Work Experience Research Articles

The Influence of Accounting Understanding, Utilization of IT, Education Level, Internal Control, and Work Experience on the Quality of Financial Reports of Village Credit Institutions (LPDs)

The quality of financial reports is crucial for comparing performance across periods in institutions like the Village Credit Institution (LPD). However, many financial reports have emerged as uninformative and of low quality. This study aims to examine how factors such as job experience, education level, internal control, and accounting knowledge impact the quality of LPD financial reports in Denpasar City. The study population comprised 552 LPD employees involved in preparing financial reports, and through purposive sampling, 102 respondents were selected, including leaders, supervisory bodies, and accounting staff with at least two years of experience. Data were collected via questionnaires and documentation and analyzed using multiple linear regression. The results indicate that while accounting knowledge and internal control do not affect the quality of LPD financial reports, the use of information technology, education level, and work experience positively influence the improvement of financial report quality. These findings highlight the importance of investing in employee education, training, and technology to enhance financial reporting standards at LPDs

Homeworking experiences of neuro-divergent workers: systematic review.

Working from home (WFH) is becoming more common, but little is known about how it specifically affects neuro-divergent workers' psychological and occupational well-being. This review aimed to explore the experiences of neuro-divergent staff WFH, including the challenges they face; the potential benefits of homeworking for this specific population and the support systems they require. We searched six electronic databases, as well as reference lists of included papers, one preprint server and Google, for literature on neuro-divergent workers' experiences of WFH. Results were synthesized using thematic analysis. We reviewed 25 studies (mostly based on data collected during the coronavirus disease 2019 pandemic), finding very little research statistically analysing the impact of WFH on well-being or productivity, or comparing the impact of WFH across neuro-divergent and neuro-typical populations. The (mostly qualitative) findings showed that neuro-divergent participants described various benefits and challenges of the sensory environment at home; the reduction of commuting; increased flexibility and lack of routine when homeworking; the reduction of 'masking' behaviours; lack of in-person social contact and increased use of technology. The findings emphasize the importance of not assuming a one-size-fits-all approach to homeworking and suggest managers should be mindful of workers' individual preferences for working whilst ensuring that all employees are appropriately supported. The results can inform future research and provide insights for employers to help them create more inclusive work environments.

Digital Leadership of School Administrators under the Jurisdiction of the Sakon Nakhon Secondary Educational Service Area Office

Background and Aims: The world changes in the 21st century to a fully digital era. As a result, school management must inevitably use technology as a tool to support teaching and learning. Schools in this century have undergone significant changes in many areas, such as the nature of knowledge. Learner's role and the role of the teacher. This is something that school administrators need to have the ability to understand and to support these changes. This research has the following objectives: 1) to study the digital leadership level of educational institution administrators under the Sakon Nakhon Secondary Educational Service Area Office. 2) To compare the digital leadership of educational institution administrators under the Sakon Nakhon Secondary Educational Service Area Office. Classified by position Work experience and the size of the educational institution. 3) To study methods for developing digital leadership of educational institution administrators under the Sakon Nakhon Secondary Educational Service Area Office. Methodology: The sample used in this research consisted of 331 school administrators and teachers. The sample size was determined according to Krejci and Morgan's table. and used the random sampling method. The research instrument was a questionnaire with a 5-level rating scale. Which has a consistency index value in the range of 0.80 - 1.00 and a reliability value for all questionnaires equal to 0.86. Statistics used in data analysis include frequency, percentage, mean, standard deviation, T-value and F-value tests. Results: The results of the research found that: (1) A study of the level of leadership in the digital age of administrators of educational institutions under the Sakon Nakhon Secondary Educational Service Area Office. Overall and in each aspect are at a high level. (2) Results of comparing opinions about leadership in the digital age of administrators of educational institutions under the Sakon Nakhon Secondary Educational Service Area Office. Classified by position Work experience and the size of the educational institution Overall and in each aspect, no differences were found. (3) Guidelines for promoting and developing leadership in the digital age of administrators of educational institutions under the Sakon Nakhon Secondary Educational Service Area Office consist of 5 areas: 1) having a modern leadership vision, 2) developing creativity, 3) paying attention to the needs of teachers and students, 4) increasing the efficiency of working together, and 5) promoting to have knowledge and ability. Conclusion: The study found that educational administrators in Sakon Nakhon demonstrate strong leadership in the digital age across all areas, with no significant differences based on position, experience, or institution size. It also emphasizes five key strategies for improving leadership: cultivating a modern vision, creativity, attention to stakeholder needs, collaboration, and ongoing skill development.

