مدیریت

Improving educational quality requires human resource (HR) management that supports teachers’ continuous professional development and adaptation to global demands. This study aims to describe the management of educational HR transformation toward global quality at SMP Muhammadiyah 15 Surabaya and identify its supporting and inhibiting factors. A qualitative approach was employed, with data collected through non-participant observation, interviews, and documentation. Informants were selected through purposive sampling and included the vice principal, the vice principal for curriculum, two teachers, and two students. Data were analyzed through data reduction, data display, conclusion drawing, and verification. The findings indicate that HR transformation is managed through planning, organizing, implementation, supervision, and evaluation. Development programs include internal and external training, a teacher learning community, weekly learning reflection, monthly coaching, and academic supervision. Supporting factors include a collaborative culture, regular professional guidance, and school support. Inhibiting factors comprise limited time, insufficient openness in reflection, short coaching sessions, delayed follow-up, and some teachers’ extrinsic motivation. These findings provide contextual insights into school-level HR management but do not establish program effectiveness in improving student learning outcomes or achieving global quality standards. ABSTRAK Peningkatan mutu pendidikan membutuhkan manajemen sumber daya manusia (SDM) yang mampu mengembangkan kompetensi guru secara berkelanjutan dan adaptif terhadap tuntutan global. Penelitian ini bertujuan mendeskripsikan manajemen transformasi SDM pendidikan menuju mutu global di SMP Muhammadiyah 15 Surabaya serta mengidentifikasi faktor pendukung dan penghambatnya. Penelitian menggunakan pendekatan kualitatif dengan teknik pengumpulan data berupa observasi non-partisipan, wawancara, dan dokumentasi. Informan dipilih secara purposive, meliputi wakil kepala sekolah, wakil kepala sekolah bidang kurikulum, dua guru, dan dua peserta didik. Data dianalisis melalui reduksi data, penyajian data, serta penarikan kesimpulan dan verifikasi. Hasil penelitian menunjukkan bahwa transformasi SDM dikelola melalui perencanaan, pengorganisasian, pelaksanaan, pengawasan, dan evaluasi. Program pengembangan mencakup pelatihan internal dan eksternal, komunitas belajar, learning reflection mingguan, coaching bulanan, dan supervisi akademik. Faktor pendukung meliputi budaya kolaborasi, pembinaan rutin, serta dukungan sekolah, sedangkan hambatannya mencakup keterbatasan waktu, keterbukaan refleksi, durasi coaching, keterlambatan tindak lanjut, dan motivasi ekstrinsik sebagian guru. Temuan ini bersifat kontekstual dan belum membuktikan efektivitas program terhadap hasil belajar atau pencapaian standar mutu global.

Although Kurikulum Merdeka promotes flexible, student-centered learning, the implementation of Natural and Social Sciences (IPAS) instruction in elementary schools continues to face various challenges. This study aimed to describe the challenges in implementing IPAS instruction under Kurikulum Merdeka in Grade V at SD Negeri 005 Desa Baru, Kampar Regency. The study employed a descriptive qualitative approach involving two fifth-grade teachers and six purposively selected students. Three students had IPAS scores above 75, and three had scores below 75. Data were collected through nonparticipant observation, structured interviews, and documentation and analyzed through data reduction, data display, and conclusion drawing. Data trustworthiness was assessed through triangulation of sources and data collection techniques. The findings identified three domains of challenges related to students, teachers, and learning assessment. Student-related challenges were the most prominent, including differences in understanding, declining attention after approximately 15–20 minutes of lecturing, interest that depended on the type of activity, uneven participation, dependence on external motivation, inconsistent task management, and varying levels of learning readiness. Teacher-related challenges included the breadth of integrated science and social studies content and classroom management during group activities. Assessment involved oral quizzes and student worksheets, supplemented by remedial instruction and enrichment. Achievement scores ranged from 60 to 96, with a mastery threshold of 75. These findings underscore the need for differentiated instruction, concrete and contextually relevant instructional media, clearly assigned group roles, time management, and the use of assessment results to improve instruction. This study provides a contextual account of challenges in IPAS instruction and the need to adapt fifth-grade teaching practices. Its restriction to one school and a focused observation period highlights the need for further research covering more lessons and IPAS topics.

The stress facing the educational leadership as school principals are required to deal with administrative management, supervision of staff, academic performance and institutional development. There are specific issues that may affect female principals in addition to the other factors listed above: Interpersonal demands, competing professional demands, and work–life balance. Problem-Focused Coping Strategies (PFCS) may be a way to cope with stress by identifying the sources of stress, planning and problem solving, prioritizing and making positive decisions. The present study investigated the correlation between PFCS and Stress Management (SM) of female school principals. The method of quantitative research was employed and data was gathered from 74 principals (females). Analysis of the correlation showed a weak negative correlation between PFCS and SM (r = -.117). The regression model accounted for about 1.4% of the variability in SM (R2 = .014). The overall regression model was not significant (F (1,72) = 1.005, p = .319). The regression coefficient for PFCS was also negative and not significantly different from 0 (B = -.254, β = -.117, p = .319). The results of this study suggest that there was no statistically significant predictive relationship found between the female principals who participated in the study and PFCS and SM. The results do not show that problem-focused coping is not effective, however; it does imply that it may be insufficient to account for variations in stress management in this sample. The results indicate that there is a need to explore further individual and organizational factors, such as workload, institutional support, leadership experience, resources, and work–life balance. More research is needed using larger samples, measuring instruments that have been established and validated, and using longitudinal or intervention designs to investigate the role of problem-focused coping in stress management. Other professional development programs that could be beneficial for educational authorities include those related to problem solving, time management, delegation, and conflict resolution. The research brings insights from the sphere of stress amongst female educational leaders to the discussion and provides some insights for future research directions.

