ObjectivesThe surge in publications increases screening time required to maintain high-quality literature reviews. One of the most time-consuming phases is title and abstract screening. Machine learning tools have semi-automated this process for systematic reviews, with limited success for scoping reviews. ChatGPT, a chatbot based on a large language model, might support scoping review screening by identifying key concepts and themes. We hypothesize that ChatGPT outperforms the semi-automated tool Rayyan, increasing efficiency at acceptable costs while maintaining a low type II error.Materials and MethodsWe conducted a retrospective study using human screening decisions on a scoping review of 15 307 abstracts as a benchmark. A training set of 100 abstracts was used for prompt engineering for ChatGPT and training Rayyan. Screening decisions for all abstracts were obtained via an application programming interface for ChatGPT and manually for Rayyan. We calculated performance metrics, including accuracy, sensitivity, and specificity with Stata.ResultsChatGPT 4.0 decided upon 15 306 abstracts, vastly outperforming Rayyan. ChatGPT 4.0 demonstrated an accuracy of 68%, specificity of 67%, sensitivity of 88%-89%, a negative predictive value of 99%, and an 11% false negative rate when compared to human researchers’ decisions. The workload savings were at 64% reasonable costs.Discussion and ConclusionThis study demonstrated ChatGPT’s potential to be applied in the first phase of the literature appraisal process for scoping reviews. However, human oversight remains paramount. Additional research on ChatGPT’s parameters, the prompts and screening scenarios is necessary in order to validate these results and to develop a standardized approach.

This study conducted a statistical evaluation of the impact of measuring employee productivity in Nigerian corporate organizations, with Fidson Healthcare Plc as the case study. The primary objective was to employ statistical tools to assess the influence of employee productivity measurement on various financial parameters. The evaluation primarily explored the relationship between performance appraisal results, mean appraisal scores (MAS), and financial variables including Net Profit, Total Revenue, and Net Current Assets. Data for this research was sourced from the company's Finance and Human Resource Department. Statistical techniques including Analysis of Variance (ANOVA), Correlation, and Regression were utilized for analysis, with data analyzed using Statistical Package for Social Sciences (SPSS) version 20 and Microsoft Excel. The findings suggested that there was no strong correlation between employee productivity measurement and organizational performance. However, it was concluded that improved alignment of the performance appraisal process with corporate goals could enhance the predictive value of employee productivity measurement using performance appraisals for organizational performance.

Executive Summary of the KDIGO 2026 Clinical Practice Guideline for the Management of Anemia in Chronic Kidney Disease (CKD).

Targeted neuromodulation of the left dorsolateral prefrontal cortex alleviates altered affective response evaluation in lonely individuals.

Objective. The paper aims to identify the main sources of information on the monetary appraisal of archival documents and to analyse the main conceptual principles underlying this process. Methods. The following methods were used in the course of the research: historical source analysis, historical comparison, and conceptual analysis. Results. The authors characterised the main sources of information on the valuation of archival documents, in particular, the websites of the National Archival Appraisal Board, Library and Archives of Canada, the Canadian Cultural Property Export Review Board, the Antiquarian Booksellers’ Association of America, proceedings of the 2007 conference in Ottawa “The Future of Monetary Valuation in Canada”, and forum reports (2022) on the topic “Much More Than Money”. The main conceptual principles used by archivists and other experts in determining the monetary value of documents are identified. Conclusions. The sources of information on the appraisal of archival artefacts in Canada are quite representative and provide an overall picture of the organisation of these processes and the results of their implementation. The criteria for the appraisal of archival documents can be applied to the valuation and purchase of library collections and individual book artefacts. Despite differences in the organisation of the appraisal process, the conceptual approaches to the process itself in Canada and Ukraine are almost identical. However, the experience of Canadian archivists is valuable and requires in-depth study, especially in the areas of monetary valuation of audiovisual documents and documents in electronic form.

