Training Satisfaction Research Articles

Reliability and validity of the training satisfaction questionnaire for family members (TSQ-FM) entering the ICU during an isolation disease outbreak

BackgroundThe presence of family members in an isolated ICU during an isolation disease outbreak is restricted by hospital policies because of the infectious risk. This can be overcome by conferring to family members the skill and the ability to safely don and doff the personal protective equipment (PPE) through a nurse-led training intervention and assess their satisfaction, to respond to the need to define a safe, effective and quality care pathway focused on Family-Centered Care (FCC) principles. Objectivethe study aimed to build a valid and reliable instrument for clinical practice to assess family members’ satisfaction to allow ICU nurses to restore family integrity in any case of infectious disease outbreak that requires isolation. MethodsA cross-sectional study was conducted to test the psychometric properties. The questionnaire was constructed based on a literature review on the needs of family members in the ICU. 76 family members were admitted to a COVID-ICU. Cronbach's coefficient, Geomin rotated loading, and EFA were applied to assess the reliability and validity of the instrument. ResultsThe Kaiser-Mayer-Olkin (KMO) measure was 0.662, the Bartlett sphericity test showed a significant p-value (χ²=448.33; df=45; p < 0.01), Cronbach's alpha coefficient was.896. A further CFA analysis confirmed that all fit indices were acceptable. The results showed satisfactory validity and reliability, which could be generalized and extended to any outbreak of isolation disease. ConclusionsThis study provides a valid and reliable instrument for clinical practice to maintain family integrity in the dyadic relationship between the patient and the family member, even during an emergency infectious disease outbreak that requires isolation.

E-Learning challenges and trainee teacher engagement: Lessons from the COVID-19 pandemic

Introduction The sudden emergence of the COVID-19 pandemic resulted in a compulsory shift to distance learning due to school closures. Consequently, all educational courses were delivered virtually. To facilitate this transition for students and educators, the Ministry of Education implemented digital learning platforms, such as Taalim.ma and TelmidTice. Furthermore, the Broadcasting and Television National Company reorganized its television channels to maintain continuity throughout the academic year. As a result, trainee teachers have effectively shifted to distance learning, using resources such as e-Takwine, MOOC classes, and digital classrooms.Objectives This study examines the factors that cause discomfort among trainee teachers and evaluates their influence on satisfaction with distance learning during the COVID-19 pandemic.Methods We conducted a descriptive study with 370 Moroccan trainee teachers, with a mean age of 28.30 ± 5.99 years. We collected data using a self-administered questionnaire that was divided into three sections. The initial section examined sociodemographic and professional factors, including gender, age, marital status, academic level, and training cycle. The subsequent section focuses on discomfort-inducing factors, including living arrangements during lockdown, digital skills, material availability, network connectivity, and training schedules. Finally, the concluding section analyzes the trainees’ satisfaction and perceptions within their learning community.ResultsThe study indicated that 75% of trainee teachers lived in homes with four to seven residents, leading to confined living arrangements. Furthermore, 55% of the participants did not have a designated workspace for studying, focusing, or engaging with instructors. Participants identified various obstacles to online learning, including 80% lacking digital skills, 60% having insufficient equipment, 73.33% experiencing connection and network issues, 78.33% being unfamiliar with online learning, and 68.33% facing an unsuitable training schedule. The study indicates a positive correlation between trainee satisfaction and engagement (r = 0.422, p&lt; 0.001).Conclusions The COVID-19 pandemic has necessitated online education as a crucial resource for ensuring the continuity of education. This study highlights the paramount significance of developing effective e-training policies to direct novice teachers toward successful online learning by alleviating their discomfort factors.Disclosure of InterestNone Declared

