BackgroundThe Public Health (PH) course at the medical college of Cairo University is based on traditional lectures. Large enrollment limits students' discussions and interactions with instructors.AimEvaluate students' learning outcomes as measured by improved knowledge acquisition and opinions of redesigning the Reproductive Health (RH) section of the PH course into e-learning and assessing e-course utilization.MethodsThis prospective interventional study started with development of an e-learning course covering the RH section, with visual and interactive emphasis, to satisfy students' diverse learning styles. Two student groups participated in this study. The first group received traditional lecturing, while the second volunteered to enroll in the e-learning course, taking online course quizzes. Both groups answered knowledge and course evaluation questionnaires and were invited to group discussions. Additionally, the first group answered another questionnaire about reasons for non-participation.ResultsStudents participating in the e-learning course showed significantly better results, than those receiving traditional tutoring. Students who originally shunned the e-course expressed eagerness to access the course before the end of the academic year. Overall, students using the redesigned e-course reported better learning experiences.ConclusionsAn online course with interactivities and interaction, can overcome many educational drawbacks of large enrolment classes, enhance student's learning and complement pit-falls of large enrollment traditional tutoring.
This study aimed to investigate the association between psychosocial factors (i.e., job demand, decision latitude, social support, physical environment, and personal risk factors), work-related musculoskeletal disorders (WRMDs), and productivity as measured by workers' perceived absenteeism. Data were collected from the selected administrative workers (administrative assistant) and analyzed using cross tabulation. The results indicate that all psychological factors are not significantly associated with WRMDs, except for the association between personal risk factors and hip/thigh disorders. Subsequently, WRMDs do not significantly contribute to explaining absenteeism. The managerial and research implications of this study are deliberately discussed.
Work-life conflict has been discussed prominently in the literature for the last two decades because the workforce is increasingly composed of individuals who struggle with multiple roles. A number of empirical investigations have been carried out to examine its nature, variance, and outcome. The purpose of this study is to determine the relationship between personal factors and work-life conflict among employees of a Malaysian statutory body using a sample of 120 personally-distributed questionnaires. The variables for personal factors consist of career commitment, household responsibilities, and financial needs. The findings indicated that two out of three variables of personal factors (i.e. household responsibilities and financial needs) are positively and significantly related to work-life conflict. The finding also reveals that career commitment is not significantly related to work-life conflict. Therefore, this study adds to the body of knowledge of work-life conflict that validated the positive relationship between employees' personal factors of household responsibilities and financial needs with work-life conflict. On the other hand, this study also proved that an employee's career commitment does not relate to worklife conflict, thus showing that a committed employee would not be feeling any conflict in fulfilling the demands of both of his or her work and non-work lives. Nevertheless, an employee who has higher household responsibilities and financial needs would face a higher conflict in fulfilling the demands of both of his or her work and non-work live. Hence, human resource practitioners could use this information as a reference in their managing their employees.
Employees especially working mothers are struggling to accommodate employer’s expectations and fulfilling the demands of their family needs. Achieving work life balance is the dream and hope of almost every working mother. Though many factors affected work life balance, factors like stress management, work culture and employer’s role are believe to be significance variables. A study conducted in the National Sport Council of Malaysia on 100 working mothers reveals the truth of this relationship.
Workplace spirituality is an organisational value that evidenced in the culture to promote employees' experience of transcendence through the work process, facilitating their sense of being connected to others in a way that provides feelings of completeness and joy. Hence, the study of the effects of this value is very much important especially towards the organizational commitment among employees. Therefore, main objective of this research is to determine the effects of workplace spirituality on organizational commitment among employees in one of the development bank in Malaysia. In this study, the dimensions of workplace spirituality included are the sense of community, meaningful work, and work experience.. The methodology of this research is a quantitative survey that was conducted among 173 employees in the studied development bank headquarter in Kuala Lumpur, Malaysia. A standardized questionnaire is used in collecting data and all measurement items in the questionnaire had been adapted from the previous study. Proportionate stratified random sampling was the sampling method of this study. SPSS version 25.0 software is used by the researcher to analyse the primary data and test the hypotheses. A regression test had been used in this research to test the relationship between variables. The findings indicated that sense of community and meaningful work were significantly affecting organizational commitment whilst the work experience was not. This study also includes a discussion of the research objectives and recommendations for the organization. It is suggested that future research should extend this study among employees of other type of banks such as commercial and investment as well as other industries so that a coherent understanding could be established 157
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