Firms often treat spending on employee training, development and well-being as a discretionary expense rather than an investment. The aim of this article is to examine whether human capital investment improves firm financial performance through employee well-being, and whether this effect depends on the firm's financial constraints. The study integrates human capital theory, the Job Demands–Resources (JD-R) model and the corporate finance literature on financing constraints. A moderated-mediation model is proposed in which employee well-being mediates the link between human capital investment and financial performance, while financial constraints weaken the link between investment and well-being. The model is tested on matched employer–employee data from 50–60 project-based organisations in the construction, IT, consulting and engineering sectors of Tashkent. Multilevel moderated-mediation analysis is applied. The scientific novelty lies in treating human capital investment as a financially constrained corporate investment and testing this integrated model in the under-researched context of Central Asia. The results help managers and policymakers understand the financial rationale for investing in employees under different financing conditions.

This study focused on the competency profile of managers and the performance of MFIs in Goma. The objective of this study is to establish a link between the competency of managers and the performance of MFIs in Goma. The data used in this study were collected in the city of Goma on the basis of qualitative surveys (individual surveys, questionnaires). The data was processed using SPSS and Smart PLS 4 statistical analysis software with a structural equation econometric model.Based on a sample of 148 agents within the MFIs surveyed in July 2024, we selected a total of nine variables, including three independent variables serving as indicators of managerial skill profiles (generic, technical and conceptual skills), three dependent variables serving as performance indicators (financial performance, market performance and operational performance) and three socio-demographic variables: the seniority of managers, their level of education and the number of training courses they have completed. The results of our research confirm that all the competency indicators and variables analysed have a positive and significant effect on the performance of the MFIs surveyed in Goma. These results encourage MFIs to develop the managerial skills of their managers with a view to improving their institutional performance.

Background: Emergency nurses in earthquake prone regions require psychological resources to maintain resilience, manage occupational stress, and deliver effective care during disasters. Self confidence may contribute to their ability to adapt to challenging clinical situations. Objectives: This study examined the association between self confidence and resilience among emergency department nurses at Sayang Regional General Hospital, Cianjur Regency, Indonesia. Methods: A quantitative cross sectional study involved 50 emergency department nurses recruited through total sampling. Self confidence and resilience were assessed using structured questionnaires. Associations were examined using the Chi square test, with odds ratios (OR) and 95% confidence intervals (CI) calculated to estimate association strength. Results: High self confidence was reported by 34 nurses (68.0%), while 35 nurses (70.0%) demonstrated high resilience. Statistical analysis revealed a significant association between self confidence and resilience (p = 0.005; OR = 6.00; 95% CI: 1.60–22.55), indicating greater odds of high resilience among nurses with high self confidence. Conclusion: Self confidence was significantly associated with resilience among emergency nurses. Integrating psychological capacity building into hospital disaster preparedness programs may strengthen nurses' adaptive capabilities and support emergency care readiness.

زمینه: پرستاران اورژانس در مناطق زلزله‌خیز به منابع روان‌شناختی برای حفظ تاب‌آوری، مدیریت استرس شغلی و ارائه مراقبت مؤثر در هنگام بلایا نیاز دارند. اعتماد به نفس ممکن است به توانایی آن‌ها در سازگاری با موقعیت‌های بالینی چالش‌برانگیز کمک کند. اهداف: این مطالعه ارتباط بین اعتماد به نفس و تاب‌آوری را در میان پرستاران بخش اورژانس بیمارستان عمومی منطقه‌ای Sayang، شهرستان Cianjur، اندونزی مورد بررسی قرار داد. روش‌ها: یک مطالعه مقطعی کمی با مشارکت ۵۰ پرستار بخش اورژانس که از طریق نمونه‌گیری کل انتخاب شدند، انجام شد. اعتماد به نفس و تاب‌آوری با استفاده از پرسشنامه‌های ساختاریافته ارزیابی شد. ارتباطات با استفاده از آزمون کای دو بررسی شد و نسبت شانس (OR) و فاصله اطمینان ۹۵٪ (CI) برای برآورد قدرت ارتباط محاسبه گردید. نتایج: ۳۴ پرستار (۶۸٫۰٪) اعتماد به نفس بالا و ۳۵ پرستار (۷۰٫۰٪) تاب‌آوری بالا را گزارش کردند. تحلیل آماری ارتباط معناداری بین اعتماد به نفس و تاب‌آوری نشان داد (p = 0.005؛ OR = 6.00؛ 95% CI: 1.60–22.55)، که نشان‌دهنده شانس بیشتر تاب‌آوری بالا در میان پرستارانی با اعتماد به نفس بالا است. نتیجه‌گیری: اعتماد به نفس با تاب‌آوری در میان پرستاران اورژانس ارتباط معناداری داشت. ادغام برنامه‌های توانمندسازی روان‌شناختی در برنامه‌های آمادگی بیمارستان برای بلایا می‌تواند قابلیت‌های سازگاری پرستاران را تقویت کرده و آمادگی مراقبت اورژانس را حمایت کند.

