Employees’ organizational commitment is considered to be a critical issue in higher educational setting for the success of its visions and goals, as well as to keep its employees motivation granted for achieving better work performance. This subject has therefore, been studied so as to draw attention to enhance effectiveness of higher educational institution in Ethiopia, particularly in reference to Haramaya University. The major objective of study was to find out the level of academic staffs’ commitment. The study assessed whether significant difference exist in academic staffs’ commitment level in terms of their gender and level of education. Researchers used cross-sectional research design and both primary and secondary data sources were used for the study; 242 participants were selected using stratified sampling technique. Questionnaire, focus group discussion and document review were used to collect data. The quantitative data were analyzed using descriptive and inferential statistics; and the qualitative data were also analyzed using narration methods of analysis. Study result showed there was moderate level of in overall commitment and in specific commitment dimensions among academic staffs. The study further indicated that there is no significance difference in commitment of academic staffs with reference to gender; however, a significant difference in commitment was existed in reference to level of education.

This study aims to describe the commitment to national heritage, patriotism, nationalism of elementary school students in the border areas between Indonesia and Timor Leste. This research was conducted in three elementary schools, they are SD Inpres Moto Ain, SD Inpres Class Jau Halimuti, SD Kristen Nanaeklot, and SD Negeri Motabenar from June to August 2018. The subjects of this study were elementary students in the Indonesia-Timor Leste border areas precisely around Motaain City, Belu Regency, East Nusa Tenggara. The research questionnaire was adapted from Karazawa and analyzed with descripriptive statistics. The results of this study showed that the commitment to national heritage, patriotism, and nationalism of elementary students on the Indonesian border areas with Timor Leste is in the very high level.

The construction sector has begun to embrace the digital revolution, intending to improve efficiency. How, on the other hand, should the industry adopt digital tools? And how should the connection between humans and technology function? This study aims to shed light on how the construction sector may bridge the gap between AI deployments’s potential and realized advantages. This article presents research based on a comprehensive review of the literature, case studies of Speller Metcalfe, a design-build and refurbishment project in Malvern, England, Jacobsen Construction, a project digitizing the planning process in Salt Lake City, Utah, USA, and Menkes Development Inc., real-time visibility to construction site insights and data-driven decision-making in Toronto, Canada. The experiences gained via this study show that it is feasible to acquire expertise while adopting sophisticated technologies, such as artificial intelligence, by installing fundamental digital tools (AI). However, when it comes to AI, the level of trust between humans and machines will be the deciding element in its success. This article is a pioneering effort in examining the deployment of AI and how people and technology should interact. This study is limited to three case studies and three digital technologies. To further the study, it is suggested to debate the adaptation of AI on the user's premises, gather more empirical data, and examine case studies from different sectors.

This study encourages volunteer managers to innovate when enhancing volunteers' organizational commitment by adopting the new variable of psychological ownership, thus creating new management practices and systems. The findings indicate that psychological ownership significantly affects organizational commitment and can also enhance it through the partial mediating effect of volunteer motivation. Evidently, psychological ownership can become a major factor influencing volunteer retention. Consequently, two innovative management strategies are suggested to foster volunteer organizational commitment: Firstly, construct a diverse knowledge base for volunteer managers, facilitating a cognitive shift in leaders to enhance leadership, achieve better information sharing, and collaboration using diverse knowledge. Secondly, treat the organization's volunteers as a subsystem, develop psychological ownership as the foundation for system operations, integrate the volunteer system with the staff system through a decentralized decision-making structure, 'empower' the volunteer system, and stimulate members' sense of participation and responsibility, thereby fostering innovation and continuous improvement.

Academic staffs’ organizational commitment has been a critical issue to determine work performance for successes of University, as well as, to keep its Academic staffs motivation granted for achieving better work performance. This subject has therefore, been investigated so as to draw attention for enhancement of effective work performance and success. The main objective of this study was to assess academic staffs’ level of organizational commitment in Haramaya University. The study also investigated whether significant differences exist in academic staffs’ level of organizational commitment in reference to their gender and level of education. Researchers used cross-sectional research design. Primary and secondary data sources were used to study the problem. A commitment scale questionnaire was used to collect data from 275 participants who were selected from 877 target population of the study using stratified sampling technique; furthermore, focus group discussion and document review were also used to triangulate the data. The quantitative data were analyzed using both descriptive and inferential statistics; the qualitative data were also analyzed using narration methods of analysis. The study revealed that academic staffs of the university have moderate level organizational commitment. This implies relatively no more expected effective work performance for success of the institution; In addition, there were relative implications of turnover, turnover intention, absenteeism, and demotivation among staffs. The study further revealed that although there is no significance difference in employees’ level of commitment with reference to gender, their level of organizational commitment was significantly different in reference to level of education.

