搜索结果：Organizational Behavior and Human Resource Management

Comprehensive, comparable, and timely estimates of demographic metrics-including life expectancy and age-specific mortality-are essential for evaluating, understanding, and addressing trends in population health. The COVID-19 pandemic highlighted the importance of timely and all-cause mortality estimates for being able to respond to changing trends in health outcomes, showing a strong need for demographic analysis tools that can produce all-cause mortality estimates more rapidly with more readily available all-age vital registration (VR) data. The Global Burden of Diseases, Injuries, and Risk Factors Study (GBD) is an ongoing research effort that quantifies human health by estimating a range of epidemiological quantities of interest across time, age, sex, location, cause, and risk. This study-part of the latest GBD release, GBD 2023-aims to provide new and updated estimates of all-cause mortality and life expectancy for 1950 to 2023 using a novel statistical model that accounts for complex correlation structures in demographic data across age and time. We used 24 025 data sources from VR, sample registration, surveys, censuses, and other sources to estimate all-cause mortality for males, females, and all sexes combined across 25 age groups in 204 countries and territories as well as 660 subnational units in 20 countries and territories, for the years 1950-2023. For the first time, we used complete birth history data for ages 5-14 years, age-specific sibling history data for ages 15-49 years, and age-specific mortality data from Health and Demographic Surveillance Systems. We developed a single statistical model that incorporates both parametric and non-parametric methods, referred to as OneMod, to produce estimates of all-cause mortality for each age-sex-location group. OneMod includes two main steps: a detailed regression analysis with a generalised linear modelling tool that accounts for age-specific covariate effects such as the Socio-demographic Index (SDI) and a population attributable fraction (PAF) for all risk factors combined; and a non-parametric analysis of residuals using a multivariate kernel regression model that smooths across age and time to adaptably follow trends in the data without overfitting. We calibrated asymptotic uncertainty estimates using Pearson residuals to produce 95% uncertainty intervals (UIs) and corresponding 1000 draws. Life expectancy was calculated from age-specific mortality rates with standard demographic methods. For each measure, 95% UIs were calculated with the 25th and 975th ordered values from a 1000-draw posterior distribution. In 2023, 60·1 million (95% UI 59·0-61·1) deaths occurred globally, of which 4·67 million (4·59-4·75) were in children younger than 5 years. Due to considerable population growth and ageing since 1950, the number of annual deaths globally increased by 35·2% (32·2-38·4) over the 1950-2023 study period, during which the global age-standardised all-cause mortality rate declined by 66·6% (65·8-67·3). Trends in age-specific mortality rates between 2011 and 2023 varied by age group and location, with the largest decline in under-5 mortality occurring in east Asia (67·7% decrease); the largest increases in mortality for those aged 5-14 years, 25-29 years, and 30-39 years occurring in high-income North America (11·5%, 31·7%, and 49·9%, respectively); and the largest increases in mortality for those aged 15-19 years and 20-24 years occurring in Eastern Europe (53·9% and 40·1%, respectively). We also identified higher than previously estimated mortality rates in sub-Saharan Africa for all sexes combined aged 5-14 years (87·3% higher in GBD 2023 than GBD 2021 on average across countries and territories over the 1950-2021 period) and for females aged 15-29 years (61·2% higher), as well as lower than previously estimated mortality rates in sub-Saharan Africa for all sexes combined aged 50 years and older (13·2% lower), reflecting advances in our modelling approach. Global life expectancy followed three distinct trends over the study period. First, between 1950 and 2019, there were considerable improvements, from 51·2 (50·6-51·7) years for females and 47·9 (47·4-48·4) years for males in 1950 to 76·3 (76·2-76·4) years for females and 71·4 (71·3-71·5) years for males in 2019. Second, this period was followed by a decrease in life expectancy during the COVID-19 pandemic, to 74·7 (74·6-74·8) years for females and 69·3 (69·2-69·4) years for males in 2021. Finally, the world experienced a period of post-pandemic recovery in 2022 and 2023, wherein life expectancy generally returned to pre-pandemic (2019) levels in 2023 (76·3 [76·0-76·6] years for females and 71·5 [71·2-71·8] years for males). 194 (95·1%) of 204 countries and territories experienced at least partial post-pandemic recovery in age-standardised mortality rates by 2023, with 61·8% (126 of 204) recovering to or falling below pre-pandemic levels. There were several mortality trajectories during and following the pandemic across countries and territories. Long-term mortality trends also varied considerably between age groups and locations, demonstrating the diverse landscape of health outcomes globally. This analysis identified several key differences in mortality trends from previous estimates, including higher rates of adolescent mortality, higher rates of young adult mortality in females, and lower rates of mortality in older age groups in much of sub-Saharan Africa. The findings also highlight stark differences across countries and territories in the timing and scale of changes in all-cause mortality trends during and following the COVID-19 pandemic (2020-23). Our estimates of evolving trends in mortality and life expectancy across locations, ages, sexes, and SDI levels in recent years as well as over the entire 1950-2023 study period provide crucial information for governments, policy makers, and the public to ensure that health-care systems, economies, and societies are prepared to address the world's health needs, particularly in populations with higher rates of mortality than previously known. The estimates from this study provide a robust framework for GBD and a valuable foundation for policy development, implementation, and evaluation around the world. Gates Foundation.

