Health Evidence™ Quality Assessment Tool for systematic reviews (Sample Answers - February 5, 2020 webinar)

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The National Collaborating Centre for Methods and Tools

A systematic review and meta-analysis examined the effectiveness of psychological and educational interventions for preventing depression in the workplace. The review included randomized controlled trials that evaluated interventions aimed at reducing depressive symptoms among non-clinical populations of workers. The analysis found that workplace interventions significantly reduced depressive symptoms compared to no intervention or usual care. Educational and psychological programs that targeted stress management skills and promoted healthy behaviors were most effective at preventing depression in occupational settings.

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This study aims to identify the level of affect- and cognition-based trust in the leaders and describes the psychometric properties of the instrument of trust against the leaders modified according to the situation and the uniqueness of the organization’s management system of education in Malaysia. A total of 19 items in Malay language translation which has been modified from the original instrument Affect- and Cognition-based Trust built by McAllister (1995) were used for this study. Data for this study were obtained from 251 randomly selected lecturers from four polytechnics. The results of factor analysis and obtained two factors explained 73.1 percent of the variance changes. Meanwhile, the level of trust in the leaders through descriptive analysis found that two dimensions of trust in leaders based on the affective and cognitive based trust showed high level from the perspective of the lecturers. These results demonstrate the reliability of the instrument modified on trust in leaders for this study could represent a desired two good dimensions as the original version of McAllister (1995) and provide strong justification for using the instrument in the education organizations in Malaysia. In practice, this finding strengthen the organizational support for increasing the potential among the followers.

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Aim The changing technology, economic conditions and global competition have made the role of management education crucial for the success of individuals and the industry. The business educators are increasingly concerned with preparing the students for the competitive market. Stress negatively affects the varied efforts of business educators to produce talented workforce. The main objective of the study was to explore the effects of stress and psychological distress on the productivity of business teachers. Methods A deductive approach was adopted for framing the hypotheses and a structured questionnaire was used for collecting data. The research participants were business educators n=408 working in Karnataka, India. SPSS AMOS was adopted to fit a structure equation model on the data collected and study the structural relationships among the variables. Results The findings revealed that the stress and psychological distress experienced by business educators significantly and negatively affected their productivity teaching productivity, research productivity and student outcomes . However, the organizational commitment of the teachers enhanced their productivity. Implications Based on the results, it is implied that business education administrators must take efforts and develop strategies to help business teachers cope with stress in order to achieve academic outcomes. Bharathi A | Dr. H. Prakash "Impact of Stress, Psychological Distress and Organizational Commitment on Business Education Teacher’s Productivity" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38093.pdf Paper URL : https://www.ijtsrd.com/management/hrm-and-retail-business/38093/impact-of-stress-psychological-distress-and-organizational-commitment-on-business-education-teacher’s-productivity/bharathi-a

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SWOT Analysis Guiding Questions Strengths Strengths are internal, positive attributes of your company. These are things that are within your control. · What business processes are successful? · What assets do you have in your team, i.e. knowledge, education, network, skills, and reputation? · What physical assets do you have, i.e. customers, equipment, technology, cash, etc? · What competitive advantages do you have over your competition? Weaknesses Weaknesses are negative factors that detract from your strengths. These are things that you might need to improve on to be competitive. · Are there things that your business needs to be competitive? · What business processes need improvement? · Are there tangible assets that your company needs, such as money or equipment? · Are there gaps on your team? · Is your location ideal for your success? Opportunities Opportunities are external factors in your business environment that are likely to contribute to your success. · Is your market growing and are there trends that will encourage people to buy more of what you are selling? · Are there upcoming events that your company may be able to take advantage of to grow the business? · Are there upcoming changes to regulations that might impact your company positively? · If your business is up and running, do customers think highly of you? Threats Threats are external factors that you have no control over. You may want to consider putting in place contingency plans for dealing them if they occur. · Do you have potential competitors who may enter your market? · Will suppliers be able to supply the raw materials you need at the prices you need? · Could future developments and disruptors in technology change how you do business? · Is consumer behavior changing in a way that could negatively impact your business? · Are there market trends that could become a threat? Running head: FIELD PSYCHOLOGY SCIENTIFIC METHOD1 FIELD PSYCHOLOGY SCIENTIFIC METHOD1 Field Psychology Scientific Method Name PSY/635 Teacher name date Field Psychology Scientific Method In social psychology, there is a subtopic known as social cognition. Social cognition’s main focus is on how individuals store, process and apply information concerning social situations and other people. It shows us the role of cognitive processing in our social interaction. In order for people to have the advantage of being part of certain social groups, various psychological processes have to take part and they are controlled by social cognition. Various social signals are of importance to social cognition. These signals enable individuals to learn about the world that surrounds them. These signals include facial expressions such as disgust and fear which warn us of danger, as well as eye gaze direction which shows the direction of interesting things. In the article, “The Role of Social Cognition Skills (SCS) and Social Determination of Health (SDH) in Predicting Symptoms of Mental ...

