of shame. To analyse shame as something beyond the individual, we focus on the interrelationship of gender, sexuality and shame. The study builds on a poststructural understanding of gender, norms, sexuality and subjectification. The data comprise video-recorded classroom observations, focus group interviews with 16–19-year-old students, and interviews with their teachers. The findings are structured into two themes: shame as regulating women’s sexuality, and sexualised shame as a historical continuity. We conclude that it is highly challenging for a history teacher to construe a classroom environment that breaks with traditional historiography without resorting to a fragmentation of history into isolated case studies of the spectacular.

Purpose – The purpose of the study was to theoretically and empirically assess digital employee resilience and shed light on its antecedents and effect on work stress. Aims(s) – The study aimed to develop a conceptual framework for digital employee resilience. Furthermore, antecedents of both digital employee resilience and work stress were empirically analyzed, including the relationship between digital employee resilience and work stress. Design/methodology/approach— A thorough literature research was carried out to create a conceptual framework and definition for digital employee resilience and to derive hypotheses. Next, an online survey was conducted with a sample of 454 individuals. Hypotheses were tested using structural equation modeling (SEM), and a multigroup analysis was performed. Findings – The study found positive effects of positive affect, digital literacy, self-efficacy, and perceived organizational support (POS) on digital employee resilience. Moreover, a negative effect of digital employee resilience on work stress was found. Role conflict, role ambiguity, and work overload are positively related to work stress. Limitations of the study – Limitations include the nature of the sample since only cross-sectional data on individuals from Germany was obtained. Moreover, digital employee resilience was measured in a particular context, e.g., working from home. Thus, exploring digital employee resilience using different samples and other contexts offers promising avenues for future research. Practical implications – The study helps HRM practitioners nurture digital employee resilience and address causes of work stress in a targeted way. Originality/value – This study is among the first to investigate digital employee resilience theoretically and empirically. It enriches the discourse on digital resilience by integrating various existing definitions and conceptualizations into a newly developed framework for digital employee resilience.