Articles

This commentary letter was conducted to evaluate Wang et al.'s (2025) research study on the relationship between perceived staffing and quality of care among hospitals. The current study's findings show that the relationship between professional self-efficacy and job performance is mediated by work engagement. Life contentment influences work engagement, which is associated with enhanced job performance. However, involvement acts as a mediator between job performance and burnout, which could affect the quality of patient care. Staffing satisfaction and quality patient care are closely related, and it is essential for healthcare institutions to prioritize appropriate workforce levels and address the nursing shortage. However, there are still unanswered questions in this sector, such as researching nursing-specific care procedures, addressing data challenges, and understanding the connections between nursing practice and patient care outcomes. Future research should address the "black box" of nursing practice and address variations in the quality of patient care provided by nurses.

The commentary paper reviewed the above research study conducted by Wang et al. (2025), and the investigators examined the association between nurse staffing, job satisfaction, and work engagement, and how these variables impact the quality of care provision provided among the Chinese hospitals. Despite knowing that low staffing within the healthcare facilities is a global issue, Wang and colleagues believed that low staffing is negatively and significantly associated with nurse’s welfare and patient care outcome. This issue causes an increase in burnout and decreased retention of healthcare providers within the clinical setting. It is important to consider and focus on improving and fostering job satisfaction and work engagement among nurses to provide better quality care even within a low staffing environment. According to Wang and colleagues, low staffing outcomes could be mitigated by encouraging workplaces to create healthy and supportive environments for the engaged and satisfied nurses. These would result in better out among patients and increase job fulfilment and welfare among nurses.

This article assesses the realities of sexual harassment (SH) in selected tertiary educational institutions in Ghana. Using multiple data collection techniques, three areas that are related to SH were assessed. These are knowledge of what constitutes SH, the nature and incidence of SH, and strategies/procedures for handling issues of SH in tertiary educational institutions. The findings from the perspective of teaching and non-teaching staff strongly suggest that knowledge of SH was high among teaching staff but low among non-teaching staff. Staff could not relate very well to the reporting systems and procedures of SH in their institutions. Issues of SH were left in the hands of only a few staff while newly recruited staff showed little understanding of the reporting systems and procedures. From the perspective of students, knowledge of what constitutes SH was high. Students were able to indicate the various SH reporting systems/procedures in the tertiary educational institutions and further indicated that the institutions have provided a safe environment and appointed designated people to handle sexual harassment complaints. Surprisingly, the incidence of sexual harassment was low, and this affected sexual harassment reporting.

The growing unconcern and poor attitude of some Ghanaians towards environmental protection and sanitation practices has become very endemic in Ghanaian Societies. Littering especially is considered a major environmental problem within the setting of this study. This study employed the mixed-method approach in integrating qualitative and quantitative research data. The study adopted a convergent parallel research design. The population for this study consisted of all teaching staff and students of Sefwi Wiawso Senior High Technical School and St. Joseph Catholic Senior High School in Sefwi Wiawso municipality in the Western North Region of Ghana. Purposive, simple random, and convenient sampling techniques were used to select the schools, teachers and students for the study. A sample size of one hundred and ninety-eight (198) consisting of one hundred eighty-eight (188) students and ten (10) teachers were selected for the study. The two main instruments used for data collection were questionnaires and interview guides. The quantitative data obtained from the questionnaire were coded with numerical values and keyed into the data view of the SPSS version 23. The qualitative data was analysed through content analysis and was further transcribed into themes for analysis with a side-by-side comparison with the quantitative data. The qualitative data gathered and presented, were organised and analysed manually using emerging themes. The study revealed that littering is currently caused by irresponsible behaviour among some staff and students coupled with other factors such as lazy attitudes among people, inadequate waste bins on campus, and more seriously, less sensitization of people on littering in the various senior high schools. The study also indicated that provisions of adequate waste bins at vantage points in the various campuses, awarding prizes to individual students and groups with good waste management practices on campus, implementing rules and regulations on littering, as well as educating, and sensitizing students and staff on littering on campuses formed the possibilities on how schools can shape up staff and student’s attitudes towards healthy environment by avoid littering. It is recommended that Students with good waste management practices should be rewarded to encourage others in Senior High Schools. It is also recommended that sustainable waste management practices (collection, transportation, and treatment) should be employed in all the Senior High Schools<i> </i>across the country.

