The competencies of public health professionals serve as the cornerstone for curriculum development ensuring that educational programs are pertinent efficient and attuned to the requirements of both the public health workforce and the communities they serve. This study endeavors to investigate the knowledge competency of public health professionals in Thailand with the intention of refining the suitability of knowledge competency for curriculum development tailored to the needs of public health professionals in Thailand. Employing a qualitative study, the study conducted semi-structured interviews with 17 university lecturers in public health programs in Northeastern Thailand. The data collected were transcribed and analyzed using content analysis. The findings elucidate that the lecturers articulated a core knowledge content pertinent to public health professionals in Thailand delineated across five principal themes and thirteen subjects within the public health curriculum. These themes encompassed: 1) Epidemiology and disease prevention (comprising two subjects), 2) Health promotion and community health (comprising four subjects), 3) Research methods in public health and biostatistics (comprising two subjects), 4) Public health administration, health system, and laws (comprising three subjects), and 5) Environmental health and occupational health and safety (comprising two subjects). Subsequently, this study scrutinized five core courses to formulate a model curriculum for public health. The proposed model curriculum is intended for application in both planning and the development of the public health workforce, fostering interdisciplinary learning and nurturing public health professionals rooted in the authentic context of Thailand.

With the continuous development of facilities and horticulture, the area of vegetable planting in facilities increased year by year. Watermelon (Citrullus vulgaris Schrad) as the main cultivars within the facility, the continuous cropping problem is very serious, resulting in continuous cropping obstacles become increasingly obvious, the incidence of fusarium wilt increased year by year. Grafted watermelon roots developed to improve the growth of grafted roots of the conditions, resulting in robust plant growth. At the same time, the use of different purposes of the rootstock can make watermelon in different soil conditions under normal growth, such as the use of low temperature, drought, salt tolerance, barren and other characteristics of the rootstock. Secondly, the rootstock of the strong absorption of water absorption capacity, to promote the growth of grafted watermelon plants strong, large watermelon fruit, high yields. In addition, grafted watermelon seedlings grow fast early, for early maturing cultivation and overcome the seedless watermelon early growth slow defects is extremely favorable. So the use of pumpkin as a watermelon grafting rootstock, can effectively improve the effect of watermelon resistance to Fusarium wilts. And provide the theoretical basis and scientific basis for the further study of photosynthetic characteristics, disease resistance breeding and effective control of watermelon. In this experiment, the watermelon varieties with different resistance to fusarium wilt were selected, and the anti-fusarium wilt watermelon was studied systematically. There are changes in physiological characteristics during growth and development. In conclusion, grafting promotes the growth of watermelon and physiological characteristics of the index rose.

KEYWORDS: watermelon; fusarium wilt; growth period; physiological characteristics

Drawing on the theoretical framework of Job Demands-Resources (JD-R), our study aims to consider how workplace antecedents of perceived quiet firing (also known as involuntary attrition), perceived co-worker support, and experience (tenure at an organization) may influence quiet quitting behavior. Data were collected via questionnaire responses from 209 workers in India who had graduated from university within the last 7 years. The findings show that (1) perceived quiet firing is positively associated with quiet quitting; (2) perceived co-worker support is negatively associated with quiet quitting; (3) experience moderates the positive association between perceived quiet firing and quiet quitting in such a way that the relationship is weaker as one’s tenure at an organization increases; and (4) experience does not moderate the negative association between perceived co-worker support and quiet quitting. The study’s contributions come from understanding how the interplay of demands (i.e., perceived quiet firing) and resources (i.e., perceived co-worker support and experience) determine quiet quitting behaviors in the workplace. Additionally, the temporal dimension of experience facilitates the acquisition of organizational-specific knowledge and resources. In contrast, perceptions of co-worker support appear specific to a given point in time. Policy implications come from providing guidance to organizations on how to reduce quiet quitting behaviors by ensuring that the resources available to employees exceed the demands placed on them.