Dynamics of persistence, withdrawal, and dropout intentions in the initial phase of nursing training: a qualitative longitudinal study

Taking the perspective of career choice as a lifelong, iterative, constructive, and agentic process, the present study focuses on the development of vocational aspirations of nursing trainees; that is, thoughts about a long-term perspective in nursing (i.e., persistence), ideas of finishing the training but changing into another profession after some time (i.e., withdrawal), and decisions to terminate the training before completing the programme through a final examination (i.e., dropout). In order to generate detailed insights about the dynamics behind the development of such aspirations during the initial training phase, a qualitative, longitudinal, within-subject study design based on grounded theory was employed. The results mainly show that social interactions with more experienced nurses, practical work experiences, encounters with environments that are either conducive to learning or not, the satisfaction of different needs (e.g., autonomy, competence, belonging, sense of meaningfulness), as well as the associated feelings of well-being affect how vocational aspirations develop over the first year of training. In addition, the study identifies four different patterns of how trainees typically oscillate between thoughts of staying in nursing and leaving the profession in the short or long run: (a) arriving and wanting to stay, (b) staying as a transitional passage, (c) seeking to stay, and (d) exiting as a knee-jerk reaction. The patterns present evidence of a variety of approaches regarding how trainees deal with certain experiences during their training and how the combination of experiences might affect young professionals’ subsequent career choices.

Academic Administration that Affects Proactive Learning of Educational Institutions under Chaiyaphum Municipality

Background and Aims: This research aims to study and compare the level of academic administration that affects active learning management in educational institutions under Chaiyaphum Municipality. The analysis will be separated according to educational level. Work experience and type of educational institution. In addition, there is a study of academic administration guidelines that can affect the management of active learning in these educational institutions. Methodology: The sample used in the research consisted of 129 personnel in educational institutions under Chaiyaphum Municipality, which were obtained from stratified random sampling. The research tools included a questionnaire using a 5-level rating scale and a structured interview with an IOC between 0.80 - 1.00 and a confidence value of 0.83. For the statistics used in data analysis, such as frequency, percentage, mean, and standard deviation. T-test, F-test, and pairwise difference test using the Scheffé Method. Results: the finding found that (1) Academic administration that affects the management of active learning in educational institutions under Chaiyaphum Municipality, overall it is at a high level. When considering each aspect, it was found that academic administration that affects proactive learning management is at a high level in every aspect. (2) Results of the comparative analysis of opinions regarding academic administration that affect active learning management of educational institutions under Chaiyaphum Municipality. Classified by educational level work experience and type of educational institution found that there was no difference. (3) Guidelines for academic administration that affect active learning management in educational institutions under Chaiyaphum Municipality include improving or changing the curriculum to be consistent with active learning management. educational institution context and student context. Encouraging teachers to organize problem-based teaching and learning activities. integrated teaching. Encouraging teachers to measure and evaluate learning according to actual conditions, which meets the aims of education. and use the evaluation results to develop individual learners. Teachers are also encouraged to develop modern teaching materials. By using technology to organize teaching and learning. and use the results of supervision to further improve and develop teaching media. Conclusion: The findings show that academic administration has a significant impact on active learning management in educational institutions in Chaiyaphum Municipality, with consistently high performance across all aspects. There were no differences according to educational level, work experience, or type of institution. Aligning curricula with active learning, encouraging problem-based and integrated teaching, promoting authentic assessment, and facilitating the development of modern teaching materials through technology and supervision are all important guidelines for improving academic administration.