The diffusion of electric vehicles (EVs) can be sustained by the presence of integrated solutions offering parking and clean power supply. The recourse to DC systems allows to better integrate EV bidirectional energy exchange, photovoltaic panels and energy storage. In this paper, a methodology for optimal techno-economic sizing of a DC-microgrid for covering EV mobility needs is carried out. It is based on the definition of different scenarios of operation, according to typical EV usage outlooks and environmental conditions. In each scenario, optimal operation is carried out by means of a specific approach for EV commitment on different stations. The sizing procedure is able to handle the modular structure of microgrid devices. The proposed approach is applied to a case study of envisaged EV service fleet for Bari port authority.

Escalation of commitment explains the choice for investing in an option for which great investments have previously been made even though better choices became available. The last 25 years of producing innumerous versions of Alzheimer Disease animal models with virtually no predictive validity should have exposed the fact that using animals for studying AD is clearly a failing course of action and as such should have been abandoned long ago, giving room to other alternatives to flourish. In this assay, I explore the idea that the investment in new animal models for studying Alzheimer (AD) represents a classic case of escalation of commitment, and sunk cost dilemma, in the biomedical research.

Purpose: For businesses of all sizes, turnover is a significant issue that has a detrimental impact on organizational performance. This study investigates the variables influencing SME workers' intentions to leave their current employers. This study also examines the moderating effect of organizational commitment on the relationships between attitude, subjective norms, perceived behavioral control, and turnover intentions. Methodology: Six hypotheses were proposed regarding the connections between the initial TPB components and organizational commitment. Results: The PLS-SEM structural path analysis findings revealed that the three fundamental predictors of TPB significantly influence turnover intention, with perceived behavioral control most strongly influencing intention. Furthermore, the results revealed that organizational commitment moderated the relationship between TPB constructs and turnover intention. Practical Implications and Originality: This study used an extended TPB model to introduce fresh perspectives into the literature on SME workers' organizational commitment.

This study investigates the critical factors of trust, commitment, and adaptation within supplier relationship management (SRM) in the context of e-commerce. Through qualitative research methods, including semi-structured interviews and documentary analysis, the study explores how these factors influence relationship dynamics and organizational outcomes in digital business environments. Trust is examined as foundational to effective SRM, encompassing integrity, reliability, and shared values between buyers and suppliers. Commitment is analyzed in terms of long-term orientation, resource allocation, and relationship-specific investments aimed at mutual growth and sustainability. Adaptation emerges as essential for navigating the dynamic e-commerce landscape, encompassing proactive strategies, flexibility, and innovation to respond to market changes and technological advancements. The findings highlight the interplay and mutual reinforcement among trust, commitment, and adaptation, contributing synergistically to relationship resilience and organizational performance. However, challenges such as information asymmetry, cybersecurity risks, and organizational inertia are identified as barriers to effective SRM. Practical implications include strategies for enhancing trust, fostering commitment, and cultivating adaptive capabilities through continuous learning, collaborative innovation, and technology integration. By integrating these insights, businesses can strengthen supplier relationships, drive sustainable growth, and achieve competitive advantage in the digital economy.

Abstract Purpose – The purpose of this study is to investigate the impact of spiritual leadership on knowledge hiding behavior of employees in agriculture research institutes of Khyber Pakhtunkhwa, Pakistan. The study also aims to analyze theoretically and then investigate empirical evidence concerning the mediation pathway (namely, professional commitment) to clarify the significant association amid spiritual leadership and subordinate's knowledge hiding behavior. Design/methodology- The cross-sectional data using five point lickert scale was used in this survey based study to investigate the given hypotheses. In order to account for the prim effect and any potential for common method bias, data was gathered at two different time points with a gap of four weeks. Smart PLS4 was used to assess a sample of 298 complete and valid responses for hypotheses testing. Findings – The results show that spiritual leadership impacts negatively the employees’ knowledge hiding behavior. Moreover, this relationship is mediated by professional commitment. Originality/value – First, in contrast to the majority of past studies that concentrated on antecedents of knowledge sharing, the present study examined the impact of spiritual leadership on employee’s knowledge hiding behaviors, which are two opposing concepts. Secondly, the study examined empirically, the mediation effect of professional commitment. These three variables have not been studied together previously.

Moral identity can promote people’s well-being, but existing research has paid little attention to the mechanism of the link between the two. The current study proposed that the eudaimonic identity function is a critical mechanism that links moral identity and well-being. Specifically, the quality of identity commitment mediates the link between subjective well-being and the two dimensions of moral identity, namely, internalization and symbolization. We examined these hypotheses in 419 participants, who completed the Self-importance of Moral Identity Questionnaire, Satisfaction with Life Scale, Scale of Positive and Negative Experience, and Questionnaire for Eudaimonic Well-being. Results from the obtained data confirmed our hypotheses: There is a significant correlation between moral identity and subjective well-being. Both the internalization and symbolization dimensions of moral identity promote subjective well-being through the mediating role of identity commitment quality. We discussed these findings with respect to implications and proposed research suggestions for future studies.

