Administrative Staff Research Articles

Managing a 4000-participant cohort with a novel mobile app: data from the RisCoin study in Germany

Abstract Issue RisCoin, a prospective monocentric longitudinal observational study, aimed to identify risk factors for COVID-19 vaccine failure. Secondary aim is to monitor symptoms, SARS-CoV-2 infection, vaccination status of 3816 enrolled healthcare workers (HCW) and 180 patients with inflammatory bowel disease (IBD). Since the LMU University Hospital Munich served both as study sponsor and employer of the HCW, a secured approach was required. Description of the solution Participants accessed the study app (CentraXX, KAIROS GmbH, Germany) via pseudonymized Contact-ID with irreversible anonymization after 6 months. Key app features were the serological results report, bidirectional messaging, and weekly survey for self-reported data on vaccinations, infections, and symptoms. Active app use was defined as submitting >1 weekly survey during the study period 10.2021-12.2022. Results Over 15 months, our study team maintained 1964 two-way communications with 958 participants via the app. Of 3979 participants with app access, 3622 (91%) were active users, 2606 (65%) submitted 1 to 11 surveys, 1016 (26%) made ≥12 submissions (P75, “frequent users”). Frequent users were more likely to be IBD patients (p = 0.001), female (p < 0.001), aged 60 or older (p < 0.001). Staff in administration and nurses were more likely to be frequent users compared to physicians (p < 0.001). Main problems included the initial operational system disparities resulting in app crashes and continuous need for app reactivation. Both led to loss of active participants and required substantial staff resources to onboard and support participants during the study. Lessons The study app enabled secure, flexible, bidirectional communication with all participants. Despite technical issues, the majority actively used the app and provided valuable longitudinal data through weekly survey submissions. Key messages • A study-specific app provides a flexible and secure bidirectional anonymous communication for the study team and participants. • Adherence to app-based communication and data collection for pandemic monitoring was particularly high among patients, nurses and administrative staff.

UROLATAM Project: A multidisciplinary comprehensive care project for prostate cancer

Abstract Introduction Prostate Cancer (PCa) represents a health problem in the world and its management is heterogeneous in care, depending on the resources each country has, modifying its effectiveness in prevention, diagnosis, treatment and follow-up. Methods The UROLATAM program was implemented based on the Design Thinking quadruple helix innovation model, consisting of the immersion, design, idea and prototype phases, characterized by being multidisciplinary and comprehensive. Teachers and students from different careers at the Universidad Veracruzana participated. Linkages were made with: Local government, government health institutions, colleges of specialist doctors, private institutions and civil society. This program was broadcast on radio, television and social networks inviting the population to participate in education and prevention activities, in addition to participating in diagnosis, treatment and follow-up actions for men over 40 years of age. The duration of the program was 4 days, including educational sessions for doctors, patients, family members and caregivers, as well as determination of prostate-specific antigen, urological consultation and prostate ultrasound, as well as rehabilitation exercises, diagnostic confirmation and treatment. who needed it. Results During the sessions, 944 patients aged 60.7 (±15.0) years were treated, 443 (47%) had never received a urological consultation, identifying a prevalence of 11.7% of Cap. The human team present with the patient was 25 specialist doctors, 16 medical residents, 38 undergraduate students, 3 rehabilitators and 6 administrative staff. None of the participants received a salary for participating in this project. Conclusions The multidisciplinary UROLATAM linkage project constitutes a useful educational, training and assistance tool for the population, as well as an educational element for the students who are part of the work team. Key messages • The UROLATAM project is replicable in countries that require additional support in the prostate cancer approach. • The structure of the UROLATAM project can be replicated to address other public health problems.