Transformational Leadership of Educational Institution Administrators under the Office of the Vocational Education Commission, Chonburi Province

Background and Aims: This research has the following objectives: 1) to study the level of transformational leadership behavior of school administrators under the Office of the Vocational Education Commission, Chonburi Province. 2) To compare opinions about the transformational leadership behavior of school administrators in Chonburi Province. 3) To find ways to develop transformational leadership of school administrators under the Office of the Vocational Education Commission, Chonburi Province. Methodology: The sample used in this research consisted of 276 school administrators and teachers. The sample size was determined according to Krejci and Morgan's table. and use stratified random sampling The research instrument was a questionnaire with a 5-level rating scale. Which has a consistency index between 0.80 - 1.00 and the confidence value of all questionnaires is equal to 0.98. For data analysis, statistics are used, including frequency, percentage, mean, standard deviation, T-value and F-value tests. Results: The results of the research are as follows: (1) the transformational leadership of educational institution administrators under the Office of the Vocational Education Commission, Chonburi Province, overall and in each area, is at a high level. (2) Results of comparing opinions about transformational leadership of school administrators classified by position and work experience. It was found that overall and in each aspect there were no differences. But when classified by educational level It was found that there was a statistical significant difference at the 0.05 level. (3) Guidelines for developing transformational leadership among school administrators are divided into 3 approaches: 1) development by external agencies, 2) development by educational institutions, and 3) development by oneself. Conclusion: The study finds that transformational leadership among educational institution administrators in Chonburi is generally high, with no significant differences based on position or work experience, but the educational level has a significant impact. External agencies, educational institutions, and personal efforts can all help to develop this type of leadership.

Using Principles of Good Governance by Educational Institution Administrators under the Jurisdiction of the Chaiyaphum Provincial Learning Promotion Office

Background and Aims: Effective public and social management Also known as good governance, it is an important guideline for organizing society which consists of the public sector. Private business sector and the public sector. The goal is to strengthen and increase the country's immunity. This research aims to: 1. study and compare the level of opinions of personnel on the application of good governance principles in the management of educational institutions by administrators under the Chaiyaphum Provincial Learning Promotion Office. Classified by educational level Position and work experience. And 2. survey the guidelines for developing educational institution administration according to the principles of good governance of educational institution administrators under the Chaiyaphum Provincial Learning Promotion Office. Methodology: The research sample consisted of 229 educational institution personnel under the Chaiyaphum Provincial Learning Promotion Office, which were obtained from stratified sampling. The research instrument consisted of a questionnaire with a 5-level rating scale, with an IOC value in the range of 0.80 – 1.00 and a reliability value of 0.91. Structured interviews were also conducted to collect data. Statistics used in data analysis include frequency, percentage, mean, and standard deviation, T-test, F-test and pairwise difference test using the Scheffé method. Results: The research results are summarized as follows (1) Using the principles of good governance by educational institution administrators Under the jurisdiction of the Chaiyaphum Provincial Learning Promotion Office. It was found that the overall level was at a high level. Especially the information technology management aspect is also at a high level. (2) Comparative analysis of the use of good governance principles by educational institution administrators under the jurisdiction of the Chaiyaphum Provincial Learning Promotion Office Classified by education level and work experience found that there was no difference. But when classified according to position and duty It was found that there was a statistically significant difference at the 0.05 level. (3) Guidelines for using the principles of good governance by educational institution administrators under the jurisdiction of the Chaiyaphum Provincial Learning Promotion Office It was found that the executives had established management guidelines that were accepted by the personnel. Adhere to the principles of correctness and goodness. Administer educational institutions according to criteria that can be verified. Provide opportunities for personnel to participate in educational institution development planning. and focus on the benefits that students will receive. By managing limited resources to provide maximum benefit to students. Conclusion: The research findings show that educational institution administrators under the Chaiyaphum Provincial Learning Promotion Office use good governance principles at a high level, particularly in information technology management. When comparing education level and work experience, no differences were found; however, significant differences emerged based on position and duty. Key guidelines for promoting good governance include establishing accepted management practices, maintaining integrity and transparency, involving personnel in planning, and prioritizing resource management to maximize student benefits.