Purpose: The impact of ethical leadership on employee emotional exhaustion has been widely analyzed. However, the effect of the leader's moral intensity on the employee's emotional state has gone unnoticed. This research seeks to show that ethical management by the leader affects employees' emotional exhaustion in accordance with the scope of the leader's moral standards. Their relationship is not necessarily linear but adopts a curvilinear pattern as a function of the leader's ethical intensity, and affective commitment acts as a mediating mechanism. Methods: A simple mediation model is used. The sample consists of 448 professionals in six organizations in the Colombian electrical sector who responded to an online questionnaire. The sampling is probabilistic by conglomerates. Findings: This research revealed that ethical behavior is voluntary in nature and develops in an environment of trust. When the ethical leader surpasses specific moral turning points, the follower's learning becomes an obligation, preventing affective fluidity. A search for acceptance implies constant consumption of resources that weakens the follower's capacity for self-regulation until it is exhausted. Furthermore, when the leader's expectations are difficult to achieve, affective commitment causes emotional ambiguity in followers, intensifying the stress associated with their role and increasing the likelihood of burnout. Originality: This research challenges conventional wisdom about the positive, linear effect of ethical leadership on employees' emotional state. It broadens the understanding of this management style and fills a crucial knowledge gap by introducing a new perspective. Practical Implications: A horizontal, balanced, and accessible leader can quickly convey a convincing ethical discourse. Emphasizing the vulnerability and importance of human beings can help prevent moral anguish and ethical distances. This, in turn, provides followers with resources to mitigate exhaustion and strengthen commitment.

This paper reviews the ethical issues involved and argues that each of the usual policies for handling conscientious refusals faces serious challenges. Healthcare providers who refuse to provide medical services should be expected to explain their reasons, make prompt referrals, and bear some of the resulting costs or burdens.

The purpose of this paper is to assess the differential impacts of transformational and transactional leadership styles on employee performance during change initiatives within commercial banks in Sierra Leone. The research study utilised a cross-sectional survey design, and data was collected from 903 participants employed in the banking industry. The study used the structural equation model as the investigative instrument to examine the hypotheses. The findings reveal that transformational and transactional leadership styles demonstrate a strong bearing on employee performance, with the latter having a bigger influence. Organisational citizenship behaviour has a mediating effect between leadership styles and employee performance, while employee commitment does not act as a mediator between transformational leadership and employee performance, but it acts as a mediator between transactional leadership and employee performance. Commercial banks need to devise training programmes that will advance both leadership styles to arouse, energise, or inspire followers to display favourable behaviour and commitment to attain organisational. The paper makes an insightful contribution to the existing leadership literature by ascertaining the significance of leadership styles on performance and the role of commitment and organisational citizenship behaviour as mediators of the nexus between leadership styles and performance in the Sierra Leone banking industry.

The main objective of this investigation was to study the effect of organizational competencies development practices on turnover intentions and whether affective commitment explains this relationship. Another of the study's objectives was to test whether these relationships vary ac-cording to the generation to which the participant belongs. The study sample consisted of 2123 participants working in Portuguese organizations. The results indicate that organizational com-petencies development practices (training, individualized support, and functional rotation) nega-tively and significantly affect turnover intentions and that affective commitment mediates this re-lationship. However, these relationships vary according to the participant's generation. For Gen-eration Y and Generation X, this mediating effect is found in all dimensions of organizational competencies development practices. For the baby boomer generation, there is only a mediating effect of affective commitment in the relationship between individualized support and turnover intentions. These results indicate that human resources should consider the generation to which the participant belongs when implementing competencies development practices.

The article deals with the current state of energy consumption and CO2 emissions in the urban area of building clusters. There are many requirements, such as those set by the EU (FIT 55, decarbonisation in 2050, full electromobility in 2035, or mandatory annual reductions in energy consumption and CO2 production) or societal requirements, such as stable energy supply and its optimisation while significantly reducing CO2 emissions. This inspired us to design an energy model of a building (EMB) with smart grid implementation in a decentralized sustainable energy system. Simulation model studies were carried out to show the possibility of their application in the process of fully satisfying energy needs in terms of reducing their environmental impact. A decentralized photovoltaic system (microgrid) connected to a distribution grid. The main objective is to propose an original methodology for the design of smart "Nearly Zero Energy Buildings" (NZEB) and a subsequent solution for energy sustainability. This has led us to use HOMER, PV*SOL, Monte Carlo and DesignBuilder software which were chosen from the range of options that were and are available. Subsequently, a synthesis of the selected software solutions was carried out and a new model - the "Energy Model of a Building" (EMB) - was proposed in the process of integration with the energy performance of buildings, as an original optimization basis for designing smart buildings and smart areas, and even cities. The proposed EMB has been verified and evaluated within the experiment.

