An important element in dealing with HIV/AIDS is to disclose of its status to others. One of the problems faced by HIV/AIDS sufferers in disclosing their status is finding people they can trust, who can keep information about their HIV/AIDS status and not divulge it to other parties without their permission. Not many people can accept them without prejudice and stigma. This article discusses the communication efforts carried out by female AIDS activists in the community as co-owners who receive information from people with HIV/AIDS and subsequently become confidants and assist them in medical and psychological and social aspects. This study used a qualitative method. Data was collected through in-depth interviews with 9 Community AIDS activist women from 7 regions. The results of the study reveal the process of housewives transforming into community AIDS activists, how they get personal information about the status of HIV/AIDS and eventually become co-owners of information who eventually become confidants, have responsibilities and help people with HIV/AIDS in health, psychological and social aspects.

Purpose: This research aims to explore the phenomenon of job-hopping in the engineering sector in Penang, Malaysia, focusing on how factors like positive work culture, compensation and benefits, and job satisfaction influence an engineer’s propensity to frequently change jobs. Design/methodology/approach: The study adopted a cross-sectional survey design, targeting 200 engineers in Penang. It was grounded in Herzberg’s Motivation-Hygiene Theory. Data collection was conducted using online questionnaires, which were adaptations of instruments used in previous research. Statistical analysis, including Pearson correlation and multiple linear regression, was performed using SPSS software. Findings: The Pearson correlation analysis revealed significant negative relationships between positive work culture, compensation and benefits, job satisfaction, and the tendency to job-hop. However, in the regression analysis, only job satisfaction emerged as a significant predictor of job-hopping behavior. This finding suggests that while factors like work culture and compensation/benefits contribute to the overall work environment, they do not primarily drive job mobility among engineers in this region. The study indicates that job satisfaction plays a more crucial role in influencing engineers’ decisions to change jobs frequently. Conclusion: The study enriches the field of organizational psychology by applying Herzberg’s theory to understand job-hopping behavior in the engineering sector. For organizations in Penang, the findings highlight the importance of enhancing job satisfaction as a strategy for reducing job-hopping and retaining talent. This insight is valuable for both academic research and practical application in the industry, emphasizing the critical role of job satisfaction in curbing job-hopping tendencies within the engineering field.

This study investigated changes in lifestyles and psychological anxiety among Koreans during the Coronavirus Disease 2019 (COVID-19) pandemic using the 2020 data from the nationwide Korean Community Health Survey. The study outcomes were psychological anxiety about the infection and death, due to COVID-19. Odds ratios (ORs) and 95% confidence intervals (CIs) were used to evaluate the relationship between psychological anxiety and lifestyle changes. During the COVID-19 pandemic, people who practiced healthy behaviors and followed social distancing and quarantine regulations experienced increased psychological anxiety for infection and death. Daily life changes during the COVID-19 pandemic were not associated with psychological anxiety. The result of this study can provide baseline measures for further study on psychological anxiety during re-infection of COVID-19 and future pandemics in Korea.

Using multiple evaluation methods and systems give a comprehensive assessment. A computer-based multiple-choice assessment system was designed, implemented, posted online, and used to assess students as part of their final evaluation marks for a discipline. The online system of evaluation was intended to be used multiple times for evaluating the assimilation degree of a specific course at the end of the course. The data recorded for the period 2017–2023 with about 1400 distinct users were used to analyze the performance of the evaluation system. The system worked fine and a slight modification of it served well on remote evaluation during COVID-19 period. However, the upturn of mobile phone applications requires the creation of a system adapted to the new virtual reality.

Despite many investigations concerning antecedents of organizational commitment in the workplace, very few studies so far have analyzed the direct or indirect impact of HR change leadership role on organizational commitment via HR attribution. Therefore, given the reciprocal principle of social exchange theory, attribution theory and signal theory, this study formulated hypotheses and a model to test the relationships between included variables by employing the mixed-method approach. In-depth interviews were initially conducted to develop questionnaires to collect quantitative data. Employing PLS-SEM to analyze the data collected from 1058 employees working in 24 sustainable enterprises in Vietnam, the findings show that the degree of adopting HR change leadership role was positive, directly affecting organizational commitment. Also, both well-being and performance HR attribution play partially mediated roles in the relationship. The findings suggest that the organizational commitment depends on not only how the degree of adopting HR change leadership role is executed, but also how employees perceive and interpret the underlying management intent of these practices. In a sustainable context, adopting HR change leadership role plays a critical role in shaping employees’ interpretations of sustainable HR practices and their subsequent attributions. Besides, employees’ belief on why are sustainable HRM practices implemented has an influence on the organizational commitment that in turn contributes to the overall sustainable performance.

This study examines the impact of innovation governance and policies on government funding for emerging science and technology sectors in Saudi Arabia, addressing key bureaucratic, regulatory, and cultural barriers. Using a mixed-methods approach, the research integrates qualitative insights from stakeholder interviews with quantitative survey data to provide a comprehensive under-standing of the current innovation landscape. Findings indicate a high level of policy awareness among stakeholders but reveal significant challenges in practical implementation due to bureaucratic inefficiencies and stringent regulations. Cultural barriers, such as a risk-averse mindset and traditional business practices, further impede innovation. Successful initiatives like the National Transformation Program (NTP) demonstrate the potential for well-coordinated efforts, highlighting the importance of regulatory reform and cultural shifts towards entrepreneurship. Strategic recommendations include streamlining bureaucratic processes, enhancing policy coordination, and fostering a culture of innovation through education and stakeholder engagement. This study contributes to the existing literature by offering actionable insights to enhance innovation governance, supporting Saudi Arabia’s Vision 2030 goals.