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Health Evidence hosted a 90 minute webinar on Workplace Wellness. This work received support from KT Canada funding from the Canadian Institutes of Health Research (CIHR). Key messages and implications for practice were presented on Tuesday November 05, 2013 at 1:00 pm EST. This webinar focused on interpreting the evidence in the following review: Bergerman, L., Corabian, P., and Harstall, C. (2009). Effectiveness of organizational interventions for the prevention of workplace stress (Report). Alberta, Canada: Institute of Health Economics. Retrieved from: http://www.ihe.ca/documents/Interventions_for_prevention_of_workplace_stress.pdf Lori Greco, Knowledge Broker with Health Evidence, lead the webinar.

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ABSTRACT :: The purpose of this study was to analyze the Role of Psychological Empowerment in Mediating the Influence of Quality of Work Life and Managerial Coaching on Organizational Commitment in Employees of PT. Mardika Griya Prasta. The population in this study were all employees of PT. Mardika Griya Prasta, totaling 108 people. The sample of this research is 108 respondents. The method of determining the sample using a saturated sample. This research uses descriptive analysis techniques. Data were analyzed using SEM (Structural Equation Modeling) with Partial Least Square (PLS) approach. The results showed that the Quality of Work Life and Managerial Coaching had a positive and significant effect on Organizational Commitment. Quality of Work Life and Managerial Coaching have a positive and significant effect on Psychological Empowerment. Psychological Empowerment has a positive and significant effect on Organizational Commitment. Psychological Empowerment partially mediates the effect of Quality of Work Life and Managerial Coaching on Organizational Commitment. The findings in this study imply that to increase employee Organizational Commitment, companies need to emphasize or increase the values of loyalty to employees to foster a sense of loyalty and stay with the company as an obligation for employees. Companies are also expected to pay attention to Psychological Empowerment so that employees can improve the quality of their work and can inspire them to be more proactive, independent and show initiative. KEYWORDS: Quality of Work Life, Managerial Coaching, Psychological Empowerment, Organizational Commitment

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Emotional intelligence and employee engagement are the biggest factors that contribute to the success of organizations. If the employees know their own emotions and able to manage them properly they can work more competently and prolifically which will in turn bring employee engagement. This study is an attempt to contribute afresh with a new perspective to the field of human resources and behavioral sciences with special reference to impact of emotional intelligence on employee engagement. A sample of 60 respondents was taken. The data was interpreted with the help of Yule’s coefficient of association. The result of the study showed that there was negative association between high emotional intelligence and low employee engagement.

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Running Head: Employee Selection and Training 2 Employee Selection and Training 2 Employee Selection and Training Shauna Davis I/O Psychology/ Personnel psychology Walden University 10/20/19 ABSTRACT Introduction Employers are facing several risks when it comes to employment selection as well as training and development programs. An organization must, therefore, ensure that statements, overtures as well as advertisements are not suspect as well as ensuring that there is no form of discrimination in its selection process. There should be no references to age as well as gender but instead, be based on the description of the job. Selection is entailing all the activities aimed at choosing a suitable candidate from the applicants to fill a given post while training is consisting of the processes aimed at ensuring that the job holders have the right skills, attitudes as well as knowledge towards achieving the objectives of the organization. New employees should be given an induction program where they are capable of meeting other employees as well as showing the skills they must learn. Organizations thus must have a detailed training scheme which can either be on the job where skills are acquired through experience at work or off the job where learning is via attending courses (Larsen, 2017, p. 114). Organizational, as well as industrial psychologists, usually use a different process in selecting new employees regarding what the organization needs. The selection is enabling the organization to screen out individuals who are not suited for the role. The goal of industrial or organizational psychology is to give answers to a specified role such as how to select the best employees, choosing the best training, mechanisms for the employees as well as the way of determining the turnover cases alongside ways of reducing it. The industrial psychology is dealing with training, selection as well as placement while organizational psychology is dealing with issues such as increasing job satisfaction as well as determining how employees can be motivated (Larsen, 2017, p. 110). Literature Review In Employee Selection and training, there seems to be a gap in the selection part and the fact that, organizations need psychologists to recruit the correct persons for the vacant position. This is not a topic that is not discussed frequently as it is not considered that Important; the only requirement is that the employee needs to be qualified. There are specific factors that contribute to organizations not focusing on employee well-being in terms of industrial psychology. But it is crucial to remember that the purpose of Employee Selection and Training is recruiting the most suitable candidate who meets the requirements of the organization, for better organizational performance. Basically, determining the job applicants that will be successful if they are hired. Which is true according to Gelfand et al. 2017 looking at Cros ...

