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This study aims to examine the availability and comprehensiveness of policies pertaining to colorectal cancer (CRC) in Central, Eastern European and South Caucasus countries, as it is a major public health concern in these regions and the second most common cause of cancer deaths among women.

We performed a scoping review using the Arksey and O'Malley methodology, searching for publicly available policy documents from 18 countries. We described the prevention methods and activities in each country based on the World Health Organization guidelines for CRC screening.

Our research found that most countries had at least five policies related to CRC prevention, which most commonly included primary, secondary and tertiary prevention measures. Elements such as promoting healthy lifestyle choices and implementing screening methods such as fecal occult blood tests, fecal immunochemical tests or colonoscopy were frequently mentioned in these policies. However, target age ranges varied among countries. Our analysis revealed a pressing need to increase the availability and utilization of CRC screening in these countries.

One of the main limitations of this study is that it is a desk review conducted using internet-based resources, which may have missed important sources or recent policy documents that are not yet available online. Despite our efforts to include all relevant policies, it is possible that we overlooked other policies that contain relevant information, such as those that cover cancer treatment methods. Additionally, our search excluded primary healthcare and universal healthcare coverage policies, which could include important information on CRC prevention and control activities. Additionally, as a scoping review approach was used, no critical assessment of the included studies or literature was conducted. Furthermore, due to the limited number of countries included, the comparability of the findings is limited. In future research, it would be beneficial to expand the study and collect new data from decision-makers and stakeholders to further investigate these hypotheses. It is also important to note that the presence of a policy document is not the end goal, as it is simply a step toward better outcomes.

In summary, our research highlights the need for improved and unified efforts toward preventing and detecting CRC in Central, Eastern European and South Caucasus countries. This knowledge can be used to focus efforts on developing a standardized policy document and national screening program that can be adapted to meet the unique needs of each country. The importance of CRC screening, regardless of need, must be emphasized in order to aid in the transition from curative to preventive cancer care. Our study highlights the need for more detailed and science-based policies for CRC prevention and screening in Central, Eastern European and South Caucasus countries. While many countries have policies in place, they often lack key components and do not fully reflect current evidence-based guidelines. To improve population health outcomes, further research is needed to understand the implementation and enforcement of these policies as well as their impact on cancer incidence and survival. As the screening landscape evolves, countries may learn from each other and a better understanding of the complex policy frameworks that impact CRC screening is needed so that countries can update and tailor policy documents to their specific situations.

In conclusion, policymakers in Central, Eastern European and South Caucasus countries have implemented various policy approaches to prevent and control the CRC. The effectiveness of these approaches varies across countries and depends on several factors, including the availability of resources, the level of public awareness and the political will to implement effective policies. Further research is needed to determine the most effective policy approaches for CRC prevention in these regions and to ensure that the right policies are in place to reduce the incidence and impact of this disease.

The study aimed to identify gaps in existing research and areas for future work by mapping, categorizing and organizing existing evidence on CRC policies in Central, Eastern European and South Caucasus countries. Additional research is necessary to understand the implementation and enforcement of these policies and how they impact health outcomes such as cancer incidence and survival.

1. CRC policy is heterogeneous in Central and Eastern Europe and the South Caucasus region.

2. There are particularly important differences regarding the implementation of CRC screening.

3. Cancer screening and palliative care approaches were less frequently included.

4. Variations exist in the comprehensiveness of policy by prevention level and country.

CRC policy is heterogeneous in Central and Eastern Europe and the South Caucasus region.

There are particularly important differences regarding the implementation of CRC screening.

Cancer screening and palliative care approaches were less frequently included.

Variations exist in the comprehensiveness of policy by prevention level and country.

The selection of sensitive temperature measurement points is the premise of thermal error modeling and compensation. However, most of the sensitive temperature measurement point selection methods do not consider the influence of the variability of thermal sensitive points on thermal error modeling and compensation. This paper considers the variability of thermal sensitive points, and aims to propose a sensitive temperature measurement point selection method and thermal error modeling method that can reduce the influence of thermal sensitive point variability.