Grounded in organisational justice theory, this study examined lecturers’ perceptions of performance appraisal practices in Colleges of Education within Ghana’s Volta Region. Performance appraisals remain central to staff development, yet their implementation has received limited empirical scrutiny. A descriptive survey design was employed, involving 369 lecturers selected through stratified random sampling. Data were collected using a structured questionnaire and analysed in SPSS (Version 25) using descriptive statistics, independent samples t-tests, and one-way ANOVA. The results indicated a paradoxical pattern: lecturers valued appraisal as potentially developmental, yet expressed persistent concerns about procedural and interactional fairness. Key weaknesses were identified in the transparency of appraisal criteria, clarity and usefulness of feedback, and limited stakeholder participation in the appraisal process. Importantly, no significant differences were found across gender, age, or years of teaching experience, pointing to systemic rather than demographic issues. These findings collectively demonstrate that low transparency and weak feedback are reinforced by the absence of participatory design, where lecturers have little voice in setting criteria or shaping evaluative processes. The study therefore recommends institution-wide reforms emphasising participatory appraisal structures to enhance transparency, alongside clear communication of standards and constructive feedback mechanisms that genuinely support professional growth.

This study examined the potential for integrating coaching and mentoring within Company X’s existing performance appraisal (PA) system to transform it into a more developmental and strategic Performance Management System (PMS). Specifically, it sought to (1) describe the current appraisal process; (2) assess employee perceptions of reliability, fairness, and developmental value; and (3) identify gaps to inform the design of an enhanced PMS model. A quantitative descriptive design involving 20 employees from various levels was complemented by semi-structured interviews with rank-and-file, supervisory, and managerial staff. Findings reveal that, despite formal implementation aligning with organizational goals, the existing PA system is perceived as primarily compliance-focused, with deficiencies in fairness, recognition, and follow-through on developmental feedback. Respondents reported vague feedback, insufficient coaching, and minimal opportunities for system involvement. The prevailing process functions more as a compliance mechanism than a developmental partnership. Anchored on Goal Setting Theory and operationalized through the GROW Model, this study proposes integrating structured coaching cycles, standardized feedback protocols, and supervisor training to strengthen the system’s developmental focus. Recommendations include semi-annual evaluations, KPI stratification, HRMS integration, normalization of ratings, and the introduction of the G.R.O.W.T.H.+ coaching framework.

Grounded in the transactional model of stress and coping, this study examined whether stress appraisal processes mediate the relationships between grit, emotional intelligence (EI), and psychological well-being (PWB) across heterogeneous professional groups. Although grit and EI are well-established personal resources associated with adaptive functioning, little empirical work has tested the cognitive mechanisms through which these traits influence multidimensional well-being in diverse occupational contexts. A cross-sectional survey was administered to 453 participants drawn from five professional groups (students, teachers, managers, doctors, and engineers). Validated measures of grit, emotional intelligence, psychological well-being, and multidimensional stress appraisal were employed. Mediation analyses using bootstrapped confidence intervals (PROCESS Model 4) demonstrated consistent partial mediation effects. Both grit facets, consistency of interest and perseverance of effort were associated with higher well-being through reduced threat appraisals and enhanced challenge and controllability appraisals. Similarly, multiple EI facets exerted significant indirect effects on psychological well-being via stress appraisal pathways, alongside robust direct effects. These findings indicate that individuals high in grit and EI are more likely to construe stressors as manageable or growth-oriented rather than threatening, thereby promoting greater autonomy, environmental mastery, personal growth, and self-acceptance. One-way ANOVAs revealed statistically significant but small professional group differences on select well-being and appraisal dimensions, suggesting limited contextual variation in these mechanisms. Collectively, the results extend transactional stress theory by empirically positioning grit and emotional intelligence as antecedent personal resources shaping cognitive appraisal processes. The study advances theory by clarifying how motivational and emotional traits translate into well-being outcomes and offers an evidence base for appraisal-focused interventions aimed at enhancing psychological resilience across professional settings.

