Mentoring Research Articles

From fear to empowerment: theimpact of employees AI awareness on workplace well-being - a new insight from the JD-R model.

The primary purpose of the study was to explore the impact of health workers' awareness of artificial intelligence (AI) on their workplace well-being, addressing a critical gap in the literature. By examining this relationship through the lens of the Job demands-resources (JD-R) model, the study aimed to provide insights into how health workers' perceptions of AI integration in their jobs and careers could influence their informal learning behaviour and, consequently, their overall well-being in the workplace. The study's findings could inform strategies for supporting healthcare workers during technological transformations. The study employed a quantitative research design using a survey methodology to collect data from 420 health workers across 10 hospitals in Ghana that have adopted AI technologies. The study was analysed using OLS and structural equation modelling. The study findings revealed that health workers' AI awareness positively impacts their informal learning behaviour at the workplace. Again, informal learning behaviour positively impacts health workers' workplace well-being. Moreover, informal learning behaviour mediates the relationship between health workers' AI awareness and workplace wellbeing. Furthermore, employee learning orientation was found to strengthen the effect of AI awareness on informal learning behaviour. While the study provides valuable insights, it is important to acknowledge its limitations. The study was conducted in a specific context (Ghanaian hospitals adopting AI), which may limit the generalizability of the findings to other healthcare settings or industries. Self-reported data from the questionnaires may be subject to response biases, and the study did not account for potential confounding factors that could influence the relationships between the variables. The study offers practical implications for healthcare organizations navigating the digital transformation era. By understanding the positive impact of health workers' AI awareness on their informal learning behaviour and well-being, organizations can prioritize initiatives that foster a learning-oriented culture and provide opportunities for informal learning. This could include implementing mentorship programs, encouraging knowledge-sharing among employees and offering training and development resources to help workers adapt to AI-driven changes. Additionally, the findings highlight the importance of promoting employee learning orientation, which can enhance the effectiveness of such initiatives. The study contributes to the existing literature by addressing a relatively unexplored area - the impact of AI awareness on healthcare workers' well-being. While previous research has focused on the potential job displacement effects of AI, this study takes a unique perspective by examining how health workers' perceptions of AI integration can shape their informal learning behaviour and, subsequently, their workplace well-being. By drawing on the JD-R model and incorporating employee learning orientation as a moderator, the study offers a novel theoretical framework for understanding the implications of AI adoption in healthcare organizations.

Impact of authentic leadership on nurses' well-being in Bangladeshi public hospitals.

This study aims to test the nurses' authentic leadership's direct and indirect impact on job satisfaction and intent to stay through work-to-family conflict (WFC) in health-care organizations. Data were gathered at three different time points from 262 nurses employed in public hospitals across Bangladesh. Hierarchical regression analysis using structural equation modeling and PROCESS Macro were used to test the hypotheses. Findings disclosed that nurses' authentic leadership impacts job satisfaction, intention to stay and WFC. Moreover, WFC is identified as a mediator in the relationship between nurses' authentic leadership and job satisfaction and intent to stay. Due to the cross-sectional nature of the study, it does not establish a causal relationship among the study variables. This research helps health-care managers understand the necessity of developing nurses' authentic leadership. By implementing training, development and mentoring programs, organizations can cultivate authentic leadership among the nurses' supervisors, which ensures higher job satisfaction and intention to stay. Although many studies exist on the influence of authentic leadership on nurses' work-related outcomes, still no study explored the relationship between authentic leadership and WFC. Moreover, the study explores the indirect effect of authentic leadership on job satisfaction and intent to stay through WFC, which was ignored in earlier studies.