This study examines career development as a predictor of achievement motivation among public elementary school teachers in Pabelan District, Semarang Regency, Indonesia. The study employed a quantitative approach with a cross-sectional design. The population consisted of public elementary school teachers in Pabelan District, and data were collected from 128 teachers using structured Likert-scale questionnaires measuring career development and achievement motivation. The data were analyzed using descriptive statistics, assumption testing, and simple linear regression to determine the predictive association between career development and teachers’ achievement motivation. The findings indicate that teachers’ achievement motivation was generally high, with a mean score of 148.09, while career development also demonstrated a relatively favorable level, with a mean score of 128.93. Among the dimensions of achievement motivation, the need for affiliation obtained the highest percentage (88.10%), followed by the need for achievement (87.30%) and the need for power (85.40%). Regarding career development, self-development showed the highest percentage (87.50%), followed by experience (86.90%) and work performance (82.90%). Regression analysis indicated a positive and statistically significant predictive association between career development and achievement motivation. The estimated regression model was Ŷ = 52.86 + 0.74X, with an estimated R² of 0.490, indicating that career development statistically accounted for approximately 49.0% of the variance in achievement motivation within the sample. These findings highlight the importance of providing sustainable opportunities for teachers’ professional growth, career development, and self-improvement to support achievement-oriented motivation.

این پژوهش، توسعه شغلی را به‌عنوان پیش‌بینی‌کننده انگیزه دستاورد در میان معلمان مدارس ابتدایی دولتی در منطقه پابلان، شهرستان سمراگ، اندونزی مورد بررسی قرار می‌دهد. این مطالعه از رویکردی کمی با طرح مقطعی استفاده کرد. جامعه آماری شامل معلمان مدارس ابتدایی دولتی منطقه پابلان بود و داده‌ها از طریق پرسشنامه‌های ساختاریافته لیکرت که توسعه شغلی و انگیزه دستاورد را اندازه‌گیری می‌کردند، از ۱۲۸ معلم جمع‌آوری شد. داده‌ها با استفاده از آمار توصیفی، آزمون فرضیات و رگرسیون خطی ساده برای تعیین رابطه پیش‌بینی‌کننده بین توسعه شغلی و انگیزه دستاورد معلمان تحلیل شدند. یافته‌ها نشان داد که انگیزه دستاورد معلمان به‌طور کلی بالا بود، با میانگین نمره ۱۴۸.۰۹، در حالی که توسعه شغلی نیز سطح نسبتاً مطلوبی را نشان داد، با میانگین نمره ۱۲۸.۹۳. در میان ابعاد انگیزه دستاورد، نیاز به تعلق‌گیری بالاترین درصد (۸۸.۱۰٪) را به خود اختصاص داد، پس از آن نیاز به دستاورد (۸۷.۳۰٪) و نیاز به قدرت (۸۵.۴۰٪) قرار داشت. در مورد توسعه شغلی، خودتوسعه بالاترین درصد (۸۷.۵۰٪) را نشان داد، پس از آن تجربه (۸۶.۹۰٪) و عملکرد شغلی (۸۲.۹۰٪). تحلیل رگرسیون نشان داد که رابطه پیش‌بینی‌کننده مثبت و معناداری از نظر آماری بین توسعه شغلی و انگیزه دستاورد وجود دارد. مدل رگرسیون تخمین‌زده‌شده به صورت Ŷ = 52.86 + 0.74X بود، با R² تخمین‌زده‌شده ۰.۴۹۰ که نشان می‌دهد توسعه شغلی به‌طور آماری حدود ۴۹.۰٪ از واریانس انگیزه دستاورد را در نمونه توضیح می‌دهد. این یافته‌ها بر اهمیت فراهم‌سازی فرصت‌های پایدار برای رشد حرفه‌ای، توسعه شغلی و خودبهبودی معلمان برای حمایت از انگیزه مبتنی بر دستاورد تأکید دارند.

The purpose of this paper is to identify the strategies for developing and unlocking the professional capability and capacity of senior hospital managers in Nepal. This research is the first published study outlining the self-perspectives of Nepalese senior hospital managers on their capability and capacity development. The study utilised a qualitative descriptive design as the second phase of a larger sequential mixed methods research project. Data were collected from 11 senior hospital managers through semi-structured interviews conducted online via the Zoom online videoconferencing platform between August to October 2024. Four key themes identified were: Stability, continuity and coherence; Practical and logistical constraints; Interference, conflict and control; and managing the mismatch between ability and expectations. Findings highlight breakages in work roles and pervasiveness of political and opportunistic individual actions alongside complex and lengthy bureaucratic processes that stifled senior public hospital managers working roles. Along with well-organised administrative procedures, appropriate compliance training for senior hospital managers is sought essential. Findings from this study may be broadly applicable to other under resourced countries in the Asia Pacific region.