Purpose Based on signaling theory, this research aimed to examine the relationship between pay for individual performance (PFP-I) and customer-oriented pro-social rule breaking (C-PSRB), and the mediating role of perceived job insecurity as well as the moderating roles of performance objectivity and performance appraisal satisfaction in this relationship. Design/methodology/approach Surveys were conducted in a large chain retail enterprise in China to collect data in 2 waves, and 1,559 salespeople's questionnaires were ultimately obtained. The hypothesized relationships were tested using hierarchical multiple regression analyses and bootstrapping. Findings The results suggested that PFP-I was positively related to C-PSRB, while perceived job insecurity mediated the relationship between PFP-I and C-PSRB. Additionally, both performance objectivity and performance appraisal satisfaction augmented the positive relationship between PFP-I and C-PSRB as well as the mediating role of perceived job insecurity. Practical implications C-PSRB should be encouraged to improve organizational performance and optimize organizational processes and rules. Organization should set PFP-I for salespeople to promote their C-PSRB. Then, perceived job insecurity does not always lead to stress or health problems. Instead, perceived job insecurity triggered by PFP-I can actually enhance salespeople's performance and bring benefits to the organization. Organization should manage perceived job insecurity. Moreover, organization should set objective performance indicators and enhance performance appraisal accuracy, which enhances their salespeople's performance appraisal satisfaction to encourage C-PSRB. Originality/value This study provides insight into the relationship between PFP-I and C-PSRB, which has been ignored in the extant literature. It further reveals the underlying mechanism of PFP-I and C-PSRB by identifying perceived job insecurity as a mediator and performance objectivity as well as performance appraisal satisfaction as moderators, which has expanded the theoretical perspectives and boundaries of the existing research from the perspective of signaling theory.

This study examines how satisfaction with performance appraisal system fosters work engagement through psychological contract among employees in the Financial and Development Supervisory Board in Indonesia. Drawing on social exchange theory (SET), we propose that employees who perceive the appraisal system as fair, unbiased, effective, and useful are more likely to believe that their organization honors implicit promises and mutual obligations, which in turn enhances their engagement at work. Data were collected through a survey from 254 civil servant in Indonesia and analyzed using partial least squares structural equation modeling (PLS-SEM). The study shows that the level of satisfaction that employees feel about the performance appraisal system is closely tied to how they view their relationship with the organization and how engaged they are in their work. When the appraisal process is experienced as fair, clear, and genuinely useful, employees feel that the organization keeps its promises, and this strengthened psychological contract helps transform positive appraisal experiences into higher work engagement. This implies that public sector organizations need not only a technically sound appraisal design, but also careful implementation through good communication, transparent procedures, and consistent follow-up, so that employees perceive the system as a real sign of organizational commitment rather than a mere administrative routine.

This study investigates the correlation between property value assessment used as collateral and workforce efficiency in a selected bank located in Bonifacio Global City, Taguig City, Metro Manila. The research aims to determine whether the accuracy and timeliness of property valuations influence the productivity and overall efficiency of bank employees, particularly those involved in loan processing and collateral management. Using a quantitative research design, data were collected through structured questionnaires administered to bank staff and analyzed using correlation and regression techniques. Findings revealed a significant positive relationship between accurate property value assessments and workforce efficiency, suggesting that precise and timely valuations contribute to smoother workflow, reduced processing delays, and enhanced employee performance. The study underscores the importance of systematic property appraisal processes as a strategic factor in improving operational efficiency within the banking sector.

The world is grappling with a myriad of environmental challenges, key among them being climate change, marked by lasting changes in climatic patterns. Businesses have contributed significantly towards climate change by emitting greenhouse gases. Promoting employee green behaviour (EGB) is increasingly viewed as one of the effective mechanisms for reversing the adverse environmental impact of business organization. EGB refers to voluntary actions by workers in an organization that have positive impacts on the environment. One strategy proposed for developing EGB is the implementation of transformational leadership. Although literature on the link between transformational leadership and EGB exists, it is fragmented and lacks cohesion, making it difficult to draw conclusions, identify overarching principles and patterns, and pinpoint areas that need further research. This review sought to synthesize existing literature on how transformational leadership influences EGB, thereby providing clearer insights that will guide future research and practice. The review involved a comprehensive search of empirical studies using Google Scholar, employing a diverse range of synonyms related to EGB and transformational leadership. The search and appraisal processes ultimately yielded 24 relevant studies. The majority of the research focused on quantitative methodologies, with a notable concentration in Asian contexts, emphasizing the need for further exploration in diverse geographical and sectoral settings. A review of these studies revealed that transformational leadership significantly enhances EGB across various sectors by fostering organizational identification, intrinsic motivation, and providing green organizational support. Transformational leaders foster a culture of sustainability by embodying values that align organizational goals with ecological practices, thereby amplifying the motivations of employees to partake in green initiatives. Several moderating factors were identified, including organizational culture, work engagement, and employee emotional exhaustion. In conclusion, the review underscored the necessity for organizations to cultivate transformational leadership qualities to maximize employee engagement in green practices. The paper recommends implementing transformational leadership training programs for current and aspiring leaders and encourages future research to explore underrepresented sectors.