Women leadership in higher education: exploring enablers and challenges from middle-level academics’ perspective

The scarcity of literature in higher education addressing the enablers or challenging factors influencing the progression of women academics from middle-level to senior leadership roles is noteworthy. This study aims to explore the factors that enable or impede the advancement of middle-level women academics and identify recommendations for promoting women leadership in higher education institutions. This qualitative study has collected interview data from 17 informants from five Malaysian public universities. The thematic analysis revealed four enablers and three challenges faced by women in academic leadership. The thematic analysis revealed four enabler factors - gender-neutral policies, management of multiple roles, core personal competencies, and the presence of mentors and role models. Conversely, traditional women’s roles, social stigma, and personal factors were identified as factors that hinder women’s leadership in universities. The findings underscore the importance of implementing gender-neutral policies to foster inclusivity, the establishment of formal mentorship programmes, and cultivating multitasking skills among women. Understanding the dynamics from the perspective of middle-level women academics is essential for crafting a more equitable and supportive institutional environment to equip them with the necessary resources and support to transition into senior leadership positions smoothly, ultimately strengthening the leadership pipeline within the institution.

Effects of intra-class peer mentorship intervention programme on the academic performances of academically underperforming medical students in Nigeria

BackgroundA significant gap exists in understanding the effectiveness of intra-class (same-class) level peer mentorship programmes designed to enhance academic performance, well-being, and student involvement among underperforming medical students. This study assessed the effectiveness of intra-class (same-class) peer mentorship programme on the academic performances, subjective well-being and school engagement of academically underperforming medical students in Nigeria.MethodsThis was a quasi-experimental research consisting of the pretest-posttest control design at Nnamdi Azikiwe University, Awka, Nigeria. Preclinical medical students from same class level were categorised into three groups: 7 academically underperforming students (mentees) scoring below 45% on the continuous assessment test (CAT), 12 mentors scoring 70% or above, and 30 controls scoring between 50% and 70%. Participants completed the Subjective Vitality Scale (SVS) and the self-University Student Engagement Inventory (USEI) before and after the 6-month programme, led by an experienced educationist. A post-programme CAT assessed academic performance, and quantitative data were analysed using paired-samples t-tests to evaluate changes in academic performance, SVS and USEI. The dimensions of students’ subjective vitality and the school engagement were considered in the analysis.ResultsA total of 49 students were included in the study, with 7 (14.3%) in the mentee group, 12 (24.3%) in the mentor group and 30 (61.2%) in the control group. The same-class peer mentorship intervention led to a significant improvement in CAT scores for the mentee group, with their median score rising from 40.0 to 70.0% (p = 0.003), while the control group’s median slightly decreased. The mentee group’s SVS (p = 0.722) and USEI (p = 0.388) scores non-significantly improved post-intervention. However, specific USEI items revealed significant post-intervention improvements in mentees’ classroom engagement or increased participation in discussions (p = 0.001) and enjoyment of school (p = 0.031). SVS items showed non-significant differences between groups post-intervention.ConclusionThe same-class peer mentorship intervention significantly improved CAT scores among academically underperforming medical students, with modest gains in SVS and USEI scores. While overall vitality and engagement changes were not significant, classroom engagement improved. These findings support intra-class peer mentorship in medical education.

Phenomenological insights into socio-psychological and network dynamics of women entrepreneurs

PurposeThis study investigates the socio-psychological and network dynamics influencing women’s entrepreneurial journeys in Bangladesh. It focuses on understanding how societal expectations, financial barriers and emotional resilience shape these women’s entrepreneurial experiences and outcomes.Design/methodology/approachA hermeneutic phenomenological approach was employed, involving in-depth interviews and focus group discussions with 15 women entrepreneurs from various industries in Bangladesh. Thematic analysis was used to identify critical patterns and themes in their experiences.FindingsSix major themes emerged from the data: societal biases and constraints, financial hurdles, balancing family and work, psychosocial processes, the impact of social networks and strategic interventions. The findings not only reveal the deeply ingrained gender biases, limited access to financial resources and the emotional toll of juggling professional and domestic responsibilities but also underscore the remarkable resilience of these women in the face of such challenges.Practical implicationsThe study offers actionable insights for policymakers, support organizations and researchers. It underscores the urgent need for gender-sensitive financial policies, restructuring mentorship programs to include emotional support and developing cultural awareness campaigns to challenge societal norms that hinder women entrepreneurs.Originality/valueThis research uniquely contributes to the underexplored psychosocial dimensions of women’s entrepreneurship in Bangladesh. It highlights how emotional resilience and societal dynamics influence entrepreneurial success, offering valuable insights for enhancing support systems for women entrepreneurs.