Taking the truss robot as the experimental object, the finite element method is used to construct the simulation model of the truss robot, and the temperature measurement point layout scheme is designed based on the simulation model to collect the temperature and thermal error data. After the clustering of the temperature measurement point data is completed, the improved attention mechanism is used to extract the temperature data of the key time steps of the temperature measurement points in each category for thermal error modeling.

By comparing with the thermal error modeling method of the conventional fixed sensitive temperature measurement points, it is proved that the method proposed in this paper is more flexible in the processing of sensitive temperature measurement points and more stable in prediction accuracy.

The Grey Attention-Long Short Term Memory (GA-LSTM) thermal error prediction model proposed in this paper can reduce the influence of the variability of thermal sensitive points on the accuracy of thermal error modeling in long-term processing, and improve the accuracy of thermal error prediction model, which has certain application value. It has guiding significance for thermal error compensation prediction.

Due to the influence of complex and intersecting factors, self-governed public open spaces (POSs) (managed by local communities) are subject to collective action dilemmas such as tragedy of the commons (overexploitation), free-riding, underinvestment and mismanagement. This review paper adopts a multi-dimensional and multi-tier social-ecological system (SES) framework proposed by McGinnis and Ostrom, drawing on collective action theory to explore the key institutional-social-ecological factors that impact POS self-governance.

In this paper, Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) was utilized to systematically screen and review the relevant literature for the period from 2000 to 2023 in three databases: Web of Science, Scopus and Google Scholar. A total of 57 papers were chosen for in-depth analysis.

The literature review identified and categorized several variables associated with the self-organizing system of POS; consequently, an SES-based POS management framework was developed for the first time, consisting of 114 institutional-social-ecological sub-variables from different dimensions and three levels. Compared to ecological factors, among others, governance organizations, property-rights systems, socioeconomic attributes and actors' knowledge of SES have been commonly and primarily studied.

There is still room for the refinement of the conceptual SES-based POS collective action framework over the time (by adding in new factors), and indefinitely empirical research validating those identified factors is also worth to be undertaken, particularly testing how SES factors and interaction variables affect the POS quality (collective action).

The findings of this study can provide local policy insights and POS management strategies based on the identification of specific SES factors for relevant managers. Moreover, this research makes significant theoretical contributions to the integration of the SES framework and collective action theory with POS governance studies.

Groups of students were enrolled in a course that sought to produce a three-phase theoretical model over three semesters.

A design project to comprehensively address school violence was launched at a university in eastern Pennsylvania.

This article updates the recent and most critical finding of the project by illuminating specific implications of the importance of teacher training and the development toward competence in recognition of children who are emotionally and psychologically injured through proactive measures such as screening for emotional and psychological well-being.

Although the model has not been tested, screening to identify those in need of emotional support and training to support teachers is clear. Screening and training offer important opportunities to help learners build skills toward resilience to soften the effects of trauma.

A view of the “whole child” with regard to academic success could further foster social and emotional development.

Early intervention can prevent the onset of symptoms associated with posttraumatic stress and related disorders. This effort alone may significantly reduce the uncomfortable incidences and perhaps ultimate prevention of the violence that is perpetuated among children.

Preliminary research supports a continued conversation regarding effective tools to find children emotionally and psychologically at-risk, which allows teachers an opportunity for timely emotional and psychological interventions.

This paper aims to propose a Shariah-compliant multi-period fuzzy portfolio optimization model that accounts for Shariah compliance through purification processes and incorporates various Shariah constraints, including sustainability constraints. This model aims to ensure both ethical alignment and robust portfolio management while navigating modern financial complexities and fostering responsible and sustainable investment practices.

The methodology involves a dynamic programming method to solve the proposed program, with returns of the assets assumed to be trapezoidal fuzzy variables. This approach allows for the quantification of portfolio return and risk by the possibilistic mean and semivariance of the fuzzy returns, respectively. A numerical study based on real stock market data tests the efficiency of the proposed algorithm.