Timely and comprehensive analyses of causes of death stratified by age, sex, and location are essential for shaping effective health policies aimed at reducing global mortality. The Global Burden of Diseases, Injuries, and Risk Factors Study (GBD) 2023 provides cause-specific mortality estimates measured in counts, rates, and years of life lost (YLLs). GBD 2023 aimed to enhance our understanding of the relationship between age and cause of death by quantifying the probability of dying before age 70 years (70q0) and the mean age at death by cause and sex. This study enables comparisons of the impact of causes of death over time, offering a deeper understanding of how these causes affect global populations. GBD 2023 produced estimates for 292 causes of death disaggregated by age-sex-location-year in 204 countries and territories and 660 subnational locations for each year from 1990 until 2023. We used a modelling tool developed for GBD, the Cause of Death Ensemble model (CODEm), to estimate cause-specific death rates for most causes. We computed YLLs as the product of the number of deaths for each cause-age-sex-location-year and the standard life expectancy at each age. Probability of death was calculated as the chance of dying from a given cause in a specific age period, for a specific population. Mean age at death was calculated by first assigning the midpoint age of each age group for every death, followed by computing the mean of all midpoint ages across all deaths attributed to a given cause. We used GBD death estimates to calculate the observed mean age at death and to model the expected mean age across causes, sexes, years, and locations. The expected mean age reflects the expected mean age at death for individuals within a population, based on global mortality rates and the population's age structure. Comparatively, the observed mean age represents the actual mean age at death, influenced by all factors unique to a location-specific population, including its age structure. As part of the modelling process, uncertainty intervals (UIs) were generated using the 2·5th and 97·5th percentiles from a 250-draw distribution for each metric. Findings are reported as counts and age-standardised rates. Methodological improvements for cause-of-death estimates in GBD 2023 include a correction for the misclassification of deaths due to COVID-19, updates to the method used to estimate COVID-19, and updates to the CODEm modelling framework. This analysis used 55 761 data sources, including vital registration and verbal autopsy data as well as data from surveys, censuses, surveillance systems, and cancer registries, among others. For GBD 2023, there were 312 new country-years of vital registration cause-of-death data, 3 country-years of surveillance data, 51 country-years of verbal autopsy data, and 144 country-years of other data types that were added to those used in previous GBD rounds. The initial years of the COVID-19 pandemic caused shifts in long-standing rankings of the leading causes of global deaths: it ranked as the number one age-standardised cause of death at Level 3 of the GBD cause classification hierarchy in 2021. By 2023, COVID-19 dropped to the 20th place among the leading global causes, returning the rankings of the leading two causes to those typical across the time series (ie, ischaemic heart disease and stroke). While ischaemic heart disease and stroke persist as leading causes of death, there has been progress in reducing their age-standardised mortality rates globally. Four other leading causes have also shown large declines in global age-standardised mortality rates across the study period: diarrhoeal diseases, tuberculosis, stomach cancer, and measles. Other causes of death showed disparate patterns between sexes, notably for deaths from conflict and terrorism in some locations. A large reduction in age-standardised rates of YLLs occurred for neonatal disorders. Despite this, neonatal disorders remained the leading cause of global YLLs over the period studied, except in 2021, when COVID-19 was temporarily the leading cause. Compared to 1990, there has been a considerable reduction in total YLLs in many vaccine-preventable diseases, most notably diphtheria, pertussis, tetanus, and measles. In addition, this study quantified the mean age at death for all-cause mortality and cause-specific mortality and found noticeable variation by sex and location. The global all-cause mean age at death increased from 46·8 years (95% UI 46·6-47·0) in 1990 to 63·4 years (63·1-63·7) in 2023. For males, mean age increased from 45·4 years (45·1-45·7) to 61·2 years (60·7-61·6), and for females it increased from 48·5 years (48·1-48·8) to 65·9 years (65·5-66·3), from 1990 to 2023. The highest all-cause mean age at death in 2023 was found in the high-income super-region, where the mean age for females reached 80·9 years (80·9-81·0) and for males 74·8 years (74·8-74·9). By comparison, the lowest all-cause mean age at death occurred in sub-Saharan Africa, where it was 38·0 years (37·5-38·4) for females and 35·6 years (35·2-35·9) for males in 2023. Lastly, our study found that all-cause 70q0 decreased across each GBD super-region and region from 2000 to 2023, although with large variability between them. For females, we found that 70q0 notably increased from drug use disorders and conflict and terrorism. Leading causes that increased 70q0 for males also included drug use disorders, as well as diabetes. In sub-Saharan Africa, there was an increase in 70q0 for many non-communicable diseases (NCDs). Additionally, the mean age at death from NCDs was lower than the expected mean age at death for this super-region. By comparison, there was an increase in 70q0 for drug use disorders in the high-income super-region, which also had an observed mean age at death lower than the expected value. We examined global mortality patterns over the past three decades, highlighting-with enhanced estimation methods-the impacts of major events such as the COVID-19 pandemic, in addition to broader trends such as increasing NCDs in low-income regions that reflect ongoing shifts in the global epidemiological transition. This study also delves into premature mortality patterns, exploring the interplay between age and causes of death and deepening our understanding of where targeted resources could be applied to further reduce preventable sources of mortality. We provide essential insights into global and regional health disparities, identifying locations in need of targeted interventions to address both communicable and non-communicable diseases. There is an ever-present need for strengthened health-care systems that are resilient to future pandemics and the shifting burden of disease, particularly among ageing populations in regions with high mortality rates. Robust estimates of causes of death are increasingly essential to inform health priorities and guide efforts toward achieving global health equity. The need for global collaboration to reduce preventable mortality is more important than ever, as shifting burdens of disease are affecting all nations, albeit at different paces and scales. Gates Foundation.

