Sense Of Commitment Research Articles

Guarantees of Legitimacy of State Authority

Abstract
 Research Significance the subject is important since it investigates legitimacy and authority and discusses it according to fundamental law and jurispru-dence, where the most important negative points are highlighted, as well as justifications and theories performed by fundamental law jurists, in addition to discussing religious theories. Research Motivation: research into democrat-ic and non-democratic regimes is critical for establishing legitimacy in which the governed can have a sense of loyalty and citizenship. Since an independ-ent and effective judiciary is necessary for the realization of constitutional legitimacy and stability, it becomes crucial to high-light its vital role in ensuring the legitimacy of the state's authority, as well as the achievement of basic state guarantees and the protection. Problem Statement: The research problem arises from the ambiguity of the legitimacy concept of state authority, given the significance of the legitimacy concept in the state, as well as the reality of authority in terms of the extent to which decisions are issued by the ruler if they are appropriate and support legitimacy.

Linking resonant leadership, psychological ownership, and organizational commitment: The mediating role of employee empowerment

The purpose of the current study is to identify the antecedents of psychological ownership and organizational commitment since these constructs could influence different behavioral outcomes at the workplace, such as task performance, creativity, and organizational citizenship behavior. Through practicing resonant leadership, highly empowered employees are expected to have a deeper feeling of psychological ownership and more sense of commitment to an organization. In this study, the direct relationships of resonant leadership on psychological ownership and organizational commitment via employee empowerment were investigated. Data were collected from 232 employees working at healthcare corporations listed on the Amman Stock Exchange in Jordan. Structural equation modeling was utilized to analyze the data. Results proposed that psychological ownership and organizational commitment were related to resonant leadership. Moreover, employee empowerment played a significant role, as a mediator between resonant leadership and psychological ownership and between resonant leadership and organizational commitment. Therefore, employees working with resonant leaders and having effective empowerment are expected to get higher levels of psychological ownership and tend to be highly committed to their organizations.

Pengaruh Kepercayaan Dan Komitmen Terhadap Loyalitas Nasabah Koperasi Pada Masa Pandemi Covid-19

Customer loyalty is a sense of loyalty that customers have to always use the products offered by the cooperative. If customers are loyal to the company, they will not consider using the financial organization's existing products. Furthermore, one of the elements that influence loyalty is trust and commitment. The formulation of the problem here is how the impact of trust and commitment on client loyalty either to some extent or at the same time. The purpose of this study is to determine how the impact of trust and commitment on customer loyalty either partially or simultaneously. This exploration is directed at KSP Amertha Nadi Jaya Klungkung. The number of samples taken is 87 respondents. Information collection methods are observation, interview, documentation, writing and polling. While the technical procedures of data analysis are validity, reliability, classical assumption test, multiple linear regression analysis, multiple correlation, t test (t test), determination, and f test (f test). The results of this study indicate that there is a positive and large influence between trust and commitment to customer loyalty at KSP Amertha Nadi Jaya Klungkung, which implies that the better trust and commitment, the higher customer loyalty to KSP Amertha Nadi Jaya Klungkung.

Implementing a Full Time Equivalent-Supported Hematology/Oncology Fellowship Core Faculty Program May Improve Faculty Engagement in Education, Mentorship, and Recruitment