The article is devoted to substantiating the structural components of stress resilience of future managers in the process of professional training in institutions of professional pre- higher education. The relevance of the study is determined by the growing demands on the professional activity of a modern manager, which is characterized by high responsibility, the dynamic nature of management processes, the need for prompt decision-making, constructive interaction with people, and effective functioning under conditions of constant change and psycho- emotional workload. Based on the analysis of scientific sources, it has been established that there is no unified approach to determining the structure of stress resilience in contemporary psychological and pedagogical literature. Depending on their conceptual foundations, researchers focus on its emotional, cognitive, behavioral, motivational, and personal characteristics. In this study, stress resilience is considered as a form of psychological resilience that ensures an individual’s ability to adapt effectively to the influence of stressors, maintain the productivity of professional activity, and act constructively in complex managerial situations. The author’s structure of stress resilience of future managers has been substantiated, comprising motivational-value, cognitive- behavioral, emotional-regulatory, and reflexive-communicative components. It has been established that the motivational-value component determines an individual’s orientation towards developing their own stress resilience and awareness of its professional significance; the cognitive-behavioral component characterizes the level of knowledge about the nature of stress and the ability to apply effective ways of coping with it; the emotional-regulatory component ensures self-control, emotional balance, and the ability to act under conditions of psychological tension; the reflexive-communicative component is associated with self-analysis of professional activity, constructive interaction within a team, and readiness for personal and professional self-improvement. The proposed component structure can be used as a theoretical basis for developing criteria, indicators, pedagogical conditions, and a model for developing stress resilience in future managers.

Abstract This study examines whether and how RME can be performed as an epistemic object to broaden business schools’ education on climate change. The research builds on a qualitative case study involving 10 Finnish business schools. The analysis reveals that RME is performed as both an epistemic object and a boundary object, with different implications for its embeddedness within institutions. Our findings show how accreditations have introduced RME as a boundary object enforcing performativity around sustainability themes yet enabling disciplines to maintain their distinct or limited roles. At the same time, RME is met with both resistance and compliance, depending on how well the object fits with disciplinary boundaries and career trajectories. Lastly, as an epistemic object, RME encourages co‐reflexivity, which is essential for climate‐proofing business schools. We discuss the possibilities of a hybrid orientation of RME as both a boundary object and an epistemic object for enforcing climate‐orientation in management education.

Purpose: The COVID-19 pandemic has increased the workload of medical personnel providing patient care, particularly inpatient nurses. Field interviews with nurses at hospitals in Bandung City indicated increased fatigue and sleepiness during the new normal adaptation period. This study aimed to measure mental workload and sleepiness among inpatient nurses in Bandung City. Methodology: A total of 275 inpatient nurses participated by completing the National Aeronautics and Space Administration Task Load Index (NASA-TLX) questionnaire to assess mental workload and the Karolinska Sleepiness Scale (KSS) to measure sleepiness. Results: Mental workload among inpatient nurses ranged from high to very high, with scores between 76.93 ± 13.18 and 81.36 ± 13.53. Hospital characteristics, gender, age, and marital status were identified as factors associated with excessive mental workload. KSS scores indicated that nurses were in the very alert to alert range after completing their duties. Furthermore, 60.73% of nurses experienced very high mental workload, while 68.73% were classified as very alert. Conclusion: The findings indicate the need for hospital management to improve working conditions through better shift scheduling, resource allocation, and equitable distribution of staff support facilities to address the needs of inpatient nurses. Originality: This study examines mental workload and sleepiness simultaneously among inpatient nurses in Bandung City and identifies factors associated with excessive mental workload, providing a basis for improving hospital workforce management during the new normal adaptation period.

Purpose: Although leadership behaviors have been widely examined in relation to teacher outcomes, limited empirical research has explored how different leadership dimensions influence teachers’ morale within highly centralized educational systems such as Thailand’s primary education sector. Existing studies have often emphasized administrative control and procedural compliance, while comparatively less attention has been given to the role of relationship-oriented leadership behaviors in sustaining teachers’ morale within centralized administrative contexts. This study therefore examines the relationship between leadership behaviors within educational administration and teachers’ morale in Thai primary schools in central Thailand. Research design, data and methodology: This study employed a quantitative research design using a survey approach. Data were collected from 417 teachers and educational personnel working in primary schools across central Thailand through anonymous self-administered questionnaires. Leadership behaviors were categorized into task-oriented and relationship-oriented dimensions, while teachers’ morale was examined through Herzberg’s Motivation-Hygiene Theory. Descriptive statistics, Pearson correlation analysis, and multiple regression analysis were employed to examine the relationships between leadership behaviors and teachers’ morale. Results: The findings revealed that both task-oriented and relationship-oriented leadership behaviors were positively associated with teachers’ morale. Relationship-oriented leadership behaviors, particularly motivation and participation, demonstrated stronger predictive influence on teachers’ morale than task-oriented dimensions such as planning and supervision. The regression model explained a substantial proportion of variance in teachers’ morale, indicating that interpersonal and participatory leadership practices play an important role within centralized educational environments. Conclusions: The study contributes empirical evidence to educational administration research by demonstrating that leadership effectiveness within centralized educational systems may involve not only administrative coordination and policy implementation but also relationship-oriented leadership practices that support teachers’ professional well-being. The findings further suggest that balancing organizational structure with human-centered leadership may help sustain teachers’ morale within Thai primary schools.