Factors Related to Evidence-Based Practices Among Mental Health Nurses in Thailand: A Cross-Sectional Study.

Despite the robustness of evidence-based practice in increasing efficiency in nursing care and improving patient safety, using evidence in practice is still rare in mental health nursing. This correlational descriptive research aimed to explore the factors and examine the relationship between attitudes, knowledge/skills, organizational culture, mentorship, and demographic factors to evidence-based practices among mental health nurses working in psychiatric hospitals in Thailand. The sample consisted of 255 nurses working in psychiatric hospitals under the Thai Department of Mental Health, located in service units across the country's four regions. The data collection tools included (1) a demographic questionnaire, (2) the Evidence-Based Practice Questionnaire: EBPQ, (3) Organizational Culture & Readiness for System-wide Integration of Evidence-Based Practice: OCRSIEP, and (4) the Evidence-Based Practice Mentorship Scale. Descriptive statistics and Spearman's correlation coefficient were used for data analysis. The findings revealed that the factors positively correlated with evidence-based practice among mental health nurses in Thailand were attitude with a mean score of 4.90 (r = 0.39, p-value < 0.001), knowledge/skills with a mean score of 4.69 (r = 0.61, p-value < 0.001), organizational culture with a mean score of 3.94 (r = 0.26, p-value < 0.001), and mentorship with a mean score of 2.77 (r = 0.16, p-value = 0.011). Demographic factors such as educational level (r = 0.21, p-value < 0.001) and work experience in psychiatric and mental health nursing (r = 0.14, p-value = 0.031) were also positively correlated. This research revealed that EBP knowledge and skills are the most significant factors related to evidence-based practice among Thai mental health nurses. Therefore, EBP knowledge and skills should be enhanced in the curriculum during the nursing study and through continuing education once nurses graduate. Organizational culture and mentorship also need to be promoted to strengthen the use of EBP in Thailand.

SUBSTANTIATION OF THE PROFESSIONAL STANDARD OF "PERSONAL FITNESS TRAINER" IN UKRAINE

Professional staff is needed for the effective functioning of health fitness. There are no professional standards for fitness staff in Ukraine, so there is no single standardized approach to determining the list of job functions, general and special competencies, the required knowledge, skills and practical abilities. The purpose of the study is to substantiate and develop a professional standard of "Personal Fitness Trainer" taking into account international experience. Methods: analysis and generalization of scientific and methodical literature, pedagogical observation, functional analysis, documentary method, method of expert evaluations, methods of mathematical statistics. Results. The development of a professional standard for "Personal Fitness Trainer" was based on regulatory acts and the algorithm formed for the health fitness system. There have been identified 60 necessary labor actions which ensure the performance of 9 labor functions of a fitness trainer. The professional standard takes into account the needs of employers, consumer requirements and will be the basis for the industry standard of higher education in the relevant specialty. Conclusions. The developed professional standard for "Personal fitness trainer" is relevant, complies with regulatory acts and established algorithm, adapted to the system of fitness. The expediency of developing a professional standard "Personal fitness trainer" was based on the study of the actual state and prospects of application of fitness staff. The professional standard provides requirements for the content and quality of professional activity; list of general competencies; requirements for the level of qualification, medical contraindications to work, work experience, level of education of a fitness trainer; a list of labor functions and labor actions and the necessary knowledge, skills and abilities; list of subjects and means of work and definition of professional competencies, etc. The professional standard "Personal fitness trainer" should be the basis for the industry standard of higher education in the relevant specialty.