The research showcases the model’s effectiveness in managing Shariah-compliant portfolios under financial uncertainties and supports the importance of incorporating ethical and sustainability constraints in investment decisions. It highlights the capability of the proposed model to offer a structured approach to ethical investing within the Islamic finance framework.

While the paper provides a solid foundation for Shariah-compliant portfolio optimization, it acknowledges the complexity and computational demands of the model. Future research could explore simplifying the model without compromising its ethical and Shariah-compliant principles.

This work introduces a novel integration of Shariah compliance with fuzzy portfolio optimization techniques, addressing the need for dynamic, ethical investment strategies in Islamic finance. The incorporation of purification processes and sustainability constraints into a fuzzy portfolio optimization model represents a unique contribution to the field.

With the recent proliferation of AI, organisations are transforming not only their organisational design but also the input and output operational processes of the hiring process. The purpose of this paper is to explore the organisational and operational dimensions resulting from the deployment of AI during talent acquisition process.

The authors conducted semi-structured interviews and meetings with human resources (HRs) professionals, recruiters and AI hiring platform providers in Sweden. Using an inductive data analysis rooted in the principles of grounded theory, the study uncovered four aggregate dimensions critical to understanding the role of AI in talent acquisition.

With insights from algorithmic management and ambidexterity theory, the study presents a comprehensive theoretical framework that highlights four aggregate dimensions describing AI’s transformative role in talent recruitment. The results provide a cautionary perspective, advising against an excessive emphasis on operational performance driven solely by algorithmic management.

The study is limited in scope and subject to several constraints. Firstly, the sample size and diversity are restricted, as the findings are based on a limited number of semi-structured interviews and meetings with HRs professionals, recruiters, and AI hiring platform providers. Secondly, the rapid evolution of AI technologies means that the study’s findings may quickly become outdated as new advancements and applications emerge.

The results provide managers with actionable information that can lead to more precise and strategic management practices, ultimately contributing to improved organizational performance and outcomes. Plus, enhancing their ability to make informed decisions, optimize processes and address challenges effectively.

The results signal both positive and negative impacts on employment opportunities. On the positive side, AI can streamline recruitment processes, making it easier for qualified candidates to be identified and hired quickly. However, AI systems can also perpetuate existing biases present in the data they are trained on, leading to unfair hiring practices where certain groups are systematically disadvantaged.

By examining the balance between transactional efficiency and relational engagement, the research addresses a crucial trade-off that organizations face when implementing AI in recruitment. The originality lies in its critique of the prevailing emphasis on e-recruiting.

Key core technology is the most important weapon of the country, and breaking through the “strangled” problem is one of the real problems that China’s emerging industries and enterprises must solve. Accurately identifying the “strangled” problem will help China accelerate the realization of high-level scientific and technological self-reliance and win the battle against key core technologies.

Combined with the characteristics of key core technologies, the key core technology evaluation system was constructed from four dimensions: technology innovation, technology radiation, technology economy and technology safety. We adopt the entropy TOPSIS method to evaluate the patents, and the patents with the top 5% scores are identified as key core technology patents. Then, this study identifies key core technology “strangled” problems in three dimensions: technology value advantage, competitive advantage and quantitative advantage.

Taking the patent data of the global new generation information technology industry from 2011 to 2023 as a sample, 178 moderately “strangled” technologies and 49 severely “strangled” technologies are selected. The study results are consistent with the current situation of the new generation information technology industry’s development, and verify the feasibility and reliability of the key core technology “strangled” problem identification model.

This study uses patent data to identify key core technologies and “Strangled” in the new generation information technology industry. It can provide a reference for relevant national departments and agencies, as well as universities and enterprises.

This study aims to investigate the feasibility of health cadres in Indonesia to take perinatal depression screening in the community using Edinburgh Postnatal Depression Scale (EPDS) and Whooley.