Abstract: This study looks into how well performance appraisal systems work in the retail industry, paying attention to what employees think and the tools used to evaluate their work. Performance appraisals are organized ways to check on what employees do well, find areas they can improve, and make sure their efforts match the goals of the company. Using data from 109 people, the research shows that between 70% and 80% of employees are either satisfied or very satisfied with the current appraisal methods. The study finds that these systems help improve job performance, increase efficiency, and motivate workers by setting clear expectations and giving helpful feedback. It also points out that appraisals support career growth, as employees recognize how they help build skills and personal development. However, the research also points out some challenges, like biases and personal opinions affecting the appraisal process. To overcome these, the study suggests using new methods such as 360-degree feedback and ongoing performance management. These approaches offer a more complete and fair way to assess performance while promoting open communication and employee involvement. The study also recommends making the appraisal process more efficient to save time and make it more effective. By letting employees take part in setting goals and encouraging them to evaluate their own work, companies can build trust and make the appraisal system feel fairer. In the end, the study says that performance appraisals are important for connecting employee performance with company goals, boosting motivation, and creating a better work environment. It suggests combining feedback from different sources, providing regular coaching, and moving to continuous performance reviews to tackle problems and support long-term success. Keywords: Performance Appraisal, Employee Engagement, 360-Degree Feedback, Career Development, Continuous Performance Management, Feedback etc

Marie Curie is the largest charitable provider of palliative and end-of-life care in the UK. This paper describes a 2-year project to co-design a career development and progression framework for their specialist palliative and end-of-life care workforce. To illustrate how a collaborative systematic approach to complex co-design supports large scale workforce transformation. A mixed-methods participatory action research design was used incorporating principles of co-design, appreciative inquiry and practice development. Nine core workforce capabilities were identified as being critical to the delivery of person centered safe and effective palliative and end-of-life care for Marie Curie UK. These capabilities were embedded into appraisal processes at pilot sites, supporting role clarity and professional development. The authors present illustrations of the outputs of each phase of the career framework development as an audit trail from which to capture lessons learned, as well as the enablers and barriers to complex co-design. The Marie Curie UK's Career Progression and Development framework provides clearly articulated expectations of all nursing roles within the workforce for each level of practice, including the learning and development activities that support ongoing professional development. Future plans are to extend this across the allied healthcare workforce so that it is fully integrative of all roles involved in supporting palliative and end-of-life care. This will help to support long-term workforce development planning for the future. It aligns with national plans to improve workforce recruitment, retention and development in the palliative and end-of-life care workforce and paves the way for illustrating how to do this effectively with front line staff involved in care, delivery.