Primary clinics achieving regular follow-up of patients: Teamwork aspects among healthcare staff

Abstract Backgrounds Studies have shown that more temporally regular primary care visits, or visits more evenly spaced in time, are associated with improved patient outcomes. However, no study has examined what clinic staff can do to encourage greater temporal regularity (TR). We aimed to understand factors related to healthcare staff dynamics that contribute to higher TR for adults with chronic conditions. Methods The study is part of a two-stage mixed methods project. In the first stage, we ranked clinics according to their TR level. In this qualitative stage, we interviewed staff at 6 clinics with extremely high TR (regular follow-up with primary care physician, or PCP), and 6 clinics with extremely low TR. Interviews were conducted with 15 PCPs, 12 nurses, 15 administrative staff, and 4 pharmacists between July 2022- September 2023. Interviews were audiotaped, transcribed, and analyzed using Atlas qualitative analysis software. Findings Themes emerged regarding best ways to promote regular follow-up of patients with chronic conditions. Strategies included having a defined system to reach out to no-show patients, having routine staff meetings to discuss no-shows, adapting workflow to meet the needs of challenging patients, dealing with bureaucracy on patients’ behalf, informal channels of communication with patients, and consulting social workers more often. Relational aspects among staff members at high TR clinics emphasized flat as opposed to hierarchical relationships, as well as high levels of teamwork. Conclusions Teamwork between staff members in primary care settings can contribute to more proactive care delivery, with greater potential to prevent long-term complications. The findings suggest that a high-functioning multidisciplinary care team that focuses on creating the right sorts of interactions and teamwork among staff members, and uses proactive strategies to help engage patients, can contribute to more temporally regular care and thus improved outcomes. Key messages • Stronger teamwork and flat relationships between staff members in primary care settings can result in proactive medicine and developing strategies that improve patients’ regular follow-ups. • Programs focusing on how medical staff utilize their dynamics/relations to improve health outcomes and how doctors’ role align with the staff, can facilitate regular follow-ups of challenging patients.

Healthcare Resilience in Saudi Arabia: The Interplay of Occupational Safety, Staff Engagement, and Resilience

This research investigates the relationships between occupational health and safety (OHS), staff resilience (SR), staff engagement (SE), and organizational resilience (HOR) within Saudi Arabian hospitals. Employing a quantitative, cross-sectional design, data were collected from 127 administrative staff members working in both public and private hospitals in Saudi Arabia. Using SmartPLS to test the hypothesized relationships and mediation effects, the findings reveal that OHS significantly impacts both SR and SE, and SR significantly influences HOR. Additionally, SE significantly affects HOR. This study also confirms a partial mediation effect of SE and SR in the relationship between OHS and HOR. The model demonstrates substantial explanatory power for HOR, SE, and SR. These results underscore the critical role of OHS in fostering a resilient healthcare environment by enhancing staff engagement and resilience. This study’s implications highlight the importance of targeted interventions to improve OHS practices, promoting overall hospital resilience in alignment with Saudi Arabia’s Vision 2030.

Navigating Toward a Gender-Balanced Culture in Leadership Roles in Higher Tertiary Institutions (HTIs)

The European Commission (EC) and the United Nations advocate the importance of gender equality in their agendas and goals. More specifically, the EC has highlighted the importance of increasing women’s representation in leadership positions, yet in a minority of universities around the globe, there is a gender imbalance. By excluding women from key academic leadership roles, a culture that superficially accepts women into roles that do not challenge the hierarchy is normalized, and a rubber stamp to hegemonic masculinity is established as typical conduct. This study utilizes data from a national survey distributed across all full-time academic and administrative staff in Cyprus’s 13 universities to examine the presence of gender disparities in leadership. The survey was designed based on a comprehensive review of the literature and pilot tested by experts in the field. It was then distributed by university rectors, reaching a total of 337 respondents. The data were analyzed to confirm that the characteristics of an extremely gendered environment, as established by researchers, are found in higher tertiary institutions (HTIs). Secondly, the authors found that the disparities between the leadership skills and traits held most prominently by women in HTIs, as opposed to their male counterparts, enhance the arguments put forward toward gender balance in leadership. Thirdly, the barriers holding women back from voicing their wishes to seek leadership roles in HTIs were identified. Finally, recommendations are made on how to overcome the androgenic environment, to move the needle and have more women seek leadership positions in a culture which preserves hegemonic masculinity. Changing this culture will navigate towards a more balanced working environment for staff and students, and can thus address ethical issues in a more inclusive and gender-balanced environment.

