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In order to ensure effectiveness of staff's performance using online meetings applications during coronavirus disease (COVID-19), having the behavioural intention is mandatory for staff to measure, test, and manage the staff's data. Understanding of Public Higher Education Institution (PHEI) staffs' intention and behaviour toward online meetings platforms is needed to develop and implement effective and efficient strategies. The objectives of this paper to identify the factors that affect staff to use online meetings applications, to develop a model that examining the factors that affect PHEI staff to online meetings applications and to validate the proposed model. This study used a cross-sectional quantitative correlational study with using UTAUT2 model by validating the model and mediating variables to enhance the model's explanatory power and to make the model more applicable to PHEI staff's behavioural intention.

The data were collected in Malaysia from March to May 2021. The survey took place using Google form and was send to PHEI staff for answer. This research particularly chooses PHEI as the location to carry out the research due to two main factors. Statistical analysis and hypotheses were tested using structural equation modelling based on the optimisation technique of partial least squares. SmartPLS software, Version 3.0 (Hair et al., 2010) was used to conduct the analysis. A conceptualised estimation model was “drawn in” the partial least squares structural equation modeling (PLS-SEM) to analyse the consequences of the variables' relationships. In essence, the PLS-SEM simulation was carried out in a model by assessing and computing various parameters that included elements like validity, durability, and item loading. Henseler et al. (2009) suggested a two-step method that includes PLS model parameter computing. This is accomplished by first solving the estimation model in the structural model independently before calculating the direction coefficients. The results of data analysis using SmartPLS findings and interpretation of the data are addressed. The questionnaire was extensively examined to ensure that the data obtained were presented in a clear and intelligible manner, with the use of figures, and graphs.

This current study found that the usability of the material, the reliability of operating, the impact of the PHEI staff's views on its usage, and finally the familiarity with the online meetings platforms influenced PHEI staff's behavioural intention for adoption and long-term use of online meeting platforms using UTAUT2. The staff's behavioural intention for using online meeting platforms was significantly influenced by the effort expectancy, facilitating conditions and habit of online meeting platforms. There was a clear association between “Habit” and “Behavioural Intention” for the usage of information technology in learning in several studies (El-Masri and Tarhini, 2017; Uur and Turan, 2018; Mosunmola et al., 2018; Venkatesh et al., 2003). As a consequence of the utility of online meeting platforms in daily staff meetings and learning activities, this technology has been adopted.

This study used UTAUT2 and structural equations modelling in this study to assess respondents' perspectives on the use of online meetings platforms in PHEI, since users' perspective is a significant factor in the adoption and acceptance of online meeting applications. Staff's behavioural intention to use online meeting platforms was effectively enhanced by “Effort Expectancy,” “Facilitating Conditions” and “Habit” in this study. The study shows that identifying PHEI staff's perspectives will effectively increase the staff's aversion to utilising online meeting platforms for online meetings purposes.

Although long a feature of inpatient mental health ward routine, community meetings have not always attracted a clear sense of purpose and value. A common complaint from patients is that community meetings are useless and have no worthwhile purpose. It was thought that staff on acute wards would benefit from having a space to think about community meetings, and a work discussion group was provided over a duration of 18 months. It was hoped that this intervention would enable facilitators to think about these meetings and about their aims and benefits. This paper presents findings from the work discussion group: staff facilitators' experience of facilitating community meetings and patients' direct feedback to facilitators about their experience of these meetings. The conclusions made are that community meetings could provide a useful forum for patients and staff if they:• are of benefit to patients• provide a forum for development of the therapeutic alliance between patients and staff• contribute towards improvement of the ward milieu• provide a forum for staff to develop therapeutic skills• provide a forum for staff to develop working relationships with colleagues and different professionals in the team.

This paper aims to explore inpatient staff experiences of seeking to meet the religious and cultural needs of Black, Asian and Minority Ethnic (BAME) inpatients on mental health wards.

Nine semi-structured interviews were undertaken with inpatient staff in one NHS Trust in England to explore their views and experiences of supporting BAME inpatients to meet their religious and cultural needs. Anonymised transcripts were analysed thematically.

Inpatient staff reported lacking the confidence and knowledge to identify and meet BAME inpatients’ religious and cultural needs, especially inpatients from smaller ethnic groups and newly emerging communities. There was no specific assessment used to identify religious and cultural needs and not all inpatient staff received training on meeting these needs. Concerns were raised about difficulties for staff in differentiating whether unusual beliefs and practices were expressions of religiosity or delusions. Staff identified the potential role of inpatients’ family members in identifying and meeting needs, explaining religious and cultural beliefs and practices, and psychoeducation to encourage treatment or medication adherence.

Potential ways to address this gap in the knowledge and confidence of inpatient staff to meet the religious and cultural needs of BAME patients include training for inpatient staff; the production and updating of a directory of common religious and cultural practices and needs; local resources which can help to support those needs; and religious and cultural practices and needs being documented by mental health practitioners in community teams such that this information is readily available for inpatient staff if a service user is admitted.

This is the first study to consider inpatient staff views on meeting the religious and cultural needs of BAME informal patients and patients detained under the Mental Health Act 1983.