520 Johns Hopkins Institute for Clinical and Translational Research (ICTR) - Research Personnel Onboarding Program

OBJECTIVES/GOALS: In Sep 2022, Johns Hopkins Research Coordinator Support Service launched Research Personnel Onboarding Program. The program on board in experienced individuals in 6-8 weeks, tailoring training plans to Investigator and study needs. It also offers Ongoing Support to enhance sustainability and adaptability. METHODS/STUDY POPULATION: * Assess Principal Investigator (PI)’s need Evaluate study’s need Understand trainee’s background Develop a personalized training plan (∼6-8 weeks) Weekly updates Ongoing mentorship Research staff spend 200+ training hours, depending on their need. Training encompasses various modalities: Interactive 1:1 onboarding sessions, Online, and Instructor-led trainings and sessions cover a wide range of topics, including: * Mandatory JHU/Institutional Review Board trainings * Good Clinical Practice * Regulatory submissions * Screening/Consenting * Monitoring/Auditing * Visit conduct * Clinical skills * Soft Skills Figure 1. Chart shows cumulative onboarding hours that focus on “How” to do tasks Figure 2. Chart shows cumulative training hours that focus on regulations, ethics and “Why” for tasks RESULTS/ANTICIPATED RESULTS: * The program contributed nearly 4000 hrs. of research staff training in the past 1 year * The program received 26 requests from investigators; 14 Completed the onboarding program, 1 Active, 5 Projected (Future start date), and 6 Cancelled (HR issues, lack of fund, or hired a trained staff) * 22 requests opted in the “Ongoing Support” * Ongoing Support, is averaged at 1 hr./month for the first 3-6 months. This indicates program success in empowering independent task performance * Developing REDCap request had significantly reduced meetings and paperwork * Web-Based Clockify invoicing has drastically reduced monthly manually invoicing processing time DISCUSSION/SIGNIFICANCE: * Grow the next generation of clinical research professionals * Centralize and standardize expert onboarding throughout the University * Improve outcomes, enhanced productivity, knowledge sharing, collaboration, and innovation * Decrease frustration and enhance satisfaction of trainees and departments

Mapping Success: Quantifying Youth Satisfaction in the Work Readiness Program of Additional Skill Acquisition Programme

Additional Skill Acquisition Programme Kerala (ASAP Kerala) is a Government Company formed with a great vision to curb the unemployment problem of youth in Kerala by identifying the skill gaps and providing them with skill training to enhance their employability skills. ASAP’s Work Readiness Programme is designed to improve the interview skills of an applicant and therefore he/ she can confidently present his/her thoughts before an interview panel. The researcher tries to find the answers to the question “How satisfied are participants with the overall quality of the Work Readiness Programme?” And “Is there any significant difference in the satisfaction level of the Work Readiness program between male and female respondents? To provide the solution, the following objectives were set: to examine the satisfaction of youth towards the Work Readiness Programme and to analyse any significant difference in the training satisfaction of male and female participants. Both descriptive and analytical research designs were used. Primary Data were collected using a structured questionnaire from the program’s beneficiaries. The study used the Training Satisfaction scale developed by Holgado Tello et al.to collect data. Various statistical tools like percentage analysis, mean score, and Mann- Whitney U test were used for analysis. To perform analysis researcher used SPSS statistics. The study revealed that most of the beneficiaries are satisfied with the program

How training quality, trainer competence, and satisfaction with training affect vocational identification of apprentices in vocational education programs.

Vocational identification means being identified with an organization and with one's career. Both are key objectives of vocational education and training (VET) programs and advantageous for employees and employers. For employees, vocational identification is often associated with positive work-related emotions and job satisfaction; for employers, workers' identification with the organization and the career enhances their performance and reduces turnover. Thus, investment in employees' professional development that has the potential to support vocational identification is advantageous for all involved. In light of current demographic changes and a decreasing demand for full-time work, which are leading to a shortage of skilled workers and lower enrolment in apprenticeship programs, it is essential to bind young talents to companies at an early stage and avoid resignations during or after training. Findings from various empirical studies confirm that those who identify with their chosen career and the organization for which they work are more satisfied, think less about quitting, and perform better. Little empirical research has been conducted on how apprentices in VET programs identify with their career or organization or the extent to which such identification enhances their job satisfaction. In this study, we therefore investigate factors that influence apprentices' identification with their career and organization, in particular, the effects of training quality and trainer competence. Our results indicate that apprentices identify strongly with their career and with the organization where they are doing their training and are mostly satisfied with the quality of their training. Structural equation modeling reveals the relevance of career choice, training quality, and job satisfaction for identification with an organization and (less) with a career. The learning and working conditions in the organization, and more specifically, the variety of tasks offered to the apprentices and the trainer's pedagogical aptitude explain satisfaction with the training and career identification; the trainer's presence and the apprentices' satisfaction with training explain, to some degree, variance in organizational identification.