Impact of Human Resource Policy Implementation on Service Delivery at the Office of the Director of Public Prosecutions, Western Region, Kenya

Efficient implementation of policies has a crucial function in improving service delivery in the public and private domains. The success of policy execution directly impacts how much the policy contributes to enhancing service delivery. To achieve high-quality, efficient, and timely service delivery, the Directorate has adopted a strategy of revamping, retooling, and continuous learning. The Office of the Director of Public Prosecutions (ODPP) follows the Excellence Charter and adheres to the ODPP Strategic Commitments for the period 2020-2023. In this context, the researcher focused on examining the impact of human resource policy implementation on service delivery at the Office of the Director of Public Prosecutions, Western Region, Kenya. Implementation Theory and Organizational Culture Theory guided the study. Descriptive research design was utilized. The target population was 198 individuals working within the ODPP Western Region of Kenya. Individual respondents were selected randomly from Legal, Administration, and Support Staff in region. Data collection was done through questionnaires distributed to staff and document analysis was conducted in the resource centres available in the region. Face-to-face interviews with selected County Heads were carried out by the researcher. Descriptive statistics, such as means, percentages, and frequencies, was used in the research's quantitative and qualitative approaches to analyze the data using SPSS. The findings indicated that human resource has a significant impact on service delivery at the ODPP, Western Region, Kenya. The results upon Analysis of Variance (ANOVA) established human resource policy implementation had an r of 0.265, β = 0.252, t= 3.786, p= 0.05. It was concluded that Policy Implementation had a statistically significant impact on service delivery in the ODPP. The study recommends that ODPP should enhance HR policy implementation and service delivery in the Western Region by improving communication, offering regular training, fostering open dialogue, establishing a robust monitoring framework, deploying dedicated HR Officers, and ensuring transparent and unbiased career progression and training opportunities. The study will be part of references materials for all ODPP Staff, stakeholders, policy makers and other institutions in Kenya as an insightful tool in advancement of efficacy and efficiency in policy implementation.

MOTIVASI SEBAGAI MEDIATOR DISIPLIN KERJA DAN KOMPETENSI TERHADAP KINERJA PEGAWAI DI SMA NEGERI 1 GRATI

Administrative staff of SMA Negeri 1 Grati, Pasuruan Regency have an important role in developing the quality of school work, which can be achieved through high ability, motivation, and competence in carrying out their responsibilities. Although the performance of SMA Negeri 1 Grati employees, Pasuruan Regency is quite good, there are still problems with low work discipline and competence, as seen from non-compliance with work hours and disciplinary regulations. This study aims to determine the effect of work discipline and competence on employee performance with motivation as an intervening variable at SMA Negeri 1 Grati, Pasuruan Regency. The type of data used in this study is primary data with a questionnaire method distributed to 40 employees of SMA Negeri 1 Grati, Pasuruan Regency. Hypothesis testing was carried out using the bootstrap resampling method on SmartPLS 3.3. The results of the study showed that although work discipline and competence had a positive effect on employee performance, the effect was not statistically significant. Work discipline also had a positive but not significant impact on motivation. Meanwhile, competence was shown to have a significant positive effect on motivation. However, higher motivation actually had a negative effect on employee performance, although this effect was also not significant.

The influence of green human resource management on environmental performance: Exploring the differential effects of green work engagement and moral reflection

This study investigates the impact of the implementation of Green Human Resource Management (GHRM) on the environmental performance of higher education institutions from the perspective of the Ability-Motivation-Opportunity (AMO) theory. A purposive sampling approach was employed to collect 670 questionnaires from the academic and administrative staff of higher education institutions in Thailand. The findings of the research demonstrate that GHRM enhances the environmental performance of higher education institutions. Moreover, GHRM contributes to this enhancement by positively influencing employees’ green work engagement, thereby improving the environmental performance of the institutions. Additionally, employees’ moral reflection positively moderates the relationship between GHRM and green work engagement. This study aspires to construct a holistic research framework, offering new practical and theoretical insights into GHRM, which, in turn, provides meaningful guidance for the sustainable development of global higher education institutions.