This paper proposes a mathematical model to simulate Day-ahead markets of large-scale multi-energy systems with high share of renewable energy. Furthermore, it analyses the importance of including unit commitment when performing such analysis. The results of the case study, which is performed for the North Sea region, show the influence of massive renewable penetration in the energy sector and increasing electrification of the district heating sector towards 2050, and how this impacts the role of other energy sources such as thermal and hydro. The penetration of wind and solar is likely to challenge the need for balancing in the system as well as the profitability of thermal units. The degree of influence of the unit commitment approach is found to be dependent on the configuration of the energy system. Overall, including unit commitment constraints with integer variables leads to more realistic behaviour of the units, at the cost of increasing considerably the computational time. Relaxing integer variables reduces significantly the computational time, without highly compromising the accuracy of the results. The proposed model, together with the insights from the study case, can be specially useful for system operators for optimal operational planning.

The optimization problem of two or more special-purpose functions of the energy system is subjected to an analysis. Based on experience of our research and general knowledge of partial solutions of energy system optimization at the level of control of production and power energy supply by energy companies in the Czech Republic, a special-purpose (cost) function has been defined. By analysing the special-purpose function, penalty and limitations have been defined. Using the fuzzy logic, a set of suitable solutions for the special-purpose function is accepted. An optimum of the special-purpose function is looked for using the simulated annealing method. The history of electricity consumption is sorted by day and by hour, representing the multidimensional data. When using the cluster analysis, type daytime diagrams of consumption are defined. Type daytime diagrams form prototypes of identified clusters. The so-called self-organizing neural network with Kohonen map attached is used to perform the cluster analysis. The result of our research is presented by an experiment.

Our study provides guidelines on how to build long-term customer relationship in the non-contract mechanism context. More specifically, the findings show that special, social, and core benefits influence calculative commitment, and operational and special benefits influence affective commitment. This study also supports that calculative and affective commitment play a crucial role in understanding multi-channel agencies’ loyalty. In sum, this study revealed that calculative and affective commitment can be considered as partial or full mediators in the relationship between RBs (relational benefits) and loyalty. This study not only contributed to the existing SET (social exchange theory) and RBs paradigm but also provided practical implications for food distribution management.

COVID-19 pandemic has affected the public educational sectors in terms of adjustment in educational modalities of instructional delivery, school operations, and policies. With this emerging paradigm shift, teachers' crisis self-efficacy and work commitment are relevant for research. This study's main objective was to determine the significant influence of crisis self-efficacy on the work commitment of public school teachers in Region XI (Davao Region), Philippines, during the COVID-19 pandemic. The sample consisted of 1,340 public school teachers across the Davao Region. The researchers collected the data through adapted questionnaires contextualized to the local setting and administered through online Google forms with appended consent. Mean, standard deviation, Pearson r, and regression analysis were used to analyze data. Results revealed that crisis self-efficacy significantly influences the work commitment of public school teachers during the COVID-19 pandemic. Uncertainty management during this crisis, in particular, best predicts teachers’ work commitment. Data also showed a high level of crisis self-efficacy in terms of action, preventive, achievement and uncertainty management, and high level of teachers’ work commitment in terms of commitment to school, commitment to students, commitment to teaching, and commitment to profession. Correlation results also showed a link between crisis self-efficacy and the work commitment of teachers amid pandemic. Finally, the study concluded with practical recommendations and directions for future research.

Using a variety of theoretical foundations, this paper examines the association between corporate social responsibility (CSR) and employees’ knowledge-sharing behavior, investigating the sequential mediation role of perceived organizational support and organizational commitment as well as the moderating role of ethical climate. Hypotheses were formulated to address both the sequential mediation effect of perceived organizational support and organizational commitment on the link between CSR and knowledge-sharing and the moderation effect of ethical climate on the relationship between CSR and perceived organizational support. In order to mitigate the problems of potential common method bias, data were gathered from a sample of 204 South Korean employees at three distinct time points. The results of the study offer compelling evidence that CSR activities exert a positive influence on employees’ knowledge-sharing behavior, an effect that is sequentially mediated by both perceived organizational support and organizational commitment. Furthermore, the research uncovers the positive moderating role played by ethical climate in the relationship between CSR and perceived organizational support. By integrating multiple theoretical frameworks, this study not only advances the extant literature but also offers invaluable insights for organizations striving to bolster knowledge-sharing through the strategic implementation of CSR initiatives.

This research examines sustainable approaches in academic career development by analyzing the interactions between job satisfaction, professional commitment, and research performance among early-career researchers in Romanian institutions. Using a quantitative cross-sectional design, data were collected from 96 individuals classified as R1 and R2 by the European Commission. A detailed questionnaire and Web-Assisted Personal Interviewing (WAPI) identified key relationships. Findings show a significant positive correlation between job satisfaction and research perfor-mance, underscoring the role of professional satisfaction in fostering sustainable academic ex-cellence. Professional commitment is also a crucial predictor of research performance, aligning with existing studies and highlighting the importance of sustainable career practices. Statistical analysis via SPSS version 23.0 validated the initial hypotheses, emphasizing each dimension's significance in a sustainable academic career. Results reflect Romania's research environment, emphasizing the need for sustainable working conditions, effective research evaluation, sup-portive career frameworks, and strong professional commitment to motivate young researchers. This research proposes innovative, sustainable practices for enhancing academic performance and career management, advocating clear objectives, leadership development, continuous competency improvement, and a collaborative, inclusive work environment. Understanding these factors aids individuals and institutions in making informed decisions that support sustainable academic career trajectories and professional growth.

