Introduction: In contemporary healthcare education, the integration of technology has emerged as an essential factor in enhancing the efficiency and efficacy of training methodologies. Particularly within the domain of cardiopulmonary resuscitation (CPR) training, the adoption of technology-driven approaches holds considerable potential for enriching the skills and proficiencies of healthcare practitioners. Through the utilization of innovative technologies, such as simulation software and leveraging smartphones as primary tools, CPR training programs can be customized to provide immersive, interactive, and authentic learning experiences. This study aims to validate a comprehensive CPR training module tailored explicitly for healthcare professionals, to integrate it into smartphones as a medium for delivering CPR training. Methods: Two validity tests, namely content validity and face validity were conducted to evaluate the validity of the Smart-CPR training module. A self-constructed measurement scale was utilized to assess four parameters: consistency, representativeness, clarity, and relevancy. Content validity employed the content validity ratio, with scores ranging between 1 and −1, indicating the level of consensus among experts regarding the significance of each item. Face validity was assessed using two indices: the item face validity index and the scale face validity index. Ratings of 3 or 4 were given a score of 1, while ratings of 1 or 2 received a score of 0. Result: The content validity shows that CVI values for ‘consistency’ and ‘representativeness’ were 0.99 for the module and questionnaire, and 0.96 and 0.97, respectively. ‘Clarity’ scored 0.99 for the module and 0.96 for the questionnaire, while ‘relevance’ achieved 0.99 for both. All 44 items exceeded the 0.83 threshold for face validity. The Lawshe’s content validity ratio (CVR) and content validity index (CVI) value were used to evaluate the content validity of both the CRSTP module and questionnaire, with CVR values result ranging from 0.80 to 0.99 across dimensions. These findings demonstrate robust content validity. Additionally, high CVI scores, mostly exceeding 0.95, suggest favorable outcomes and indicate no need for revisions. In face validity method, all 44 items surpassed the minimum threshold of 0.83, signifying a favourable outcome. Thus, all items were deemed acceptable. Conclusion: The Smart-CPR training module and questionnaires were meticulously developed to meet both face and content validity standards. All 44 items demonstrated appropriate levels of validity, ensuring they effectively enhance and maintain CPR competency among healthcare providers and potentially benefit the broader community. The positive results of the Smart-CPR training module confirm the high validity of the CPR competency assessment. Content validity, evaluated by experts, received a perfect score, demonstrating agreement on the relevance of each module component. Similarly, face validity, assessed by healthcare professionals, also received a flawless score, indicating consensus on the module’s clarity and relevance. These findings validate the module’s effectiveness in teaching CPR techniques to a diverse audience and ensuring compliance with established standards. With such strong validity, digitizing the module becomes more straightforward, facilitating easier sharing and use across digital platforms. Ultimately, the module’s high validity facilitates its integration into digital platforms, thereby enhancing CPR education and improving outcomes during real emergencies.

Primary school students are in a period of rapid development of thinking. Primary school mathematics is particularly important for the cultivation of students' abstract thinking ability. The section of number and algebra is the most basic and important content in mathematics. This paper takes number and algebra as an example to analyze the abstract thinking ability of primary school mathematics and its training strategies, so as to provide some practical guidance for teaching.

Background: Simulation-based medical education is a complex learning methodology in different fields. Exposing children to this teaching method is uncommon as it is designed for adult learning. This study aimed to develop and implement simulation-based education in first aid training of children and investigate the emotions of children in post-simulation scenarios that replicate emergency situations. Methods: This was a phenomenological qualitative research study. The participants attended the modified “Little Doctor” course that aims to train children in first aid and, subsequently, completed simulation scenarios. The children attended focus groups and were asked about their experiences of the course and how they felt during the simulation scenarios. Results: 12 children (Age 8–11 years old) attended the course, and 10 completed the simulation scenarios and focus groups. The major theme derived from was the simulation experience’s effect, which was divided into two subthemes: the emotion caused by—and the behavioral response to—the simulation. The analysis revealed shock and surprise toward the environment of the simulation event and the victim. The behaviors expressed during the simulation scenarios ranged from skill application and empathy to recall and teamwork. Conclusions: Simulation scenarios were successfully implemented during the first-aid training course. Although participants reported mixed feelings regarding the experience, they expressed confidence in their ability to perform real-life skills.