Background: Job instability within teachers in Nepal's private schools is a persistent matter, however its combined impacts on teaching performance and organizational trust remain under investigated. In this research, "permanent" denotes benefit-eligible status (teachers who get a provident fund, social security fund, insurance allowance, and government-standard paid leave after a certain qualifying period) whereas "temporary or contract-based" denotes teachers are deprived of one or more of these advantages. Objectives: This research investigates (i) the impact of job stability type on teaching performance and workplace effectiveness, (ii) the relationship between organizational job-security assist and organizational trust, and (iii) the joint predictive effect of both independent variables, along with quality of communication and collaboration tested as a possible moderator. Methods: A quantitative comparative-correlational approach was applied. Data were gathered from 219 teachers in private schools of Kathmandu Valley via a structured questionnaire utilizing a 5-point Likert scale. Item-level descriptives applied median and IQR; construct-level composites were examined applying independent-samples *t*-test, Pearson correlation, and multiple regression in SPSS. Job status was defined by availability of organizational benefits: permanent (benefit-eligible) teachers get provident fund, social security fund contributions, insurance allowance, and government-standard paid leave after a qualifying period, whereas contract-based teachers are deprived of. Results: Permanent teachers reported substantially higher teaching performance (M difference = 0.254, *p* = .036) and organizational trust (M difference = 0.269, *p* = .027) than temporary teachers. Multiple regression displayed that perceived employment stability (β = .560, *p* < .001) and institutional job-security support (β = .352, *p* < .001) combinely predicted teaching performance, R² = .793, F(2, 216) = 414.87, *p* < .001. For organizational trust, both predictors were additionally significant (β = .443 and .510, both *p* < .001), R² = .863, F(2, 216) = 677.95, *p* < .001. Moderation by communication quality was not assisted (all four interactions non-significant; *p* > .05). EFA extracted two factors justifying 73.75% of variance; Harman's test exhibited 54.64% on the first factor, just above the 50% threshold. Conclusion: Both perceived employment stability and institutional job-security assist independently and collectively predict teaching performance and organizational trust. Permanent employment is connected with higher results. Moderation by communication quality was not assisted. Novelty: This is within the first research to integrate employment stability type and institutional job-security assist in collectively predicting both teaching performance and organizational trust in Nepal's private school field, applying ordinal-appropriate item-level descriptives and composite-level parametric analysis.

This article develops a professional development approach that uses digital management projects to strengthen the managerial competence of vocational education leaders. The aim is to design a mechanism for transferring learning from a short training module into everyday management practice. The article employed documentary analysis of theoretical and methodological materials and compared them with primary sources on constructive alignment, the transfer of acquired knowledge to professional practice, and digital competence frameworks. The units of analysis are curriculum topics, allocated learning time, management actions and verifiable practical outputs. The documented module comprises twelve hours, equally divided between theoretical and practical sessions; its table does not specify independent study hours. A sequence of problem identification, solution modelling, bounded implementation and reflective analysis is proposed. The classroom module is linked to twenty-four hours of workplace project activity, producing a proposed thirty-six-hour pathway. Expected outputs include a decision rationale, a data dictionary, a monitoring table and an improvement plan. The contribution is an explicit instructional connection between learning a digital tool and substantiating a management decision. The proposed pathway has not undergone a new experimental evaluation. Conditions for subsequent testing and limitations of the design are specified

This community service program aimed to strengthen research competencies among students and lecturers of the Department of Management, Faculty of Economics and Business, Pattimura University, through Structural Equation Modeling (SEM-PLS) training using SmartPLS 4.0. The program involved 44 participants, consisting of 22 students and 22 lecturers, divided into two training sessions. The training methods included lectures, software demonstrations, hands-on practice, and interactive discussions. The materials covered research model development, measurement model evaluation, structural model assessment, hypothesis testing, and interpretation of statistical results. The program provided participants with practical learning opportunities to understand the application of SEM-PLS in quantitative management research. The training is expected to support undergraduate thesis preparation, lecturer research activities, and scientific manuscript development. Continued mentoring and systematic evaluation are recommended to assess improvements in participants' analytical competencies and support sustainable research capacity development.

Discipline in memorizing the Qur’an is an important aspect of the tahfiz program because students are required to be consistent in memorizing, reviewing, and maintaining their memorization. In its implementation, students have different levels of motivation, memorization ability, and readiness to submit their memorization. Some students are still reluctant to submit their memorization, lack focus during learning activities, or experience difficulties in maintaining consistency. Therefore, teacher strategies are needed to support students in developing discipline in memorizing the Qur’an. This study aims to describe the strategies applied by teachers to improve discipline in Qur’an memorization among eighth-grade students in the tahfiz program at MTs Assa’adah II Bungah Gresik, the impact of these strategies, and the supporting and inhibiting factors in their implementation. This research employed a qualitative approach with a descriptive research design. Data were collected through observation, interviews, and documentation. The data were analyzed using the interactive model of Miles and Huberman through data condensation, data display, and conclusion drawing and verification. The findings indicate that teachers applied strategies including setting memorization targets according to students’ abilities, habituating muroja’ah, providing examples, and giving motivation and guidance to students. The strategies had an impact on students’ discipline in maintaining memorization, conducting muroja’ah, managing their time, and achieving memorization targets. Supporting factors included a conducive learning environment, students’ intrinsic motivation, parental support, and teacher guidance and motivation. Inhibiting factors included fluctuating student motivation, differences in memorization abilities, lack of readiness for memorization submission, and distractions during learning activities. These findings indicate that teacher strategies play a role in supporting the development of students’ discipline and consistency in Qur’an memorization.

