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Urethra --- Urine --- Stricture --- Retention --- Ducamp, Théodore,

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With nearly half of the world's population living in a rural or remote area, meeting the health needs of rural populations, where over 80% of the world's extremely poor live, is imperative in achieving universal health coverage. Leaving no one behind means ensuring that health workers are available in rural and remote areas. Health, social and economic inequities remain cross-cutting challenges for rural populations. Rural populations tend to be poorer, have worse health outcomes, and experience higher rates of unemployment, underemployment and informal employment. It is estimated that about 51-67% of rural populations are without adequate access to essential health services, translating to about 2 billion people being left behind. In some countries, rural populations have access to numbers of health workers that are 10 times less than the numbers available to urban populations. The deficiency in numbers and mix of trained motivated health workers to provide the needed health services is a critical health system issue. This inequitable access to health workers and health services impacts health outcomes and increases socioeconomic disadvantages. Higher under-5, maternal and preventable mortality rates, increased morbidity, decreased life expectancy, and more costs to access distant care are seen across rural areas.

Employees --- Community health aides. --- Employee retention. --- Recruiting.

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The main objective of this Research Topic is to determine the conditions that place students at risk of school failure, identifying student and context variables. In spite of the fact that there is currently little doubt about how one learns and how to teach, in some countries of the “developed world,” there is still there is a high rate of school failure. Although the term “school failure” is a very complex construct, insofar as its causes, consequences, and development, from the field of educational psychology, the construct “student engagement” has recently gained special interest in an attempt to deal with the serious problem of school failure. School engagement builds on the anatomy of the students’ involvement in school and describes their feelings, behaviors, and thoughts about their school experiences. So, engagement is an important component of students’ school experience, with a close relationship to achievement and school failure. Children who self-set academic goals, attend school regularly and on time, behave well in class, complete their homework, and study at home are likely to interact adequately with the school social and physical environments and perform well in school. In contrast, children who miss school are more likely to display disruptive behaviors in class, miss homework frequently, exhibit violent behaviors on the playground, fail subjects, be retained and, if the behaviors persist, quit school. Moreover, engagement should also be considered as an important school outcome, eliciting more or less supportive reactions from educators. For example, children who display school-engaged behaviors are likely to receive motivational and instructional support from their teachers. The opposite may also be true. But what makes student engage more or less? The relevant literature indicates that personal variables (e.g., sensory, motor, neurodevelopmental, cognitive, motivational, emotional, behavior problems, learning difficulties, addictions), social and/or cultural variables (e.g., negative family conditions, child abuse, cultural deprivation, ethnic conditions, immigration), or school variables (e.g., coexistence at school, bullying, cyberbullying) may concurrently hinder engagement, preventing the student from acquiring the learnings in the same conditions as the rest of the classmates.

education --- school failure --- schools --- students --- teacher support --- student performance --- retention

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Inspired by superhydrophobic leaves of water plants, a flexible superhydrophobic self-cleaning, transparent thin polymeric nanofur film was fabricated through highly scalable hot embossing and hot pulling techniques. Nanofur can retain an air film underwater, whose stability against external stimuli such as high pressure and movement through fluids is investigated. Additionally, the optical properties of nanofur are investigated and exploited to enhance the efficiency of optoelectronic devices.

Superhydrophobiztät --- Optoelectronics --- Bionik --- Biomimetic --- Air-retention --- Optoelektronik --- Superhydrophobicity --- Hot embossing --- Lufthaltung --- Heißprägen

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Neue Begrifflichkeiten und globale Trends prägen das Personalwesen im 21. Jahrhundert. Jan Hauke Holste untersucht die Definitionen Employer Branding und Talent Management und führt dazu eine empirische Befragung verschiedener Generationen durch. Er geht der Frage nach, was Arbeitgeberattraktivität ausmacht und wie Unternehmen diese demographiegerecht und zukunftsweisend ausgestalten können, um für die verschiedenen Generationen zum Employer of Choice zu werden. Abschließend gibt der Autor Handlungsempfehlungen in Form von Best-Practise-Beispielen für Employer Branding und Talent Management. Der Inhalt Demographischer Wandel Generation Y/Babyboomer Arbeitgeberattraktivität/Employer Branding Empirische Befragung: Employer of Choice der Generationen Handlungsempfehlungen zur Steigerung der Arbeitgeberattraktivität War for Talent Die Zielgruppen Dozierende und Studierende der Wirtschaftswissenschaften mit den Schwerpunkten Human Resources, Management Employer Branding; Praktiker aus den Bereichen Personalwesen, Personalmarketing und Employer Branding. Der Autor Jan Hauke Holste absolvierte seinen L.L.B an der Hochschule Ostfalia und der University of Wisconsin (USA) in den Bereichen Personalmanagement, Arbeitsrecht und Psychologie. Derzeit studiert er General Management (M.A.) an der Universität Witten Herdecke sowie International Business Management (M.Sc.) an der Manchester Business School.

Personnel management. --- Human Resource Management. --- Employees --- Employee retention. --- Professions --- Recruiting. --- Marketing.