Grounded on the Theory of Planned Behavior (TPB) and the Self-Determination Theory (STD), this study examines the mediating role of green perceptions of employees towards the organization (GPO) and green perceptions of employees towards the co-workers (GPC) in the relationship between green human resource management (GHRM) practices and pro-environmental behavior (PEB). Further, the moderating role of autonomous and controlled motivation was examined in relation to GHRM practices and GPO & GPC. Data were collected from 377 supervisors working in the hospitality sector of Pakistan. The results show a substantial correlation between GHRM practices and GPO and GPC. Furthermore, GPO and GPC are significantly linked with PEB. The moderation analysis showed that employees with higher autonomous motivation exhibited stronger links between green HRM practices and green perceptions of both their organization and co-workers, while controlled motivation weakens these relationships. These results clarify that sustainable employee behavior helps in addressing environmental challenges. To the literature on GHRM and sustainable organizational practices, these findings add new insights into the psychological processes that link GHRM practices with PEB.

To examine the impact of emotion-focused human resource management (EFHRM) on compassionate care behavior (CCB) among nursing staff, and to explore the mediating role of emotional labor and the moderating effect of public service motivation. CCB-nurses' empathetic and patient-centered actions that meet patients' emotional and physical needs-is essential for high-quality nursing care. However, its organizational antecedents remain underexplored. A cross-sectional survey was conducted among 272 nurses in hospital settings. EFHRM was assessed as a set of HR practices aimed at recognizing, supporting, and regulating employees' emotional needs and interpersonal sensitivities. Structural equation modeling was used to test the hypothesized relationships. EFHRM has a significant and positive effect on nurses' CCB. Emotional labor partially mediated this relationship, indicating that HR practices addressing emotional needs enhance CCB by promoting emotionally engaged work. Moreover, public service motivation significantly moderated the mediation effect: nurses with higher levels of public service motivation were more likely to translate emotional labor into CCB. These results underscore both the psychological mechanisms and contextual factors that influence compassionate care delivery. The findings highlight the importance of EFHRM practices that are sensitive to the emotional dynamics of caregiving. EFHRM not only facilitates the emotional conditions necessary for CCB but also interacts with intrinsic motivational traits to enhance care quality. Understanding these processes offers valuable insights for healthcare organizations aiming to promote sustained, patient-centered care. Organizations should adopt EFHRM strategies to create supportive emotional climates and cultivate compassionate care. Attention to both emotional labor and public service motivation can strengthen workforce resilience and patient outcomes in demanding care environments.

To keep pace with the evolving needs of enterprise development, Human Resource Management (HRM) must embrace digital and intelligent transformation. However, organizational change is inherently risky and unpredictable, and employees' willingness to proactively engage in such changes remains uncertain. Drawing on Social Cognitive Theory (SCT), Self-Determination Theory (SDT), and the Ability-Motivation-Opportunity (AMO) model, this study explores how employees' perceptions of digital-intelligent HRM change influence their proactive change behavior. Work engagement is introduced as a key mediating mechanism in this relationship. Person-organization fit serves as a significant moderator between work engagement and proactive change behavior, ultimately leading to greater employee enthusiasm. First, based on 390 valid responses, the study reveals that employees' perception of digital-intelligent HRM change has a positive impact on proactive change behavior. Second, work engagement partially mediates this relationship. Third, person-organization fit negatively moderates the relationship between work engagement and proactive change behavior. These findings suggest that managers should recognize the critical role of employees during organizational change, create a supportive environment for change, communicate change-related information effectively, and establish open feedback channels to encourage employees at all levels to engage in the change process.

Land degradation (LD) poses a major challenge to global sustainable development, with the attainment of land degradation neutrality recognised as a key indicator of Sustainable Development Goal 15.3 (SDG 15.3). This goal focuses on combating desertification, restoring degraded land and soil, and including land affected by desertification, drought, and floods, with the aim of creating a land degradation-neutral world by 2030. Eastern Inner Mongolia (EIM), a typical agro-pastoral transitional zone, has experienced increasingly severe LD in recent decades. Identifying its dominant drivers is essential for improving ecological governance and land use management capacity. This study employed the Global 30 m Land-Cover Dynamics Monitoring Product (GLC_FCS30D) to characterise the spatio-temporal patterns of LD across three periods: 1990-2000, 2000-2010, and 2010-2020. Twelve drivers were identified and categorised into four groups: natural, human activities, economic, and urbanisation. Using Partial Order Theory and the Hasse Diagram Technique, the influence intensity of each driver group was systematically evaluated and ranked for each period. The combination of POT and the HDT enables transparent, interpretable, and reproducible ranking of multiple drivers while accounting for nonlinear, hierarchical, and interdependent relationships, offering advantages over conventional statistical or machine learning methods. The results showed that: (1) from 1990 to 2020, approximately 23% of EIM experienced land cover change, with degradation rates of 0.78%, 0.36%, and 0.41% for the three periods, respectively, and restoration rates of 0.71%, 0.36%, and 0.29%, respectively, the net land degradation and restoration areas were 5.83 × 104 km2 and 4.62 × 104 km2, respectively; (2) the dominant drivers of LD were ranked and spatially distributed differently across each league and city; (3) In the first two periods, the order of influence was: urbanisation > natural > human activities > economic. In the third period, the order changed to: urbanisation > natural > economic > human activities. This study reveals the spatiotemporal dynamics and dominant drivers of LD in EIM, providing a scientific basis for formulating regional land management and ecological restoration policies. It also offers valuable references for optimizing land use strategies, curbing LD, and achieving the sustainable development goals.