Evaluating the Serum Zinc and Testosterone Levels of Carpenters in Enugu Metropolis, South East Nigeria: A Cross-sectional Study

Background: Exposure to wood dust remains a pervasive occupational hazard with significant health implications Aim: This study aims to investigate the impact of occupational exposure to wood dust on the zinc and testosterone levels of carpenters and to explore its potential implications for their fertility. Materials and Methods: This cross sectional study employed simple random sampling to recruit forty carpenters and forty administrative staff after obtaining informed consent. The ethics committee of the University of Nigeria Teaching Hospital approved of the study. Serum zinc was analyzed with atomic absorption spectroscopy while testosterone was analyzed with the Fluorescence Immunchromatogarphy. Graph pad prism version 7 was used to analyze the data obtained from the study and a p value of 0.05 was used to ascertain statistical significance. Results: The mean zinc level of the test group (48.80 ± 0.83) µg/dl is statistically significantly lower than the reference group (52.40 ± 0.79) µg/dl, (p=0.003). The mean serum testosterone level of the test group (4.11± 0.10) ng/ml is statistically significantly lower than the reference group (4.51 ± 0.11) ng/ml, (p=0.010). Conclusion: These findings may suggest that occupational exposure to wood dust could potentially influence the serum levels of Zinc and testosterone levels.

Health insurance for all children in Quebec? Ethical reflections on the implementation of PL 83

Abstract The adoption of Projet de loi 83 (PL83) in 2021 aimed to grant previously uninsured migrant children in Quebec access to provincial public health insurance. Three years later, health professionals continue to encounter children who should be eligible for provincial insurance through PL83 but remain uninsured and who face various structural barriers that contribute to this limited access (language, administrative navigation, and access to information). This commentary, based on the conceptual framework of the ethics of care, considers autonomy as the ability to make one’s own choices with support from others. Contrary to a conception of autonomy as self-sufficiency, the ethics of care encourages the design of policies and implementation measures capable of helping vulnerable individuals overcome barriers. In the case of access to healthcare for migrant children, we suggest presumptive eligibility and raising awareness among all key stakeholders who interact with parents, from admission and administrative staff to physicians.

Analysis of the Implementation of Electronic Medical Records in Efficiency, Productivity, and Performance of Health Services at the Sriamur Bekasi Health Center with the Wellbeing Method

The application of digital technology in health services has significantly improved efficiency and service quality. Electronic Medical Record (E.M.R.) is a technology implementation that records, stores, and manages patient medical data electronically. This study aims to analyze the impact of using E.M.R. on the productivity and efficiency of health services at the Sriamur Bekasi Community Health Center. This research uses the Wellbeing method with a qualitative approach. Primary data was collected through in-depth interviews and questionnaires distributed to the medical and administrative staff of the Sriamur Community Health Center. Secondary data on the number of patients before and after E.M.R. implementation was also analyzed. The leading indicators measured include service time, quality, error rate, and human resource utilization. The research results show a significant increase in productivity and efficiency after E.M.R. implementation. The number of patients served per day increases, and the time required for recording and retrieving patient data is reduced. Respondents indicated high satisfaction with using E.M.R., with the majority assessing that the system helps speed up administrative processes and improve the accuracy of medical data. Implementing E.M.R. at the Sriamur Bekasi Community Health Center has increased the medical staff's operational efficiency and productivity. This technology makes it easier to access and manage patient data and reduces the administrative burden so that medical personnel can focus more on health services. To maximize the benefits of E.M.R., ongoing training and regular evaluation of existing systems and procedures are required.