Women working in public and private sector organisations in Oman: are they free to glide?

PurposeThis study examines the condition of working women within Oman’s socioeconomic framework, emphasizing their underrepresentation in senior management, the effects of workplace constraints on career progression and solutions to enhance opportunities for women in leadership roles.Design/methodology/approachThe study used a mixed-methods approach, incorporating both quantitative and qualitative analyses. The quantitative phase involved a survey of 215 Omani professionals − 87 male and 128 female, with data analysed using IBM SPSS 28 and SmartPLS 4. Analyses included measures of central tendency and deviation as well as PLS SEM-based path analysis and multigroup analyses.FindingsThe inclusion of women positively influences their career advancement, while harassment and gender discrimination hinder progress. Gender discrimination has a more substantial effect at lower and middle levels but is less impactful at the top level. Harassment affects women over 40 more significantly, with little impact on younger women. Additionally, domestic gender roles particularly hinder the career advancement of women in the 31–40 age group.Practical implicationsThe practical consequences encompass the establishment of mentorship programmes, the provision of networking opportunities and the promotion of gender equity awareness. These programmes promote an inclusive workplace, facilitating women’s professional growth. Mentorship and networking offer crucial assistance and connections, whereas growing awareness of gender biases fosters equity and equal treatment for all employees. These initiatives jointly foster a more equal work environment.Social implicationsBy implementing sustainable measures and fostering a culture of equity and inclusivity, Oman can prevent gender discrimination and further solidify its commitment to gender equality. This will create an environment where everyone, regardless of gender, has equal opportunities to succeed and thrive.Originality/valueThis research is distinctive within the Omani setting, as no previous studies have explicitly examined women’s career progression from a socioeconomic perspective.

Take your PIC (Program Improvement Committee): The benefits of a resident-run initiative to improve graduate medical education.

The evolving landscape of graduate medical education (GME) necessitates innovative approaches to residency program evaluation and improvement. At Detroit Medical Center/Wayne State University, a novel resident-led Program Improvement Committee (PIC) was established in June 2022 within the Diagnostic Radiology Residency Program. The PIC serves as a flexible, resident-driven structure designed to enhance engagement, provide continuous feedback, and implement actionable solutions in collaboration with residency leadership. Unlike traditional Program Evaluation Committees (PECs) and Clinical Competency Committees (CCCs), the PIC promotes a more democratized approach, empowering residents to take ownership of their training. By convening monthly and fostering fluid subcommittees, the PIC has successfully driven initiatives including increased research engagement, mentorship programs, social media enhancement, and system-level improvements such as the establishment of a dedicated WiFi network for hospital employees. The PIC represents a paradigm shift in residency enhancement, offering a responsive, adaptable mechanism for fostering innovation, inclusivity, and collaboration. Further research is needed to evaluate its broader impact, but the PIC has the potential to revolutionize residency training and improve medical education.

Bridging Classrooms and Communities: The Transformative Impact of Community-Based Dental Education on the Learning Experiences of Undergraduate Students.

