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Atherogenic Index of Plasma’s Association with Coronary Heart Disease Risks Among Postmenopausal Pakistani Women
Get PDFCoronary heart disease (CHD) is a leading global cause of mortality, notably affecting postmenopausal women. Hormonal fluctuations during menopause contribute to dyslipidemia, fostering cardiovascular disease (CVD). This study explored lipid profiles among postmenopausal Pakistani women, focusing on the atherogenic index of plasma (AIP) and its association with CHD.
The data consisted of surveys from 265 women aged between 40–70 years. A STEP-wise approach, using a questionnaire from the World Health Organization, was employed for data collection. This quantitative cross-sectional study, guided by the socioecological model, examined links between AIP, age, lipid profiles, and hypertension. The AIP’s association with CHD was analyzed by multiple linear regression. Findings revealed age (β =0.406, p = 0.021), hypertension (β = 0.141, p = 0.002), and cholesterol (β = 1.557, p \u3c 0.001) were significantly associated with AIP, while LDL (β = -1.527, p \u3c 0.001) TG (β=0.790, pβ = -0.426, p = 0.001) were linked with AIP cholesterol.
Implications include the need for patient-centered screening initiatives and preventive measures to improve the quality of life for postmenopausal women. Monitoring and addressing dyslipidemia patterns can reduce the burden of interventional cardiology in Pakistan and enhance community health
Strategies to Manage Business Process Outsourcing Initiatives
Get PDFOrganizations increasingly rely on business process outsourcing (BPO) to reduce costs, access specialized expertise, and improve efficiency; however, failure rates in BPO initiatives remain high, leading to financial loss, operational disruptions, and reduced competitiveness. Business leaders who lack effective strategies to manage outsourcing projects risk eroding customer satisfaction and organizational performance. Grounded in transaction cost economics and the resource-based view, the purpose of this qualitative single-case study was to explore strategies some business leaders used to successfully manage BPO initiatives. The participants included 10 senior managers from organizations in the southeastern United States who had demonstrated success in overseeing outsourcing projects. Data were collected through semi structured interviews and were analyzed using thematic analysis. Five major themes emerged: (a) vendor selection and onboarding, (b) vendor relationship management, (c) performance measurement and continuous assessment, (d) implementation frictions, and (e) leadership capabilities. A key recommendation for business leaders is to adopt structured governance frameworks that integrate performance measurement and proactive vendor relationship management to mitigate risks throughout the outsourcing lifecycle. The implications for positive social change include the potential for organizations to achieve greater efficiency, reduce resource waste, and foster economic growth by creating more sustainable employment opportunities and strengthening community development
What’s My Name? Experiences of Individuals with Traditional Hawaiian Names
Get PDFThere is no systematic process of orienting non-Hawaiian educators to Hawaiian culture, as evidenced by name mispronunciation. The purpose of this phenomenological study was to explore the experiences of individuals with traditional Hawaiian first names in a classroom environment. Critical race theory (CRT), especially the concept of microaggressions, was used as the framework for the study. Two research questions guided the study: What are the adult lived experiences with traditional Hawaiian first names encountered in academic settings during childhood? How do adults with traditional Hawaiian first names describe their experiences of race in the classroom? Semistructured interviews were conducted with 10 individuals who shared their classroom experiences with non-Hawaiian instructors. Data analysis was conducted following the guidelines set forth by Saldana (2025). Themes related to RQ1 included anxiousness, desensitization, and education as a coping skill. Themes related to RQ2 included non-discriminatory environment, cultural pride, and frustrations with their own race. Key findings indicated that individuals reported experiencing their first name being mispronounced, but had no long-term adverse effects on their psychological well-being or cultural pride. Implications for positive social change included heightened cultural awareness for faculty, together with student support to minimize name-based microaggressions
Cultural Influences Experienced by Self-Identified Hmong College Students
Get PDFThe purpose of this qualitative research was to explore how self-identified Hmong college students aged 18–24 perceived their culture’s influence on their academic experiences. The study examined the relationships shaping individual identity and their effects on academic pursuits. A basic qualitative inquiry approach was used to interview ten Hmong undergraduate students enrolled in colleges across the United States. Semi-structured interviews facilitated data collection guided by the ecological systems theory, while thematic analysis and inductive coding were employed to identify patterns and develop themes from the data. The themes identified in the study were family as the central influence, negotiating conflicting expectations, education as a dual obligation, gendered cultural norms, and historical and generational legacy. Findings revealed that support, encouragement, and open-mindedness from family, peers, and the community play significant roles in motivating Hmong students to pursue higher education. Additionally, traditional gender expectations within Hmong culture were identified as barriers to academic success, emphasizing the need for cultural shifts to enhance educational experiences. These insights highlight the importance of developing tailored support systems to address the unique challenges faced by Hmong students. The study aims to contribute to positive social change by informing social workers, educators, administrators, and other stakeholders about cultural barriers to academic success, fostering improved resources and support for Hmong college students
