Implementation Of Training Program Research Articles

Role of Educational Institutions And Teachers In Combating Radicalization

This article examines the complex and evolving role that educational institutions and teachers play in the ongoing global struggle against radicalization. As societies grapple with the multifaceted challenges posed by extremist ideologies, educators find themselves on the frontline, tasked not only imparting knowledge but also cultivating critical thinking skills and fosters inclusive environments. The research investigates the diverse responsibilities support by educational stakeholders, ranging from the identification of early signs of radicalization to the development of curriculum that promotes tolerance and diversity. The article scrutinizes the impact of technology and social media on the dissemination of extremist ideologs, emphasizing the urgent need for educators to equip students with digital literacy as well as digital hygiene skills to discern and counteract online radicalization. Additionally, it explores the delicate balance educators must strikes between of expression and the prevention of radicalization highlighting the ethical consideration involved in shaping classroom discussion. Furthermore, the study examines the educational institutions to address radicalization, emphasize the importance of collaborative efforts with governmental agencies, community leaders and parents. It advocates for the implementation of comprehensive teacher training programs that enhance educators can be devoted significantly to the prohibition and mitigation to the process of radicalization, thereby shaping a future generation equipped to navigate the complexities of a diverse and interconnected world.

تأثير التدريب والتطوير الاخضر في الاداء المستدام

تهدف الدراسة الحالية إلى اختبار تأثير التدريب والتطوير الأخضر على الأداء المستدام واستكشاف آثاره داخل وخارج وزارة البيئة العراقية. تدور المشكلة الأساسية للبحث حول مدى تنفيذ التدريب والتطوير الأخضر والأداء المستدام في الوزارة (ما هي طبيعة العلاقة بين التدريب والتطوير الأخضر والأداء المستدام في الوزارة؟). لتوضيح العلاقة بين المتغيرات البحثية، صُيِّغت فرضيتان رئيسيتان بالإضافة إلى فرضيات فرعية. تهدف الدراسة أيضًا إلى تقييم مستوى اهتمام الوزارة بالمتغيرات البحثية وتقديم توصيات رئيسية لتعزيز الأداء المستدام من خلال اعتماد التدريب والتطوير الأخضر. تم استخدام المنهج الوصفي-التحليلي في هذه الدراسة، حيث تم جمع البيانات من عينة عشوائية تتألف من 250 فردًا، وتم جمع 150 استبيانًا. استخدم الباحث مجموعة من الأساليب الإحصائية باستخدام برامج مثل Excel وSPSS V28 وAmos V25.تشير أهم نتائج الدراسة إلى أن الأداء البيئي المستدام يمكن تعزيزه من خلال التركيز على التدريب وتطوير الممارسات البيئية الخضراء بشكل عام. كما لوحظ تأثير ملحوظ لكلا المتغيرين (التدريب والتطوير الأخضر والأداء المستدام)، مع إيلاء الأولوية والتفضيل للأداء المستدام في التنفيذ العملي على التدريب وتطوير البيئة. بناءً على النتائج، يُوصَى بتحسين الأداء المستدام من خلال تنفيذ برامج التدريب والتطوير البيئي داخل وزارة البيئة، مع التركيز أيضًا على المتغيرات البحثية المرتبطة بالأداء المستدام.

Edukasi Program Latihan Pada Penderita Osteoartritis Lutut di Posyandu Lansia Mawar Setabelan

Osteoarthritis (OA) is a chronic, degenerative disease that attacks the joints and their tissues, primarily causing progressive damage to the articular cartilage and, subsequently, to the subchondral bone and surrounding synovial structures. Knee osteoarthritis commonly affects elderly patients and is a major cause of disability worldwide. The purpose of this activity is so that the public can find out about exercise programs that can be carried out to reduce complaints in OA sufferers. Counseling is carried out using the lecture method by distributing leaflets, implementing training programs, and asking questions. The data collection method in this research is by using pre-test and post-test. Based on the data obtained, there were quite significant changes in pre-test and post-test scores. The average correct answer on the pre-test questions was 4.9 (49%) increasing to 7.6 (76%) on the post-test questions. Thus, there was an increase in correct answers made by participants by 2.7 points (27%). So it can be concluded that participants in counseling activities experienced an increase in understanding of the osteoarthritis material that was presented.