Diagnosis-related groups (DRGs) are gaining prominence in healthcare systems worldwide to standardize potential payments to hospitals. This study, conducted across public hospitals, investigates the impact of DRG implementation on human resource allocation and management practices. The research findings reveal significant changes in job roles and skill requirements based on a mixed-methods approach involving 70 healthcare professionals across various roles. 50% of respondents reported changes in daily responsibilities, and 42% noted the creation of new roles in their organizations. Significant challenges include inadequate training (46%), and coding complexity (38%). Factor analysis revealed a complex relationship between DRG familiarity, job satisfaction, and staff morale. The study also found a moderate negative correlation between the impact on morale and years of service in the current hospital, suggesting that longer-tenured staff may require additional support in adapting to DRG systems. This study addresses a knowledge gap in the human resource aspects of DRG implementation. It provides healthcare administrators and policymakers with evidence to inform strategies for effective DRG adoption and workforce management in public hospitals.

In the fast-paced modern society, enhancing employees’ professional qualities through training has become crucial for enterprise development. However, training satisfaction remains under-studied, particularly in specialized sectors such as the coal industry. Purpose: This study aims to investigate the impact of personal characteristics, organizational characteristics, and training design on training satisfaction, utilizing Baldwin and Ford’s transfer of training model as the theoretical framework. The study identifies how these factors influence training satisfaction and provides actionable insights for improving training effectiveness in China’s coal industry. Design/Methodology/Approach: A cross-sectional design that allowed the study to capture data at one point in time from a large sample of employees was employed to conduct an online survey involving 251 employees from the Huaibei Mining Group in Anhui Province, China. The survey was administered over three months, capturing a diverse sample with nearly equal gender distribution (51% male, 49% female) and a majority aged between 21 and 40. The participants represented various educational backgrounds, with 52.19% holding an undergraduate degree and most occupying entry-level positions (74.9%), providing a broad workforce representation. Findings: The research indicated that personal traits were the chief predictor of training satisfaction, showing a beta coefficient of 0.585 (95% CI: [0.423, 0.747]). Linear regression modeling indicates that training satisfaction is strongly related to organizational attributes (β = 0.276 with a confidence interval of 95% [0.109, 0.443]). In contrast, training design did not appear to be a strong predictor (β = 0.094, 95% CI: [−0.012, 0.200]). Employee training satisfaction was the principal outcome measure, measured with a 5-point Likert scale. The independent variables covered personal characteristics, organizational characteristics, and training design, all measured through validated items taken from former research. The consistency of the questionnaire from the inside was strong, as Cronbach’s alpha values stood between 0.891 and 0.936. We completed statistical testing using SPSS 27.0, complemented by multiple linear regression, to study the interactions between the variables. Practical implications: This research contributes to the literature by emphasizing the necessity for context-specific training approaches within the coal industry. It highlights the importance of considering personal and organizational characteristics when designing training programs to enhance employee satisfaction. The study suggests further exploration of the multifaceted factors influencing training satisfaction, reinforcing the relevance of Baldwin and Ford’s theoretical model in understanding training effectiveness. Ultimately, the findings provide valuable insights for organizations seeking to improve training outcomes and foster a more engaged workforce. Conclusion: The study concluded that personal and organizational characteristics significantly impact employee training satisfaction in the coal industry, with personal characteristics being the strongest predictor. The beta coefficient for personal characteristics was 0.585, indicating a strong positive relationship. Organizational characteristics also had a positive effect, with a beta coefficient of 0.276. However, training design did not show a significant impact on training satisfaction. These findings highlight the need for coal companies to focus on personal and organizational factors when designing training programs to enhance satisfaction and improve training outcomes.

With the continuous development of social economy and science and technology, the world has entered the era of artificial intelligence. my country is also working hard on the cultivation of talents in the field of artificial intelligence, and paying more and more attention to technology research and development. This puts forward higher requirements for cultivating higher education talents. It is not only necessary to work hard on the cultivation of “people”, implement the concept of mass entrepreneurship and innovation, adapt to the development of the times, update educational concepts, and improve students’ thinking ability and logic ability. We must also work hard on “talent”, innovate teaching methods, integrate education with science and technology, and provide talent guarantee and intellectual support for social development.