The world is looking towards organizations for social responsibility to contribute to a sustainable environment. Employees’ organizational citizenship behavior for the environment (OCBE) is a voluntary environmental-oriented behavior that is important for organizations’ environmental performance. Based on social learning theory, the study examined the effects of responsible leadership in connection with OCBE by using a sample of 520 employees of manufacturing and service sector including engine manufacturing, petroleum plants banking and insurance sector organizations of China. Further, the role of psychological ownership and employee environmental commitment were used as mediators and moderators simultaneously. The direct, mediation, and moderation model results exposed a positive relationship between responsible leadership and OCBE via employee psychological ownership and employee environmental commitment. The study also revealed that the indirect effect is stronger when employees hold higher employee environmental commitment. The theoretical and practical implications for environmental sustainability in respect of organizations as well as future research directions are discussed.

Background: New open-source electric-grid planning models have the potential to improve power system planning and bring a wider range of stakeholders into the planning process for next-generation, high-renewable power systems. However, it has not yet been established whether open-source models perform similarly to the more established commercial models for power system analysis. This reduces their credibility and attractiveness to stakeholders, postponing the benefits they could offer. In this paper, we report the first model intercomparison between an open-source power system model and an established commercial production cost model. Results: We compare the open-source Switch 2.0 to GE Energy Consulting’s Multi Area Production Simulation (MAPS) for production-cost modeling, considering hourly operation under 17 scenarios of renewable energy adoption in Hawaii. We find that after configuring Switch with similar inputs to MAPS, the two models agree closely on hourly and annual production from all power sources. Comparing production gave a coefficient of determination of 0.996 across all energy sources and scenarios, indicating that the two models agree on 99.6% of the variation. For individual energy sources, the coefficient of determination was 69–100. Conclusions: Although some disagreement remains between the two models, this work indicates that Switch is a viable choice for renewable integration modeling, at least for the small power systems considered here. Although some disagreement remains between the two models, this work indicates that Switch is a viable choice for renewable integration modeling, at least for the small power systems considered here.

The present examination explored the impact of work spirituality and procedural justice on work locus of control, worker work fulfillment and representative authoritative duty among workers from private establishments of high learning in South Africa. Due to limited researches that have concentrated on the impact of workplace spirituality and procedural justice on work locus of control, employee job satisfaction and employee organisational commitment in developing countries especially in Southern Africa. A review was done and information was accumulated by methods for surveys on a sample of 150 academics and support staff in a private university setting in Gauteng, South Africa. Structural equation modelling was employed to analyse data using the Smart Partial Least Squares (PLS) software. By means of a partial least squares structural equation modeling approach, this study validates that elements such as workplace spirituality, procedural justice and work locus of control are instrumental in stimulating the employee job satisfaction and employee job commitment. The present investigation offers suggestions for academicians in the field of resource management by upgrading their comprehension of the how workplace spirituality and procedural justice impacts work locus of control, employee job satisfaction and employee organisational commitment

In the increasingly competitive SVOD market, platforms face high churn rates and substantial revenue losses from SVOD content piracy, all of which limit their ability to invest in acquir-ing/creating content compelling enough to win and retain subscribers. Based on social exchange theory, this study argues that platforms can improve relationships with SVOD content users by offering tiered discounts in exchange for advertising/loyalty and by promoting anti-piracy messages with a prosocial (threatening) approach that emphasizes harm to filmmakers (punishment for pi-rates). We hypothesize that these incentives enhance subscription intention when the incentive specifications (advertising levels, loyalty levels, message approach, and message credibility) match the public’s heterogeneous dispositions (advertising attitude, loyalty attitude, justice sensitivity, and fear of punishment). In a survey on the intention to subscribe to a hypothetical new platform, we confirmed the hypothesized interactions for advertising-based discounts, loyalty-based discounts, and prosocial messages, but did not find support for threatening messages. Further exploration showed that the evaluation of platform content was much more influential than any other incentive and that tiered loyalty discounts had a remarkable capacity to enhance subscription intention. This study’s findings may help shape incentives that are more satisfying to users and ultimately more profitable for platforms.