PENGARUH ELEMEN PSIKOLOGI TERHADAP KESEIMBANGAN KERJA DAN KEHIDUPAN DALAM KALANGAN ANGGOTA ANGKATAN TENTERA MALAYSIA

Lately, there has been a growing focus on work-life balance (WLB) in the employment sector. Employees prioritize their overall well-being and have a tendency to select organization that provide flexible job assignments. This tendency has led to friction between employers and employees, thereby fostering an unsatisfactory psychological atmosphere in the workplace. In recent times, there has been a rise in the occurrence of and concern about mental health problems among employees. Psychological instability in employees is frequently influenced by socio-economic concerns, living environment, and work-related stress. The main objective of this study is to identify the relationship between psychological factors, namely emotional intelligence, depression, anxiety, and stress, and work-life balance (WLB). A total sample of 2,640 Malaysian Armed Forces (ATM) members across Malaysia participated as respondents in this study. They successfully completed a series of research questionnaires, which served as the measurement instruments for this research. This study uses quantitative methodologies, specifically descriptive analysis and correlation tests, to examine the relationship between variables. The study's findings indicate a strong positive correlation between the dimensions of emotional intelligence (namely, SEA, OEA, UOE, and ROE) and work-life balance (WLB). Conversely, anxiety and stress factors exhibit a significant negative correlation with WLB. Nevertheless, it was determined that the level of depression did not have a substantial correlation with work-life balance. The findings of this study demonstrate that the psychological component plays a crucial role in shaping the well-being of workers, particularly those in the military. Organizations should prioritize the implementation of development and training programs, as well as spirituality, to enhance the psychological resilience of their personnel. This will help to empower the human capital in the organization.

Characterization of STEM teacher education programs for disciplinary integration: A systematic review

STEM education is established as an alternative for developing 21<sup>st</sup> century skills, with the premise of integrating its component disciplines. Although numerous studies exist on the subject, STEM teacher training programs are not widely discussed. Therefore, a systematic literature review was conducted in Scopus and Web of Science to identify the intentions of the training and the design and implementation of such teacher training programs. Among the 15 articles identified, there are three groups of intentions: Improving knowledge, developing competencies and skills, and changing attitudes and perceptions. Five methodological strategies were identified: project-based learning, problem-based learning, collaborative learning, ODR (observation/discussion/reflection) approach, and design-based learning. Disciplinary integration can be achieved through content or competencies. It is concluded that design-based learning is the most appropriate strategy for disciplinary integration. It is recommended that research be conducted to measure the impact of modality and time of training on the development of STEM competencies.

The Effect of Implementing Training Program on Organizational Citizenship Behavior Model for Nurse Managers on Organizational Effectiveness

The Effect of Implementing Training Program on Organizational Citizenship Behavior Model for Nurse Managers on Organizational Effectiveness

The effect of a distance education training program on nurse Interns' readiness for distance education and their perceptions of lifelong learning.

The purpose of this study is to assess the effect of a distance education training program on nurse interns' readiness for distance education and their perceptions of lifelong learning. A quasi-experimental research approach with one-group, pre/post-test was used. The study used a quasi-experimental research approach and was carried out at Damanhour University's Faculty of Nursing. A study was carried out on 345 interns' students. All nursing interns enrolled in the 2020-2021 internship training year. The researchers employed a program that contained a distance education readiness assessment as well as a questionnaire about the perceived advantages of lifelong learning. The majority (99.7%) of nurse interns were highly ready for distance education, whereas only 0.3 percent were moderately ready following the training program implementation immediately. In comparison to pre-training, the majority (91.9%) of them were somewhat ready for distance education, while just 7.2 percent were highly prepared. Furthermore, the majority (97.1%) of them had high total skills of distance education after implementation of the training program by 3 months, and 95.4 percent had high total skills of learning immediately after the training program, whereas 26.1% of nurse interns had high total skills before the training program, at p value 0.01.

Paediatric oncology in the Eastern Mediterranean region (EMR): the current state and challenges.