Implementing Approach-Bias Modification as Add-On to Varieties of Clinical Treatment for Alcohol Use Disorders: Results of a Multicenter RCT

Introduction: Abstinence rates after inpatient treatment for alcohol use disorder (AUD) are modest (1-year rate around 50%). One promising approach is to re-train the automatically activated action tendency to approach alcohol-related stimuli (alcohol-approach bias) in AUD patients, as add-on to regular treatment. As efficacy has been demonstrated in well-controlled randomized controlled trials, the important next step is to add alcohol-approach-bias modification (alcohol-ApBM) to varieties of existing treatments for AUD. Therefore, this prospective, multicenter implementation-RCT examined whether adding alcohol-ApBM to regular treatments (various abstinence-oriented treatments including both individual and group-based interventions) would significantly increase abstinence rates compared to receiving regular treatment only, in a variety of naturalistic settings with different therapeutic approaches. Methods: A total of 1,586 AUD inpatients from 9 German rehabilitation clinics were randomly assigned to receive either ApBM in addition to regular treatment or not. Training satisfaction of patients and therapists was measured after training. Success rates were determined at 3, 6, and 12 months post-treatment. Results: Return rates of the post-treatment assessments varied greatly between clinics, often being low (18–76%). Nevertheless, ApBM significantly increased success rates after 3 months. After 6 and 12 months, the differences were not significant. ApBM was evaluated mostly positively by patients and therapists. Discussion/Conclusion: ApBM was an effective add-on to regular treatment of AUD at 3 months follow-up, across a variety of AUD treatment settings. However, low return rates for the clinical outcomes reduced the effect size of ApBM considerably. The application of ApBM proved feasible in varying clinical settings, offering the opportunity to modify automatic processes and to promote abstinence.

Evaluation of Officer Development Program Training

The previous research indicates that the evaluation of training programs has not addressed the performance aspects of each participant. Therefore, this study aims to evaluate the Officer Development Program (ODP) training using the Kirkpatrick model at the reaction level (training satisfaction), learning (learning outcomes), and behavior. To address this research objective, the research method used in this study is a mixed-method approach. Several instruments, such as questionnaires, tests, and interviews, were employed to gather information. The research subjects were seven ODP participants. The results of the evaluation at the reaction level show that overall, ODP participants are quite satisfied with the onsite training. At the learning level, out of the seven ODP participants, one scored below 60. At the behavior level, all ODP participants did not complete 100% of the required tasks in each department. However, all ODP participants not exhibited behavior in line with the indicators required. From the evaluation results, it can be concluded that the training evaluation for ODP (Officer Development Program) has not been effective in achieving the program's goals. Recommendations for the training program include modifying the learning model to enhance adaptability, resilience, job management, and problem-solving skills.

Rapid cycle deliberate practice: application in forceps simulation training for gynecology and obstetrics residents

Background Rapid Cycle Deliberate Practice (RCDP) has gained prominence in recent years as an innovative teaching method in simulation-based training for adult and pediatric emergency medical skills. However, its application in the training of forceps delivery skills among obstetrics and gynecology residents remains unexplored. This study aimed to assess the impact of RCDP in this domain. Methods Conducted in March 2021, this randomized controlled study involved 60 second-year obstetrics and gynecology residents undergoing standardized training. Participants were randomly assigned to the RCDP group or the traditional teaching method (TTM) group, each comprising 30 residents. The RCDP group followed the RCDP practice mode, while the TTM group adhered to conventional simulation teaching. Post-training assessment of operational proficiency was conducted immediately and after one year. Independent operational confidence and training satisfaction were evaluated through questionnaire surveys and the Satisfaction with Simulation Experience (SSE) scale. Data analysis utilized SPSS 23.0. Results The RCDP group displayed significantly higher immediate post-training forceps operation scores compared to the TTM group (92.00 [range: 90.00–94.00] vs. 88.00 [range: 86.75–92.00]; z = 3.79; p < .001). However, no significant difference emerged in forceps operation scores after one year (86.00 [range: 85.00–88.00] vs. 85.50 [range: 84.00–88.25]; z = 0.54; p = .59). The RCDP group exhibited notable performance improvement over the TTM group (z = 3.49; p < .001). Independent operation confidence showed no significant discrepancy (p > .05). Importantly, the RCDP group reported higher satisfaction scores, particularly in the Debriefing and Reflection subscale (44.00 [range: 43.00–45.00] vs. 41.00 [range: 41.50–43.00]; z = 5.24; p < .001), contributing to an overall superior SSE score (z = 4.74; p < .001). Conclusions RCDP exhibits immediate efficacy in elevating forceps delivery skills among residents. However, sustained skill enhancement necessitates innovative approaches, while RCDP’s value lies in tailored feedback and reflection for enriched medical education.