“Do I feel safe here?” Organisational climate and mental health peer worker experience

BackgroundIn Australia, lived experience peer support workforces are expanding making it one of the fastest growing emerging disciplines in transdisciplinary mental health settings. This article provides insight for organisations on the contextual realities peer workers face, increases understanding of peer support services to improve service delivery environments and contributes to mental health systems reform. This study aimed to qualitatively explore peer support workers experience integrating into and working within transdisciplinary mental health service teams.MethodSemi-structured interviews were undertaken with 18 peer support workers currently working in mental health services in Australia. The research was a qualitative descriptive study design. All data collected were analysed utilising thematic analysis.ResultsPeer workers found their experience in the workplace was influenced by their colleagues and the organisation’s understanding of the peer role. Factors relating to organisational culture and climate were a central theme throughout discussions noting that a negative climate was perceived as harmful to peer workers. Themes established through results include (1) the role of leadership, (2) attitudes and behaviours of colleagues, (3) provision of psychologically safe environments, (4) the organisations messaging and use of language and (5) organisational structures and policy.ConclusionThis study contributes to evidence for the impact of organisational culture on integrating and supporting peer support workers in mental health service delivery. This study provides insights into peer worker experiences integrating into transdisciplinary teams, confirming findings established in previous studies, highlighting a lack of movement or change in workplace culture to support peer worker integration into mental healthcare settings.

Exploring worker subjectivity: shaping industrial and organizational psychology in post-apartheid South Africa

This article critically evaluates the role of industrial–organizational psychology in post-apartheid South Africa, advocating for a transformative framework that addresses the socio-political and historical inequalities in the workplace. The article highlights how industrial–organizational psychology has traditionally focused on organizational efficiency, often aligned with capitalist interests, while overlooking the socio-historical forces shaping worker experiences, particularly related to race, gender, and class. By introducing the concept of worker subjectivity, the article calls for a reimagined industrial–organizational psychology that integrates critical perspectives from psychology and management studies to better understand how workers navigate their identities and agency within broader socio-political structures. The author emphasizes the need to address the emotional and psychological dimensions of worker experiences, especially in the South African context marked by the legacies of colonialism and apartheid. By focusing on worker subjectivity, industrial–organizational psychology can move beyond traditional quantitative methods and engage with the complexities of workplace inequality. This approach aligns industrial–organizational psychology with the broader mission of the Psychological Society of South Africa to promote socially just and inclusive practices. The article also calls for interdisciplinary collaboration and the reformation of industrial–organizational psychology education to better equip practitioners with the tools needed to address the realities of post-apartheid workplaces.

Survey of GP registrars' training experience and confidence in managing children and adolescents with mental health conditions in primary care.

The aim of thisstudy is to assess General Practitioner (GP) trainees' training experience, and confidence in assessing and managing children and adolescents with common mental health conditions in primary care in Ireland. An online anonymous questionnaire was distributed to third and fourth year GP registrars enrolled in the Irish College of General Practitioners training schemes. The online questionnaire evaluated participants' training experiences and confidence levels in key areas of child and adolescent mental health in primary care. Sixty participants completed the survey out of 406, yielding a response rate of 14.8%. The majority (88%) reported no formal training or experience working in Child and Adolescent Mental Healthcare Services (CAMHS) during their GP training scheme. Responses indicated that many participants rated their competency, skills, and knowledge in essential areas of Child and Adolescent Mental Health as needing improvement. Similarly, their awareness of referral pathways and specialty services was below expectations, with poor perceived access to services. A large proportion (91.7%) expressed a definite need for further training in child and adolescent mental health disorders. The results highlight the need for enhanced training and support for GP trainees in the field of Child and Adolescent Mental Health, ensuring their ability to effectively and confidently address these common issues in primary care.

Performance Environment Parallels: How Community Sport Coaches and Youth Workers Can Model Practice to Improve Young Peoples’ Life Skills and Prosocial Behaviours

Whilst both community sport coaches and youth workers use sport and physical activity to assist young peoples’ development, there is a lack of research related to any best practice that both fields may share. This study explored, through semi-structured interviews with eight workers with experience in both community sport and youth work, how practitioners identified best practice and interactions between the two fields relative to the use of sport. Results demonstrated that, when contextually applied, there are a number of significant parallels that can be drawn between the fields of performance sport coaching and youth work/community sport coaching.