This study aimed to evaluate the impact of community-based dental education (CBDE) on the learning experiences of undergraduate dental students and recent dental graduates from two diverse geographical regions. The study followed a cross-sectional design, conducted online using Google Forms, with ethical approval from Qatar University. A non-probability purposive sampling method was used to recruit dental students and recent graduates from three institutions in India and one in Qatar. A questionnaire based on 20 closed-ended items and two open-ended questions, developed by a team of dental academics, was used for data collection. Data analysis involved descriptive statistics, analysis of variance (ANOVA) and thematic analysis for open-ended responses. The study included 148 participants, with 116 female (78.37%) and 32 male (21.62%) students, mostly from India (75%) and the rest from Qatar (25%). ANOVA revealed significant differences based on age, country and stage of education (p < 0.001). Dental interns had the highest mean score (1.12 ± 0.8), while Year 2 students had the lowest (0.75 ± 1.08). Female participants had a slightly higher mean score (1.05 ± 0.77) than male participants (0.92 ± 0.98), although this difference was not statistically significant (p = 0.127). Key challenges included inadequate support and cultural barriers in India, and conflicts with religious obligations and didactic workload in Qatar. Recommendations focused on enhancing field activities, logistical support and mentorship programmes. The study shows that dental students value CBDE for developing essential skills for community engagement. However, challenges differ across socio-cultural contexts, highlighting the need for more localised and supportive frameworks to improve CBDE experiences. The variation in student perceptions by age, education stage and country suggests that CBDE strategies should be flexible and adaptable to address the diverse learning needs of students.

A scoping review of therapeutic mentoring for youth mental health

IntroductionTherapeutic mentoring, which leverages paraprofessional care, is a potential way to scale access to care to address the youth mental health crisis. This scoping review synthesizes the current state of research on self-designated therapeutic mentoring programs for youth mental health.MethodA systematic search was conducted across four databases using the term “therapeutic mento*” and related keywords, taking a label-first approach to describe the available literature. Inclusion criteria were peer-reviewed articles about research on therapeutic mentoring in the US, written in English. Data were extracted on study characteristics, intervention details, mentor background, and outcomes.ResultsEighteen empirical articles were identified, published between 2003 and 2024. Most studies focused on at-risk youth from diverse backgrounds. Therapeutic mentoring programming varied, although most (N = 13) studies examined the Campus Connections program. Mentors were typically trained paraprofessionals or undergraduate students supervised by clinical professionals. Only two randomized controlled trials were found, both of the Campus Connections program.DiscussionThe review revealed a lack of rigorous experimental studies on therapeutic mentoring efficacy, as defined by studies that use the term therapeutic mentoring. While some studies showed promising effects, more research is needed to establish the definition of therapeutic mentoring and whether it is an acceptable and effective intervention for youth mental health.ConclusionA clear definition of therapeutic mentoring is needed to advance the field and facilitate systematic evaluation of its effectiveness in supporting youth mental health. Future research should prioritize developing program models that align with diverse youth's cultural values, conducting randomized controlled trials, examining program components, and developing standardized measures for assessing therapeutic mentoring outcomes.

The effectiveness of providing training and ongoing support to foster cultural humility in volunteers serving as mentors to youth of color: a mixed-methods study protocol

BackgroundThe aim of this randomized control trial is to test the impact of providing additional training and support to volunteers who are paired with youth of color in the Big Brothers Big Sisters (BBBS) community-based mentoring program. The aim of the intervention activities is to enhance the capacity of mentors to have more culturally responsive and informed interactions with their mentees of color, thereby strengthening the youth’s ethnic/racial identity and abilities to both cope with experiences of racism and contribute to causes that advance social justice.MethodsRecruitment started in June 2022, with a goal of enrolling 240 dyads (i.e., “matches”), each consisting of a volunteer mentor and a youth of color aged 9- to 17-years old with whom they were paired through BBBS. Each match is assigned randomly to receive either standard BBBS services or to services that incorporate the intervention activities (i.e., approximately 3 h of initial training that is then supplemented with booster emails and in the context of the contacts that case managers have with mentors routinely in the program). The BBBS staff who are responsible for delivering the enhancements receive preparatory training as well as ongoing support with implementation. The study has a mixed-methods design. Survey data, on outcomes (e.g., ethnic/racial identity, sense of mattering, efficacy) aligned with the theory of change, are collected at multiple time points within 12 months from mentors, youth and their parent/guardian, and BBBS staff. Multiple qualitative interviews are conducted with a subset of youth, mentors, parents and BBBS staff to examine how the intervention works and how it impacts relationship development and youth outcomes over time. Integration of quantitative and qualitative data will aim to better understand whether and how the intervention works with respect to its potential influence on mentor attitudes (e.g., cultural humility), mentor-youth interactions, and emergent identities and capacities that have well-documented importance for the resilience and well-being of youth of color.DiscussionThis culturally tailored training and support intervention for volunteer mentors may be one way to increase the effectiveness of mentoring programs for youth of color. Study findings will have implications for youth mentoring programs and for other settings (e.g., schools, after school programs) in which children and adolescents form relationships with adults.Trial registrationwww.clinicaltrials.gov—Clinical Trial #NCT05391711; original 05.21.2022; Amendment 07.01.2022: study status was updated and more details were provided on outcome measures; Amendment 11/13/2022: sample size was modified, a few mentor outcome measures were added in the 12-months survey, the timing of a mentor measure was updated.