Hiring Practices and Staff Retention at a Non-Profit Organization in Florida
Get PDFA nonprofit organization in Florida that provides wraparound services to vulnerable families faced a significant staff retention problem, where persistent turnover disrupted service delivery, strained grant funding, contributed to burnout, and increased the cost of rehiring and training. Addressing this organizational challenge was critical to ensuring consistent, high-quality services. Guided by the practice-focused question, What changes can the client organization implement to retain staff and reduce training costs? The purpose of this study was to explore organizational factors influencing staff retention and recommend evidence-based strategies for improvement. The conceptual framework incorporated Herzberg’s motivation-hygiene theory, Lewin’s change theory, and social exchange theory, which provided a foundation for understanding how motivation, organizational change processes, and reciprocal relationships shape employees’ long- term commitment. Data were collected through an internal organizational survey of 18 participants and analyzed using systematic coding and triangulation with existing literature to ensure credibility. Findings were that manageable workloads, professional development opportunities, mental health support, and supportive leadership were key drivers of retention. Recommendations included implementing sustainable workforce strategies and enhancing employee training. Potential implications for public administration practice includes improved workforce planning and wellness initiatives that support organizational effectiveness. Positive social change implications include increased organizational stability, improved service outcomes for vulnerable families, and a healthier work environment that fosters long-term staff commitment. Hiring Practices and Staff Retention at a Non-Profit Organization in Florid
Staff Education to Address Workplace Violence Against Staff
Get PDFIn this Doctor of Nursing Practice (DNP) project, the primary focus was on addressing knowledge of workplace bullying within the hospital setting. The project involved developing and implementing an educational program to raise awareness, prevent workplace bullying, and effectively respond to it among healthcare staff. Workplace bullying harms physical and emotional well-being, reduces productivity, increases absenteeism, and increases turnover. The practice-focused question was as follows: In a hospital setting, does implementing a workplace violence (WPV) prevention education program for healthcare workers lead to increased knowledge of WPV incidents, awareness, and management among staff? Using evidence-based strategies and resources, the DNP project aims to equip hospital employees with the knowledge and skills to identify, address, and combat workplace bullying. The program includes a PowerPoint educational session with pre- and post-analysis of expertise. Results were analyzed using statistical software to obtain paired sample t-tests. The pretest mean score was (M = 0.75; SD = 0.44), and the posttest mean score was 2.13 (0.79), p = .07, indicating no statistical significance. Overall, staff knowledge increased by 184%. Through proactive education and empowerment, the DNP project aims to combat workplace bullying and cultivate a culture of respect and collaboration in the hospital setting, fostering social change
Best Practices to Reduce Patient Falls in Skilled Nursing Facilities in Virginia
Get PDFPatient falls in skilled nursing homes highlight the need for effective, evidence-based strategies to reduce falls and improve residents\u27 quality of life. The purpose of this integrative review was to identify administrative strategies for reducing patient falls within skilled nursing facilities. The review question centered on the most effective strategies and best practices that healthcare administrators can use to reduce patient falls and injuries and increase patient satisfaction. The Donabedian model served as the theoretical framework, providing a strong foundation for evaluating health services and quality of care to reduce patient falls. A comprehensive literature review identified 50 relevant articles, and 25 peer-reviewed articles published between 2020 and 2025 were selected for in-depth analysis using the John Hopkins evidence-based practice model. Further analysis identified six main themes and eight subthemes related to problem-solving strategies for fall prevention. The six main themes were: improve organizational culture, foster teamwork, establish protocols to educate staff, improve facility navigation without barriers, strengthen patient-centered care, and facilitate staff responsibility related to safety protocols. Key subthemes were: promote staff collaboration, strengthen IDT communication, and enforce consistent compliance practices. Three recommendations emerged from the analysis: (a) establish comprehensive employee training programs and patient education, (b) evaluate and use fall risk devices that are customized for each patient, and (c) use fall assessment tools to achieve a better quality of life. The findings indicated that the adoption of targeted fall prevention strategies – along with Donabedian quality processes – may lead to improvements in patient care, which can facilitate positive social change for patients, staff, and families