The most important resource for an organization's success is still its human capital. Despite being the primary driver of organizational success, human resources' motivation and interpersonal dynamics are frequently taken into account independently of structural design. But in this paradigm, integrating structural and motivational theories is considered to be necessary to comprehend organizational behavior. The study offers a theoretical synthesis by applying McGregor's theories X and Y to Mintzberg's five organizational components-strategic apex, middle line, operating core, technostructure, and support staff-within a postmodern framework. Through conceptual clarification, advances in literature, and participant observations, the study demonstrates how managerial assumptions impact organizational dynamics across structural layers. The findings demonstrate that theory Y is compatible with leadership and knowledge-intensive roles, encouraging creativity, autonomy, and participatory decision-making, while hybrid X-Y applications optimize coordination and standardization functions, ensuring accountability and operational efficiency. By bridging classical and neoclassical paradigms to propose a structural-motivational alignment model, the study advances organizational theory, provides managers and policymakers with practical insights to create adaptive strategies that improve engagement, innovation, and resilience, and enhances the discussion in organizational psychology and management science. Future research on motivation-driven structural design in dynamic and complex environments will have a strong basis thanks to the interdisciplinary implications that span organizational psychology, leadership studies, and human resource management. Contribution: The study's unique contribution in this context is an applied concept that links McGregor's theories X and Y with Mintzberg's five components of organization while upholding the widely accepted premise that people are an organization's primary source of success.

The purpose of this study is to investigate how despotic leadership impacts workplace incivility through increased workload and to determine whether distributive justice moderates this relationship within selected higher education institutions in Rawalpindi and Islamabad. These two cities were specifically selected due to their significant representation of educational institutions, making them suitable samples for understanding dynamics within Pakistan's higher education context. This study examines the relationship between despotic leadership (DL) and work place incivility (WPI) within the higher education sector of Rawalpindi and Islamabad. Specifically, it explores the mediating role of workload and the moderating role of distributive justice in this relationship. Grounded in the Conservation of Resources (COR) theory, this research extends existing literature by elucidating how resource depletion and accumulation shape employee behavior. A quantitative, cross-sectional survey-based methodology was utilized, collecting responses from 381 employees from higher education institutions located in Rawalpindi and Islamabad, with data analyses through IBM SPSS 27 and AMOS 22 using Confirmatory Factor Analysis (CFA), reliability tests, ANOVA, descriptive statistics, and correlation, and process macro direct effects, mediation, and moderation analyses to examine the proposed relationships. Indicates that despotic leadership significantly contributes to workplace incivility, primarily through increased workload. However, distributive justice serves as a mitigating factor, attenuating the adverse effects of workload on workplace incivility. The results confirm the mediating role of workload and the negative moderating influence of distributive justice. These insights underscore the necessity for organizational leadership to adopt more equitable and ethical management practices. Additionally, human resource policies should emphasize fairness and actively address complaints related to unfair treatment. The study posits that maintaining fairness in workload distribution, enhancing hiring practices to deter the emergence of despotic leaders, and establishing secure mechanisms for reporting grievances are critical steps for organizations seeking to curb workplace incivility. It underscores the centrality of distributive justice in mitigating negative interpersonal dynamics and fostering a more positive organizational climate. Moreover, initiatives such as impartial investigations and civility training programs are identified as pivotal in strengthening workplace relationships and preventing the escalation of retaliatory behaviours that contribute to a spiraling effect of incivility. Our study is limited by its focus on higher education institutions in Islamabad and Rawalpindi, suggesting the need for future research across broader sectors, cities, and global contexts. This research extends prior work in organisational behaviour and leadership studies, particularly by building upon the Conservation of Resources (COR) theory and the workplace incivility literature. It empirically examines the effect of despotic leadership on workplace incivility, highlighting workload as a mediating mechanism and distributive justice as a moderating force. By focusing on the higher education context, the study addresses a significant gap, providing a nuanced understanding of how leadership dynamics and perceptions of fairness jointly influence patterns of incivility through a mediated moderation framework.

A healthy organization fosters an environment in which employees feel valued, motivated, and connected to their work. This study examines the relationship between organizational health and employee engagement using the Organizational Health Behavior Index (OHBI) as a multifaceted diagnostic framework, focusing on the joint effects of awareness, appreciation, and communication satisfaction. Data were collected from 7,548 employees across public, private, and semi-government sectors in Saudi Arabia, and Structural Equation Modeling (SEM) was employed to test direct and moderating relationships among the study constructs. Confirmatory Factor Analysis (CFA) demonstrated excellent model fit (CFI = 0.978; RMSEA = 0.048), with all factor loadings exceeding 0.70, supporting convergent and discriminant validity. The results indicate that awareness (&#x3b2; = 0.230), appreciation (&#x3b2; = 0.152), and communication satisfaction (&#x3b2; = 0.070) significantly predict employee engagement (p < 0.001). Moderation analysis further reveals that communication satisfaction strengthens the relationship between awareness and employee engagement (&#x3b2; = 0.082), while slightly attenuating the effect of appreciation (&#x3b2; = -0.027), highlighting its dual role as a contextual moderator. The findings offer actionable insights for enhancing employee engagement and fostering healthier organizational environments across diverse sectors. Although the study is situated within the Saudi Arabian context, the OHBI demonstrates broad applicability across different countries, industries, and organizational settings, providing a practical framework for assessing organizational health and supporting human resource management interventions.