Background:The American Council of Graduate Medical Education (ACGME) requires every U.S. residency and fellowship training program to designate Core Faculty (CF) who participate in teaching and mentoring trainees. With increasing recognition of competing faculty responsibilities in academic medicine, many groups have recently recommended providing CF with salary support in exchange for their educational efforts, yet few programs have implemented such initiatives. During the 2020-2021 academic year (AY), the Hematology and Medical Oncology Fellowship Program at Yale School of Medicine created a CF program with 10% full time equivalent (FTE) support to 18 CF selected for their dedication to teaching and mentoring fellows. These CF were given responsibilities in participation in fellow conferences, fellow mentorship, and fellowship recruitment. Mentorship Committees (MC) were also launched during the 2020-2021 AY, with each first-year fellow assigned to a group of CF members for career planning and guidance throughout the AY.Methods:We performed a mixed-methods study to explore the impact of our FTE-supported CF program utilizing a combination of faculty and fellow survey data, free-text written comments, and data on faculty participation in educational activities. At the end of the 2020-2021 AY, an online survey utilizing the Qualtrics platform was sent via email to all 18 CF members and all 24 Hematology/Oncology fellows. All CF members and fellows were asked questions about the CF program, while only the CF members and the eight first-year fellows were asked questions regarding the MC. The surveys consisted of multiple choice and open-ended questions with free-text responses and were distributed from June-July 2021. Quantitative data was obtained regarding faculty attendance at the fellowship program's weekly New Patient conference and availability of faculty for fellowship recruitment interviews for both the 2019-2020 AY and the 2020-2021 AY.Results:A total of 14 (77.8%) CF members and 13 (54.2%) fellows responded to the survey. Among CF respondents, 11 (78.5%) reported that both their overall job satisfaction and sense of involvement in the fellowship program and its educational mission increased by either “a little” or “a lot” as a result of becoming a CF member. In free-text comments, positive aspects of being a CF member included “satisfaction in being an integral part of fellowship education,” a “sense of commitment” to the educational mission of the fellowship program and improved “communication with colleagues and house staff.” As a result of being a CF member, seven (21.1%) reported increased attendance at fellow conferences, nine (27.3%) devoted more time to mentoring and advising fellows, and seven (21.1%) increased their participation in fellowship recruitment compared to prior years. Five (15.5%) CF members felt that they had not appreciably changed their activities, but rather that they received much appreciated recognition and support for activities they were already engaged in prior to becoming a CF member.Among fellow respondents, six (46.2%) noted that following implementation of the CF program, faculty attendance at fellow educational conferences increased. One fellow praised the CF program for “identifying teachers who are very committed to educating fellows” and another commented “fantastic faculty and education overall”. Three (37.5%) first year fellows responded to questions about MC, with all three indicating that the MC assisted “a little” or “a lot” in identifying or elucidating their career path.Thirty-eight (36.5%) faculty participated in New Patient conference in 2019-2020 vs. 50 (46.7%) in 2020-2021. Of faculty who were designated CF in 2020, 12 (75%) attended New Patient conference a median of 9 times in 2019-2020 vs. 18 (100%) a median of 20.5 times in 2020-2021. In terms of recruitment, 14 (87.5%) CF reported availability to interview a median of 2 times during 2019-2020 vs. 17 (94.4%) a median of 8.5 times during 2020-2021.Conclusions:Our FTE-supported CF program was viewed enthusiastically by fellows and participating faculty, resulting in increased faculty conference attendance, mentorship of trainees, and involvement in recruitment. MCs may hold promise in guiding career decisions for first year Hematology/Oncology fellows. DisclosuresPodoltsev: CTI BioPharma: Honoraria; Bristol-Myers Squib: Honoraria; Celgene: Honoraria; Novartis: Honoraria; Incyte: Honoraria; Blueprint Medicines: Honoraria; Pfizer: Honoraria; PharmaEssentia: Honoraria.

Locked down queer love: intimate queer online relationships during the COVID-19 pandemic

ABSTRACT Gay couples who have been displaced by the COVID-19 pandemic had to work with communication platforms so that they could process and proceed with their relationships. Using the notion of romantic intimacy as mediated and socially processed information, interviews were analysed in order to describe twelve (12) gay couples’ enacted communication in order to approximate interpersonal romance. Results have shown that gay couples communicate affective, cognitive, and non-physical intimacies to establish commitment and mutuality. Affective intimacies include posting daily updates about daily routines, using words of affirmation through texts and app messages, and uploading short video clips. Cognitive intimacy is shown through discussions of health, social, and relationship issues. Non-physical intimacy includes viewing each other’s daily activities, dining together and engaging in online sex. Technological platforms have continued to enable relational intimacies not only to augment relationship sustenance but also to reinforce a nuanced yet global form of mobile affection. The time spent communicating with each other, coupled with the enacted intimacies, and the sense of commitment and mutuality, led to a well-spent locked down and long-distance romantic relationships.

