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Purpose. The purpose of this study was to determine the extent of implementation of school health education curricula, to identify factors which enhanced or impeded implementation, and to examine the link between the adoption and implementation phases of the diffusion process. Design. The study used an experimental design; 22 school districts were randomly assigned to intervention and control conditions. Setting. The study was conducted in North Carolina. Subjects. All teachers in the study districts identified by their schools as "eligible to teach health" were included in the sample. Intervention. An in-depth training was conducted on the use of the middle school tobacco prevention curriculum that had been adopted. Measures. Three measures were used to assess implementation of the curricula. Independent variables of interest included organizational size and climate, teacher training, how long it took to make the adoption decision, and attitudes toward tobacco use prevention curricula. Response rates for these measures ranged from 44% to 78%. Results. Nonparametric correlations and regression modeling indicated that larger organizational size and teacher training were the strongest predictors of curricula implementation. A favorable organizational climate within school districts also improved implementation. Conclusions. While interventions to increase adoption of school health education curricula should focus on larger school districts, the majority of efforts to improve implementation should focus on smaller districts.

By KAT MCDAVITT and LESLIE KIRK Innsena has made a $100,000 contribution to CancerX, making Innsena the public-private partnership's first Impact Supporter. Why? There are few conditions in which the disparity inContinue reading...

Each year, hundreds of thousands of children in the U.S. are victims of child maltreatment. Experts recommend behavioral, skill-based parent training programs as a strategy for the prevention of child abuse and neglect. These programs can be enhanced using innovative technology strategies. This paper presents a brief history of the use of technology in SafeCare®, a home visiting program shown to prevent child neglect and physical abuse, and highlights current work that takes a technology-based hybrid approach to SafeCare delivery. With this unique approach, the provider brings a tablet computer to each session, and the parent interacts with the software to receive psychoeducation and modeling of target skills. The provider and parent then work together to practice the targeted skills until mastery is achieved. Initial findings from ongoing research of both of these strategies indicate that they show potential for improving engagement and use of positive parenting skills for parents and ease of implementation for providers. Future directions for technology enhancements in SafeCare are also presented.

The arrival of notification from the NLRB that a union has filed an election petition is oftentimes the first time an employer pays attention to union prevention strategy. An unusual email arrives seemingly out of the blue from an "nlrb.gov" email address with dozens of pages of attachments. The site manager speaks to human resources or a chief executive to figure out what it means… and what to do. A lawyer is often called and a handful of email and phone solicitations start arriving from consultants promising to communicate with your employees about the negative realities of unionization.

AbstractRebuilding the village, increasing access to health, improving bonding and attachment dynamics, providing opportunities to increase self‐esteem and social shills enhancing the adult protective shield, and minimizing the impact of trauma are presented as basic principles to change health behavior: The intent of putting these principles into practice is to strengthen the two hey support systems of children, the family and the school, so that they can provide primary prevention of violence.

Before the advent of email, text messages, and social media, many employers looked for union flyers posted on a bulletin board, authorization cards left in the breakroom, or employees who suddenly become secretive as red flags for potential organizing activity. However, organizing efforts no longer need to leave such signs in the actual workplace. By using digital tools and staying away from the worksite, unions may develop sufficient support among workers to file an election petition without an employer ever becoming aware of the effort until after the petition is filed.