The field study involved 11 health cadres (community volunteers who assist in maternal and child health) who were trained to administrate EPDS and Whooley towards 36 pregnant and postpartum mothers in a low resource urban setting for a month. A comparison of scores from both tools, the number and type of mistakes made by the cadres, and cadres perception about the tools were combined to determine the most feasible tool for cadres in identifying depression symptoms.

The results show both tools are comparable for screening depression symptoms in mothers; however, EPDS was better at differentiating the level of symptoms. Whooley, with two case-finding questions, is simpler for cadres, whereas the EPDS is more difficult to be computed by cadres. Cadres support the implementation of such a screening, as it provides a channel for mothers to express their negative feelings.

The findings indicate Whooley is sufficient for first-level screening in the community by cadres, whereas the EPDS should be used by qualified health-care workers for further evaluation at primary health clinics.

Health cadres could potentially be trained to use standardized yet simple psychological tools. Involving trained health cadres in integrated maternal mental health services in primary health care in Surabaya, Indonesia is promising.

The use of the EPDS and the Whooley questions has not been applied in Indonesia particularly among health cadres despite their long-lasting role in primary health-care system.

Material selection, driven by wide and often conflicting objectives, is an important, sometimes difficult problem in material engineering. In this context, multi-criteria decision-making (MCDM) methodologies are effective. An approach of MCDM is needed to cater to criteria of material assortment simultaneously. More firms are now concerned about increasing their productivity using mathematical tools. To occupy a gap in the previous literature this research recommends an integrated MCDM and mathematical Bi-objective model for the selection of material. In addition, by using the Technique for Order Preference by Similarity to Ideal Solution (TOPSIS), the inherent ambiguities of decision-makers in paired evaluations are considered in this research. It goes on to construct a mathematical bi-objective model for determining the best item to purchase.

The entropy perspective is implemented in this paper to evaluate the weight parameters, while the TOPSIS technique is used to determine the best and worst intermediate pipe materials for automotive exhaust system. The intermediate pipes are used to join the components of the exhaust systems. The materials usually used to manufacture intermediate pipe are SUS 436LM, SUS 430, SUS 304, SUS 436L, SUH 409 L, SUS 441 L and SUS 439L. These seven materials are evaluated based on tensile strength (TS), hardness (H), elongation (E), yield strength (YS) and cost (C). A hybrid methodology combining entropy-based criteria weighting, with the TOPSIS for alternative ranking, is pursued to identify the optimal design material for an engineered application in this paper. This study aims to help while filling the information gap in selecting the most suitable material for use in the exhaust intermediate pipes. After that, the authors searched for and considered eight materials and evaluated them on the following five criteria: (1) TS, (2) YS, (3) H, (4) E and (5) C. The first two criteria have been chosen because they can have a lot of influence on the behavior of the exhaust intermediate pipes, on their performance and on the cost. In this structure, the weights of the criteria are calculated objectively through the entropy method in order to have an unbiased assessment. This essentially measures the quantity of information each criterion contribution, indicating the relative importance of these criteria better. Subsequently, the materials were ranked using the TOPSIS method in terms of their relative performance by measuring each material from an ideal solution to determine the best alternative. The results show that SUS 309, SUS 432L and SUS 436 LM are the first three materials that the exhaust intermediate pipe optimal design should consider.

The material matrix of the decision presented in Table 3 was normalized through Equation 5, as shown in Table 5, and the matrix was multiplied with weighting criteria ß_j. The obtained weighted normalized matrix V_ij is presented in Table 6. However, the ideal, worst and best value was ascertained by employing Equation 7. This study is based on the selection of material for the development of intermediate pipe using MCDM, and it involves four basic stages, i.e. method of translation criteria, screening process, method of ranking and search for methods. The selection was done through the TOPSIS method, and the criteria weight was obtained by the entropy method. The result showed that the top three materials are SUS 309, SUS 432L and SUS 436 LM, respectively. For the future work, it is suggested to select more alternatives and criteria. The comparison can also be done by using different MCDM techniques like and Choice Expressing Reality (ELECTRE), Decision-Making Trial and Evaluation Laboratory (DEMATEL) and Preference Ranking Organization Method for Enrichment Evaluation (PROMETHEE).