انضباط در حفظ قرآن یکی از جنبه‌های مهم برنامهٔ تحفیظ است، زیرا از دانش‌آموزان انتظار می‌رود در حفظ، مرور و نگهداری محفوظات خود استمرار داشته باشند. در اجرای این برنامه، دانش‌آموزان دارای سطوح مختلفی از انگیزه، توانایی حفظ و آمادگی برای ارائهٔ محفوظات خود هستند. برخی دانش‌آموزان همچنان در ارائهٔ محفوظات خود تردید دارند، در فعالیت‌های یادگیری تمرکز کافی ندارند یا در حفظ استمرار با دشواری مواجه می‌شوند. بنابراین، به کارگیری راهبردهای معلمان برای حمایت از دانش‌آموزان در توسعهٔ انضباط در حفظ قرآن ضروری است. هدف این پژوهش توصیف راهبردهای به‌کاررفته توسط معلمان برای ارتقای انضباط در حفظ قرآن در میان دانش‌آموزان پایه هشتم برنامهٔ تحفیظ در مدرسهٔ MTs Assa’adah II Bungah Gresik، تأثیر این راهبردها و عوامل تسهیل‌کننده و بازدارنده در اجرای آن‌ها است. این پژوهش با رویکرد کیفی و طرح پژوهش توصیفی انجام شده است. داده‌ها از طریق مشاهده، مصاحبه و اسناد جمع‌آوری شده‌اند. تحلیل داده‌ها با استفاده از مدل تعاملی Miles و Huberman از طریق تقطیع داده‌ها، نمایش داده‌ها و نتیجه‌گیری و تأیید انجام شده است. یافته‌ها نشان می‌دهد که معلمان راهبردهایی از جمله تعیین اهداف حفظ متناسب با توانایی دانش‌آموزان، عادت‌دهی به مرور (مراجعه)، ارائهٔ الگو و انگیزش و راهنمایی به دانش‌آموزان را به کار گرفته‌اند. این راهبردها بر انضباط دانش‌آموزان در نگهداری محفوظات، انجام مرور، مدیریت زمان و دستیابی به اهداف حفظ تأثیرگذار بوده است. عوامل تسهیل‌کننده شامل محیط یادگیری مناسب، انگیزهٔ درونی دانش‌آموزان، حمایت والدین و راهنمایی و انگیزش معلمان بوده است. عوامل بازدارنده شامل نوسان انگیزهٔ دانش‌آموزان، تفاوت در توانایی حفظ، کمبود آمادگی برای ارائهٔ محفوظات و عوامل حواس‌پرتی در فعالیت‌های یادگیری بوده است. این یافته‌ها نشان می‌دهد که راهبردهای معلمان نقش مهمی در حمایت از توسعهٔ انضباط و استمرار دانش‌آموزان در حفظ قرآن ایفا می‌کند.

This study determined the relationship between self-efficacy and job satisfaction among secondary public-school teachers in the Dupax del Sur District. Using a quantitative-descriptive design, data were collected from 80 teachers from Ganao, Carolotan, and Dupax del Sur National High Schools through an adopted standardized questionnaire. Findings revealed that teachers possessed a high level of self-efficacy in student engagement, instructional strategies, and classroom management. They have high job satisfaction in compensation and benefits, leadership, social relationship, and work environment. Significant relationships found between teachers' self-efficacy in student engagement with compensation and benefits, social relationship, and leadership; and self-efficacy in classroom management with compensation and benefits. This indicates that teachers exhibited high self-efficacy and job satisfaction, driven by supportive leadership and a positive work environment. To sustain and further improve these positive outcomes, the implementation of the proposed action plan is strongly recommended. The action plan is designed to systematically enhance teachers’ self-efficacy and job satisfaction through targeted professional development initiatives, strengthened leadership support mechanisms, and structured recognition and reward programs. Effective implementation of this action plan will provide schools with a practical framework for fostering a supportive organizational climate, promoting continuous teacher growth, and ultimately improving teaching quality and educational outcomes.

