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In 2020, following the disruption of COVID-19, we rapidly moved the interprofessional Peer Teacher Training (PTT) program, traditionally delivered via blended learning to 'online only' format. Consisting of seven modules, the PTT program is designed to provide health professional students with opportunities to develop skills in teaching, feedback, assessment, teamwork and communication, in preparation for peer teaching and future practice. This study sought to compare 'blended learning' with 'online only' delivery. 'Blended learning' format, included a one-day face-to-face session, requiring 9 facilitators. Students participated in small group learning activities, and were formatively assessed on their teaching and feedback skills. 'Online only' delivery occurred across three weeks, using asynchronous and synchronous activities, requiring 11 facilitators. Students completed a post-course questionnaire. Data were analysed using descriptive statistics and thematic analysis. Eighty-five students completed the program; 36 in 'blended learning' and 49 'online only' format, from six disciplines (health sciences, medicine, nursing, pharmacy, oral health and public health). All (100%) 'blended learning' and 67% 'online only' participants completed the questionnaire. Both sets valued the online reading, discussion boards, videos, with opportunities to practice teaching skills, give and receive feedback. They reported an increased understanding of the roles of other disciplines. However, the 'face-to-face' component had some associated benefits, including a more positive attitude towards interprofessional learning and intention to teach. While 'online only' delivery of the program provided an effective alternative to the traditional 'blended learning' format, additional 'real-time' sessions may improve student engagement.

Background: Health and wellness canters component were launched under the ambit of Ayushman Bharat Yojana. In Kashmir, there was scarce data regarding health and wellness centers implementation therefore this study was undertaken to identify the gaps in implementation of the program at grassroot levels. Objective: to assess and compare the existing staff, services, lab services and infrastructure at health and wellness centers across ten districts of Kashmir valley. Methodology: a descriptive cross-sectional study was done to evaluate the implementation of health and wellness centers in ten districts of Kashmir valley. study population: staff at health and wellness centers study setting: selected health and wellness centers in 10 districts of Kashmir valley sampling: convenient sampling and random sampling 10 % of upgraded health and wellness center in each district at the beginning and 12 months of study. study timeline: 15months data collection 12 months interpretation 3 months study tools: preformed checklist, semi open questionnaires interviews Results: the results of the study indicated that there was still a gap in implementation of program as per guidelines. there were deficiencies in terms of yoga and wellness, proper space for health and wellness centers and staff was not trained properly about the program. Conclusion: this study was done in Kashmir valley to asess the implementation of health and wellness center component of Ayushman Bharat yojana. the study highlighted important deficiencies during the implementation of the program as per guidelines.

In general, supervisor abuse is directed toward low‐performing subordinates. Similarly, envy is typically felt by professionals in lower ranks toward those in higher positions. By contrast, this study investigates the counterintuitive relationship between the abusive behavior of envious leaders toward their competent subordinates. Specifically, we argue that supervisors become envious of competent employees when they are anxious about losing power. Multisource, time‐lagged data collected from dyads (198 supervisors and 198 subordinates) in Pakistan‐based organizations support the proposed hypotheses. The findings show a positive relationship between perceptions of subordinate competence, supervisors' downward envy, and abusive supervision. In addition, the relationship between perceived subordinates' competence and supervisors' envy is strong when supervisors' power loss concerns are high. This study provides useful theoretical and practical insights for human resource managers dealing with unethical workplace behavior. [ABSTRACT FROM AUTHOR]

As an emerging novelty, knowledge hiding has received considerable attention in management literature. Extending this research stream, we draw from conservation of resources (COR) theory and social information processing (SIP) theory to investigate the mediating role of emotional exhaustion between employees' exposure to knowledge hiding and their job performance. Moreover, we examine the buffering role of emotional intelligence, investigating whether employees with higher emotional intelligence can mitigate the harmful effects of resource-depleting episodes of knowledge hiding. The study employed paper-and-pencil surveys to collect multi-source, time-lagged data from 319 employees and their respective supervisors in various service sector organisations. The findings indicate that persistent exposure to knowledge hiding diminishes employees' job performance through emotional exhaustion. However, this negative relationship is less salient for employees with higher levels of emotional intelligence. This study informs important insights for organisations on why and when employees' experiences of knowledge hiding curtail their performance-enhancing efforts. [ABSTRACT FROM AUTHOR]

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