Co-workers’ Solidarity and Citizenship Behaviors: The Mediating Role of Work Engagement

ABSTRACT The work environment plays a detrimental role in shaping workplace behavior of employees. Recent studies focused on the influence of work environment factors on individual and organizational level outcomes. We extend this work by exploring the impact of coworkers’ solidarity on organizational citizenship behaviors through work engagement in private universities in Ethiopia. A survey method was used to collect data from 335 employees selected using a proportionate stratified sampling method. A standardized questionnaire was used to collect primary data from employees composed of academic and administrative staff. The data collected was examined using Partial Least Square Structural Equation Modeling through Smart PLS 3.0 software. A bootstrapping path analysis algorithm with a resample of 5000 was employed to generate direct and indirect effects and significance of path coefficients in testing hypotheses. The study found that solidarity among coworkers affects citizenship behavior of employees positively and significantly and work engagement played a partial mediating role in this relationship. The study recommends that private universities should give due attention to cultivating coworkers’ solidarity to derive the required behavior on the part of employees.

Examining stakeholder attitudes towards tree ecosystem services and disservices in urban environments: insights from Maharshi Dayanand University, Rohtak

ABSTRACT Urbanisation is a growing public health concern worldwide. Green spaces and trees provide critical ecosystem services in urban areas. The perceptions and attitudes of people regarding ecosystem services and disservices of trees were studied in one of the cleanest higher education institutions (HEIs) in India. Based on the Likert scale, this research focused on rating and preferences for ecosystem services and disservices from trees by different stakeholders. The study also aimed to understand the importance of socio-demographic variables on stakeholder’s perceptions towards ecosystem services and disservices. The study attempted to capture specific challenges and suggestions regarding tree management on campus. The survey included 367 people representing administrative staff, faculty members, residents and students from the Maharshi Dayanand University Campus (MDU), Rohtak (Haryana), India. Perceptions of different stakeholders were explored through a semi-structured questionnaire. Respondents rated oxygen (O2) production, medicinal potential and air pollution reduction services of trees as very important. They also highlighted some disservices of the trees on the university campus, such as problems with pollen allergy, litter, blocking of sunshine and monkey menace. Principal component analysis (PCA) identified eight significant varimax factors (VFs) for ecosystem services and disservices, explaining 59.59% of the variance in the data. Ordinal regression analysis indicated a strong correlation between residents on campus, educational background, marital status and ratings of ecosystem services and disservices. Respondents suggested organising more environmental sensitisation programmes, recruiting staff, ensuring strict compliance with rules and establishing tree clubs. The study concludes that people are highly dependent on campus trees, regard ecosystem services and are not significantly concerned about tree disservices. The findings of this study may motivate and guide universities and higher educational institutions across the globe to explore the perceptions of different stakeholders in understanding the ecological significance of trees for achieving their broad goals of campus sustainability.

Transformational Leadership and Non-Teaching Staffs’ Job Satisfaction in Selected Private Higher Educational Institutions

To better enhance the competitiveness of private colleges and universities, especially in the case of fewer and fewer students, the soft power of human resources is particularly important. Thus, research on private colleges and universities is of great significance to promoting the development of higher education in Sichuan and even the entire western region. The research found that the job satisfaction of employees was closely positively correlated with the four aspects of transformational leadership (idealized influence, inspiration motivation, intellectual stimulation, and individual consideration), and the needs for transformational leadership were different for different educational levels, age groups, and professional titles. The study showed that the higher the educational level and professional title, the stronger their demand for transformational leadership, and vice versa; in terms of age and years of work, the older and longer the staff had, the lower their demand for transformational leadership and the lower their scores. They had a fixed mindset and were more inclined to a stable leadership style. On the other hand, the study found that the job satisfaction of administrative staff was significantly affected by leadership style, that is, they had a significant correlation, among which relationship satisfaction had the highest correlation, followed by satisfaction with the environment and welfare, and then the satisfaction with personal growth and progress. The lowest correlation was the satisfaction with the work itself. This is mainly because transformational leaders have a sense of responsibility, motivate and inspire employees, guide employees, and pay attention to the balance between work and life, which evaluates various standards relatively high. The research results are helpful to promote the improvement of transformational leadership in private universities, and then improve employee satisfaction.