این پژوهش به تعیین رابطه بین خودکارآمدی و رضایت شغلی معلمان مدارس دولتی مقطع متوسطه در ناحیه دپاکس دل سور پرداخت. با استفاده از طرح توصیفی-کمی، داده‌ها از طریق یک پرسشنامه استاندارد برگرفته‌شده از ۸۰ معلم از دبیرستان‌های ملی گائائو، کارولوتان و دپاکس دل سور جمع‌آوری شد. یافته‌ها نشان داد که معلمان دارای سطح بالایی از خودکارآمدی در درگیری دانش‌آموزان، راهبردهای آموزشی و مدیریت کلاس هستند. آن‌ها نیز از رضایت شغلی بالایی در زمینه‌های جبران خدمات و مزایا، رهبری، روابط اجتماعی و محیط کار برخوردارند. روابط معناداری میان خودکارآمدی معلمان در درگیری دانش‌آموزان با جبران خدمات و مزایا، روابط اجتماعی و رهبری؛ و همچنین میان خودکارآمدی در مدیریت کلاس با جبران خدمات و مزایا مشاهده شد. این موضوع نشان می‌دهد که معلمان دارای خودکارآمدی و رضایت شغلی بالایی هستند که تحت تأثیر رهبری حمایت‌گر و محیط کاری مثبت شکل گرفته است. برای تداوم و بهبود بیشتر این پیامدهای مثبت، اجرای برنامه عملیاتی پیشنهادی به شدت توصیه می‌شود. این برنامه عملیاتی با هدف ارتقای سیستماتیک خودکارآمدی و رضایت شغلی معلمان از طریق راهبردهای توسعه حرفه‌ای هدفمند، تقویت مکانیسم‌های حمایت رهبری و برنامه‌های ساختاریافته تقدیر و پاداش طراحی شده است. اجرای مؤثر این برنامه عملیاتی چارچوبی کاربردی برای مدارس جهت پرورش اقلیم سازمانی حمایت‌گر، ترویج رشد مستمر معلمان و در نهایت بهبود کیفیت تدریس و پیامدهای آموزشی فراهم خواهد کرد.

Counselors who migrated across national borders during training and practice could face complex ethical challenges shaped by cultural and systemic differences. However, understandings of how counselors experience ethical decision-making in transnational settings remain limited. Applying interpretative phenomenological analysis with a multi-group design, we examined the experiences of 18 Chinese counselors trained in the United States who were practicing in the United States (n = 10) or China (n = 8). We identified four cross-group themes: contextualizing “right” and “wrong,” navigating local regulatory systems, customizing ethical decision-making strategies, and opening spaces for ethical advancement. Group-specific subthemes further revealed contextual nuances across national contexts. Participants’ accounts reflected a dialectic interaction between internalized ethical values and shifting sociocultural structures. The findings extended existing ethical decision-making models by highlighting the role of contextual variability and identifying strategies to manage cultural and systemic discontinuities during ethical decision-making. Implications were discussed.

مشاورانی که در طول دوره آموزش و فعالیت حرفه‌ای خود از مرزهای ملی عبور کرده‌اند، ممکن است با چالش‌های اخلاقی پیچیده‌ای مواجه شوند که تحت تأثیر تفاوت‌های فرهنگی و نظام‌مند قرار دارند. با این حال، درک ما از نحوه تجربه تصمیم‌گیری اخلاقی توسط مشاوران در محیط‌های فراملی همچنان محدود است. با به‌کارگیری تحلیل پدیدارشناختی تفسیری و طراحی چندگروهی، تجارب ۱۸ مشاور چینی آموزش‌دیده در ایالات متحده که در ایالات متحده (n = 10) یا چین (n = 8) مشغول به فعالیت بودند، مورد بررسی قرار گرفت. چهار مضمون مشترک میان گروه‌ها شناسایی شد: زمینه‌مند کردن «درست» و «نادرست»، پیمایش نظام‌های مقرراتی محلی، سفارشی‌سازی راهبردهای تصمیم‌گیری اخلاقی و گشودن فضاهایی برای پیشرفت اخلاقی. زیرمضامین خاص هر گروه، تفاوت‌های زمینه‌ای میان بافت‌های ملی را بیشتر آشکار ساخت. روایت‌های مشارکت‌کنندگان بازتاب‌دهنده تعامل دیالکتیکی میان ارزش‌های اخلاقی درونی‌شده و ساختارهای اجتماعی‌فرهنگی متغیر بود. یافته‌ها با برجسته ساختن نقش تغییرپذیری زمینه‌ای و شناسایی راهبردهایی برای مدیریت ناپیوستگی‌های فرهنگی و نظام‌مند در فرآیند تصمیم‌گیری اخلاقی، مدل‌های موجود تصمیم‌گیری اخلاقی را گسترش دادند. پیامدها مورد بحث قرار گرفت.

BackgroundSleep disruption is common during postoperative hospitalisation and may be influenced by pain, overnight clinical care, and environmental factors.This quality improvement project assessed sleep quality among postoperative paediatric inpatients and identified potentially modifiable contributors to sleep disturbance. MethodologyA clinical audit was conducted on a paediatric inpatient ward between April and June 2026.Children aged 0-18 years admitted following elective or emergency orthopaedic surgery and requiring at least one overnight postoperative stay were eligible.Parents or carers completed a questionnaire after the child's first postoperative night assessing sleep quality, nighttime awakenings, causes of sleep disturbance, ward noise and lighting, clustering of overnight care, assessment of sleep needs, and parent/carer sleep.Responses were analysed descriptively using frequencies and percentages. ResultsIn total, 19 questionnaires were included: 14 from children accommodated in multi-bed bays and five from children in individual cubicles.In bays, eight of 14 (57.1%)children were reported to have fair sleep and six (42.9%) woke more than five times overnight.In cubicles, two of five (40.0%) children were reported to have good sleep and one (20.0%)woke more than five times.Nursing observations were reported as a contributor to sleep disturbance in 10 of 14 (71.4%)children in bays and four of five (80.0%) in cubicles.Pain contributed to sleep disturbance in 10 of 19 (52.6%) children overall.Most respondents reported that the ward was quiet overnight and that lights were kept low.However, only seven of 19 (36.8%) families reported being asked about their child's sleep needs.Parent/carer sleep was also frequently disrupted. ConclusionsPostoperative sleep disruption was common, with nursing observations and pain among the most frequently reported contributors.Despite generally favourable perceptions of overnight noise and lighting, opportunities for improvement were identified in assessment of individual sleep needs, coordination of overnight care where clinically appropriate, and optimisation of pain management.A subsequent audit cycle following implementation of these measures will assess their impact on sleep-related outcomes.