Development of Tribal Marketing and Application Possibilities in Postmodern Society

Development of Tribal Marketing and Application Possibilities in Postmodern Society

Analisis Loyalitas Anak Buah Kapal (ABK) Armada Kapal Pinisi PT Aswil Lautan Sejati

Background - Companies need good employees as one of the company's assets who have an important role in carrying out organizational activities. Employees who are needed are not only capable, competent and skilled, but most importantly they also have a high sense of loyalty. Loyalty is necessary so that these employees can work not only for themselves but also for the advancement of the company. Purpose – The purpose of this research is to analyze the loyalty of the ship crew (ABK) Pinisi Ship Fleet PT. Aswil Lautan Sejati. Design/ Methodology/ Approach - Using qualitative methods with a phenomenological study model. The informants in this study were ship crew (ABK) who had worked for at least 10 years (3 people), then the ship's captain and ship owner. Data collection techniques using interviews, with data analysis techniques using data reduction, data presentation, conclusions and verification. Conclusion - The crew members are capable and responsible for carrying out work based on their position and the relationship between the ship owner and the crew is like there is no distance. Supporting loyalty in profit-sharing compensation is the best way for ABK to feel. Result and discussion - Based on the results of the study, the researchers concluded that the crew members are loyal to the company which is shown by their attitudes and behavior at work and towards colleagues and superiors even though there is no guarantee / insurance in doing their job. Research Implication- be a reference in strategies to improve employee welfare, not financial aspects, but also non-financial aspects such as health and safety insurance.

Memeticity of communicative practices in the conditions of developmentdigital information space

The aim of the workis to investigate memeticity as a defining characteristic of modern communicative practices unfolding in the digital environment of the Internet. The research methodology consists in the application of analytical, semiotic, discursive, culturological methods in the study of memetics and memes as fundamental polymodal and interdiscursive objects of digital culture, acting as means of communication capable of forming social narratives and discourses through the prism of social semiotics. her identity. The scientific novelty of the work is that for the first time modern communicative practices of the digital environment are analyzed in terms of prevalence in their structure ofmemeticity and memetic communication; Memes, in turn, are considered not only as units of cultural information and entertainment content, but also as digital polysemes that have the ability to serve as a universal means of communication, explanation of reality, commenting on current events, promoting important norms and values. Conclusions. Over the last decade, memes have become a complex phenomenon of Internet communication and modern communication practices in general, which are characterized by memetics as an integral attribute. From the point of view of the development of modern digital information space, memes are understood as cultural information that is transmitted from person to person, but, at the same time, grows into a social phenomenon that shapes the thinking, behavior and actions of communities. Memes combine forms of intertextuality with elements of popular culture, emphasizing the dynamics of the real and virtual world and becoming an online discourse tool that gives users a sense of commitment to creating and participating in it and even influencing others. Given the discursive potential, polysemy, realized in memes, it is possible to understand the ability of these artifacts of digital culture to form new meanings and values, evaluative judgments. Memetics is a part of public communication that defines memes as texts created, disseminated and collectively transformed by various participants in participatory digital culture, enhancing socio-cultural integration in society, allowing co-thinkers to co-opt into a single symbolic space built on new precedents or precedents.

La fidélité professionnelle de la génération Y

Employee loyalty has been the subject of much research for several decades. It is now considered to be one of the main interests of senior managers. Indeed, it has an impact both on the Personal efficiency, Organizational performance and also his productivity. The main objective of this study is to evaluate the impact of affective commitment, intention to leave and the sense of self-determination, perceived by Generation Y executives of the Office Cherifien des Phosphates (OCP), on their sense of loyalty. In order to do this, we made a set of hypotheses through and we have assumed that the explanatory variables have a direct impact on the loyalty of the Office's senior managers. Based on the nature of our research, we have opted for a quantitative approach with a hypothetical-deductive reasoning mode, with the aim of presenting a more complete research model, which has been improved through a rich literature review, and which will serve as a basis for establishing the links between the different variables treated in our field of study. The target population presented senior managers of Generation Y of OCP Jorf Lasfar (500 executives). The self-administered questionnaires were distributed to 140 senior managers, allowing us to retrieve only 72 questionnaires, 50 of which are valid for statistical analysis. The collected data were processed and analyzed using the analysis software SPSS V.24. There was a statistically significant correlation between affective commitment and the sense of loyalty (β = 0.445, p 0.05).