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Assignment Details Evaluating Your Own Risk for Inherited Disease This two-part assignment will allow you to evaluate the role our genes play in the development of certain diseases. Additionally, you will demonstrate your ability to use electronic database for research purposes. First, think about your individual health and health risks, by considering what genetic diseases or problems are prevalent in your family. Do you have a predisposition to breast cancer, diabetes, hypertension or any other disease? You may consider your own health risks or those of other individuals such as a family member or friend. Then, in a paper of 750–1,000 words, address the following: Part I: Evaluating Risk for Disease · What genetic diseases or problems did you identify to be potential issues? · Choose one of these diseases and provide an introduction of the disease, including the reason why this would be considered to be a genetic/inherited disease? · Discuss the major signs/symptoms of the disorder. Research the mode of inheritance for your chosen disease and provide a thorough discussion of the mode of inheritance. If you are not able to find a specific mode of inheritance, provide a hypothesis for the mode of inheritance. Explain your reasoning thoroughly. · What information would help an individual who has been recently diagnosed with the disease? · What would you say to a family member who is also at risk for developing the disease? What should they know about passing this disease trait to their children? Part II: Purdue Global Library Search Finally, visit the library by clicking on My Studies and then selecting the “Library” link on the Campus homepage. Select the option to perform an advanced search by scrolling down to Quick Links and selecting “Advanced Search: EBSCO Discovery Service". Answer the following questions: · Search for the disease/trait you selected in Part I of this assignment. What search term(s) did you use? · Use a combination of search terms. Which method resulted in the most “hits” or results? · What is the difference between this PG library search and a search on a search engine (e.g., Google)? · Which search is more appropriate for academic research? Why? · Select two credible sources from your Purdue Global Library Search and briefly explain whether these references support or contradict your previous conclusions regarding your selected disease. Please ensure that you have included these sources in your references page. BHR 4680, Training and Development 1 Course Learning Outcomes for Unit VI Upon completion of this unit, students should be able to: 4. Examine performance appraisal information in order to obtain individual analysis data. 4.1 Identify how performance appraisals contribute to employee development and career management. 7. Explain the importance of succession planning. 7.1 Identify the need for a succession plan. Course/Unit Learning Outcomes Learning Activity 4.1 Unit VI Lesso.

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Focus on Students: Resources to Prepare you for your Public Health Career (2022)

The National Collaborating Centre for Methods and Tools

Join the winners of the National Collaborating Centre for Public Health (NCCPH) Knowledge Translation (KT) Student Awards and get a first-hand look at their crucial work in bridging the gap between research and practice. These students and recent graduates are leading the field in terms of innovative knowledge translation strategies. This session highlights their academic excellence and features unique and transferable strategies to address today’s public health priorities. Melissa MacKay, PhD Candidate, Public Health, University of Guelph – Maintaining trust through effective crisis communication during emerging infectious disease Alexa Ferdinands, PhD, Health Promotion and Socio-behavioural Sciences, University of Alberta – Collaborating with youth to address weight stigma in healthcare, education and the home Shannon Bird, MPH, Brock University – Art as a tool for promoting public and environmental health: A lesson plan for ecojustice educators

Insights from the 2022 Knowledge Translation Student Award Recipients

The National Collaborating Centre for Methods and Tools

Joignez-vous aux lauréates des Bourses d’application des connaissances pour étudiants du Centre de collaboration nationale en santé publique (CCNMO) afin de prendre directement connaissance de leurs travaux essentiels permettant de combler l’écart entre la recherche et la pratique. Ces étudiantes et ces nouvelles diplômées dirigent des stratégies d’application des connaissances novatrices. Cette séance souligne leur excellence scolaire et met de l’avant des stratégies uniques et transférables pour s’attaquer aux priorités actuelles en matière de santé publique. Melissa MacKay, candidate au doctorat, Santé publique, Université de Guelph – Maintenir la confiance grâce à une communication de crise efficace lors de l’apparition de nouvelles maladies infectieuses. Alexa Ferdinands, Ph. D., Promotion de la santé et sciences sociocomportementales, Université de l’Alberta – Collaborer avec les jeunes pour combattre la stigmatisation associée au poids dans les soins de santé, dans le milieu de l’éducation et à la maison. Shannon Bird, M.P.H., Université Brock – L’art comme outil de promotion de la santé publique et environnementale : un plan pédagogique pour les professionnels de l’éducation en matière d’écojustice.

Les réflexions des lauréates 2022 des Bourses d’application des connaissances...

The National Collaborating Centre for Methods and Tools

Cette séance examinera les recommandations énoncées dans les lignes directrices sur l’utilisation à faible risque de la nicotine. Nous décrirons les méthodes utilisées dans l’élaboration de lignes directrices lorsqu’il n’existe pas suffisamment de données probantes primaires, et nous explorerons l’importance de multiples versions pour améliorer le travail à mesure que de nouvelles données probantes apparaissent. Enfin, nous explorerons les manières dont ces recommandations peuvent s’appliquer en pratique.

Lignes directrices du Centre de toxicomanie et de santé mentale (CAMH) sur l’...

The National Collaborating Centre for Methods and Tools

The Centre for Addiction and Mental Health (CAMH) Lower-Risk Nicotine Use Gui...

The National Collaborating Centre for Methods and Tools

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