Casually cynical or trapped? Exploring gig workers’ reactions to psychological contract violation

PurposeDrawing on psychological contract (PC) theory and platform labor research, the purpose of our study was to explore gig workers’ reactions to perceived PC violation. Our study was set against the backdrop of the COVID-19 pandemic, which brought workplace health and safety issues into much sharper focus, even in nonstandard employment arrangements like gig work.Design/methodology/approachThis study employed a mixed-methods design. In Study 1, we tested a conceptual model of US-based ride-hail drivers’ (n = 202) affective and cognitive reactions to Uber’s (lack of) commitment to safe working conditions. In Study 2, we conducted interviews with 32 platform workers to further explore an unexpected finding from Study 1.FindingsIn Study 1, we found that drivers’ perceptions of PC violation were related to decreased trust in Uber and higher intentions to leave this line of work; however, cynicism toward Uber only predicted withdrawal intentions for those drivers who did not believe that they had job alternatives available outside of gig work. We explored this further in Study 2, where we found that workers with low economic dependence on gig work could afford to be casually cynical toward the platform, while high-dependence workers felt “trapped” in this line of work.Originality/valueWe contribute to the social/relational theoretical approach to gig work more broadly and to the literature on PC in platform work more specifically. We also add to the emerging literature on how economic dependence shapes workers’ experience of platform work. Our findings around low-dependence gig workers experiencing a more indifferent form of cynicism – which we have termed casual cynicism – highlight the importance of treating the context of gig work as unique, not merely an extension of traditional management research.

Revolutionizing nurse well-being: Virtual reality as a stress relief intervention.

This article describes an 8-week pilot project implementing virtual reality (VR) technology as a stress relief intervention for nurses at a rural hospital. It highlights how VR allowed nurses to temporarily disconnect from their stressful work environment and experience calming virtual scenarios during break times.

Perspective of Midwives in Turkey Regarding Sexual Health Literacy and Sexual Healthcare Services.

This study aimed to examine the factors associated with the level of sexual health literacy of midwives and their views on sexual healthcare. This is a descriptive and correlational study. A total of 324 midwives with at least 1 year of professional experience and at least a bachelor's degree participated in the study. Data were collected with the "Midwife Information Form" and "Sexual Health Literacy Scale." The professional work experience, marital status, and education related to sexual health did not affect the sexual health literacy of midwives. Age, educational status, and voluntary choice of the profession willingly affected sexual health literacy. The sexual health literacy of midwives who hold positive views on sexuality and sexual healthcare services is higher. The midwives' perspectives on sexual health, their level of knowledge, and the sexual health education they receive impact the quality of care they provide. Sexual and reproductive health should be emphasized within the scope of midwifery education.

Comparison of the Achieved and Expected Competence Level of New Graduate Nurses: Two Cross-Sectional Studies.

To explore and compare the self-perceived competence level of new graduate nurses with the expected competence level that nurse managers believe new graduate nurses should have in general. Two cross-sectional empirical studies. Two independent cross-sectional studies were carried out in 12 tertiary hospitals in September 2020 and November 2021, respectively. Participants were 1017 new graduate nurses with less than 2 years of work experience and 306 nurse managers who completed an online survey. The score of self-perceived nursing competence of new graduate nurses was 74.77 ± 14.35, and the expectation of nurse managers was 74.21 ± 15.04. The values of 18 items were significantly different between the two of them (p < 0.05), and there were only three items showed higher expectations of nurse managers than the self-rated values of new graduate nurses. Results of latent profile analysis revealed that this cohort of new graduate nurses could be divided into three subgroups, named risky competent (11.1%), medium competent (46.0%) and advanced competent (42.9%). When comparing, the nurse managers' expected competence level was between the value of 'medium competent' group and 'advanced competent' group. Our study adopted a dual perspective comparison of nurse managers and new graduate nurses, which broke through the limitations of the previous single perspective study of new graduate nurses' nursing competence. This study highlights the importance of the consistency in new graduate nurses' nursing competence from the perspectives of new graduate nurses and nurse managers. This study showed a generally good match of actual nursing competence level of new graduate nurses and the expected level from nurse managers. While there was significant individual heterogeneity in the competence score of new graduate nurses, three subgroups were identified through the individual-centred analysis of latent profile analysis. Therefore, Nurse managers need to systematically adjust the standardized training programs and teaching methods for new graduate nurses according to the population characteristics and take precise interventions to improve nursing competence of new graduate nurses. We adhered to the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. No Patient or Public Contribution.