The WHO Eastern Mediterranean region (EMR) is characterised by highly economically diverse countries, with healthcare systems in various phases of development. Childhood cancer care provision also ranges from that provided in centres able to deliver sophisticated therapy resulting in outcomes comparable to those seen in highly developed nations, to countries with no provision for care of children with cancer. At 10·1 per 100,000 children at risk, the age standardised incidence-rate for cancer in children below 14 years of age is relatively low but may be consequent to poor registration. Shortages in trained care providers were identified in many regional countries, particularly in low and lower-middle income countries, however, implementation of training programs are beginning to counter this deficit. Significant diversity in patient care capacity exists in the region, leading to inequitable access to quality paediatric oncology care. There is strong potential for regional collaboration towards infrastructure and capacity improvement, with facilities available within the EMR for twinning and educational support to those centres and countries that need them. While cancer care coverage is available to citizens of high-income countries, in the lower-income countries out-of-pocket health expenditure can reach 75%. Some relief is achieved through the contribution of multiple charitable foundations working to support childhood cancer care in the region, as well as the provision of care in, often overburdened, public sector hospitals. War and other geo-political turmoil, as well as natural disasters, have negatively impacted healthcare capacity, including childhood cancer care, in several regional countries. Despite all this, the trajectory for change is upward and initiatives such as the WHO Global Initiative for Childhood Cancer are igniting positive change.

Strategic HRM in the logistics and shipping sector: Challenges and opportunities

Strategic Human Resource Management (HRM) plays a critical role in the success and sustainability of organizations, particularly in dynamic and competitive industries such as logistics and shipping. This review explores the challenges and opportunities inherent in implementing Strategic HRM practices within the logistics and shipping sector. In recent years, the logistics and shipping industry has witnessed significant transformations due to globalization, technological advancements, and evolving customer demands. Consequently, HRM strategies must adapt to these changes to effectively manage human capital and drive organizational performance. One of the primary challenges faced by HR professionals in the logistics and shipping sector is the recruitment and retention of skilled talent. The industry's high demand for specialized skills, coupled with a shortage of qualified professionals, intensifies competition among companies. Moreover, the transient nature of employment in this sector, characterized by seasonal fluctuations and contract-based arrangements, complicates talent management efforts. Strategic HRM approaches must address these challenges by implementing robust recruitment strategies, offering competitive compensation packages, and providing opportunities for continuous learning and career development. Additionally, the logistics and shipping industry operates in a highly regulated environment with stringent safety and compliance standards. HRM practices must ensure that employees are adequately trained and compliant with industry regulations to mitigate risks and maintain operational efficiency. This necessitates the implementation of rigorous training programs, safety protocols, and performance management systems to uphold organizational standards and ensure employee well-being. Despite these challenges, Strategic HRM in the logistics and shipping sector presents significant opportunities for innovation and growth. Advancements in technology, such as automation and data analytics, enable HR professionals to streamline processes, enhance workforce productivity, and make data-driven decisions. Moreover, strategic partnerships with educational institutions and vocational training centers can facilitate the development of a skilled workforce tailored to the industry's evolving needs. Strategic HRM in the logistics and shipping sector is vital for addressing challenges, optimizing workforce performance, and capitalizing on opportunities for sustainable growth. By adopting a strategic approach to human resource management, organizations can navigate the complexities of the industry landscape and achieve competitive advantage in the global market.

Strategic HRM in the logistics and shipping sector: Challenges and opportunities

Strategic Human Resource Management (HRM) plays a critical role in the success and sustainability of organizations, particularly in dynamic and competitive industries such as logistics and shipping. This review explores the challenges and opportunities inherent in implementing Strategic HRM practices within the logistics and shipping sector. In recent years, the logistics and shipping industry has witnessed significant transformations due to globalization, technological advancements, and evolving customer demands. Consequently, HRM strategies must adapt to these changes to effectively manage human capital and drive organizational performance. One of the primary challenges faced by HR professionals in the logistics and shipping sector is the recruitment and retention of skilled talent. The industry's high demand for specialized skills, coupled with a shortage of qualified professionals, intensifies competition among companies. Moreover, the transient nature of employment in this sector, characterized by seasonal fluctuations and contract-based arrangements, complicates talent management efforts. Strategic HRM approaches must address these challenges by implementing robust recruitment strategies, offering competitive compensation packages, and providing opportunities for continuous learning and career development. Additionally, the logistics and shipping industry operates in a highly regulated environment with stringent safety and compliance standards. HRM practices must ensure that employees are adequately trained and compliant with industry regulations to mitigate risks and maintain operational efficiency. This necessitates the implementation of rigorous training programs, safety protocols, and performance management systems to uphold organizational standards and ensure employee well-being. Despite these challenges, Strategic HRM in the logistics and shipping sector presents significant opportunities for innovation and growth. Advancements in technology, such as automation and data analytics, enable HR professionals to streamline processes, enhance workforce productivity, and make data-driven decisions. Moreover, strategic partnerships with educational institutions and vocational training centers can facilitate the development of a skilled workforce tailored to the industry's evolving needs. Strategic HRM in the logistics and shipping sector is vital for addressing challenges, optimizing workforce performance, and capitalizing on opportunities for sustainable growth. By adopting a strategic approach to human resource management, organizations can navigate the complexities of the industry landscape and achieve competitive advantage in the global market.

