BACKGROUND AND OBJECTIVE

The Philippines has significant potential as a clinical trial hub but faces a shortage of skilled clinical research professionals (CRPs). In 2022, a cross-sectional study assessed the self-assessed competencies of CRPs in four countries (Thailand, Vietnam, Congo, Philippines) using the Joint Task Force for Clinical Trial Competency (JTF) framework. This paper presents findings on the self-assessed competency and training needs of Filipino CRPs.

METHODS

We conducted a cross-sectional online survey among Filipino clinical research professionals from March to April 2022. We asked for their self-assessed competency, relevance to their roles, and training needs in the competency domains according to the JTF framework. We also asked for the skills in community engagement and research grant application of the investigators. Results were summarized and analyzed according to their primary roles.

RESULTS

One hundred seventy-five (175) Filipino CRPs participated in the survey. They described themselves as “skilled” across all competency domains in conducting clinical research but did not rate themselves at an advanced level. They reported the lowest confidence in their skills related to study management, investigational product development and regulation, and data management. They exhibited greater confidence in competencies such as ethical considerations, professionalism, and communication. Notably, surveyed investigators had the lowest ratings in research design.

CONCLUSION

This study provides a comprehensive assessment of the self-perceived competencies of a sample of Filipino CRPs using the JTF Clinical Research Competency Framework. It highlights key areas for capacity building, particularly in operational and regulatory competencies. However, due to the non-probability sampling and reliance on self-assessment, findings should be interpreted with caution.

Human ; Research Personnel ; Professional Competence ; Self-assessment ; Needs Assessment ; Philippines

OBJECTIVES

This study aimed to develop and evaluate the effectiveness of a coaching program for enhancing leadership skills among selected personnel at Tondo Medical Center (TMC). Specifically, it sought to: (1) assess the current levels of self-awareness, knowledge, leadership behavior, and leadership skills among the coachees in the Department of Pathology and Laboratory; (2) design a relevant and transformative coaching program on leadership based on the results of the needs assessment; (3) measure the changes in self-awareness, knowledge, leadership behavior, and leadership skills of the coachees after the coaching intervention; and (4) determine the overall effectiveness of the coaching program formulated for the study. The program utilized the Analysis, Design, Development, Implementation, and Evaluation (ADDIE) model, focusing on improving self-awareness, knowledge, behavior, and leadership skills.

METHODS

A quasi-experimental design was employed, incorporating pre- and post-test assessments to measure changes in leadership skills. The study was conducted in the Department of Pathology, which was purposively selected as the study site. Participants were randomly assigned to either the experimental group (n = 34), which underwent a structured coaching intervention, or the control group (n = 24), which did not receive the intervention. Data were analyzed using descriptive statistics, normality tests, and the Wilcoxon Signed-Rank Test to determine the program’s impact on leadership development.

RESULTS

Post-test evaluations demonstrated significant improvements in leadership skills among participants in the experimental group. Self-awareness scores increased from 2.9 to 4.86 (Z = -4.88, p < 0.05), and leadership skills showed the most significant improvement, increasing from 2.9 to 4.96 (Z = -4.92, pCONCLUSION

The coaching program proved highly effective in enhancing participants' leadership skills, including self-awareness, confidence, and professional growth. Participants rated the program's structure and delivery positively, with an overall mean satisfaction score of 4.91 (SD = 0.27). These findings underscore the potential of structured coaching programs to enhance leadership competencies in healthcare settings. Recommendations include expanding the program to other institutions, incorporating advanced content, and conducting long-term evaluations to assess sustained impacts.

Mentoring ; Coaching ; Leadership

Introduction: The COVID-19 pandemic accelerated the adoption of alternative instructional approaches, including distance and online learning. This study aimed to determine factors associated with preference for online learning modality among medical students at a private medical school in the National Capital Region (NCR). Methods: An analytical cross-sectional study was conducted among 367 medical students using convenience sampling. Participants completed an online survey assessing preferred learning modality, general anxiety, self-efficacy, and satisfaction with online learning. Factors associated with preference for online learning were identified using logistic regression analysis. Results: Most respondents (79.3%) preferred traditional face-to-face learning, whereas 20.7% preferred online learning. Male students were more likely to prefer online learning than female students (OR = 2.19, p = 0.003). Married students were more likely to prefer online learning than unmarried students (OR = 9.71, p = 0.021). Students who reported greater satisfaction with their online learning experience were more likely to prefer online learning (OR = 2.28, p = 0.024). Self-efficacy demonstrated a borderline association with preference for online learning (OR = 0.42, p = 0.053). Conclusion Sex, civil status, and satisfaction with online learning were significantly associated with preference for online learning modality. Self-efficacy demonstrated a borderline association. Despite the increased use of online learning during the COVID-19 pandemic, most respondents continued to prefer traditional face-to-face instruction.
Education ; Anxiety ; Self-efficacy