Where is democracy nestled? Reflections on organizational degeneration based on an artists’ cooperative

PurposeThis article presents a compelling case study of a workers’ cooperative in the cultural sector. It offers a unique opportunity to delve into the tensions between managerial and democratic control, particularly in the context of heightened artistic claims. The pivotal role of an accountant in management for nearly two decades sparks a thought-provoking question about the potential for cooperative degeneration.Design/methodology/approachOur research employs a rigorous qualitative method, utilizing semi-structured interviews of six key members and a comprehensive analysis of legal, accounting and other media documents.FindingsOur findings offer a significant perspective, refuting any indications of organizational degeneration. The decision-making processes continue to uphold democratic principles. While the manager and his administrative staff wield substantial authority, this is justified by their duty to preserve the collective. This duty is executed under democratic control, facilitated by information transparency. The low level of democratic participation poses a challenge, but the manager’s initiatives are aimed at addressing this. The effectiveness of this control, however, relies on the active participation of the members, which acts as a strong deterrent against organizational degeneration.Originality/valueThe originality of our contribution lies in our reference to Chester Barnard whose reflections on industrial democracy have been forgotten, reflections linked to his conception of managerial authority. We also highlight the importance of empowering individual members, which leads them to consider the consequences of their actions. As a result, the manager is not placed in a situation where he has to decide alone, as the scope of his unilateral powers is de facto delimited.

Organizational innovations related to Primary Care Access Points (GAP) for unattached patients in Quebec: a multi-case qualitative study

BackgroundBeing attached to a primary care (PC) provider is at the core of a strong primary health care system. Centralized waiting lists (CWL) for unattached patients have been implemented in eight provinces of Canada to support the attachment process. In Quebec, the Ministry of Health mandated the implementation of Primary Care Access Points (GAP) across the province to help unattached patients navigate the health system while awaiting attachment through the CWL. Several local health territories developed complementary innovations to the GAP to respond to local population needs. This paper aims to describe five organizational innovations implemented locally.MethodsThis multi-case qualitative study was conducted in four local health territories in the province of Quebec. Fifty-two semi-structured interviews with healthcare managers, nurses, physicians, other health professionals and administrative staff were conducted between April 2023 and April 2024. An interview guide was developed based on existing frameworks on the implementation of innovations and the evaluation of the GAP. Thematic analysis was conducted using NVivo software. Inductive and deductive approaches were used to develop relevant codes and themes. Logic models were built to describe the organizational innovations.ResultsFive organizational innovations are described. First, a multidisciplinary clinic aimed at responding to patients with mental health issues was implemented. Second, a nurse clinic was implemented to provide temporary care for patients with unstable chronic illnesses. The third innovation is a mobile proximity clinic where unattached GAP patients are first evaluated by a paramedic before receiving care from a nurse. Fourth, a pharmacist trajectory was implemented to increase engagement of community pharmacists to respond to GAP patients. The last innovation is a decentralized GAP offering in-person nursing care to unattached GAP patients.ConclusionsDescriptions of these five innovations are key to inform other territories and provinces on ways to improve access for unattached patients while they are waiting to be attached. The introduction of the GAP and the organizational innovations, suggests a transition where access to PC services does not rely solely on attachment status.