This qualitative research investigates sustainable procurement practices, focusing on the integration of environmental and social criteria in supplier evaluation processes. The study explores how organizations, ranging from large multinational corporations to smaller enterprises, navigate sustainability challenges and opportunities within their procurement strategies. Data were gathered through semi-structured interviews with procurement professionals and sustainability managers across diverse industries. Themes identified include varying organizational commitments to sustainability, from structured policies and resource allocation in larger firms to reactive approaches constrained by resource limitations in smaller entities. Effective supplier relationship management emerged as crucial, facilitating collaborative partnerships aimed at improving environmental and social performance across supply chains. Motivations for sustainable procurement practices encompass regulatory compliance and responding to consumer demands for eco-friendly products, shaping procurement decisions to enhance market competitiveness and stakeholder satisfaction. Environmental and social criteria integration in supplier evaluations highlighted strategies such as lifecycle assessments and sustainable sourcing practices, aimed at minimizing environmental footprints and promoting ethical labor practices. Benefits included cost savings and enhanced brand reputation, tempered by challenges such as higher procurement costs and supplier resistance. Leadership commitment and organizational culture were identified as critical enablers of sustainable procurement, influencing strategic alignment and fostering a culture of sustainability within organizations. The study underscores the transformative potential of sustainable procurement in achieving organizational resilience and contributing to global sustainability goals.

Background Community health workers (CHWs) drawn from the general population are an important human resource in health care systems, preventing non-communicable diseases (NCDs) and contributing to an increase in healthy life expectancy in Japan. Thus, we have developed the COmmunity health workers perceptual and behavioral Competency Scale for preventing Non-communicable diseases (COCS-N) to measure CHWs’ competence in preventing NCDs. The purpose of this study is to examine individual and community factors affecting CHWs’ COCS-N scores. Methods Municipal public health nurses and other public health professionals are responsible for training and supporting CHWs in Japan. Therefore, the existence of CHWs and their willingness to participate in the study were confirmed with the municipalities, who were asked to distribute the self-administered questionnaire to CHWs where consent was obtained (N = 6,480). Variables used included demographic characteristics, COCS-N scores, and individual- and community-related factors. Logistic regression analysis was used to assess associations between variables. Results A total of 3,120 people completed the questionnaire, a valid response rate of 48.1%. The respondents’ mean age was 67.0 years (standard deviation = 9.0), and 88.0% were female. Comparison of the high- and low- competence groups in terms of NCD prevention based on COCS-N scores identified 13 factors associated with significant differences, including years spent working as a CHW (p < 0.001), subjective sense of health (p = 0.005), European Health Literacy Survey Questionnaire (HLS-EU-Q47) scores (p < 0.001), and community commitment scale (CCS) scores (p < 0.001). Logistic regression analysis revealed that HLS-EU-Q47 scores (odds ratio [OR]: 1.02, 95% confidence interval [CI]: 1.02–1.03) were a significant individual factor, while CCS scores (OR: 1.14, 95% CI: 1.11–1.16) were a significant community factor. Conclusions We found that the COCS-N score was associated with the individual factors overall health literacy (HL), perceptions of HL, and subjective sense of health, and with the community factor CCS scores. These results suggest that strengthening individual factors such as HL and subjective sense of health, and community factors such as sense of community is an effective strategy for increasing CHWs’ competence in preventing NCDs.

Modern electrical power systems integrate renewable generation, with solar generation being one of the pioneers worldwide. In Latin America, the greatest potential and development of solar generation is found in Chile through the National Electric System. However, its energy matrix faces a crisis of drought and reduction of emissions that limits hydroelectric generation and involves the definitive withdrawal of coal generation. The dispatch of these plants is carried out by the system operator, who uses a simplified mechanism, called “economic merit list” and which does not reflect the real costs of the plants to the damage of the operating and marginal cost of the system. This inefficient dispatch scheme fails to optimize the availability of stored gas and its use over time. Therefore, a real-time redispatch model is proposed that minimizes the operation cost function of the power plants, integrating the variable generation cost as a polynomial function of the net specific fuel consumption, adding gas volume stock restrictions and water reservoirs. In addition, the redispatch model uses an innovative "maximum dispatch power" restriction, which depends on the demand associated with the automatic load disconnection scheme due to low frequency. Finally, by testing real simulation cases, the redispatch model manages to optimize the operation and dispatch costs of power plants, allowing the technical barriers of the market to be broken down with the aim of integrating ancillary services in the short term, using the power reserves in primary (PFC), secondary (SCF), and tertiary (TCF) frequency control.

Eating Disorders (ED) constitute a serious public health issue affecting predominantly women and appearing typically in adolescence or early adulthood. EDs are extremely difficult to treat as these disorders are ego-syntonic and many patients do not seek treatment. It is vital to focus on the development of successful early-intervention programs for individuals presenting at-risk and are on a trajectory towards developing EDs. This study is a randomized controlled trial evalu-ating an innovative digital gamified Acceptance and Commitment early-intervention program (AcceptME) for young females showing signs and symptoms of an ED and at high-risk for an ED. Participants (N=92; Mage=15.30 years, SD=2.15) received either AcceptME (N=62) or a waitlist control (N=30). Analyses indicated that the AcceptME program effectively reduced weight and shape concerns, with large effects when compared to waitlist controls. Most participants scored below the at-risk cut-off (WCS score<52) in the AcceptME at end-of-intervention (57.1%) com-pared to controls (7.1%) with odds of falling into the at-risk group being 14.5 times higher for participants in the control group. At follow-up, 72% of completers reported scores below the at-risk cut-off in the AcceptME group. The intervention also resulted in a decrease in ED symp-tomatology and increased body image flexibility. Overall, results suggest that the AcceptME program holds promise for early-intervention of young women at-risk for developing an ED.

