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Mental health promotion in schools is a key priority for national governments. The aim of this meta-aggregation is to synthesise the findings from universal, depression and/or anxiety, Cognitive-Behavioural Therapy (CBT) and/or Interpersonal Therapy (IPT)-based, programmes implemented in schools, which are focused on reducing depression and anxiety in student populations aged 8-17 years. Electronic databases were searched for published original qualitative studies which assess students' perceptions and experiences from participating in universal, school-based, depression and/or anxiety, prevention programmes. Extraction and synthesis of findings was assisted by NVivo qualitative data analysis software. The Joanna Briggs Institute-Qualitative Assessment and Review Instrument (JBI-QARI) Critical Appraisal Checklist for Interpretative and Critical Research was used for assessing methodological quality of the included studies. The confidence of synthesised qualitative findings (ConQual) approach was followed for assessing the confidence in the estimates of syntheses output. Five studies from Australia, Sweden, and UK met the inclusion criteria. Modification in the structure and mode of implementation of universal prevention programmes is required in order to enhance programmes' applicability and impact. The study provides key practical recommendations to stakeholders and policy makers about the content, delivery, and implementation of school-based, universal, prevention programmes.

Scrapie, the oldest prion disease of sheep, has two types: classical and atypical scrapie. It was determined that some nucleotide polymorphisms in the PrP coding gene have affected classical and atypical scrapie susceptibility. Consequently, EU member states have established breeding programs aiming to increase genetic resistance of their flocks to classical scrapie. These breeding programs have primarily been implemented in economically important breeds. Thus, we investigated classical and atypical scrapie related PrP genotypes of the Karacabey merino breed, which is of great economic importance in western regions of Turkey. In relation to classical scrapie, three alleles (ARR, ARQ, and VRQ) and five genotypes (ARR/ARR, ARR/ARQ, ARQ/ARQ, ARR/VRQ, and ARQ/VRQ) were identified. Frequencies were found to be 0.280, 0.677, and 0.043 for the alleles and 0.086, 0.376, 0.452, 0.011, and 0.075 for the genotypes, respectively. In terms of atypical scrapie, four alleles (ALRR, ALRQ, AFRQ, and VLRQ) and eight genotypes (ALRR/ALRR, ALRR/AFRQ, ALRR/ALRQ, ALRQ/AFRQ, ALRQ/ALRQ, VLRQ/ALRR, VLRQ/ALRQ, and VLRQ/AFRQ) were identified. Frequencies were found to be 0.272, 0.636, 0.049, and 0.043 for the alleles and 0.076, 0.033, 0.348, 0.043, 0.413, 0.011, 0.054, and 0.022 for the genotypes, respectively. Three nonsynonymous and two silent additional polymorphisms were also determined along with the PrP coding gene. ; General Directorate of Agricultural Research and Policies of Republic of Turkey Ministry of Food, Agriculture and LivestockGida Tarim Ve Hayvancilik Bakanligi ; This research was carried out at the Sheep Research Institute Bandirma, Balikesir, Turkey. Research was funded by the General Directorate of Agricultural Research and Policies of Republic of Turkey Ministry of Food, Agriculture and Livestock.

Setting the scene -- Relationships and relationship building -- Mediated relationships -- The PRP/PRP relationship -- The PRP/client relationship -- The PRP/journalist relationship -- The organization-public relationship (OPR) -- Conclusions, observations and key principles in building relationships

While performance-related pay (PRP) has been implemented in most OECD countries over the past four decades, its effectiveness is still up for debate. What is under-investigated in the previous literature is under what conditions the public sector can effectively implement an optimal design of a PRP system. This study investigates how the target of PRP, the design of performance pay, and organizational context affect the effectiveness of PRP. The findings indicate that PRP has a positive association with organizational performance but the aspects of performance it affects differ depending on to whom it is implemented and how PRP is designed. This study also finds that the positive effect of PRP for top executives is attenuated if organizational outcomes are not easily observable. This article suggests that public managers should pay careful attention to employee characteristics, pay design, and organizational contexts for the successful implementation of PRP in the public sector.

Performance-related pay (PRP) was introduced in central public sector enterprises (CPSEs) in India with the objective of establishing a performance-oriented culture. PRP is a newly implemented concept in Indian CPSEs. This article attempts to investigate the factors that influence PRP perception in Indian CPSEs and also to study the impact of PRP perception on job satisfaction and employee performance. The study examines the determinants of PRP perception with the help of multiple regression analysis. The study also explores the role of PRP perception as an intervening variable, and the hypotheses are tested using mediation. This study will help policy makers in developing a holistic and integrated compensation plan/system in public sector enterprises and will add to the little existing literature on determinants and impact of PRP perception in public enterprises.

In the era of globalization and borderless economies, performance improvement is not an option. It is a must for enhancing government's global competitiveness. Quality and performance of government employees need substantial improvement. In that regard, this study focuses on how performance-related pay (PRP) strategies strengthen the pay-performance link. Establishing PRP programs in government seems to be a good idea, but the Korean government's current experience with PRP shows a number of limitations. Recently, PRP and performance measures faced serious criticism from government employees for various reasons. PRP and performance measures must be improved in order to alleviate complaints and dissatisfaction. Cultural transformation, in particular, must occur for successful implementation of PRP measures.

PurposeThe purpose of this paper is to explore how various performance related pay (PRP) schemes influence employee turnover. It also tests whether profit sharing has a differential impact on turnover in comparison to other forms of PRP.Design/methodology/approachUtilizing a nationally representative longitudinal dataset of individuals, analysis begins with a parsimonious specification of the determinants of turnover and then progressively adds various sets of controls known to influence turnover decisions to observe how their inclusion influences PRP coefficients. Estimations employ both standard probits and panel data models.FindingsEmpirical evidence reveals a negative relationship between an aggregate measure of PRP and turnover. Disaggregating performance pay measures by type reveals a robust negative relationship between profit sharing and turnover. Although one would expect the influence of other PRP schemes to mimic that of profit sharing, evidence suggests otherwise.Research limitations/implicationsData lack information on how much earnings are based on PRP. Consequently, estimates may be biased when combining those who receive little earnings from PRP with those who receive substantial amounts of PRP into a single PRP measure.Practical implicationsAlthough PRP schemes are often introduced to improve incentives and productivity, profit sharing based on firm profitability may allow labor costs to vary with firm profits hence enhancing retention and reducing the incidence of unemployment during recession.Originality/valueThis paper adds to the literature and fulfils an identified need to study how other types of PRP besides profit sharing influence turnover.