Ethical Leadership, Employees Commitment and Organizational Effectiveness: A Study of Non-Faculty Members

The expansion, growth and maintaining competitiveness is a function of good and effective leadership in place coupled with the commitment on the part of both the employees’ and the firm itself that will determine the organization effectiveness. The thrust of this article is to scrutinize the impact of ethical leadership and employees’ commitment on organizational effectiveness in an academic set-up by focusing on non-faculty members. The research design adopted was descriptive survey and 200 questionnaires were administered out of which 181 (90.5%) were found usable for the study. Three hypotheses were tested and the result revealed that there is a relationship between ethical leadership and organizational effectiveness. It was found out that ethical leadership influences employees’ commitment and attitude to work. It was equally established that there is significant relationship between ethical leadership, employees’ commitment and organizational effectiveness. It is concluded that ethical leadership is a propeller that will drive employees’ commitment and enhance organizational effectiveness in a university environment. The study therefore recommended amidst others that university management should attempt to embrace ethical leadership as an indicator which will help in improving the quality of service and increase employees’ sense of commitment. Ethical leadership should be given a paramount consideration in the institution in other to improve employees’ commitment in order to achieve organizational effectiveness. (JEL L29, J5, I2) Keywords: Employees Commitment, Ethical Leadership, Non-Faculty Members, Organizational Effectiveness.

تأثير الرضا الوظيفي على الولاء لدى العاملين بالمنظمات الحکومية «دراسة تطبيقية» على العاملين بالشرکة العامة للمستلزمات والمعدات الطبية بجمهورية مصر العربية فى الفترة من: 1 أکتوبر 2016م إلى: 1 سبتمبر 2019م

يعد مفهوم الولاء التنظيمي من المفاهيم التي تستخدم بعدة اتجاهات مختلفة، ففي معظم الأحيان، يستخدم هذا المصطلح ليشير إلى نوعية العمالة التي لديها درجة ولاء تنظيمي عال وهو يتضمن ثلاثة أنماط وهي: اتفاق أهداف الفرد مع أهداف المنظمة والإحساس بالفخر والرضا عن المنظمة بصورة ظاهرية. العضوية الطويلة المدى في المنظمة والإحساس بالولاء. مستوى عال من السلوک نحو أداء الأدوار بالمنظمة مما يحقق أفضل النتائج. ويعرف الولاء التنظيمي بأنه رغبة إدارة الأفراد في الإسهام في المنظمة بنسبة اکبر مما يتضمنه الالتزام التعاقدي الرسمي مع المنظمة وهو يصل أداء الفرد وارتباطه أو اندماجه بعمله ببعض الإبعاد الرئيسة للسلوک الوظيفي مثل الدافعية والتوجه نحــو العمل، ضکما يربط بين مظاهر السلوک والخبرة التنظيمية. ولنا أن نتساءل: کم رب عمل، تذمر العامل لديه في عمله مدة أطول من عقده ؟ وکم من تاجر، اشتکى من رجال البيع الذين يعملون لحسابه إنهم يردون إحسانه لتوظيفه لهم بالجحود والنکران؟ وکم من الشرکات والمنظمات، تعاني من عدم ولاء العاملين الوظيفي لمنظماتهم؟ ويمکن صياغة مشکلة البحث من خلال التساؤل الآتي: ما هو تأثير الرضا الوظيفي على الولاء لدى العاملين في الشرکة العامة للمستلزمات الطبية بجمهورية مصر العربية . بناء على الاستنتاجات التي تم التوصل إليها، يوصي البحث بما يلي: 1- القيام بتعزيز الرضا الوظيفي عن الوظيفة في المنظمة من خلال إثراء الوظيفة إما أفقيا بتوسيع وزيادة حجم العمل أو رأسيا عبر زيادة الصلاحيات الممنوحة لهم وتمکينهم من العمل بحرية. 2- العمل على تحسين نظام الأجور في المنظمة حتى يزيد الرضا عند العاملين ويعطيهم سعادة أکبر في وظيفتهم، وکي يتناسب مع جهودهم التي يبذلونها في العمل، ولکي يکون مرضيا لهم مع زملائهم في المؤسسات الأخرى. على أن تکفي دخولهم لإشباع الإحتياجات الرئيسة لأسرهم. 3- العمل على تحسين نظام حوافز في المنظمة وتنويعه بما يکفل توزيع الحوافز بعدالة بين العاملين، بالإضافة إلى ترسيخ مبدأ حصول جميع العاملين على الحوافز، بحيث يتم مکافأة العاملين المميزين ومعاقبة المقصرين. 4- إعادة صياغة نظام الترقيات، بحيث يتم وضع معايير موضوعية للترقية بناء على الکفاءة والاقدمية والجدارة في العمل وليس بناء على ولاء الموظفين لرؤسائهم في العمل. 5- إجراء دراسات موسعة وشاملة للوقوف على مستوى الرضا الوضيفي والولاء التنظيمي على مستوى المنظمات الخدمية. 6- ضرورة حرص الإدارة على القيام باستمرار بالتعرف على مستويات الرضا الوظيفي والولاء التنظيمي في المنظمة. Abstract: The concept of organizational loyalty is one of the concepts that are used in several different directions. In most cases, this term is used to refer to the type of employment that has a high degree of organizational loyalty and it includes three patterns: Agreement of the individual goals with the organization, a sense of pride, and apparent approval of the organization. Long-term membership in the organization and a sense of loyalty. A high level of behavior towards performing the roles of the organization, which achieves the best results. Organizational loyalty is defined as the desire of individuals management to contribute to the organization in a greater proportion than is included in the formal contractual commitment with the organization as it reaches the performance of the individual and his association or merging with a currency with some major dimensions of job behavior such as motivation and orientation towards work as it links between aspects of behavior and organizational experience. The research problem can be formulated through the following question: What is the effect of job satisfaction on loyalty among workers in the General Company for Medical Supplies in the Arab Republic of Egypt? Based on the conclusions reached, the research recommends the following: 1- To enhance job satisfaction with the job in the organization by enriching the job either horizontally by expanding and increasing the volume of work or plumb by increasing the powers granted to them and enabling them to work freely. 2- Working to improve the wages system in the organization so that it increases the satisfaction of the workers and gives them greater happiness in their job and to be commensurate with their efforts at work, and to be satisfactory to them with their colleagues in other institutions. Provided that their entry is sufficient to satisfy the basic needs of their families. 3- Working to improve the incentives system in the organization and diversify it to ensure the distribution of incentives fairly among workers, in addition to establishing the principle of access to incentives for all workers, so that distinguished workers are rewarded and offenders punished. 4- Re-formulating the promotions system so that objective criteria for promotion are established based on competence, seniority and merit in the work, and not based on the loyalty of employees to their superiors at work. 5- Carry out extensive and comprehensive studies to find out the level of guest satisfaction and organizational loyalty at the level of service organizations. 6- The necessity of the administration’s keenness to continuously identify the levels of job satisfaction and organizational loyalty in the organization.