The selection and appointment of qualified managers in health sciences schools are critically important due to their substantial impact on the performance of faculties and medical universities. Accordingly, the selection process should be based on criteria that effectively assess candidates' competencies and experiences in alignment with the principles of meritocracy and academic excellence. Unlike previous studies that have mainly focused on general academic leadership traits, this study introduces a comprehensive, merit-based competency framework specifically tailored to health sciences school management. This study aims to identify and define the essential competencies and qualifications required for managers of health sciences schools, including educational department heads and school deans, with an emphasis on a merit-based approach. This study employed a multi-method qualitative design, incorporating a scoping review, document analysis, semi-structured interviews, expert panel discussions, and the Delphi technique. The scoping review was conducted to identify key competencies and indicators relevant to the selection and appointment of medical school managers. We conducted a document analysis to examine national and governmental reports related to the Iranian medical universities. Also, we used semi-structured interviews and focus group discussions to explore stakeholders' perspectives on existing processes, selection criteria, and influencing factors. A manager selection framework was developed based on the findings. The Delphi technique was subsequently employed to validate and finalize the proposed process for appointing Educational Department Heads (EDHs) and Health Sciences School Deans (HSSDs). We identified a total of 18 criteria for the selection of EDHs and HSSDs which were categorized into five main domains of personal and character competencies, organizational and environmental knowledge, professionalism, educational background and expertise, and organizational role and engagement. In addition, the final checklist for selecting HSDs contains 16 specific criteria. This study also proposed a structured, seven-step process for the selection of EDHs. The findings of this study contribute to a paradigm shift in the traditional approach to appointing managers in health sciences schools. Our results indicated that EDHs and HSSDs should have expertise as well as a balanced combination of managerial competencies, human resource development capabilities, knowledge of organizational behavior, change management skills, and performance support strategies, which can significantly enhance their effectiveness and success in their leadership roles.

The interaction between groundwater and surface water plays a crucial role in regulating water resource availability and maintaining ecosystem stability, particularly through hydrochemical exchange processes. However, at the regional scale, the driving factors governing hydrochemical interactions between groundwater and surface water remain inadequately understood. This study aims to identify the dominant controlling factors and ion sources influencing hydrochemical interactions in the middle and lower reaches of the Yellow River. A comprehensive literature review was conducted on the hydrochemical characteristics of groundwater and surface water across China. Ultimately, 150 representative sampling sites located in the middle and lower Yellow River Basin were selected, encompassing 28,351 groundwater samples and 15,487 surface water samples. Sampling was conducted during both the rain and dry seasons, covering different hydrological periods. Hydrochemical characteristics were analyzed by using a combination of hydrogeochemical statistical methods, Piper diagrams, ion ratio relationships, Gibbs plots, and Principal Component Analysis (PCA). Furthermore, the Absolute Principal Component Scores-Multiple Linear Regression (APCS-MLR) model and PHREEQC geochemical simulations were applied to quantify the contributions of different ion sources and assess mineral dissolution and precipitation processes. The results show that the main ions in groundwater and surface water mainly come from rock weathering, evaporation, and human activities. The dissolution of carbonates and gypsum is the source of Ca2+, Mg2+ and HCO3 - in groundwater and surface water. In addition, the discharge of industrial wastewater and domestic sewage contributed significantly to Cl-, SO4 2- and Na+. The K+ and NO3 - ions might be due to the application of nitrogen and potassium fertilizers, although contributions from other sources (e.g., sewage, natural mineral dissolution) cannot be excluded. Moreover, the PCA and APCS-MLR analyses indicated that the hydrochemical interactions between groundwater and surface water were predominantly controlled by geological conditions (48.979%), followed by agricultural activities (16.773%), industrial influences (12.276%), and unidentified factors (21.972%). Among these, geological factors and mineral dissolution processes emerged as the most significant controls. Unidentified factors may include unmeasured variables such as atmospheric deposition, localized anthropogenic inputs, or complex groundwater-surface water exchange dynamics not fully captured by the model. These findings provide a comprehensive understanding of the mechanisms driving groundwater-surface water hydrochemical interactions and offer valuable insights for regional water resource management, sustainable utilization, and ecological environment conservation in the Yellow River Basin.

The fact that organizations face increasing complexity, crises and adverse events requires corporate leaders to respond rapidly and continuously while maintaining their wellbeing and high performance. Psychological resilience is crucial for navigating in extreme times. However, research on building resilience in leader contexts is scarce, particularly regarding how leaders learn to anticipate, cope with, and learn from crises and adversities. This protocol describes a randomized controlled study that examines the dynamics and impact of resilience training focusing both on self-leadership development (psychological resilience) for leading oneself and on leadership development for leading others (psychosocial resilience). Participants include formal leaders and key personnel responsible for leading organizational functions or units. The intervention group will receive resilience training, while the control group will be offered modified training post-intervention. The flexible intervention, grounded in applied positive psychology and cognitive interventions, will be longitudinal, incorporating experiential learning, and involving Human Management Resource (HRM) and educated Human Resource (HR) resilience trainers. Leaders will participate in 20 weekly and collective "resilience-sprints" during extreme times. Primary outcomes will be measured at three time points: before, during, and after the intervention to evaluate effects and explore resilience pathways. Continuous evaluations will identify the relevance of implemented resilience factors, and process evaluations will provide insights into contextual influences and dynamics of resilience building. The study integrates individual and organizational factors into a psychosocial resilience intervention designed as a comprehensive leader training program. The study protocol directs a study that aims to enhance empirical understanding of building leader resilience in extreme times of crisis and adversities, to benefit research in Management, HRM, and resilience fields. Ultimately, the study aim to help leaders face, cope, and adapt effectively by learning from experiences with the complexities of adverse and pressured organizational contexts.