Using a Learning Collaborative Model to Improve Youth Psychiatric Residential Treatment

ABSTRACT As part of a transformation initiative, a behavioral health managed care organization partnered with 14 youth psychiatric residential treatment facilities (PRTFs) through a Learning Collaborative to support clinical training, family engagement, community integration, and medication monitoring. Self-reported progress toward sustainable implementation, monitored monthly, improved significantly over time (F = 15.05, p < .0001). Clinical and direct care PRTF staff (N = 1,580) received either in-person or virtual clinical training. Scores on a pre- and post-training knowledge test increased significantly for both in-person and virtual training (p < .001 for both), and training satisfaction was high. Percentage of youth with therapeutic family sessions per month did not change over the Learning Collaborative; this percentage began and remained high (Range: 90.71% to 93.37%). Strategies to engage youth and families in organizational governance increased significantly (e.g. including youth/family partners on staff and in program development). The number of partnerships between PRTFs and community-based behavioral health providers did not change over time. Instead, number of partnerships began and remained high (Range: 38.36 to 48.08). PRTFs also tracked medications monthly to develop internal systems to monitor prescribing practices. This study highlights the value of partnerships and the Learning Collaborative approach to support a continuous quality improvement process.

The Impact of Service Quality on Teachers’ Satisfaction: The Case of Battambang Teacher Education College

The objective of this study was to investigate the impact of the English Literacy Training Project (ELTP) on the satisfaction of primary school teacher trainees at Battambang Teacher Education College (BTEC), with a specific emphasis on the quality of service provided. Adopting a quantitative research approach, the study distributed 141 questionnaires using random sampling techniques and analyzed the data through descriptive and inferential statistics. The analysis, incorporating Pearson's correlation and regression analyses, aimed to clarify the relationships and effects posited by the research hypotheses. The findings highlighted that the quality of service, across five dimensions—reliability, assurance, tangibility, empathy, and responsiveness—played a significant role in influencing the satisfaction levels of the primary school teacher trainees. Based on these insights, the study suggests improvements that could yield substantial and lasting benefits for both the project's implementers and the educators at BTEC. The importance of this study stems from its demonstration of the crucial role that efficient operational services play in elevating the satisfaction of primary school teacher trainees. It offers valuable guidance for organizations to examine service quality more critically and identify areas where beneficiary satisfaction may be lacking, thereby facilitating ongoing enhancements to service delivery.

PBL 수업모델을 적용한 항공 객실서비스실무 학습효과

This study applied the problem-based learning (PBL) teaching model to the aviation cabin service practical course offered in the Department of Aviation Service to train airline cabin crew and analyzed its learning effects. For this purpose, the PBL teaching model was applied to 61 students in the Department of Aviation Service in Jeollanam-do for a total of 12 weeks out of 15 weeks of class for 3 credits in the aviation cabin service practical course. The application of the PBL teaching model was conducted in a total of two modules based on the National Competency Standards (NCS). In the self-evaluation of participation in airline cabin service practical classes using the PBL teaching model, learners faithfully presented the learning outcomes of problem-solving activities. In the self-evaluation of the training results, the learners said that they learned a lot about communication problems during team activities and that the overall class activities were helpful in terms of training satisfaction. Through the application of the PBL teaching model, students faithfully presented the learning results of problem-solving activities, became aware of many communication problem situations during team activities, and found that overall class activities were helpful.

