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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.

Previous research on workplace meetings identified critical design features, leader behaviors, group dynamics, post-meeting actions, and other factors which help determine the effectiveness of the meeting. But as much as the authors acknowledge that meetings may differ from each other, much of the research appears to assume that it is meaningful to talk about “the meeting” as a single, generic entity (most commonly, the regularly scheduled staff or department meeting). In fact, though, there are several common types of meetings which vary among themselves in terms of a number of measurable parameters such as structure, meeting members, meeting leader, timing and duration, and scope. It is a gratuitous assumption that what the authors know about workplace meetings based on one especially common type applies to all workplace meetings. This chapter offers a historical review of previous attempts to classify meeting types; it then overviews several common types which deviate from the standard staff meeting paradigm, including project team meetings, debrief meetings, committee meetings, site-wide meetings, shift change meetings, and crew formation meetings. In comparing these types to the staff meeting, the authors identify some of the critical differences, thereby providing a first step toward a true taxonomy of meetings.

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 illustrate, by means of a content analysis of 278 weekly School Meeting minutes, the ways in which student voice is actualized in one democratic free school in Germany.

This paper uses a qualitative content analysis methodology of 278 weekly School Meetings minutes.

This paper uses Fielding’s (2012) patterns of partnership typology to illustrate what counts as student voice and participation in a democratic free school.

Limitations included being reliant on translations of German texts, some missing minutes from the entire set, the lack of a single author for the minutes (and thus degree of detail differs) and the fact that the School Meeting minutes make reference to other meetings for various sub-committees for which no minutes exist, and thus, findings on the degree of student voice may be limited. And because this is a study of one school, generalizability may be difficult. Future research into these sub-committee meetings would prove helpful as well as content analyses of other democratic free schools’ meeting minutes.

This study can help people more deeply understand what goes on in democratic free schools and what student voice and participation can mean within this context.

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.

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.

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.

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.