The Making of a Champion Leader: Insights from the Diploma in Educational Leadership and Management Program in Uganda, West Nile Region

Purpose: The purpose of this study was to examine the educational leadership development of 35 headteachers who participated in the Diploma in Educational Leadership and Management (DELM) program, a collaboration between Aga Khan University and Muni University under the Foundation for Learning (F4L) project. The study aimed to identify the professional development needs essential for enhancing leadership capacities in low-resource educational settings in Uganda. Methodology: We employed a mixed-methods approach using purposive sampling and transformational leadership theory as the framework. Quantitative data were collected through structured questionnaires capturing demographic characteristics, professional experiences, and participation in professional development. Qualitative data were obtained from semi-structured interviews, which were transcribed and thematically analyzed to explore the DELM program's impact on leadership practices. Findings: Findings revealed that DELM participants demonstrated significant alignment with transformational leadership principles, including improved communication skills, inclusive practices, and the ability to inspire professional development within their schools. The DELM program addressed critical gaps by equipping headteachers with practical skills in mentorship, gender sensitivity, and strategic succession planning. However, challenges such as resource limitations, resistance to change, and dual responsibilities highlighted the complexities of implementing these principles. Despite these hurdles, headteachers exhibited resilience and innovation, fostering collaborative, ethical leadership practices that promise lasting impact on school culture and student outcomes. Unique Contribution to Theory, Practice and Policy: Thus, we recommend for structured mentorship programs and succession planning to support the continued adoption of transformational leadership practices. Further, we recommend for continuous professional development opportunities tailored to the challenges of low-resource settings and policy interventions promoting leadership development. These measures will sustain and expand the impact of the DELM program, contributing to improved educational outcomes and broader leadership reforms in similar contexts.

Exploring learner and environmental factors in facilitating networked learning within the workplace

Purpose Networked learning facilitates collaboration and learning interactions. This study aims to explore networked learning in the workplace (knowledge sharing and connection building) and gain insights into the contextual factors (learner and environmental) of learning interactions. Design/methodology/approach Thematic analysis was conducted to explore how learning interactions were facilitated among healthcare workers in a large hospital in Singapore. This study examined both the learner and environmental factors of learning interactions. Interview and focus group discussions qualitative data were included in the analysis. Findings The findings of this study reveal that more emphasis can be placed on the environmental factors, and targeting these factors would provide a good foundation for networked learning in the workplace, whereas learner factors could be promoted to enhance additional learning interactions. This study also found that workers learn most frequently from experienced seniors, indicating the value of mentorship programmes in fostering high-quality learning interactions. Originality/value This paper sheds light on the comprehensive set of factors that encourage networked learning among healthcare professionals and provides empirical findings that might direct future studies in similar domains.

Leveraging School-University Partnerships to Support Mental Health and Well-being.