Exploring the neurosurgery training landscape in Pakistan: A trainee's perspective in resource-limited settings

BackgroundShortage of neurosurgeons in Pakistan, one per 720,000 people, stems from a lack of trainees. Therefore, it is vital to assess the training experience, career opportunities, and satisfaction levels of neurosurgical trainees in Pakistan. MethodsA nationwide survey was conducted, covering 22 CPSP-accredited neurosurgery training programs in Pakistan. Convenience sampling was utilized with a pilot tested questionnaire and responses were analyzed using STATA 15. ResultsThe response rate was 98% (120/122) with 70.8% male and mean age of 30.4 ± 4.1 years. Training programs included teaching courses (79%) and journal club (66%); however, there was a lack of cadaver workshops (14%) and cranial model-based stimulation (22%). 67% of trainees lacked publications in indexed journals. 69% worked 50–100 h weekly, with 62% experiencing burnout due to workload and hours and a third reporting poor work-life balance. Trainees dedicated more to operating rooms (37%, 10–24 h/week) and clinics (34%, 24–48 h/week) compared to study (42%, <5 h/week) and research (64%, <5 h/week). Gender equality was rated poorly by 50%. Disparities emerged in subspecialty exposure, with over half of trainees lacking exposure to deep brain stimulation (67%), and epilepsy (75%). 52.5% of the training institutes did not offer fellowships and 64.1% of trainees planned to pursue fellowships abroad. ConclusionsSteps need to be taken to improve working hours, gender equity, and increase simulation courses, diversify subspecialty exposure, and promote research initiatives.

Longitudinal Association of Health Satisfaction With Functional Status and Income Satisfaction in Stroke Survivors.

Although cross-sectional studies have reported the relationships among performance of activities of daily living (ADLs), income satisfaction, and health satisfaction, longitudinal associations in stroke survivors remain unclear. To examine the effects of ADL function and income satisfaction on health satisfaction over time in stroke survivors. Retrospective longitudinal study designs with latent growth curve models (LGMs) to control for time-varying and time-invariant covariates. Community. A total of 198 stroke survivors. Self-reported ADL performance, income satisfaction, and health satisfaction. The average age of participants was 70.68 yr (SD = 8.09; 107 men, 91 women). Each LGM showed that an increase in ADL score (standardized β = 0.116∼0.296, all ps < .05) and income satisfaction (standardized β = 0.513∼0.726, all ps < .001) positively predicted health satisfaction over time, even after controlling for time-varying annual income, demographics, and behavioral characteristics. The fit results of all LGMs were within the acceptable range: χ2(47) = 66.378, p = .0327; χ2(47) = 57.742, p = .1355; root-mean-square error of approximation, <0.08; comparative fit index and Tucker-Lewis index, >0.90; standardized root-mean-square residual, <0.05. Because ADLs are significant modifiable health satisfaction factors, occupational therapy practitioners would need to focus more closely on ADL training in clinical settings. Furthermore, referring those clients to appropriate vocational rehabilitation to improve their income satisfaction would be necessary. Plain-Language Summary: This study recognizes the unique challenges and opportunities that arise when stroke survivors are preparing to return to their communities by emphasizing the significance of ADL training and income satisfaction during this stage of recovery. The study suggests that the therapeutic use of ADL training and income satisfaction could increase health satisfaction for stroke survivors. Therefore, comprehensive ADL training, as an occupational therapy intervention, could be crucial for stroke survivors who are preparing to return to their community from a clinical setting. Furthermore, connecting with vocational rehabilitation could also be important for improving income satisfaction for stroke survivors who are preparing to return to a community.