The objective of this research was to investigate work-family conflict among management staff of hotels in the Accra Metropolis of Ghana. The study employs the pragmatism approach and Convergent parallel mixed methods research technique. The population of the study is all-star-rated management staff of star-rated hotels in the Accra metropolis. Stratified, random and convenient sampling techniques were used to select 182 out of 356 respondents. One hundred (100) were sampled using a formula and a table determination of sample size based on the confidence level needed from a given population as provided by Krejcie and Morgan in 1970 for the study. Ten managers were conveniently interviewed on the issues of work-family conflict. The main instruments for data collection were a questionnaire and a semi-structured interview guide. This study adopted factor analysis and a structural equation model to examine factors that influence work-family conflict. This statistical technique was used in the research to investigate the factorability of the variables of work-related and family-related factors separately and a structural equation model was used to combine both factors to better understand the relationship. Linear regression was used to determine the relationship between work-family conflict. Pearson product-moment Correlation and structural equation model were used to determine the consequences of work-family conflict. It can be concluded that both work-related such as work overload, job type and involvement as well as family-related factors such as life cycle stage, and childcare arrangement predict work-family conflict among managers of hotels in the Accra metropolis. It is also deducted WFC affect managers’ performance on the job, exhaust them emotionally and also influences their intentions to leave the job for another. Managers usually feel fatigued to prepare for work and physically drained after work. They also feel depressed and emotionally drained sometimes. It is recommended that top management of hotels should allocate a budget to build an organisational culture that encourages work-family balance. Frontline managers should be trained to be aware of the benefit of providing support in the work environment that will help staff balance work and family. It is also recommended that hotel jobs be redesigned by the human resource unit to reduce workload and make it more interesting for managers so they may not feel overworked. Overworking of managers will enhance their intentions to quit the job and this will be costly for hotels.

The initial omicron SARS-CoV-2 subvariants, BA.1 and BA.2 (BA.1.2), were progressively displaced by BA.5in Japan in 2022. In the BA.5-dominant period, there were significantly more healthcare staff infected by nosocomial contact with persons with confirmed SARS-CoV-2 infection than those infected by household contact, compared with the BA.1.2-dominant period. The staff infected via nosocomial contact included non-patient-facing staff, in the BA.5-dominant period, although they did not become infected by SARS-CoV-2 through nosocomial contact in the BA.1.2-dominant period. These data suggest the importance of infection control and care for non-patient-facing staff, in the same way as for patient-facing staff.

<b>Introduction:</b> Health-related quality of life in patients undergoing dialysis decreases over time, not only due to the treatment of the disease but also due to the reduction of physiological, psychological and social well-being. <b>Aim:</b> The aim of this research is to study social support and nursing care that patients with dialysis receive, their levels of fatigue and their quality of life. In addition, the effect of social support and nursing care on the patients'' levels of quality of life is examined. <b>Methodology:</b> A quantitative cross-sectional study was conducted using the questionnaires “Multidimensional Scale of Perceived Social Support”, Fatigue Assessment Scale (FAS), Missoula-VITAS Quality of Life Index and nursing care. The study involved 69 patients on dialysis. <b>Results:</b> Interpersonal relationships were associated with social support (p <0.01). Quality of life was associated with social support (p <0.05). <b>Conclusions:</b> It seems that there is a strong association between social support and quality of life in patients on dialysis.

The present study raises the problem of empathy of caregivers vis-à-vis patients in a covid/post-covid context. It is based on the observation that health workers are increasingly invaded by excessive fear and persistence of COVID-19 contamination. This induces avoidance, a certain suspicion, persecution and indifference/coldness towards patients, and plunges them into a strong insidious emotional deficiency. These attitudes, which are significantly close to paranoid and phobic access, seem to gradually dominate therapeutic interactions within hospitals. Freudian and Rogerian psychoanalysis advocates empathetic/benevolent listening, positive consideration and unconditional acceptance of the patient as ethical and deontological indispensable principles for any therapeutic evolution. Thus, it is predicted that within hospitals, the current non empathetic attitudes of care towards patients have their origin in a generalized covid-phobic atmosphere that develops a quasi-dominant paranoia in caregivers. Using a subscale of caregiver's Covid-phobic quasi-paranoia, and the one of caregiver's empathy in a covid/post-covid context, the data were collected from 126 participants including 55 nursing assistants, 61 state-certified nurses and 10 doctors, chosen at random from the staff of three (03) health facilities in the city of Bafoussam, MIFI department, West Cameroon region, including one (01) public district medical center (CMA) and two (02) private hospitals (clinics). After analysis, the results obtained sufficiently demonstrate that within the health institutions of West Cameroon, the higher the professional level of the caregiver, the more the severity of his quasi-paranoid covid-phobic accesses is significant, and the less he expresses an authentic empathy towards the patients who arrive at the hospital. This implies that in this period of health crisis, caregivers must reinvest in a real function of providers of affectivity and relay of empathy at the bedside of the patient both in hospital and outpatient. Thus, a real systematical vaccination operation may insure their total immunity and better reduce their quasi-paranoid empathy in this generalized Covid-phobic context.

Training is an essential HR function. Organizations impart training to make sure that their employees stay updated and up-skilled for the tasks assigned or to be assigned. To this end, it becomes important to give training based on certain criteria to assess the training needs. Whenever the training need assessment is not done properly, the context of training jeopardizes. The following case study is meant to be used as a supplement to teach the training need assessment. The case highlights the importance of training need assessment and how issues crop up when need assessment is not done appropriately.