How Much Bullying and Discrimination Are Reported by Sexual and Gender Minorities in Orthopaedics?

Discriminatory practices against minority populations are prominent, especially in the workplace. In particular, lesbian, gay, bisexual, transgender, and queer or questioning (LGBTQ+) individuals experience several barriers and stressors more often than individuals who do not identify as LGBTQ+. Mistreatment is common among these individuals in their personal and professional lives. However, representation and perceptions of discrimination and bullying among attendings, residents, medical students, and other professionals who identify as LGBTQ+ and are "out" (openly acknowledging and expressing one's sexual orientation or gender identity) is seldom studied in orthopaedic surgery. (1) How often are orthopaedic trainees and professionals who identify as LGBTQ+ out in their workplaces? (2) What proportion of these individuals report experiencing discrimination, bullying, or differential treatment? (3) Is there regional variation in these reported experiences of bullying and discriminatory behaviors by orthopaedic trainees and professionals in the LGBTQ+ community? Individuals registering for Pride Ortho, a community of LGBTQ+ individuals and their allies established in 2021 to provide mentorship, networking, and a sense of community among its members, completed an internet-based survey developed by organization leadership. A total of 156 individuals registering for the Pride Ortho community were eligible to participate in the internet-based survey. In all, 92% (144 of 156) fully completed the survey, 6% (10 of 156) partially completed it, and 1% (2 of 156) did not complete any part of the survey. Most respondents (64% [100 of 156]) identified as being LGBTQ+, with 77 members at the attending level of their careers. More than half of LGBTQ+ members (56% [56 of 100]) identified as cisgender women (individuals who identify as women and who were born female). Demographic information was privately collected and deidentified, and included sex assigned at birth, gender expression or identity (the social constructed role that an individual chooses to inhabit, regardless of that individual's assigned sex at birth), sexual orientation, self-identified race, location, level of training, and orthopaedic subspecialty. Ninety-four percent (94 of 100) of LGBTQ+ respondents reported being out at their workplace, with nearly one-third of respondents indicating they were only partially out. Most (74% [74 of 100]) respondents reported either "yes" or "maybe" to perceived experiences of bullying, discrimination, or being treated differently. All individuals who partially completed the survey were straight or heterosexual and did not answer or answered "not applicable" to being out in their workplace. These individuals also all answered "no" to experiencing bullying, discrimination, or being treated differently. There was no geographic variation in reported experiences of bullying and discriminatory behaviors by orthopaedic trainees and professionals. Most LGBTQ+ orthopaedic trainees and professionals are out in their workplaces, although they report experiencing discrimination and bullying more than do non-LGBTQ+ individuals. Bullying and discrimination can deter individuals from beginning and completing their training in orthopaedic surgery. We recommend that orthopaedic institutions not only enforce existing antidiscrimination legal mandates but also increase the visibility of LGBTQ+ faculty and residents. This effort should include the implementation of diversity and sensitivity training programs, strengthened by a structured process of monitoring, reporting, and integrating feedback from all members in the workplace to continuously refine policy adherence and identify the root cause of the reported perceptions of bullying and discrimination. To deepen our understanding of the experiences faced by sexual and gender minorities in orthopaedic surgery settings, it is crucial to quantify reports of perceived bullying and discrimination. Addressing these issues is key to creating a more diverse and empathetic workforce within orthopaedic institutions, which in turn can lead to improved patient care and a better work environment. Recognizing and understanding the specific contexts of these experiences is an essential starting point for developing a truly inclusive environment for both trainees and attending physicians.