The purpose of this Individually Randomized Group Treatment Trial was to compare an Acceptance and Commitment Therapy-based (ACT) group intervention and a Cog-nitive Behavioral Therapy-based (CBT) group intervention for weight loss maintenance in a sample of adult patients with obesity seeking treatment for weight loss. 155 over-weight adults (BMI: Kg/m2= 43.8[6.8]) attending a multidisciplinary rehabilitation program for weight loss were randomized into two conditions: ACT and CBT. Demo-graphical, physical, and clinical data were assessed at the beginning of the program (t0), at discharge (t1), and at 6-month follow-up (t2). The following measures were ad-ministered: The Acceptance and Action Questionnaire-II (AAQ-II) and the Clinical Outcome in Routine Evaluation-Outcome Measure (CORE-OM). Generalized linear mixed models were performed to assess differences between groups. Moderation ef-fects for gender and eating disorders (ED) have been considered. From baseline to dis-charge no significant differences between interventions were found, with the only ex-ception of an improvement in the CORE-OM total score and in the CORE-OM subjective well-being subscale for those in the CBT condition. From discharge to follow-up ACT group participants showed significant results in terms of weight loss maintenance, CORE-OM total score, and CORE-OM and AAQ-II’s wellbeing, symptoms, and psy-chological problems subscales. Gender moderated the effects of time and intervention on the CORE-OM’ subscale reporting the risk for self-harm or harm others. The pres-ence of an eating disorder moderated the effect of time and intervention on the CORE-OM total score, on the CORE-Om’ symptoms and psychological problems sub-scales, and on the AAQ-II. Patients who received the ACT intervention were more likely to achieve a ≥5% weight loss from baseline to follow-up and to maintain the weight loss after discharge. The ACT intervention was thus effective in maintaining weight loss over time.

The United Arab Emirates (UAE) has established itself as the medical device industry’s preferred regional center. Major multinational corporations either have a regional subsidiary or are planning to open up a principal office in the UAE to expand their business. Employees in the industry are in high demand as new opportunities open up frequently and that causes challenges to companies, namely employee turnover. This research helps bridge the gap found in the literature by investigating the factors that impact employee turnover in the medical device industry in the UAE. These factors were tested with their subsequent sub-factors. Using a quantitative approach, the study surveyed 230 participants from 47 medical device companies in the UAE. The result of one-way ANOVA demonstrated a significant relationship between employee salary and employee turnover. The linear regression analysis was statistically significant between perceived external prestige, location, flextime, organizational justice, job satisfaction, organizational commitment, extrinsic rewards, career advancement, lack of alternatives, constituent attachments, and employee turnover. These findings indicate the need for a strategy utilizing these factors for existing and new medical device companies in the UAE to prevent high employee turnover or limit it at least.

: Following the phenomenal growth of and competition among coffee chain retailers, the coffee chain market has expanded substantially thanks to rising income levels, the increasing young population, and rapidly changing lifestyles. Attracting consumers’ attention and enhancing their loyalty behaviors have become very difficult for coffee chain retailers. This study seeks to understand the mechanisms through which emotions and the dedication-constraint model lead to brand loyalty and willingness to pay more to certain coffee chain retailers. Emotions and the dedication-constraint model are major factors in the research, but few studies have combined them to examine the formation of loyalty behaviors. This study synthesizes emotional responses and the dedication-constraint model to develop a theoretical model. Based on the ambivalent view of emotions, it also examines how positive and negative emotions affect the combination of brand loyalty and willingness to pay more to certain coffee chain retailers. Moreover, it identifies the antecedents of affective and calculative commitments in the context of coffee chain retailers. Our findings indicate that loyalty behaviors (dedication- and constraint-based mechanisms from brand loyalty and willingness to pay more to certain coffee chain retailers), emotional responses, and affective and calculative commitments significantly affect brand loyalty directly and indirectly through both positive and negative emotions. Furthermore, service quality, physical environment quality, and price fairness significantly affect affective commitments, while price fairness significantly affects both affective and calculative commitments. Finally, affective and calculative commitments significantly affect willingness to pay more, both directly and indirectly, through positive emotions and affect it directly through negative emotions. The results’ theoretical and managerial implications and possible future research directions are discussed.