IntroductionCanada’s Drug Agency (CDA-AMC) conducted a health technology assessment of RapidAI for detecting ischemic stroke and hemorrhagic stroke to test and learn from its first comprehensive assessment of an artificial intelligence (AI)-enabled health technology.MethodsThe assessment included a review evaluating the effectiveness, accuracy, and cost-effectiveness of RapidAI for detecting ischemic and hemorrhagic stroke, alongside an implementation review capturing digital infrastructure considerations. Ethics and equity considerations were integrated throughout, informed by literature, patient engagement, and expert input. Checklists and other AI or digital health tools were applied. The Health Technology Expert Review Panel (HTERP), an advisory body to CDA-AMC, reviewed the evidence and developed recommendations on the appropriate use of RapidAI for stroke detection, considering the following domains: unmet clinical need, clinical value, economic considerations, impacts on health systems, and distinct social and ethical considerations.ResultsPatient input highlighted speed and accuracy in stroke diagnosis. Low certainty clinical evidence suggested that using the AI functionalities of RapidAI to assist diagnoses may result in clinically important time reductions. Its effects on other clinical outcomes were very uncertain. Ethical and equity considerations have implications across the technology life cycle when using RapidAI for detecting stroke; however, little relevant information was identified from the literature. We found no relevant economic evaluations. The implementation review identified key considerations for AI-enabled health technologies for decision-makers. Given the evidence gaps and uncertainty, HTERP could not recommend for or against the use of RapidAI for stroke detection.ConclusionsOur appraisal and deliberative processes identified evidence limitations that may be common across many AI-enabled health technologies, identifying challenges that need to be addressed in their evaluation. Based on this experience, for AI evaluations CDA-AMC plans to add AI-specific implementation and other considerations to its evidence reviews and to consider a broader range of information sources.

Factors influencing environmental philanthropic behaviors: A systematic literature review.

There are currently unprecedented threats to the nursing workforce, including burnout and stress, which contribute to low job satisfaction, inadequate staffing, and decreasing retention rates. Virtual nursing is a possible solution to address many of these issues. Although this is a well-established staffing model in the ICU, it is newer to other hospital-based settings, and there are no current best practices for implementing virtual nursing in the non-ICU setting. The purpose of this integrative review was to address the following question: What are best practices for implementing virtual nursing in the inpatient, non-ICU setting? An evidence-based practice team at The Johns Hopkins Health System in Baltimore, Maryland, performed a systematic review of the available research and nonresearch literature, guided by the Johns Hopkins Evidence-Based Practice model. Reviewers searched PubMed, CINAHL, Embase, and Cochrane using search terms related to "virtual nursing" and "inpatient." All evidence underwent an independent screening and appraisal process to generate a synthesis of existing information and create best-evidence recommendations. The initial search yielded 327 unique records, six of which were included in the final review (one quasi-experimental study and five quality improvement projects). The evidence was limited but provided some guidance on the scope and skills of the virtual nurse, such as concrete clinical skills and soft skills (such as communication and interpersonal skills); the needs of the bedside nurse and patients, such as education and communication norms; and operational concerns for leadership and other health care providers, such as creating standardized workflows and establishing metrics for success. Despite the growing prevalence of virtual nursing, there is limited information on its use in the non-ICU hospital setting. Although there is some evidence to inform the skills and scope of the virtual nurse, the impact of virtual nursing on the bedside nurse, patient priorities, leadership implications, and considerations for all staff, more information is needed. Rigorous implementation science research should be conducted in parallel with the development of virtual nursing programs to contribute to the state of the evidence and provide much-needed guidance on this quickly developing technology.

The pursuit of quality education is a global imperative, leading governments to adopt various performance management systems within the public sector. The Teachers Service Commission (TSC) in Kenya put the Performance Contract (PC) policy into effect in 2012 through the Teacher Performance Appraisal and Development (TPAD) tool. This was done to improve teacher performance and accountability. A key component of this framework is the creation of a Comprehensive Learning Environment (CLE), aimed at fostering child-friendly schools. However, over a decade after its implementation, empirical evidence remains scarce and inconclusive regarding the direct impact of teacher achievement in this specific PC target on tangible pupil learning outcomes. This study investigated the effect of teachers' achievement in the PC target for the comprehensive learning environment on three critical pupils’ learning outcomes—academic achievement (measured by KCPE scores), retention rates, and completion rates—in public primary schools in Kakamega County. This research is based on the tenets of New Public Management (NPM) theory. A correlation research design with a concurrent mixed-methods approach was employed. Through multistage random sampling, 82 schools were selected from the county's 13 sub-counties. Quantitative data were collected via structured questionnaires from head teachers and teachers, covering the six-year period from 2018 to 2023. This evidence was supplemented by qualitative data from in-depth interviews with five key informants, including TSC officials and curriculum support officers. Quantitative data were analyzed using Pearson's correlation and multiple linear regression, while thematic analysis was applied to qualitative data. The results revealed weak and statistically non-significant associations between comprehensive learning environment target achievement and KCPE performance (r=0.295; p=0.540), retention rates (r=0.630; p=0.180), and completion rates (r=0.326; p=0.528). Subsequent regression models confirmed that the CLE target was not a significant predictor of any of the learning outcomes (p>0.05), explaining only a minimal portion of their variance. Qualitative insights indicated that the PC appraisal process was frequently regarded as a bureaucratic formality, with significant resource limitations, teacher shortages, excessive workloads, and the constraints of the TPAD tool recognized as principal obstacles to achieving an effective learning environment. The study concludes that, within the context of Kakamega County's public primary schools, teacher achievement in the comprehensive learning environment performance target, as currently implemented and measured, has no statistically significant effect on pupil learning outcomes. The study strongly recommends that the government and the TSC move beyond policy formulation to ensure the adequate provision of physical, financial, and human resources necessary for the effective implementation of the CLE. The study also advises a critical review of the TPAD tool to make it more holistic, context-sensitive, and practical. Future research should explore the effect of this target on broader learning outcomes such as pupils' communication skills, creativity, problem-solving, and critical thinking abilities.