Effect of Management Development Programmes on Employee Performance in Federal Administrative Staff College of Nigeria (FASCON)

Effect of Management Development Programmes on Employee Performance in Federal Administrative Staff College of Nigeria (FASCON)

‘Helping academics shine’: An exploration into the relationships working-class professional services staff have with others in UK higher education

AbstractDrawing on research interviews with thirteen self-identifying working-class professional services employees in Russell Group institutions, this article attempts to develop a nuanced approach to understanding institutional cultures in UK universities, through the relationships within these establishments. Throughout the study, the tensions between working-class professional services or administrative staff and their counterparts working on academic trajectories became clear. Often highly qualified themselves, the participants in this study describe feelings relating to inadequacy and often negative attitudes proliferated towards them by academic staff. These relationships are framed within the perspective of three themes: academic hierarchies and superior academic value, treatment of staff, and language codes and patterns. In contrast, the participants in this sample often describe their relationships with their networks in professional services as highly positive, developmental, and enriching. This study focused on working-class professional services staff specifically. In the field of working-class research, professional services staff from working-class backgrounds have currently been largely omitted from research, which tends to focus on working-class students and working-class academics. Not all professional services staff identify as working-class, but due to this deficit of evidence in the research field, it is this group in particular that this paper focuses on. The findings in this paper suggest that the relationships these professional services staff have with academics are often fraught, difficult to manage, and at times, derogatory in their nature. This finding comes at the juxtaposition of the wider inclusion agenda UK universities pursue.

The Nexus between Electoral Management System and Post-Election Violence in Kenya Since 1963

The study investigates the relationship between Kenya's electoral management system and post-election violence, which has persisted despite numerous reforms since the country's independence in 1963. The primary aim was to identify structural issues within the electoral administration that contribute to violence following elections. The research analyzed key components of the electoral management system and the causes of post-election violence. Utilizing consociationalism theory, voting theory, and rational choice theory, the study employed a historical design with both qualitative and quantitative methods. The research was conducted from July to December 2022. The target population included eligible voters (260), politicians (50), IEBC officials (40), political analysts (60), humanitarian-aid organizations representatives (10), local election observers (5), international election observers (5), security personnel (10), and county administrative staff (10). A stratified random sampling method was employed to collect data using both questionnaires and interviews. The targeted population established the strata of 641,396, and a random sample was taken from each stratum, arriving at a sample size of 450 respondents. The findings revealed that Kenya's electoral system is primarily based on the First Past the Post (FPTP) model, which is a plurality/majority system. The study identified several key factors contributing to post-election violence, including the "winner-takes-all" nature of elections, disputes over election results due to perceived bias in the electoral management body, and voter incitement by politicians. A statistically significant correlation was established between the electoral management system and post-election violence (β=.685, t = 16.225, Sig. =.000). The findings indicated that the self-interest and impunity of political leaders, along with ethnic divisions and mistrust, hinder the IEBC's ability to conduct fair and credible elections. A significant association was also found between the causes and consequences of post-election violence (β=.757, t = 19.088, Sig. =.000). The study recommends exploring alternative electoral systems, such as proportional representation and mixed-member models, to promote inclusivity and fair representation. By establishing a connection between the electoral management system and post-election violence, this research contributes to peace and conflict studies, addressing a relatively understudied area in Kenya and the broader region.

Management Challenges in Implementing the Merdeka Curriculum

This study focuses on implementing the Merdeka curriculum from the perspective of its management challenges, exploring the experiences and perceptions of stakeholders related to implementing the Merdeka Curriculum at MAN Jombang and using a qualitative study, interviews, observations, and documentation as data collection techniques. Data analysis used data reduction, coding, and theme identification stages. To ensure data validity, the researcher applied source triangulation. The study findings indicate that implementing the Merdeka Curriculum faces challenges related to technology access and teacher readiness. Technology limitations, including unequal access to devices, hinder effective project-based learning, and administrative staff acknowledge the need for infrastructure improvements. Students appreciate the curriculum's focus on personal interests but need more guidance to navigate independent learning. Teachers have received training in project-based learning, but many teachers need help implementing new methods effectively. Although progress has been made, continued support, increased resources, and collaborative efforts among stakeholders are critical to successfully implementing the Merdeka Curriculum and improving educational outcomes. Limitations of the study include limited observation time and potential bias in participant responses. This study has yet to explore the long-term impacts of implementing the Merdeka Curriculum. Stakeholder collaboration research can provide deeper insights into practical strategies to address challenges and improve educational outcomes in Islamic education.