Analyzing the impact of work meaningfulness on turnover intentions and job satisfaction: A self-determination theory perspective

Abstract While employees actively seek out workplaces that offer meaningful work experiences, the concept of meaningful work remains notably underexplored within the turnover literature. The present study addresses this gap by examining the role of work meaningfulness among knowledge workers and its direct and indirect effects on turnover intentions and job satisfaction through the lens of self-determination theory. Our findings show significant effects on turnover intentions and job satisfaction, with work meaningfulness emerging as a stronger predictor of job satisfaction, while still contributing to reducing turnover intentions. Most extant literature focuses on sources and ways to enhance work meaningfulness. We contribute to more recent research on its relationship with its outcomes especially the link with turnover intentions, offering insight into a relationship that has produced few, but conflicting,results.

Pandemic scars: long-term impact of COVID-19 on work stress among healthcare workers in China.

This study mainly focused on the long-term effect of different risk exposure levels and prior anti-epidemic experience of healthcare workers in mitigating COVID-19 on their work stress in the post-COVID era. The study sample included 359 physicians, 619 nurses, 229 technicians and 212 administrators, for a total of 1,419 healthcare workers working in the Lanzhou area during the investigation. Data were analyzed by multivariate regression models. Our findings indicated that the interaction between pandemic effect mitigation experience and high-risk exposure significantly affected healthcare workers in the post-COVID era by increasing their work stress (p<0.001) and reducing their rest time (p<0.001). Healthcare workers may have experienced worse outcomes in the long term if they had higher levels of risk exposure and more experience in fighting epidemics. Furthermore, poor mental health (p<0.001) and prior experience with SARS (p<0.001) further amplified these adverse effects. However, surprisingly, we did not observe any effect of prior anti-epidemic experience or high-risk exposure on the mental health of healthcare workers in the post-COVID era (p>0.1). The adverse impact of COVID-19 may have left long-lasting effects on Health professionals (HPs), particularly those with high Risk exposure (RE) and more mitigation experience. Poor Mental health (MH) and previous experience in mitigating previous similar outbreaks (such as SARS) are risk factors that should be considered. Support programs must be designed and promoted to help HPs respond and improve their performance. Our study presents compelling evidence that the COVID-19 pandemic will have long-term detrimental effects on the work stress of healthcare workers.

Decision Support System for Permanent Employee Selection at PT XYZ with Moora Method

Using the multi-objective optimization method based on ratio analysis (MOORA), the purpose of this research is to develop a decision support system that will help the selection process of permanent employees at PT XYZ. In order to improve the productivity and operational efficiency of the company, a proper employee selection process is essential. Nonetheless, many factors influence the decision taken, which is often subjective. Therefore, a systematic approach is needed to help managers assess and select potential employees based on predefined standards. The MOORA method was chosen because it is able to provide optimal solutions for a variety of different criteria. The identification of employee selection criteria, the collection of employee candidate data, and the use of the MOORA method to generate employee candidate rankings are all actions performed in this study. The criteria used include work experience, education The purpose of this research is to create a system that supports the process, skills, and attitudes in decision making. The results of this system show that MOORA has the ability to provide more objective and transparent recommendations in the employee selection process than conventional methods. The results of the analysis show that this system helps decision making and increases managers' confidence in choosing employees who match the company's needs. PT XYZ hopes to use this decision support system to reduce errors in the employee selection process and help achieve the company's strategic goals. It is hoped that this research will help the process of developing decision support systems in the field of human resources.