Paternal Filicide in the Context of Divorce and Child Custody
Get PDFThis qualitative study examined the troubling intersection of parental separation, domestic violence and paternal filicide, issues that profoundly challenge societal and legal frameworks. Although domestic violence and marital dissolution are recognized risk factors for child maltreatment, their role in paternal filicide, specifically when motivated by parental separation, has been understudied. Using a purposeful and criterion-based sampling strategy, cases were drawn from the Center for Judicial Excellence database of children murdered during divorce, parental separation, and child custody disputes. After applying predefined inclusion and exclusion criteria, the final sample consisted of 113 biological fathers responsible for the deaths of 263 children (aged 0–17) in the United States between 2008 and 2020. A thematic analysis of publicly available online news reports about these filicides was conducted to identify contextual patterns as well as key characteristics and behaviors of fathers who commit filicide following marital separation. Results highlight significant histories of abuse against mothers and the failure of government officials to protect their children. Findings also emphasize the presence of displaced aggression, rumination, and revenge planning. This study aligns with prior research advocating for the identification of psychosocial risk factors among filicidal fathers and the implementation of proactive legal and mental health interventions. These findings underscore the need for reforms in family court, mental health assessments, and domestic violence prevention strategies to mitigate risks associated with custody disputes, ultimately preventing future child homicides
Community and Individual Risk Factors Associated with Tuberculosis Treatment Outcomes: CA, MD, and OH, [2017-2021].
Get PDFThere are unsuccessful treatment outcomes with Tuberculosis (TB) disease, although effective therapies exist. This study aimed to identify predictors of unsuccessful treatment using the socioecological model. A quantitative cross-sectional study and multinomial logistic regression analysis were used to measure the associations between long-term care (LTC), homelessness, correctional facility, Human Immunodeficiency Virus (HIV), diabetes, excess alcohol, illicit drug use, and TB treatment outcomes of death, lost to follow-up, and treatment refusal. The sample consisted of 7,589 individuals aged 15 and older with pulmonary TB between 2017 and 2021, residing in California, Ohio, and Maryland. Findings indicated a correlation between community factors (LTC, homelessness, correctional facility), individual factors (HIV, illicit drugs), and TB treatment outcomes. Homelessness was a predictor of death (Exp(B)=1.75, 95% CI :1.24-2.48, p=.001), loss to follow-up (Exp(B)=4.55,95% CI: 2.82-7.33; p\u3c.001) and treatment refusal (Exp(B)=3.24,95% CI:1.42-7.37, p=.005). Positive HIV was associated with death (Exp(B)=2.10,95% 1.24-3.56,p =.005). The results of this study will inform stakeholders about the risk factors for unsuccessful treatment outcomes and lead to positive social change by improving treatment outcomes for populations experiencing disparities
The Role of Leadership and Communication Training in Non-Profit Hospitals and the Influence on Leadership Change
Get PDFNon-profit healthcare organizations face ongoing challenges in aligning leadership competencies with the dynamic demands of the healthcare environment, with a significant gap persisting in formal leadership training and communication development for both emerging and established leaders. The purpose of this integrative review was to examine existing knowledge on healthcare leadership in non-profit hospitals and provide best practices in leadership communication to decrease leadership-gap in current and future leaders in non-profit hospitals. The review question focused on determining evidence-based strategies for enhancing communication training and leadership skill development among administrative leaders. Kotter’s 8-Step Process provided a framework for successful organizational change. After a thorough review of the literature for years 2020-2025, a total of 22 articles were evaluated using the Johns Hopkins nursing evidence-based practice model. The analysis resulted in four main themes: improve leadership training programs, defining leadership traits, leadership theory implementation, and mitigate leadership gap. Eleven subthemes support these themes with the following examples: establish core skills and information about relationship management. Three key recommendations emerged from the analysis: First, the implementation of evidence-based training for developing effective leadership skills. Second, update leadership training programs regularly to reflect contemporary leadership competencies and address the evolving challenges faced by healthcare leaders. Third, promote leadership engagement through active participation in team-based decision making. Strong leadership fosters positive social change by emphasizing the importance of community health initiatives and improving equitable access to healthcare services