OBJECTIVE: This study explored the job choice preferences of Center for Disease Prevention and Control (CDC) workers to provide CDC management information and recommendations for optimizing employee retention and motivation policies. METHODS: A discrete choice experiment was conducted in nine provinces across China. Seven key attributes were identified to analyze the job preferences of CDC workers. Mixed logit models, latent class models, and policy simulation tools were used. RESULTS: A valid sample of 5,944 cases was included in the analysis. All seven attributes significantly influenced the job choices of CDC workers. Heterogeneity analyses identified two main groups based on different levels of preference for attribute utility. Income-prioritizers were concerned with income and opportunities for career development, whereas bianzhi-prioritizers were concerned with bianzhi and welfare benefits. The policy simulation analysis revealed that income-prioritizers had a relatively higher sensitivity to multiple job preference incentives. CONCLUSION Income and bianzhi were the two key attributes influencing the job choices and retention preferences of CDC workers. Heterogeneity in job preferences was also identified. Based on the preference characteristics of different subgroups, policy content should be skewed to differentiate the importance of incentives.
China ; Humans ; Male ; Female ; Adult ; Centers for Disease Control and Prevention, U.S. ; Middle Aged ; Choice Behavior ; Career Choice ; Motivation

Stroke remains a leading cause of long-term disability worldwide, demanding extensive and often prolonged rehabilitation. This case report describes the recovery of Mr. Julio, a 60-year-old male, who suffered an ischemic stroke at age 58, resulting in left-sided hemiparesis and balance issues. Even with delays in formal rehabilitation, he made a remarkable recovery over nearly three years. This is because of his strong intrinsic motivation, sustained adherence to therapy, and family support. His symptoms included left-sided weakness, numbness, vertigo, vomiting, and critically high blood pressure. Crucially, his diagnosis was confirmed by MRI only three months later and formal physical therapy started only after six months. Treatment included an emergency TPA, blood pressure control, antiplatelets, and a sustained home- based physical therapy regimen. This case highlights how patient-driven factors can lead to significant recovery even in resource-limited settings, emphasizing the role of motivation and adherence in long-term stroke rehabilitation.

Human ; Male ; Middle Aged: 45-64 Yrs Old ; Ischemic Stroke ; Treatment Adherence And Compliance ; Motivation

BACKGROUND

In response to the need to provide for mental health services to address gender-related concerns in a higher education institute, the University of the Philippines (UP) Manila Center for Gender and Women Studies (CGWS) commissioned a project to formulate a framework for the increasing volume of referrals.

METHODOLOGY

A mixed methods study was done in order to gather data to create a responsive and practical mental health care service provision framework with and for service providers and service users in the university. An online survey (N=135), focus group discussion, key informant interviews, and a round table discussion were conducted, with constituents of the university recruited through purposive sampling.

RESULTS

A stepped-care model was proposed, consisting of: 1. Preventive Well-Being Resources, 2. Supportive Well-Being Interventions and Initial Screening Resources, 3. Structured Interventions, and 4. Interventions for Severe Mental Health Problems.

CONCLUSION

The framework formulated in collaboration with service providers and service users in the university addresses the goals of optimizing existing resources and enhancing service provision. Implementation and evaluation of this framework, as well as further information regarding the target population and their use of this model, are proposed avenues for further research.