To increase knowledge about organizations' OHSM, a specific focus should be placed on how managers, HR practitioners, and OHS representatives conduct OHSM. A content analysis was carried out based on semi-structured interviews with 18 managers, 6 HR practitioners, and 5 OHS representatives in different industries and occupations. All three roles had several OHS assignments. Managers initiate, lead, and check activities; HR practitioners develop routines and guidelines (strategic approach), while OHS representatives often initiate regular safety rounds and inspections (practical approach). The organizational conditions for fulfilling their assignments varied among the three roles. In general, managers and HR practitioners had more favourable conditions, while OHS representatives were dependent on others. Collaboration took place mostly between roles involved in strategic OHSM, i.e., top management and HR practitioners, while cooperation took place between roles involved in operational OHSM, i.e., (first-line) managers and OHS representatives. Regulation-based coordination occurred in a top-down manner through HR practitioners, while reactive coordination occurred in a bottom-up manner through OHS representatives. For more effective and successful OHSM, more developed interprofessional collaboration is needed between all involved roles. Such collaboration needs to be promoted through improved organizational conditions, regardless of role or organizational level.

The implementation of digital health technologies (DHTs) is a strategic priority for many health systems, yet integrating them into routine clinical use remains challenging. While numerous studies explore DHT adoption, few provide a comprehensive perspective across technologies and stakeholder groups. This review synthesises the most prevalent barriers and facilitators to DHT implementation in high-income healthcare settings. A scoping review was conducted following Joanna Briggs Institute and PRISMA-ScR guidelines. Publications from 2019 to 2024 reporting barriers or facilitators to DHT implementation in upper-middle and high-income countries were identified through systematic searches in PubMed and Scopus. An inductive approach guided iterative coding and thematic categorisation. Findings were synthesised based on frequency, overlap, and variation across technologies and stakeholder groups. From 15,327 unique records screened, 238 publications were included. In total, 2538 barriers and 1433 facilitators were identified, grouped into three overarching dimensions: human and social dynamics, organisational structure and management, and infrastructure and data security. Human and social factors such as resistance to change, scepticism, and limited digital literacy were the most frequently reported across the majority of technologies and stakeholder groups. Organisational barriers, including funding constraints, workflow misalignment, and limited leadership engagement, along with infrastructure-related challenges such as poor usability, data privacy concerns, and interoperability issues, were also substantial but were comparatively less frequent. Patterns varied by technology type (e.g., telehealth, mobile health apps, AI tools) and stakeholder group (e.g., healthcare professionals, health system managers, users of health services), highlighting the complex, context-dependent nature of DHT implementation. Successful DHT implementation demands more than technical readiness. It requires organisational leadership, robust infrastructure, and system-wide alignment. While human and social dynamics remain central, leadership, resource allocation, and robust infrastructures are equally critical. Current evidence often underemphasises structural barriers such as governance gaps, misaligned incentives, and technical limitations. Sustainable digital transformation requires a balanced approach combining top-down strategic guidance for regulatory clarity with bottom-up engagement to foster cultural change. Future research should operationalise governance strategies, leadership practices, and monitoring indicators that support long-term digital health integration. A prospective protocol was uploaded to the Open Science Framework: https://osf.io/vr7d9/ ( https://doi.org/10.17605/OSF.IO/VR7D9 ).