In this work, the Pumped Storage Unit (PSU) is proposed to be integrated with wind-thermal generation system owned by a company whose aim is to maximize its profit through optimal self-scheduling of its units by finding the best bidding strategy in day-ahead energy market. The mathematical formulation of the scenario based unit-commitment and coordinated trading problem is formulated as a stochastic mixed integer linear program. The formulation takes into account several uncertain parameters; such as the wind power generation, energy market prices, and imbalances up/down prices. The expected total profit obtained from energy trading with and without coordinating pumped storage system (PSS) with thermal-wind generation system were compared, and a significant improvement in profit resulted from coordination was observed. Furthermore, coordination between PSS and wind-thermal generation improve the conditional value at risk (CVaR) which monitors the biding risk level.

Finding out how cells with the same genome change fates in differentiation commitment is a challenge of biology. We used MCF-7 breast cancer cells treated with the ErbB2 ligand heregulin (HRG), which induces differentiation, to address if and how the constitutive pericentromere-associated domains (PADs) may be involved in this process. PAD-specific repressive heterochromatin (H3K9me3) and active euchromatin (H3K4me3) marking, centromere (CENPA) labelling, qPCR, acridine-orange-DNA structural test, and microscopic image analysis were applied. We found a two-step DNA unfolding, at 15-20 min and 60 min after HRG treatment, coinciding with bi-phasic activation of the early response genes (c-FOS family) and two steps of critical phase transition which were revealed in transcriptome studies. In control, the distribution of PAD number and size displays a power-law scaling with a boundary at the nucleolus. PADs’ clustering correlates with centromere numbers. 15 min after HRG treatment, the unravelling of PADs occurs, coinciding with the first step of euchromatin unfolding. The second step is associated with transcription of long-non-coding-RNA from satellite III DNA. We hypothesize that splitting of the PAD clusters under the critical size threshold of the silencing domain abrupts position effect variegation. It allows the first genome transcription avalanche to occur, starting differentiation commitment.

Loyalty is one of the greatest intangible assets that any organization can possess and improving client loyalty is a primary marketing goal that can have a significant financial impact on any business. This quantitative study examined the mediating role of communication on the relationship between satisfaction and loyalty (attitudinal and behavioral) in veterinary clinics, along with the moderating roles of trust, commitment, perceived value, and relational characteristics. Responses collected from 351 pet-owners through social media were analyzed using descriptive and inferential statistics. The results show that attitudinal loyalty (AL) has a strong positive relationship with communication at multiple points in a veterinary clinic whereas the relationship with behavioral loyalty was not as clear. Additional findings suggest that AL, which is influenced by trust in the veterinarian, communication from staff members and commitment, has a strong positive relationship with behavioral intentions, increases the number of products and services that a pet-owner consumes at his or her primary veterinary clinic, and attenuates the role of cost in receiving veterinary care. These findings can help veterinary clinic owners and managers in developing and implementing relationship strategies that improve pet-owner loyalty. The article that follows is a synopsis of the author’s dissertation.

Mesenchymal Stem Cells derived from bone marrow (hBM-MSCs) are utilized in tendon tissue‐engineering protocols while extra-embryonic cord-derived, including from Wharton’s Jelly (hWJ-MSC), are emerging as useful alternatives. To explore the tenogenic responsiveness of hBM-MSCs and hWJ-MSCs to hGDF-5 we supplemented each at doses of 1, 10, and 100 ng/mL and determined proliferation, morphology and time-dependent expression of tenogenic markers. We evaluated expression of Collagen types 1 (COL1A1) and 3 (COL3A1), Decorin (DCN), Scleraxis A (SCX-A), Tenascin-C (TNC) and Tenomodulin (TNMD) noting the earliest and largest increase with 100 ng/mL. With 100 ng/mL, hBM-MSCs showed upregulation of SCX-A (1.7-fold) at day 1, TNC (1.3-fold) and TNMD (12-fold) at Day 8. hWJ-MSCs, at the same dose, showed up-regulation of COL1A1 (3-fold), DCN (2.7-fold), SCX (3.8-fold) and TNC (2.3-fold) after 3 days of culture. hWJ-MSCs also showed larger proliferation rate and marked aggregation into a tubular shaped system at Day 7 (with 100 ng/mL of hGDF-5). Simultaneous to this we explored expression of pro-inflammatory (IL-6, TNF, IL-12A, IL-1β) and anti-inflammatory (IL-10, TGF-β1) cytokines across for both cell types. hBM-MSCs exhibited a better balance of pro-inflammatory and anti-inflammatory cytokines upregulating IL-1β (11-fold) and IL-10 (10-fold) at Day 8; hWJ-MSCs, had a slight expression of IL-12A (1.5-fold) but a greater up-regulation of IL-10 (2.5-fold). Collagen type I and tenomodulin proteins, detected by immunofluorescence, confirming the greater protein expression when 100 ng/mL were supplemented. In the same conditions, both cell types showed specific alignment and shape modification (fibroblast-like) with a Lenght/Width ratio increase at value higher than 1, suggesting their response in activating tenogenic commitment events, and they both potential use in 3D in vitro tissue engineering protocols.