Human ; Gender ; Gender Identity ; Sexual Harassment ; Mental Health ; Mental Health Services ; Lgbtq ; Sexual And Gender Minorities ; Psychiatry ; Psychology

Objective: One key factor found to be related to creativity is creative self-efficacy. Creative self efficacy (CSE) refers to one’s own conviction in their own ability to produce creative work effectively. The study aims to explore on the predictive values of time management and reading habit on CSE, as well as on the significant difference between gender and CSE. Method: This study (n = 313) is a cross-sectional survey design. The inclusion criteria for the participants are full-time university students studying in Malaysia and aged between 18-25 years old. Data collected was analysed by linear regression, multiple linear regression and independent sample t-Test. Results: Reading habit is a significant positive predictor of CSE. Both daily planning and confidence in long-range planning in time management are significant positive predictors of CSE. However, there is no significant difference between gender in terms of male and female and CSE. Conclusion This study provided evidence on the role of reading habits and time management on creative self-efficacy amongst undergraduate student in Malaysia.
Gender Identity ; Time Management

Human ; Research Personnel ; Motivation ; Aspirations (psychology)

AIM

This study explored the developmental process of self-advocacy among nurses and proposed a conceptual framework, The Nurse Becoming Model of Self-Advocacy, to contribute to middle-range theory development.

METHODS

A constructivist grounded theory design guided this study. Data was gathered from 29 nurses through in-depth individual and group interviews across academe, hospitals, and professional organizations in Region I and the Cordillera Administrative Region. Theoretical and disconfirming sampling was used to refine categories. Data was analyzed using constant comparative methods.

FINDINGS

Self-advocacy emerged as a developmental trajectory comprising four interrelated stages: self-preservation, selfdevelopment, self-actualization, and self-transcendence. Novice nurses often relied on protective strategies such as silence and conformity, while experienced nurses engaged in assertiveness, credibility-building, leadership, and collective advocacy. Nurses emphasized that self-advocacy extended beyond the individual to encompass patients, the profession, and society, while highlighting its relational and collective nature.

CONCLUSION

Self-advocacy is a dynamic process and core dimension of professional identity. It evolves through stages of growth, integrating self-care, competence, engagement, and transcendence. Supporting self-advocacy through education, mentoring, reflective practice, and enabling organizational structures enhance nurses' well-being and strengthens their capacity to advocate for patients, advance the profession, and contribute to societal transformation. The Nurse Becoming Model of Self-Advocacy offers a transferable framework to guide nursing research, education, and policy toward empowerment and resilience.

Human ; Nursing ; Grounded Theory ; Empowerment ; Leadership ; Resilience ; Resilience, Psychological

BACKGROUND

Organizational commitment strengthens care delivery and system responsiveness, yet high turnover and workforce exhaustion threaten healthcare stability. Understanding factors that sustain commitment is especially critical during crises such as the COVID-19 pandemic.

AIM

This study examined how nurses' attitudes toward their practice environment predict organizational commitment at King Abdullah Medical City (KAMC), Makkah, Saudi Arabia.

DESIGN

Across-sectional predictive correlational design was used.

METHODS

Data was collected from 275 staff nurses between October and November 2020 using convenience sampling. Attitudes toward the practice environment were assessed with the Practice Environment Scale of the Nursing Work Index (PESNWI), while organizational commitment was measured using the Revised Three-Component Model Employee Commitment Survey. Descriptive statistics, Pearson's correlations, and multiple regression were conducted in SPSS version 21.

RESULTS

Nurses reported positive work attitudes, with the highest ratings for nursing care and interdisciplinary relationships, followed by management and leadership, and the lowest for adequate resources. Organizational commitment was moderate across affective, normative, and continuance domains. Regression analyses identified nursing care and interdisciplinary relationships as the most consistent predictor across all domains of commitment, including affective (p < .001), normative (p = .047), continuance (p = .004), and overall organizational commitment (p < .001). Adequate resources significantly predicted affective (p = .014) and overall commitment (p = .050), while management and leadership predicted normative commitment (p = .016).

CONCLUSION

Nurses' perceptions of their practice environment significantly shape organizational commitment during crisis conditions. Interdisciplinary collaboration consistently emerged as the strongest predictor, underscoring the value of teamwork and nurse–physician partnerships. Adequate staffing and resources also reinforced commitment, particularly in sustaining affective bonds. These findings underscored that supportive practice environments, through collaboration, adequate resources, and participatory leadership, enhance nurses' autonomy and sense of meaningful work, which in turn strengthen organizational commitment, retention, and resilience during crises.

Human ; Nurses ; Nursing ; Workforce ; Health Resources ; Covid-19 ; Work ; Leadership ; Environment ; Saudi Arabia