Cancer is a leading cause of death globally. Accurate cancer burden information is crucial for policy planning, but many countries do not have up-to-date cancer surveillance data. To inform global cancer-control efforts, we used the Global Burden of Diseases, Injuries, and Risk Factors Study (GBD) 2023 framework to generate and analyse estimates of cancer burden for 47 cancer types or groupings by age, sex, and 204 countries and territories from 1990 to 2023, cancer burden attributable to selected risk factors from 1990 to 2023, and forecasted cancer burden up to 2050. Cancer estimation in GBD 2023 used data from population-based cancer registration systems, vital registration systems, and verbal autopsies. Cancer mortality was estimated using ensemble models, with incidence informed by mortality estimates and mortality-to-incidence ratios (MIRs). Prevalence estimates were generated from modelled survival estimates, then multiplied by disability weights to estimate years lived with disability (YLDs). Years of life lost (YLLs) were estimated by multiplying age-specific cancer deaths by the GBD standard life expectancy at the age of death. Disability-adjusted life-years (DALYs) were calculated as the sum of YLLs and YLDs. We used the GBD 2023 comparative risk assessment framework to estimate cancer burden attributable to 44 behavioural, environmental and occupational, and metabolic risk factors. To forecast cancer burden from 2024 to 2050, we used the GBD 2023 forecasting framework, which included forecasts of relevant risk factor exposures and used Socio-demographic Index as a covariate for forecasting the proportion of each cancer not affected by these risk factors. Progress towards the UN Sustainable Development Goal (SDG) target 3.4 aim to reduce non-communicable disease mortality by a third between 2015 and 2030 was estimated for cancer. In 2023, excluding non-melanoma skin cancers, there were 18&#xb7;5 million (95% uncertainty interval 16&#xb7;4 to 20&#xb7;7) incident cases of cancer and 10&#xb7;4 million (9&#xb7;65 to 10&#xb7;9) deaths, contributing to 271 million (255 to 285) DALYs globally. Of these, 57&#xb7;9% (56&#xb7;1 to 59&#xb7;8) of incident cases and 65&#xb7;8% (64&#xb7;3 to 67&#xb7;6) of cancer deaths occurred in low-income to upper-middle-income countries based on World Bank income group classifications. Cancer was the second leading cause of deaths globally in 2023 after cardiovascular diseases. There were 4&#xb7;33 million (3&#xb7;85 to 4&#xb7;78) risk-attributable cancer deaths globally in 2023, comprising 41&#xb7;7% (37&#xb7;8 to 45&#xb7;4) of all cancer deaths. Risk-attributable cancer deaths increased by 72&#xb7;3% (57&#xb7;1 to 86&#xb7;8) from 1990 to 2023, whereas overall global cancer deaths increased by 74&#xb7;3% (62&#xb7;2 to 86&#xb7;2) over the same period. The reference forecasts (the most likely future) estimate that in 2050 there will be 30&#xb7;5 million (22&#xb7;9 to 38&#xb7;9) cases and 18&#xb7;6 million (15&#xb7;6 to 21&#xb7;5) deaths from cancer globally, 60&#xb7;7% (41&#xb7;9 to 80&#xb7;6) and 74&#xb7;5% (50&#xb7;1 to 104&#xb7;2) increases from 2024, respectively. These forecasted increases in deaths are greater in low-income and middle-income countries (90&#xb7;6% [61&#xb7;0 to 127&#xb7;0]) compared with high-income countries (42&#xb7;8% [28&#xb7;3 to 58&#xb7;6]). Most of these increases are likely due to demographic changes, as age-standardised death rates are forecast to change by -5&#xb7;6% (-12&#xb7;8 to 4&#xb7;6) between 2024 and 2050 globally. Between 2015 and 2030, the probability of dying due to cancer between the ages of 30 years and 70 years was forecasted to have a relative decrease of 6&#xb7;5% (3&#xb7;2 to 10&#xb7;3). Cancer is a major contributor to global disease burden, with increasing numbers of cases and deaths forecasted up to 2050 and a disproportionate growth in burden in countries with scarce resources. The decline in age-standardised mortality rates from cancer is encouraging but insufficient to meet the SDG target set for 2030. Effectively and sustainably addressing cancer burden globally will require comprehensive national and international efforts that consider health systems and context in the development and implementation of cancer-control strategies across the continuum of prevention, diagnosis, and treatment. Gates Foundation, St Jude Children's Research Hospital, and St Baldrick's Foundation.

Breast cancer is a leading cause of mortality and morbidity among females worldwide. As part of the Global Burden of Diseases, Injuries, and Risk Factors Study (GBD) 2023, we provided an updated comprehensive assessment of the epidemiological trends, disease burden, and risk factors associated with breast cancer globally, regionally, and nationally from 1990 to 2023. Breast cancer incidence, mortality, prevalence, years lived with disability (YLDs), years of life lost (YLLs), and disability-adjusted life-years (DALYs) were estimated by age and sex for 204 countries and territories from 1990 to 2023. Mortality estimates were generated using GBD Cause of Death Ensemble models, leveraging data from population-based cancer registration systems, vital registration systems, and verbal autopsies. Mortality-to-incidence ratios were calculated to derive both mortality and incidence estimates. Prevalence was calculated by combining incidence and modelled survival estimates. YLLs were established by multiplying age-specific deaths with the GBD standard life expectancy at the age of death. YLDs were estimated by applying disability weights to prevalence estimates. The sum of YLLs and YLDs equalled the number of DALYs. Breast cancer burden attributable to seven risk factors was examined through the comparative risk assessment framework. The GBD forecasting framework was used to forecast breast cancer incidence and mortality from 2024 to 2050. Age-standardised rates were calculated for each metric using the GBD 2023 world standard population. In 2023, there were an estimated 2&#xb7;30 million (95% uncertainty interval [UI] 2&#xb7;01 to 2&#xb7;61) breast cancer incident cases, 764&#x2008;000 deaths (672&#x2008;000 to 854&#x2008;000), and 24&#xb7;1 million (21&#xb7;3 to 27&#xb7;5) DALYs among females globally. In the World Bank low-income group, where a low age-standardised incidence rate (ASIR) was estimated (44&#xb7;2 per 100&#x2008;000 person-years [31&#xb7;2 to 58&#xb7;4]), the age-standardised mortality rate (ASMR) was the highest (24&#xb7;1 per 100&#x2008;000 [16&#xb7;8 to 31&#xb7;9]). The highest ASIR was in the high-income group (75&#xb7;7 per 100&#x2008;000 [67&#xb7;1 to 84&#xb7;0]), and the lowest ASMR was in the upper-middle-income group (11&#xb7;2 per 100&#x2008;000 [10&#xb7;2 to 12&#xb7;3]). Between 1990 and 2023, the ASIR in the low-income group increased by 147&#xb7;2% (38&#xb7;1 to 271&#xb7;7), compared with a 1&#xb7;2% (-11&#xb7;5 to 17&#xb7;2) change in the high-income group. The ASMR decreased in the high-income group, changing by -29&#xb7;9% (-33&#xb7;6 to -25&#xb7;9), but increased by 99&#xb7;3% (12&#xb7;5 to 202&#xb7;9) in the low-income group. The increase in age-standardised DALY rates followed that of ASMRs. Risk factors such as dietary risks, tobacco use, and high fasting plasma glucose contributed to 28&#xb7;3% (16&#xb7;6 to 38&#xb7;9) of breast cancer DALYs in 2023. The risk factors with a decrease in attributable DALYs between 1990 and 2023 were high alcohol use and tobacco. By 2050, the global incident cases of breast cancer among females were forecast to reach 3&#xb7;56 million (2&#xb7;29 to 4&#xb7;83), with 1&#xb7;37 million (0&#xb7;841 to 2&#xb7;02) deaths. The stable incidence and declining mortality rates of female breast cancer in high-income nations reflect success in screening, diagnosis, and treatment. In contrast, the concurrent rise in incidence and mortality in other regions signals health system deficits. Without effective interventions, many countries will fall short of the WHO Global Breast Cancer Initiative's ambitious target of achieving an annual reduction of 2&#xb7;5% in age-standardised mortality rates by 2040. The mounting breast cancer burden, disproportionately affecting some of the world's most vulnerable populations, will further exacerbate health inequalities across the globe without decisive immediate action. Gates Foundation, St Jude Children's Research Hospital.