The results provide important conclusions for material selection in this targeted application, verifying the employment of mutual entropy-TOPSIS methodology for a series of difficult engineering decisions in material engineering concepts that combine superior capacity with better performance as well as cost-efficiency in various engineering design.

Various scholars suggest that there is a lack of research on the recruitment in small and medium-sized enterprises (SMEs) and also a scarcity of theoretical basis for the recruitment procedures used by these companies. As the vast majority of studies concentrate on larger organizations, they may not accurately reflect the challenges faced by smaller-sized entities to profoundly and accurately comprehend their recruitment procedures. In addition, the use of technology in recruitment has grown in importance in today’s quickly evolving business environment, particularly in light of the COVID-19 pandemic footprint. This study aims to examine the recruitment procedures used by SMEs and how they have been compelled to adjust to different extents to these technological improvements by the effects of the aforementioned epidemic.

With the aim to investigate the current recruitment practices in SMEs and the extent to which digital technologies are embraced by these companies within human resources (HR) procedures, this research relied on interviews with SMEs representatives. The qualitative methods used provided access to relevant data and insights, as they allowed close interactions with top managers and CEOs of ten companies from various sectors. Thus, the research results draw a vivid and reliable image of the procedures and practices used by small and medium-sized companies to attract, select and retain their staff.

This study’s findings are of increased interest to HR professionals, recruiters and managers in SMEs, who aim to attract and retain the best talent and optimize their recruitment strategies in a rapidly changing business environment, enabled by technological advancements. Effective HR recruitment procedures adapted to the specific needs of small and medium-sized companies can lead to several benefits for the organization, including improved employee selection, reduced turnover and increased organizational productivity.

Although the interviews examined here encompass recruitment techniques from SMEs in a variety of industries, the results’ generalizability is limited by the sample size and geography. Furthermore, the findings’ dependability is dependent on the accuracy of the data provided by the respondents.

This investigation confirms some of the theoretical underpinnings which point to the lack of formalized structures and procedures in the recruitment process in SMEs, which enjoy more flexibility in managing HR processes. In addition, the results reinforce the arguments indicating an adjustment between HR strategies or policies and organizational goals in smaller enterprises which adapt faster to changes in the market. Moreover, it becomes apparent that there is a relationship between the quality of job descriptions and the successful fit in attracting the right candidates for the open positions. Furthermore, digital technologies offer opportunities for expanding the recruiters’ reach to a wider audience and also support the selection stage, thus increasing the chances of finding suitable staff. As the need to shift from traditional recruitment to e-recruitment in SMEs has been highlighted in the literature, the qualitative research revealed that this need was driven on the one hand by the COVID-19 pandemic when these companies successfully adapted and implemented new online methods of recruiting, but also by the lack of skilled labor, leading to the expansion of recruitment to other parts of the country or even to other countries.

With regard to the proportion of men and women used in small and medium-sized companies, there is a clear need to involve and train more women in the predominantly male-dominated industrial and IT sectors. From this point of view, companies tend to devote more interest to integrating communities of women in these industries, as well as in key management positions. Another point of interest that the study highlights is the fact that SMEs have started to get creative with the benefits package they propose to candidates and focus on remote work, hybrid office–home working, or seasonal work to offer future employees a better work–life balance.

The added value of this investigation is filling the gaps in the current literature concerning recruitment procedures currently used by SMEs, the challenges they face and the solutions they advanced to solve them. Furthermore, SMEs often drive innovation and competition in the market and play a crucial role in the supply chain of larger companies, providing them with the goods and services they need to operate and supporting the availability and reliability of products from larger companies. They are often the driving force behind revitalizing local economies and creating new employment opportunities. Consequently, the underlying significance of this study is rooted in the need to modernize and simultaneously improve HR recruitment procedures through the integration of technology and a focus on innovation.