National mental health policies in the UK have a common theme of seeking to develop working partnerships between people who use mental health services, their families and carers and professionals. In Somerset, following a staff training programme, a Family Liaison Service has been developed whereby systemically trained staff work alongside inpatient staff to hold family meetings as part of the assessment and admission process on all wards for working age adults and older people. This article aims to focus on this initiative.

The article considers the development of the Family Liaison Service and evaluates its progress based on audit data, feedback from families using the service, and a survey of staff experience. Issues raised in developing family inclusive services are discussed.

Evaluation of the service suggests that, although there is still progress to be made, considerable success has been achieved in embedding the service on inpatient units with a substantial increase in meetings held between staff and families. Feedback from families is positive and staff report increased confidence in engaging with families and carers.

This article describes a transferable model for the implementation of national policy to develop working partnerships with families and carers in mainstream mental health services.

Telephone interviews were conducted with 64 participants who attended an initial systemic consultation meeting within a community‐based psychology service for people with a learning disability. Most participants found the sessions helpful and liked the reflecting conversations, which they said broadened their views on the presenting problems and offered a positive approach to the meeting, as well as enabling as many views as possible to be heard. However, depending on whether they were carers, colleagues or client and family members, participants' views varied on how prepared and comfortable they felt about the format of the meetings. The authors felt that the results lend support to the overall helpfulness of using an initial systemic consultation meeting when working with this client group.

This book is a policy proposal aimed at the democratic left. It is concerned with gradual but radical reform of the socio‐economic system. An integrated policy of industrial and economic democracy, which centres around the establishment of a new sector of employee‐controlled enterprises, is presented. The proposal would retain the mix‐ed economy, but transform it into a much better “mixture”, with increased employee‐power in all sectors. While there is much of enduring value in our liberal western way of life, gross inequalities of wealth and power persist in our society.

The notion of organizational learning (OL) has reached the forefront of both school change discourse and academic inquiry. However, this notion has not yet undergone deliberate thinking and research within the special education domain. The purpose of this paper is to address this gap in the literature by empirically investigating OL through a structural concept – organizational learning mechanisms (OLMs) – as embedded into the learning values (culture) of special education.

A case study of three student's functioning levels (low, intermediate, and high) in a special education school provided the context for studying OLMs and the learning values (culture) influencing their productivity.

This paper supports the existence of and the capacity for systematic learning through institutionalized structures and procedures in a special education school. This paper also illuminates the effect of learning values (culture) on the effectiveness of OLMs in a special education school.

Generalizing from this case study (a special education school comprising three levels of student functioning) is quite problematic. However, this paper supports the merit of empirically researching OL in special education schools through the structural‐cultural framework.

This paper provides a useful conceptual and empirical framework to evaluate special education schools as learning organizations.

The purpose of this paper is to describe the learning from action (LfA) workshop held in Italy in October 2014 and to evaluate how well the workshop achieved its aims.

The researcher joined the workshop as a member, and data were collected through participant observation. Evaluation was carried out using relevant audit standards and a follow-up questionnaire.

The evaluation found that an authentic transient therapeutic community was created, which provided an effective learning experience for participants.

The description is a single study based on the findings of a single researcher, as is usual with ethnographic work of this kind. Only a few participants completed the questionnaire.

This is the first detailed research description of the LfA programme for training mental health practitioners who work in therapeutic communities. It provides a description of events, comments on how some of these impacted on the researcher-participant and an evaluation of the workshop.

Describes an action research project to improve quality in three hospital departments including operating theatres, X‐ray, and medical records. The approach combined quality assurance (QA) or audit methods with those of continuous quality improvement (CQI) or TQM. The intention was to bring about improved organizational performance through an emphasis on bottom‐up rather than top‐down methodology, and to assess the relative effectiveness of different quality strategies being used within the hospital. Baseline studies of organizational climate and of patient perceptions enabled evaluation of effectiveness. Provides a description of the background to various health‐care quality strategies, and argues that several perspectives are required if all stakeholders (e.g. policy makers, professionals, patients, and managers) are to be satisfied. Describes the responses of staff, superiors and professionals and recommendations offered for more effective quality strategy implementation.

This study seeks to determine factors that encourage post‐meeting work activity in a software development group by assessing attendee diversity (functional, staffing and tenure), meeting size, and meeting history.

One year's worth of meeting data from a software development group in a US‐based financial services company were collected and analyzed. A binary logistic regression analysis was utilized to determine the impact of diversity, meeting size, and meeting history on the likelihood of post‐meeting work activity.

Tenure diversity and meeting history for each meeting event significantly contribute to the likelihood of post‐meeting work activity.

A lack of variance in the data does not allow for the examination of staffing diversity. Further, generalizability of findings is limited since data come entirely from one organization. Findings suggest that meeting characteristics, specifically tenure diversity and meeting history, can improve the likelihood of post‐meeting work activity occurring.

Findings illustrate that management can leverage tenure diversity and meeting history within a software development group to encourage post‐meeting work activity.

All organizations employ meetings, and research that clarifies how to extract maximum value from meeting events is critical. This study provides a first step in uncovering specific meeting characteristics which are most likely to impact post‐meeting work activity.