HUMAN RESOURCE PRACTICES AND ITS EFFECTS ON EMPLOYEE JOB SATISFACTION IN SELECTED BANKS IN DELTA STATE, NIGERIA

This study examined the relationship between human resources policies and employee job satisfaction in some selected banks in Delta State, Nigeria. The specific objectives of the study are to ascertain effect of the influence of the measures of human resources policies, namely; Recruitment &amp; Selection (RS), Training &amp; Development (TD), Performance Appraisal (PA), Compensation &amp; Reward (CR) and Employee Participation (EP) on Job Satisfaction (JS). Survey research design was adopted in this study and a total of two hundred and sixty-six (266) copies of the questionnaire were administered, out of the two hundred and sixty-six (266) questionnaire administered to staff of deposit money banks in Delta State, specifically First Bank of Nigeria Plc, UBA Plc, Zenith Bank Plc, Fidelity Bank Plc and Ecobank Plc branches in Abraka, Asaba, Warri, and Sapele, all in Delta State, Nigeria; that served as the respondents, which two hundred and thirty-nine (239) were retrieved and properly filled. Survey research design was adopted for this study and the responses gathered from the questionnaire were coded and analyzed with descriptive statistics, correlation statistics and multiple regressions with the aid of SPSS version 23. The findings revealed that there is significant positive relationship between Recruitment &amp; Selection (RS) and Job Satisfaction (JS); there is a significant positive relationship between Training &amp; Development (TD) and Job Satisfaction (JS); there is a significant positive relationship between Performance Appraisal (PA) and Job Satisfaction (JS); Compensation &amp; Reward (CR) has a positive significant relationship with Job Satisfaction (JS) and Employee Participation (EP) has a positive effect with Job Satisfaction (JS) in selected deposit money banks in Delta State, Nigeria. From the findings of the study, it can be concluded that, overall the human resources policies had a positive significant effect on employee job satisfaction in some selected banks in Delta State, Nigeria. It was recommended that employers must not interpret it as the only basis for retaining their employees because among other things, employees must deserve the kind of compensation they receive. Certainly their qualifications, experience and productivity must be commensurate with the compensation they receive.&#x0D; Keywords: Human, Resources, Policies, Recruitment, Selection, Training, Appraisal, Participation and Job Satisfaction.

The Influence of Job Training, Job Safety and Job Satisfaction on Employees’ Performance of PT. Adhi Jaya Teknik

This research aims to analyze how much influence job training, job safety and job satisfaction have on the performance of PT. Adhi Jaya Teknik Jakarta employees. Data were analyzed using descriptive analysis methods and inferential analysis assisted by using the Statistical Product and Service Solution (SPSS) Version 23.0 program. The data used is primary data sourced from the results of questionnaires by respondents. The research results show that there is a positive and significant influence between job training, job safety and job satisfaction on the performance of PT Adhi Jaya Teknik employees shows that the better the job training, job safety and job satisfaction, the higher the level of employee performance. Based on the results of this research, PT. Adhi Jaya Teknik improves employee performance by paying attention to job training, job safety and job satisfaction.

Linking ‘positive reactions’ to utility reactions and trainee satisfaction: a structural equation modeling approach

ABSTRACT This study examines the effects of trainee reactions on perceived training utility and trainee course satisfaction and tests the effect of utility reactions on trainees’ satisfaction with training. 171 civil service officers participated in this study. The responses were analyzed using the Partial Least Square Approach of Structural Equation Modeling. The results support the proposed hypotheses, suggesting that both positive training reactions and utility reactions affect trainees’ satisfaction with the training. Also, while all reaction components are predictive of utility reactions and trainee satisfaction, the perceived usefulness of training has the most significant effect. This study has implications for policymakers on both a theoretical and practical level, given their roles in designing training programs and imparting them to civil servants. This paper extends management perspectives on training evaluation by examining the relationship between trainee reactions, utility reactions, and trainees’ satisfaction. Practical implications and directions for further research are also discussed.

Robotics training to improve STEM skills of Islamic boarding school students in Batam

One potential approach to addressing the challenges posed by the advent of Industry 4.0 and Society 5.0 is to offer robotics training. This endeavor aims to enhance students' foundational understanding of STEM (Science, Technology, Engineering, and Mathematics) disciplines. The study involved collaborating with the Pondok Pesantren Granada, an Islamic Boarding School located in Batam, to provide robotics training as community service activities. The study included 29 trainees: 15 from class XI and 7 from classes X and XII. The teaching was conducted using a combination of didactic instruction, interactive discourse, and hands-on exercises. Trainees are administered a written examination to assess their proficiency level before and after the training program. The training outcomes exhibited a significant improvement in the mean STEM proficiency of trainees, with an increase of 38.15%. Furthermore, a series of activities have been effectively implemented, resulting in trainee satisfaction ratings exceeding 50% concerning course materials, trainer, and teaching equipment. A mere 17% of the individuals undergoing training expressed dissatisfaction with the allocated time, particularly the hands-on component's duration.