X ve Y Kuşağındaki Ebelerin Mesleki Aidiyetlerinin Karşılaştırılması

Aim: This study was conducted to compare the professional commitment of the midwives from the X and Y generations. Method: This research with descriptive design was carried out among midwives in two cities in the Eastern Anatolia in September and November 2019. The study population consisted of the midwives from the X and Y generations, working in the relevant hospitals between the aforementioned dates, and agreed to participate in the study voluntarily. The data of the study were collected by 7-8 interviewers and researchers in each province. The data were collected using the Personal Information Form and the Midwifery Belonging Scale (MBS). Before collecting the study data, an ethics committee approval was obtained and once the midwives were informed, their verbal consent was obtained. Results: Based on comparison of the midwives’ descriptive characteristics, it was determined that 42,9% of the midwives from the X generation and 81,2% of the midwives from the Y generation had a bachelor’s degree. It was found that 8.4% of the midwives from the X generation and 82.7% of the midwives from the Y generation chose their profession willingly. It was determined that the mean scores of professional developments and opportunities subscale of the midwives from the X and Y generations who were included in the study were 18.61±3.44 and 19.49±3.72, respectively and the difference between them was statistically significant (p=0.006). It was determined that the mean scores of professional task and authority limitations subscale of the midwives from the X and Y generations were 10.90±3.96 and 11.99±3.31, respectively and the difference between them was statistically significant (p=0.001). It was found that the difference between the total mean score of the MBS was not statistically significant between the groups in the X and Y generations(p>0,05). Conclusion: According to the results of the research, it was observed that the sense of commitment was higher in the generation Y.

A Path to Transformation: Asking “The Woman Question” in International Law

Methods matter, and the discussion over feminist methods in international law is an important one. As Kathrine Bartlett famously noted, “thinking about method is empowering.” It makes us more aware of the nature of what we do and what we aim to improve in the law. Consequently, we can act more effectively when we examine legal structures and do it with a stronger sense of commitment towards our feminist work. Methods are also the fundamental means by which we produce “valid knowing.” The discussion of feminist methods in international law is one that engages with the combination of rules and assumptions that shape and delimit our views about the exclusion of women’s experiences from this doctrine. Methods determine the ways within those limits by which we aim to assert truth claims, determine our possibilities and conclusions, and establish the grounds for legal reform. Our chosen method defines what we consider as evidence and what we accept as proof. Yet, it cannot guarantee a particular outcome or even the right one. Rather, it provides a sense of discipline in our analysis.