Leishmaniases are neglected tropical diseases caused by Leishmania parasites and transmitted by infected phlebotomine sand flies, and they remain a major public health challenge in Morocco. The burden is dominated by cutaneous leishmaniasis (CL) and visceral leishmaniasis (VL), mainly associated with Leishmania major, Leishmania tropica, and L. infantum. Despite long-standing national control efforts aligned with the Sustainable Development Goals and the national ambition to eliminate leishmaniasis as a public health problem by 2030, transmission persists and continues to expand in some areas. Climate change, urbanization, and socioeconomic inequities are reshaping vector and reservoir distributions and intensifying human exposure, whereas emerging insecticide resistance threatens the sustainability of current vector-control approaches. In parallel, recent advances in artificial intelligence (AI) offer new opportunities to strengthen surveillance, diagnosis, and targeted interventions, yet their application to leishmaniasis control in Morocco remains limited. This narrative review synthesizes recent evidence on the epidemiology, transmission cycles, vectors, reservoirs, diagnostic approaches, and control strategies of leishmaniasis in Morocco, and critically discusses how AI-enabled tools, such as predictive risk mapping, automated vector identification, and image-based clinical decision support, could help address operational gaps. By integrating AI into existing public health frameworks and reinforcing data quality and capacity building, Morocco could improve early detection, optimize resource allocation, and accelerate progress toward the 2030 elimination goal.

The persistence of HIV-related stigma within workplace environments presents significant challenges to public health goals and organizational well-being. This review systematically examines the integration of business management strategies aimed at reducing stigma and enhancing support for employees affected by HIV across diverse workplace settings. Drawing from multidisciplinary perspectives, including public health, organizational behavior, and human resource management, this work identifies key intervention models, such as policy development, educational programs, leadership training, and Employee Assistance Programs. Specific attention is given to the critical role of leadership commitment, the creation of psychologically safe environments, and the implementation of multi-component, culturally sensitive interventions that address both visible and invisible dimensions of diversity. The review highlights how workplace dynamics surrounding disclosure dilemmas, confidentiality breaches, and enacted discrimination can negatively impact employee well-being and organizational productivity. Furthermore, it explores the intersectionality of HIV stigma with other marginalized identities, underscoring the necessity for targeted strategies that consider complex social identities and systemic inequities. Despite promising intervention outcomes, methodological weaknesses in existing studies - such as limited long-term evaluations and a lack of standardized measurement tools - remain pressing challenges. This review concludes by recommending evidence-based, participatory approaches that prioritize inclusive policies, robust employee support mechanisms, and stronger cross-sector collaborations to create healthier and more equitable workplaces for all employees, including those affected by HIV.

BackgroundThe evolving corporate landscape necessitates innovation in workplace practices to maintain a competitive advantage. Agile Human Resource Management (HRM) is increasingly recognised as a driver of innovative work behaviour, particularly in the education sector.ObjectiveThis study examines the impact of agile HRM on innovative work behaviour in Pakistan's education sector. It explores the mediating role of employee value co-creation and the moderating effect of top management championship in this relationship.MethodsA survey-based quantitative research design was employed, utilising snowball sampling to collect data from faculty members in private, public, and semi-government universities in Pakistan. Structural equation modelling (SEM) via Smart PLS 4.0 was used for hypothesis testing.ResultsThe findings indicate a strong positive relationship between agile HRM and innovative work behaviour. Employee value co-creation significantly mediates this relationship, emphasising the importance of collaboration. Furthermore, top management championship moderates the relationship between agile HRM and employee value co-creation, highlighting the critical role of leadership support.ConclusionThe study highlights the importance of agile HRM strategies in fostering innovation within the education sector. It provides insights for HR policymakers and institutions aiming to foster workplace creativity through adaptive HRM practices and strong leadership support.