Young people experience high rates of mental health challenges, which have been exacerbated by the pandemic, particularly for those from underserved communities and communities of color. The Mindful Mentors program demonstrated that delivery of a mindfulness-based curriculum provided by university students to school-aged children is feasible and mutually beneficial. Benefits for university student mentors included team building, increased self-awareness, and developing effective skills for dealing with stress. The pilot program highlighted specific challenges and areas for improvement related to the delivery of mindfulness curriculum to younger children. Recommendations for future implementation include the need for curriculum tailored for specific grade levels and ensuring buy-in and engagement from teachers.

Improving Community Economic Value Through Utilization of Oil Palm Leaf Midribs into Export Handicraft Products

This community service activity aims to increase the economic value of the community through the utilization of oil palm leaf midribs that have been underutilized into export-valued handicraft products. Palm oil is a leading commodity in many regions in Indonesia, but the waste in the form of leaf midribs is often neglected. Through training and mentoring programs, the community is able to produce a variety of innovative new designs, following modern market trends. palm oil leaf midribs handicrafts not only have functional value but also a more attractive aesthetic value. In addition, this activity also includes education on international marketing strategies and export market access. The results of the activities showed an increase in community knowledge and skills in processing oil palm leaf midribs and an increase in economic income through marketing products to international markets. This activity is expected to be sustainable and become a model for local resource-based economic development.

The role of mentoring in the employee professional development and career growth

Background: Mentoring is an important tool for realizing the personal potential of specialists in various fields, but its effectiveness directly depends on a number of organizational issues and a clear definition of approaches and goals. The aim of this research is to determine the criteria for choosing alternative approaches to mentoring depending on the expected positive effects. Methods: The study employed SWOT analysis, questionnaire survey, and semi-structured interviews. Results: The analysis found that each of the proposed approaches to mentoring is effective in the context of achieving different goals. Group mentoring and peer mentoring are effective for achieving specific goals — salary increases, career advancement, and increased number of professional contacts. So, the result of these mentoring approaches is the most “visible” and can be evaluated by certain quantitative and qualitative indicators, such as the amount of salary, transition to a new position, number of new acquaintances. Conclusions: Peer mentoring additionally has significant advantages for the development of soft skills through equal communication with like-minded people and the sharing of experiences. Further research may focus on the development of specific mentoring programmes. The results of the study can be useful for companies in choosing an approach to mentoring in view of the desired effects.

Progress and challenges in narrowing the gender publication gap and parity

PurposeThe purpose of this study is to examine the narrowing of the gender publication gap (GPG) and predict when gender publication parity will be achieved. It investigates if women’s publication rates are catching up with men’s when the proportion of published articles by women will match their representation in the field, and how the gender gap and parity are changing concerning lead authorships. The study analyzes data from 11,097 researchers across 8 management journals from 2002 to 2020, revealing a higher growth rate in women’s publications and varying degrees of parity achievement between micro and macro domains.Design/methodology/approachWe created a database of all researchers who published at least one article in eight management journals from January 2002 through December 2020. It included 11,097 unique researchers who produced 7,357 unique articles, resulting in 21,361 authorships. We used data from the Web of Science to identify articles and their authors, filtering for “articles” and “reviews” only. We used allometric modeling and time series analysis to examine the GPG and forecast gender publication parity.FindingsWe found that the GPG is narrowing, with women’s publication rates growing faster than men’s. Parity in lead authorships has already been achieved or is within reach for many journals, especially in micro domains. However, macro-oriented journals show slower progress, with some not expected to reach parity until 2045 or later. These improvements are linked to increased representation of women in leadership positions and targeted mentoring programs in micro domains.Research limitations/implicationsWhile our study focused on publications, it did not account for citations, which could provide a more comprehensive view of research impact. Future research should explore other journals and different time windows and include citation analysis to understand the GPG and parity further.Practical implicationsThe narrowing GPG is a positive development for organization studies, particularly in micro domains. This progress can mitigate stereotypes about women’s abilities, promote equity in hiring and promotion by considering authorship order and highlight the importance of targeted mentoring programs to reduce barriers for women. Additionally, business schools should identify and address performance situational constraints that disproportionately affect women, using techniques like the critical incidents approach to design effective interventions.Social implicationsThe study’s societal implications include fostering greater gender equity in academic publishing, which can influence broader social norms and reduce gender stereotypes in academia. Achieving gender parity in publications can lead to more equitable hiring, promotion and recognition practices. Additionally, it highlights the importance of removing performance situational constraints and biases that hinder women’s academic progress, thus promoting a more inclusive and fair academic environment. These changes can inspire other fields to implement similar measures, contributing to societal progress toward gender equality.Originality/valueThe study’s originality/value lies in its longitudinal approach to analyzing the GPG in organization studies, contrasting with prior cross-sectional studies. It provides new insights by predicting when gender parity will be achieved in various journals, showing faster progress in micro domains compared to macro domains. Additionally, the study introduces methodological innovations such as allometric modeling and scenario-based analyses, highlighting the importance of reducing situational constraints for women in academia. These findings offer a nuanced understanding of the ongoing efforts and challenges in achieving gender equity in academic publishing.