Sentido do compromisso com o cuidado de enfermagem

Objetivo. Compreender o sentido do compromisso do enfermeiro com o cuidado de enfermagem. Método. Estudo fenomenológico, desenvolvido em sete Unidades de Saúde da Família em Salvador, Bahia, com vinte e um enfermeiros, através da entrevista fenomenológica. Para compreensão dos discursos utilizou-se a Configuração Tríadica Humanista-Existencial-Personalista. Resultados. O compromisso do enfermeiro tem dimensões, seu sentido representa a própria essência da profissão, é direcionado para o cuidado de enfermagem fundamentado na satisfação, no reconhecimento, na motivação, na ética e na busca pela mudança dos padrões de saúde da população. Revelou-se nas restrições de recursos nos serviços de saúde, nas limitações das competencias profissionais, nas atribuições cotidianas, no processo de humanização do cuidado, na resolutividade de problemas dos usuários, no acompanhamento das famílias e no vínculo com a comunidade. Conclusões. Foi possível apreender uma face do fenómeno revelando o sentido do compromisso como essência do cuidado de enfermagem.

Community Participation and Empowerment in Healthy Cities Initiative: Experience from the Eastern Mediterranean Region

Background: The healthy city concept has been widely accepted globally and has been established in all six World Health Organization (WHO) Regions. Community involvement, empowerment, and leadership are embedded core principles in the Healthy Cities initiative and pillars to achieve the health and health-related sustainable development goals. This article aimed to present the findings of the recent evaluation of eleven healthy cities in the WHO Eastern Mediterranean Region (EMR). Methods: The descriptive comparative evaluation was based on the WHO/EMRO healthy city 80 indicators. It included eleven cities (Al-Dariyah, Jalajil, Al-Jamoum, Unaiza, Riyadh Alkhubra, Sharoura, Al-Madina, Al-Taif, and Al-Mundaq in Kingdom of Saudi Arabia; Al-Yarmouk in Kuwait, and Manama in Bahrain). Results: The findings revealed that eleven cities were peculiar in demonstrating community involvement, empowerment, and leadership in real terms. All had well mechanisms for communities to voice themselves and participate in decision-making, assessing the needs, setting priorities, planning better for their cities, and monitoring. The community engagement was based on voluntarism with a high sense of loyalty. It has been well demonstrated in community organizations like women and youth groups, health volunteers, community-based organizations, and others. Conclusion: Although community participation and empowerment remain at the heart of the healthy cities initiative, to be meaningful, the government-related sectors must foresee this as an integral part of long-term strategic development. Moreover, a paradigm shift towards a more integrated approach to promote health, well-being, accelerate the achievement of health-related sustainable development goals, and reduce health inequities in urban settings requires multi-stakeholder collaboration, including public, private, and community civil societies.

Teachers’ sense of professional identity in Ghana: listening to selected teachers in rural Northern Ghana

ABSTRACT This article is drawn from my PhD study, which explored teachers’ sense of professional identity in two rural districts of Northern Ghana. As the concept of professional identity takes on different meanings as a variety of issues often arise in any effort to understand it, it was important to put the concept in context in this research. Hence, professional identity was conceptualised as the way teachers feel about themselves as teachers based on interpretation of their experiences. Data was gathered through semi-structured interviews and participant observations, while analysis involved exploring themes inherent in the data. The findings show that there were competing dimensions of teachers’ sense of professional identity as they were torn between passion and frustration; fulfilment and despondency. Teachers still showed commitment to fulfiling their personal values and professional responsibilities in teaching. However, they were prone to losing their sense of commitment, as constantly striving without the enabling conditions to do so was taking a toll on them. The findings have implications for policy and practice which include the need to create contexts for teachers to participate in policy decisions. Education authorities, school heads and parents also need to empathise with teachers and show appreciation through praise and valuing their expertise. On their own part, teachers need to feel valued inwardly, so they can feel a positive sense of identity as teachers who are making significant contributions to the lives of children and improvement of society.