This study investigates the effectiveness of performance appraisal practices at the Bank of Abyssinia, focusing on the perceptions of employees concerning the appraisal process, fairness, job satisfaction, and the impact of cultural norms. <i>The association between </i>performance appraisal practices <i>was examined using </i>descriptive statistical techniques<i> methodology. In this study, </i>quantitative <i>research design was employed. 183 questionnaires distributed and 180 were correctly completed and returned, and </i>a stratified random sampling strategy was used in the research for census sampling strategy<i>. a structured questionnaire with a five-point Likert scale rating system. Using SPSS version 26.0, the acquired data were condensed and subjected to descriptive and inferential statistical analysis. The main finding of the study was </i>a highlights a strong perception of trust in the appraisal system, although concerns about transparency and job satisfaction remain. Notably, the findings suggest that while feedback provided during appraisals is valued, employees do not associate their appraisals strongly with job satisfaction, indicating an area for improvement. The results underscore the necessity for the Bank of Abyssinia to enhance its appraisal practices by focusing on structured feedback, promoting transparency, and linking appraisals to career development to improve overall employee motivation and engagement. The study's limitations include the sample size and reliance on self-reported data, which may affect generalizability. Future research directions suggest the need for longitudinal studies to track changes over time and qualitative approaches to gain deeper insights into employee experiences. Overall, this research contributes to understanding performance appraisals in a banking context and provides actionable recommendations for organizational improvement.

To assess the cost-effectiveness of enzyme replacement therapy (ERT) compared with best supportive care (BSC) for late-onset Pompe disease (LOPD) in a UK NHS setting. A discrete event simulation model was developed using data from a Bayesian network meta-analysis, trials and extension studies, and long-term observational cohorts. Costings were derived from NICE assessments of LOPD treatments. Disease progression was modelled using forced vital capacity (FVC) % predicted and six-minute walk distance (6MWD). ERT was associated with an incremental cost of £3.26 million and 1.64 additional QALYs compared to BSC, yielding an incremental cost-effectiveness ratio (ICER) of £2 million per QALY gained, and generating a net health effect (NHE) exceeding -100 QALYs per treated patient. Scenario analyses confirmed that ERT remained cost-ineffective under all plausible assumptions. Discounts of ~ 92.3% and ~ 89% on the list price of ERT would be required to achieve cost-effectiveness at thresholds of £30,000 and £100,000 per QALY gained, respectively. While ERT provides modest long-term health benefits relative to BSC, it is structurally highly cost-ineffective, generating substantial negative NHE for the NHS population, even under the most optimistic assumptions. These results are primarily driven by very high acquisition costs of ERT. The historic commissioning of ERT without reference to the UK's value-based pricing framework has significantly impacted NHS spending and distorted NICE decision-making. Without reform to the appraisal process, the NHS faces affordability challenges that may hinder access to innovative therapies and result in recommendations that displace more health than they generate.