Veterans Affairs Training Experiences During the COVID-19 Pandemic-Trainee Satisfaction and Interest in Future Veterans Affairs Employment: A National Survey.

The emergence of COVID-19 caused a sudden, unexpected disruption in the clinical training experiences of nurse trainees at the US Department of Veterans Affairs (VA), the largest clinical training setting in the US for nurses. To understand associations between COVID-19 and nurse trainees' satisfaction with their training experiences and the likelihood that they would consider future VA employment. A cross-sectional design was used to assess 7,890 nurse responses from the VA's Trainee Satisfaction Survey for academic years 2018-2021. After the pandemic, trainees reported decreased training satisfaction (95.06% vs. 93.46%; P = .0028). Willingness to consider future VA employment was unchanged. Patient case mix, the onboarding process, and challenges with other staff were the most common reasons for dissatisfaction. Nurse trainees expressed a small but statistically significant degree of dissatisfaction with their clinical learning environment during this study period but their willingness to seek employment with the VA remained high.

Bridging the gap: Evaluating the efficacy of racial trauma therapy training for community mental health clinicians.

Although there is a growing body of literature that discusses the etiology and impact of racial trauma, there are few evidence-based treatment modalities to support BIPOC individuals who have experienced race trauma. Furthermore, current clinicians are ill-equipped to navigate racial trauma symptoms in the therapy due to a dearth in training opportunities during their educational and professional careers. The current study addresses the dearth in racial trauma therapy training opportunities for clinicians through the implementation and evaluation of a training protocol based on the KNIFFLEY Racial Trauma Therapy Model (KRTTM) with community-based clinicians. Fifty-four clinicians who participated in the KRTTM training protocol completed a 7-item efficacy scale as well as a 17-item training satisfaction survey before and at the end of the training. Results of the paired-samples t-test revealed a statistically significant change in perceived efficacy among clinicians who completed the KRTTM training. Specifically, survey scores among clinicians averaged approximately 22 (i.e., M = 22.2, SD = 4.9) at pretest and 30 (i.e., M = 29.8, SD = 3.7) at posttest, indicating a statistically significant increase in perceived efficacy, t(53), -9.9, p = .000. Further, results of the paired-samples t-test split by race indicated differences in pretest efficacy scores between White (M = 21.7, SD = 4.5) and BIPOC (M = 23.6, SD = 5.9) clinicians in this study. Overall, the results from the current study highlight that there is a need for more training on evidenced-based treatment models, to include the KRTTM intervention, to build clinicians' capacity to provide support to BIPOC individuals who have experienced racial trauma during their lifetimes. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The Effect of Training and Work Motivation on Employee Performance through Job Satisfaction

Employee performance in public service agencies is determined, among other things, by training, work motivation and job satisfaction. This research aims to: examine the effect of training and work motivation on job satisfaction; examine the effect of training, work motivation and job satisfaction on employee performance; and testing the effect of training and work motivation on employee performance through work motivation. The research population was employees at the Magersari District Office, Mojokerto City, East Java who had Civil Servant status. Determining the number of samples used the saturated sampling method, so that all members of the population, totaling 57 people, were determined as samples. Data collection uses questionnaires which are distributed directly to respondents using offline and online methods. The data analysis technique uses SEM PLS. The research results show that: (1) training and work motivation have a positive and significant effect on job satisfaction; (2) training, work motivation and job satisfaction have a positive and significant effect on employee performance; and (3) training and work motivation have a positive and significant effect on employee performance through job satisfaction. For this reason, if the District Office management attempts to improve employee performance, this can be done through increasing training intensity and strengthening motivation accompanied by creating employee job satisfaction.