GENDER DYNAMICS AND ROLE PERFORMANCE AMONG FEMALE POLICE OFFICERS IN KWARA STATE POLICE COMMAND, ILORIN

Discrimination against female gender is a universal phenomenon and it is more evident in Africa particularly Nigeria. The female gender is being stereotyped in almost all facets of human life including the police force. The disparity in career opportunities, promotions, and workload distribution between genders is troubling and demoralizing for women, especially among female police officers. Because of its historically unequal representation of men and women, the police profession is deeply patriarchal and male dominated. Women are still underrepresented in the Nigerian Police, despite the country's policy of making reservation for them. As a result, this study examined gender dynamics and role performance among female police officers in Kwara State, Nigeria. The Radical Feminist Theory and Liberal Feminism constitute the theoretical framework for the study. Descriptive design was adopted and 50 female officers, ranging in rank from corporal to chief inspector were purposively selected from the Divisional Police Headquarters in Ilorin, Kwara State. Data were gathered using questionnaire while analysis was done using descriptive statistics, including percentages, frequency counts, mean, and standard deviation. The findings revealed that the various gender relations experience of female police officers in the Kwara State include sexual harassment, bullying and intimidation and lack of respect. The study recommends that Police departments should establish mandatory training programs focused on gender sensitivity, diversity, and inclusion, while efforts should be made to create support networks, mentorship programs, and flexible work arrangements for female police personnel.

Gender disparities in industry payments to neurosurgeons: a comprehensive analysis of Centers for Medicare & Medicaid Services Open Payments data (2016-2022).

This study aimed to investigate the extent of gender disparities in financial interactions between neurosurgeons and the medical device industry, examining the differences in the number, amount, and types of payments made to male and female neurosurgeons. Utilizing data from the Centers for Medicare & Medicaid Services Open Payments database covering 2016-2022, the authors conducted a comprehensive analysis of industry payments to neurosurgeons. This methodology included univariate and multivariate analyses to examine the disparities in payments, with a focus on identifying significant differences in compensation across genders. An analysis of 24,074 industry transactions totaling $388,916,456.88 underscored pronounced gender disparities, with female neurosurgeons involved in merely 2.47% of these transactions and receiving just 0.91% of the overall financial value. The data revealed significant discrepancies in compensation between genders across all contributing companies. Male neurosurgeons engaged in a higher average number of annual transactions compared with their female counterparts (4.60 vs 2.75, p < 0.001), across various financial interactions. This included a greater participation in royalties and licenses (1.49 vs 0.31, p < 0.001), consulting fees (2.16 vs 1.63, p = 0.024), and acquisitions (0.01 vs 0.00, p = 0.006). On average, female neurosurgeons were compensated $16,303.66, starkly lower than the $75,523.20 average received by their male counterparts (p < 0.005). This gap was especially significant in royalties and licenses, where females earned an average of $5168.57 compared with $61,898.47 for males (p = 0.004). Additionally, in acquisitions, female neurosurgeons received no payments at all, whereas males averaged $2153.43 (p = 0.042). Several of these disparities remained significant even after accounting for potential confounding factors, highlighting a systematic bias in compensation and industry engagement against female neurosurgeons. The study underscores a significant gender-based disparity in the financial interactions between neurosurgeons and the medical device industry. These disparities highlight the need for systemic changes to address the underlying factors contributing to inequity in compensation and industry collaboration opportunities. Implementing equitable compensation structures, mentorship programs, and inclusive policies is a crucial step toward achieving gender parity in neurosurgery and ensuring the field benefits from the diverse skills and perspectives of all its members.