زمینه و هدف: اختلال خواب در دوران بستری پس از عمل جراحی شایع است و ممکن است تحت تأثیر درد، مراقبت‌های بالینی شبانه و عوامل محیطی قرار گیرد. این پروژه بهبود کیفیت، کیفیت خواب بیماران بستری کودکان پس از عمل جراحی را ارزیابی کرده و عوامل قابل اصلاح مؤثر بر اختلال خواب را شناسایی نمود. روش: یک ممیزی بالینی در بخش بستری کودکان بین آوریل تا ژوئن ۲۰۲۶ انجام شد. کودکان ۰ تا ۱۸ سال که پس از جراحی ارتوپدی انتخابی یا اورژانسی بستری شده و حداقل یک شب پس از عمل در بیمارستان مانده بودند، واجد شرایط بودند. والدین یا مراقبان پس از اولین شب پس از عمل کودک، پرسشنامه‌ای را در خصوص کیفیت خواب، بیدار شدن‌های شبانه، علل اختلال خواب، سر و صدای بخش و نورپردازی، تجمع مراقبت‌های شبانه، ارزیابی نیازهای خواب و خواب والدین/مراقبان تکمیل کردند. پاسخ‌ها به صورت توصیفی با استفاده از فراوانی و درصدها تحلیل شد. نتایج: در مجموع ۱۹ پرسشنامه وارد مطالعه شد: ۱۴ مورد مربوط به کودکانی که در بخش‌های چندتخته بستری بودند و پنج مورد مربوط به کودکانی که در اتاق‌های انفرادی قرار داشتند. در بخش‌های چندتخته، خواب هشت نفر از ۱۴ کودک (۵۷/۱٪) متوسط گزارش شد و شش نفر (۴۲/۹٪) بیش از پنج بار در طول شب بیدار شدند. در اتاق‌های انفرادی، خواب دو نفر از پنج کودک (۴۰/۰٪) خوب گزارش شد و یک نفر (۲۰/۰٪) بیش از پنج بار بیدار شد. مشاهدات پرستاری به عنوان یکی از عوامل اختلال خواب در ۱۰ نفر از ۱۴ کودک (۷۱/۴٪) در بخش‌های چندتخته و چهار نفر از پنج کودک (۸۰/۰٪) در اتاق‌های انفرادی گزارش شد. درد در مجموع در ۱۰ نفر از ۱۹ کودک (۵۲/۶٪) به عنوان عامل اختلال خواب نقش داشت. اکثر پاسخ‌دهندگان گزارش کردند که بخش در طول شب آرام بوده و نور کم نگه داشته شده است. با این حال، تنها هفت خانواده از ۱۹ خانواده (۳۶/۸٪) گزارش کردند که در مورد نیازهای خواب کودکشان از آن‌ها سؤال شده است. خواب والدین/مراقبان نیز اغلب مختل شده بود. نتیجه‌گیری: اختلال خواب پس از عمل شایع بود و مشاهدات پرستاری و درد از جمله عوامل گزارش‌شده مهم بودند. علی‌رغم برداشت کلی مثبت از سر و صدای شبانه و نورپردازی، فرصت‌هایی برای بهبود در ارزیابی نیازهای فردی خواب، هماهنگی مراقبت‌های شبانه در صورت امکان بالینی و بهینه‌سازی مدیریت درد شناسایی شد. یک چرخه ممیزی بعدی پس از اجرای این اقدامات، تأثیر آن‌ها را بر پیامدهای مرتبط با خواب ارزیابی خواهد کرد.

The opportunities are available to work as research scientist, teacher, Marketing Manager, science writer, Quality Control Officer orproduction in-charge in the food, chemical and pharmaceutical industry, Analyst (Venture-Capitalist) Environmental /Safety Specialist.Biotechnology companies require corporate executives with business/ management degrees. A graduate in biotechnology can get a job in government sector such as universities and colleges, research institutes or at private centers as research scientist/assistant.

فرصت‌های شغلی برای فعالیت به عنوان پژوهشگر علمی، مدرس، مدیر بازاریابی، نویسنده علمی، مسئول کنترل کیفیت یا مسئول تولید در صنایع غذایی، شیمیایی و داروسازی وجود دارد. همچنین امکان اشتغال به عنوان تحلیل‌گر (سرمایه‌گذار مخاطره‌پذیر) و متخصص محیط زیست/ایمنی فراهم است. شرکت‌های زیست‌فناوری به مدیران اجرایی با مدارک مدیریت یا کسب‌وکار نیاز دارند. فارغ‌التحصیل زیست‌فناوری می‌تواند در بخش دولتی مانند دانشگاه‌ها و پژوهشگاه‌ها یا در مراکز خصوصی به عنوان پژوهشگر یا دستیار پژوهشی مشغول به کار شود.