Digital transformation in banking: The HR perspective on managing change and cultivating digital talent

Digital transformation in the banking industry has become imperative for staying competitive in today's fast-paced technological landscape. This review explores the human resources (HR) perspective on managing change and cultivating digital talent within the banking sector. In the era of digital disruption, banks are redefining their business models and processes to embrace the advantages of emerging technologies. The focus is not only on implementing advanced digital solutions but also on reshaping the workforce to navigate this transformative journey successfully. The role of HR in this context is pivotal, as it involves orchestrating organizational change, fostering a culture of innovation, and nurturing a pool of digital-savvy talents. Managing change is a critical aspect of digital transformation, and HR professionals play a key role in ensuring a smooth transition. This involves creating awareness, fostering a change-ready mindset, and aligning employees with the strategic objectives of digital initiatives. HR teams are instrumental in designing and implementing training programs to upskill existing staff, enabling them to adapt to the evolving digital landscape. Cultivating digital talent is another essential aspect that demands the attention of HR departments in banking institutions. Identifying, attracting, and retaining individuals with the right skill sets is crucial for building a workforce capable of driving digital innovation. HR strategies should focus on developing a talent pipeline that aligns with the organization's digital goals, encompassing not only technical expertise but also fostering a mindset of continuous learning and adaptability. This review sheds light on the HR perspective in the digital transformation journey of the banking industry. It emphasizes the importance of managing change effectively and cultivating a workforce equipped with the digital skills necessary to propel the sector into the future of finance.

Knowledge, Attitude and Factors associated with Self-efficacy in Screening and Treatment of Hepatitis C among Primary Care Doctors in Selangor.

Primary care doctors (PCDs) play an increasingly important role in the management of hepatitis C. It is essential for PCDs to have good self-efficacy in screening and treating hepatitis C to achieve good outcomes. This study aimed to determine the knowledge and attitude towards and other factors associated with self-efficacy in screening and treating hepatitis C. This cross-sectional study was conducted using an online Google Form. PCDs working at primary healthcare clinics were selected via simple random sampling. The online form contained items on sociodemographic and practice characteristics and a validated questionnaire on knowledge, attitude and self-efficacy towards screening and treating hepatitis C. Data were statistically analysed. A total of 242 PCDs were included in the analysis. The median age was 35 years (interquartile range [IQR]=5). The majority of the PCDs were women (83.9%) and Malay (71.9%) and had a median working experience of 6 years (IQR=6). The mean self-efficacy score was 12.67 (standard deviation=3.38). The factors associated with a higher level of self-efficacy in screening and treating hepatitis C were postgraduate qualification, training within the last one year, better knowledge and attitude scores and prior experience in treating hepatitis C. The identified factors are crucial in improving the self-efficacy among PCDs in hepatitis C care services. Policymakers are suggested to implement training programmes and encourage continuous medical education, exposure to patient management and postgraduate certification in family medicine to help PCDs in treating hepatitis C better.

Implementation of a patient safety training program in radiation oncology residency: A pilot study.

An educational program using Radiation Oncology-Incident Learning System (RO-ILS) was developed to improve safety culture and training for radiation oncology (RO) residents. The program included a pre-training assessment, interactive training, integration of residents into quality assurance meetings, and a post-training assessment over a 3 month rotation. Twelve residents completed the safety training program. Pre-training assessment mean scores (five-point scale) of experience with Incident Learning Systems (ILS), root-cause analysis (RCA), failure-mode and effect analysis (FMEA), safety training, and culture were 2.3, 2.8, 2.0, 4.0, and 4.4, respectively. Post-training assessment showed a significant increase in ILS 4.0 (p<0.001), RCA 3.8 (p=0.008), and FMEA 3.3 (p=0.006) and safety culture (4.8, p=0.043). Additionally, residents were anonymously surveyed ≥ 10 months after graduation to determine the long-term value of the program. The overall assessment from the graduated residents indicates that this education is valued by RO in many institutions. The majority of the residents are either currently utilizing or plan to utilize the information gained in this program in their new institutions. We report a successful implementation of a safety training program in a RO residency with significant improvements in self-reported confidence with the concepts of ILS, RCA, and FMEA and an improved perception of safety culture. This program can be implemented across all residency programs.