High-Value Care Education in the USA: Lessons from a National Value Curriculum for Resident and Fellow Physicians.

Physicians are estimated to be responsible for more than 50% of national healthcare costs and hold the greatest potential to improve value by orchestrating quality-driven programs to reduce unnecessary practices and variability. A physician's ability to practice cost-conscious care has been linked to their training, underscoring the importance of integrating cost-conscious practice into training. The High Value Practice Academic Alliance was formed to help advance the value-improvement work of individual institutions through a national organization. We developed a curriculum and mentorship model for trainees throughout the country titled the Future Leaders Program (FLP). Upon entry to FLP, GME physicians completed a baseline self-assessment of their knowledge about costs, payment, and value in healthcare. Over 1year, these physicians participated in structured educational activities related to high-value care (HVC), received mentorship focused on leading a value-based quality improvement (QI) project, and then completed a second self-assessment upon completion of the program. Over four academic years (AY17-18 through AY20-21), we had 161 respondents. Most participants report some prior education in healthcare value; however, many had never participated in a QI project. Participants showed variability in their knowledge. After completion of the program, paired sample t-tests demonstrated significant differences in the subscale scores for value knowledge (M = - 0.63, SD = 0.93), attitudes (M = - 0.46, SD = 0.45), and skills (M = - 0.40, SD = 0.71) indicating that participating in a value-focused QI project improved value knowledge, t(160) = - 9.66,p < .001; attitudes towards high-value care teaching, t(160) = - 12.48, p < .001; and high-value care practice frequency, t(160) = - 6.93,p < .001. Skills and knowledge are significantly improved after completion of our program, demonstrating that a free, web-based curriculum and tiered mentoring program can be effective in teaching HVC skills and preparing physicians to lead this work.

Enhancing resilience: the impact of a near-peer mentoring program on medical students

IntroductionEmerging adulthood is a vulnerable period and can be a crisis for many youth, leading to serious mental health problems. Medical students are especially vulnerable due to their high exposure to stressors, requiring enhanced resilience to cope with academic challenges. This study measured the effectiveness of a near-peer mentoring program in terms of resilience.MethodsA non-randomised controlled trial was conducted at Semmelweis University involving 133 medical students. The case group (n = 94) comprised students who participated in a mentoring program as mentors or mentees. The control group (n = 39) did not participate in mentoring. Data was collected at two points, 5 months apart, at the semester’s start (August 2022) and end (February 2023). Self-report measures included sociodemographics, resilience (Connor-Davidson Resilience Scale), and depression (Depression Anxiety and Stress Scale). Statistical analysis involved descriptive statistics and mixed linear models for repeated-measures ANOVA.ResultsResults showed a significant increase in resilience for the case group compared to the control group (F (1, 129) = 5.578, p = 0.020), with no significant main effect of time. There was a significant interaction effect between intervention and time on resilience (F (1.000, 129.000) = 4.915, p = 0.028). Depression scores showed no significant group difference but a significant main effect of time (F (1.000, 129.000) = 4.725, p = 0.032) and the interaction effect between intervention and time on depression (F (1.000, 129.000) = 4.018, p = 0.047).DiscussionThis mentoring program effectively increased resilience and helped maintain mental health, contributing to developing skilled healthcare professionals—where resilience remains a key strength for 21st-century doctors.