The Governance in the Corporate Excellence Model – The 4th generation model

The objective of the study is to identify the impact of corporate excellence model on corporate governance in the official sector of the United Arab Emirates (UAE). The study employs a survey method composed of 30 questions. Following the United Nations (UN) Convention against Corruption, the questionnaire was divided into 6 components: contribution, transparency, accountability, rule of law, efficiency, and effectiveness. The sample consists of 691 employees which represents 30% of total population. Data is analyzed using SPSS. Results indicate that implementing the corporate excellence model positively affects UAE corporate governance. Relatively, the participation, rule of law, justice, efficiency, and effectiveness are implemented at the level of managers and deputy managers, while accountability is depicted at the level of employees. Important recommendations are derived. To ensure excellence and empower leaders and managers, companies should incentivize them. Training opportunities with international organizations and awards system will contribute to motivate employees, elevate their sense of loyalty and integrity while broadening their knowledge of successful governance practices.

Parents' Perspectives on Adverse Effects of Pharmacological Treatment of Depression on Parental Functioning

BackgroundA substantial number of parents receive pharmacological treatment for depression. Pharmacological treatment is known to reduce symptoms, but has also various side effects.AimThe present study aimed to explore possible adverse effects of pharmacological treatment for depression on parental functioning.MethodSix mothers and four fathers, diagnosed with depression, of children younger than 13 years were recruited via outpatient psychiatric clinics. Data was collected through individual semi-structured interviews and analyzed using thematic analysis.ResultsParents described how anxiety suppressants made them fatigued and drowsy which diminished their attention and ability to focus on the child. Moreover, antidepressants and anxiety suppressants were described to cause fatigue, emotional blunting, and restlessness, which made play and stimulation difficult. Emotional blunting, in turn, affected the parents' sense of commitment, empathy, and love for the child. Finally, parents raised concerns about child safety as hypnotics and anxiety suppressants made them unable to wake up at night.ConclusionsConsidering the substantial adverse effects described, parents of minor aged children within psychiatric care needs to be identified in order to offer systematic follow-ups of the effects of pharmacological treatment on parental functioning, and to make adjustments that are feasible from a parent and child perspective.

Middle Manager Leadership Behavior of Government Officials in Indonesia

Changes in the leadership behavior of the middle managers in the ranks of government bureaucracy, including: insight, decision making, ability to influence others, the use of authority, and ability in interpersonal relationships, can be performed by increasing the educational value, leadership training, functional techniques as well as empowerment and development in the workplace. The empowerment and development includes\ improving organizational commitment such as: partiality attitude, working engagement, performance improvement, conflict control, a sense of commitment, obedience, and loyalty to the organization where a middle manager is in charge; and decreasing the sense of boundaries; setting clear and unambiguous standard of performance results and, equity in awarding activity, clear goals of the organization, warmth and support in the working relationship, and the risk-taking.

‘New Italians’ and intercultural citizenship: Challenging hegemonic visions of migration, childhood and identity through fiction

This article explores how representations of migration in 21st-century Italian fiction, including texts aimed at children and adolescents, can foster intercultural communication and contribute to the creation of a more tolerant society. Children represent a large proportion of the number of migrants arriving in Italy every year. However, since immigration is a relatively recent phenomenon, and Italians are still struggling to accept their homeland’s transition from emigrant to immigrant nation, Italian fiction offers a useful platform for exploring and challenging stereotypes about childhood, migration, identity and multiculturalism. This article presents a close reading of four semifictional works selected for their child-centric perspective, and their authors’ desire to use storytelling as a contact zone, that is a tool for sharing memories and creating a community spirit capable of promoting a sense of belonging, even in the absence of a single physical place to call home. The texts in question are Sumaya’s Abdel Qader’s Porto il velo, adoro i Queen. Nuove italiane crescono [I wear a headscarf, I love Queen. New Italian women are growing up]; Giuseppe Caliceti’s Italiani, per esempio. L’Italia vista dai bambini immigrati [Italians, for instance. Italy seen through the eyes of immigrant children]; Fabrizio Gatti’s Viki che voleva andare a scula [Viki who wanted to go to School], and Carmine Abate’ La festa del ritorno [The homecoming party]. All four authors have either direct or indirect experience of migration and particularly of the impact that migration has on children. They also share a sense of commitment and engagement and particularly in Caliceti’s and Abate’s case, an interest in language as a form of resistance. Their works are clear examples of the power of literature in challenging some of the more problematic sociological and media discourses about childhood and migration that tend to represent children as vulnerable victims or potential criminals.