Longitudinal associations between adult-supervised drinking during adolescence and alcohol misuse from ages 25–31 years: A comparison of Australia and the United States

Prior studies suggest that adult supervised drinking in adolescence predicts greater adolescent alcohol misuse. Long-term follow up data examining how adult supervised drinking during adolescence relates to alcohol misuse in adulthood are lacking. Longitudinal data from the International Youth Development Study tested associations between adult supervised drinking during adolescence (ages 13–16; 2002–2004) and adult alcohol misuse (ages 25–31; 2014, 2018, 2020). Cross-nationally matched samples were compared in Washington State, USA (n = 961) and Victoria, Australia (n = 1,957; total N = 2,918, 55 % female, 83 % White), where adult-supervised adolescent alcohol use was more common. Multilevel analyses adjusted for state, sex, adolescent drinking, parent education, family management, family history of substance use problems, and parent alcohol-related norms. Adult supervised drinking in adolescence (at dinner or parties, on holidays) predicted more adult alcohol misuse (mean Alcohol Use Disorders Identification Test score; b[SE] 0.07[0.03]; p = 0.004) and higher rates of alcohol-impaired driving (Odds Ratio [OR] 1.501, p = 0.034) and riding with an alcohol-impaired driver (OR 1.669, p = 0.005), but not the use of strategies to moderate alcohol intake (e.g., counting drinks). Better family management (monitoring, clear rules) in adolescence predicted less adult alcohol misuse. Associations were similar in the two states. Reducing the frequency of adult supervised drinking and improving family management practices in adolescence may help to decrease alcohol misuse well into adulthood. Findings support the widespread implementation of substance use prevention and family management training programs.

Do Petanque Sports Athletes in Jawa Tengah Need Android-Based Applications for Training Program Implementation?

The purpose of this study was to analyze the needs of athletes regarding monitoring the implementation of training programs for Android-based athletes and trainers. This research method is descriptive quantitative. The samples in this study were 20 athletes, 5 licensed trainers in petanque sports, and 1 expert in the fields of physical conditioning, 1 information, and technology. The data collection technique for this research was purposive sampling. The results of this study are that researchers found various things athletes need based on data in the field. The data is based on the results of distributing questionnaires and interviews with athletes, licensed petanque trainers, experts in physical conditioning, and experts in information and technology. These needs can be summarized in an Android-based application that can record data and athlete training developments on the field. Additional information from experts on physical conditions that monitor the implementation of petanque sports is urgently needed. This is useful for reducing the risk of injury to athletes caused by physical conditions that are not properly monitored. Information and technology experts claim that the Android application can be used to display chat features and maps, and it is very safe for storing data on the condition of athletes in each exercise. The conclusion from this study is that athletes need the application of a monitoring system for implementing training programs to improve the athlete's performance. Petanque trainers need a touch of technology based on Android applications to monitor the implementation of training programs and activities outside athlete training. Keywords: Monitoring, Training Program, Android, Petanque

La contabilidad gubernamental y su influencia en la toma de decisiones en gobiernos locales

Government accounting contributes to public administration by enabling the supervision of finances, informed decision-making and efficient management of public resources. In this context, this study focuses on analyzing how the quality and availability of accounting information affects the strategic and operational decisions of local governments. To carry out this research, a descriptive analysis approach was used, reviewing a total of 41 relevant articles on the subject. The results obtained reveal a direct connection between the quality of accounting information and strategic and operational decisions, especially at key moments such as the implementation of the Financial Management System (SIAF) and the adoption of the International Public Sector Accounting Standards (IPSAS) in Ecuador. The findings of the study indicate that overcoming the challenges associated with the quality and availability of accounting information are necessary, and that to achieve this requires the implementation of continuous training programs and the adoption of modern technologies in government accounting.

Using Appsheet and Apps Script to Develop Management and Implementation Applications for University Education Programs

A smart university management system is developed in a synchronized manner based on various interconnected modules. Managing and implementing the training program is a rigorous and highly synchronized process of school management. In this article, we introduce the use of Appsheet and Apps Script to build an application for managing the implementation of a university's training program. The result of this research, which effectively supports the university's operations and is expandable, integrates with other applications to form a smart educational ecosystem.

Online platform for cardiopulmonary resuscitation and automated external defibrillator training in a rural area: a community clinical trial protocol

IntroductionSudden death resulting from cardiorespiratory arrest carries a high mortality rate and frequently occurs out of hospital. Immediate initiation of cardiopulmonary resuscitation (CPR) by witnesses, combined with automated external defibrillator...

Knowledge, attitudes and practices towards the diagnosis and management of paediatric sepsis among paediatric physicians and nurses: a cross-sectional study of 21 hospitals in Hubei Province, China

ObjectivesTo evaluate the knowledge, attitudes and practices towards diagnosing and managing paediatric sepsis among paediatric physicians and nurses.DesignA cross-sectional, questionnaire-based study.Setting21 hospitals in Hubei Province between February 2023 and March...