Principal Perspectives on School Staffing Struggles: Finding from the 2022 Learn Together Survey. American Educator Panels. Research Report. RR-A827-14

In this report, a nationally representative sample of kindergarten through 12th grade (K-12) public school principals were asked about their experiences with covering classrooms and hiring staff. In the spring of the 2021-2022 school year, which coincided with the coronavirus disease 2019 (COVID-19) omicron variant surge, most principals struggled to keep classrooms consistently staffed and many reported that hiring had become more challenging since the previous school year. Principals indicated that a lack of substitute teachers -- not an increase in open teaching positions -- was the main reason for classroom coverage shortages. In addition to day-to-day coverage issues, most principals reported that teacher vacancies were on the rise. Most of these principals believed that vacancies had grown more difficult to fill than in the prior school year, largely because of declining applicant counts. Principals' preferences when hiring teachers lend further insight into potential drivers of hiring challenges. A large majority of principals expressed strong preferences for like-minded teachers whose mindsets aligned with the vision and culture of the schools. Few principals prioritized the diversity of the educator workforce at their schools.

COVID-19 and Intentions to Study Abroad: Evidence from Overseas University Applications to the UK

Purpose: The purpose of this study is to investigate how COVID-19 impacted overseas students' decision to apply for an undergraduate degree at UK universities. Design/methodology/approach: This study compares the number of university applications from overseas students in summer and autumn 2020 with those in the period 2011-2019. Multivariate analysis techniques are used. Findings: The results show that the pandemic has led to a drop in university applications from foreign students by 11-14%. Such decline has been driven by a reduction in the number of applicants from high-income countries as opposed to those from middle-lower income countries. Two explanations may account for this finding. First, students from affluent countries, compared to those from poorer countries, may be more likely to find a good alternative to the UK where to carry out their studies (including their home country). Second, the option of deferring study abroad plans due to the pandemic may be more affordable for applicants from high-income countries. Originality/value: While understanding how COVID-19 has impacted international student mobility is an emerging issue in the literature, not only are there few studies providing evidence on this, but these are based on qualitative analysis. This paper uses quantitative methods that allow to separate the effect of COVID-19 from that associated with other factors affecting the flow of international students.

A Canadian survey of residency applicants' and interviewers' perceptions of the 2021 CaRMS R1 virtual interviews.

BACKGROUND: All Canadian Residency Matching Service (CaRMS) R1 interviews were conducted virtually for the first time in 2021. We explored the facilitators, barriers, and implications of the virtual interview process for the CaRMS R1 match and provide recommendations for improvement. METHODS: We conducted a cross-sectional survey study of CaRMS R1 residency applicants and interviewers across Canada in 2021. Surveys were distributed by email to the interviewers, and by email, social media, or newsletter to the applicants. Inductive thematic analysis was used for open-ended items. Recommendations were provided as frequencies to demonstrate strength. Close-ended items were described and compared across groups using Chi-Square Fisher's Exact tests. RESULTS: A total of 127 applicants and 400 interviewers, including 127 program directors, responded to the survey. 193/380 (50.8%) interviewers and 90/118 (76.3%) applicants preferred virtual over in-person interview formats. Facilitators of the virtual interview format included cost and time savings, ease of scheduling, reduced environmental impact, greater equity, less stress, greater reach and participation, and safety. Barriers of the virtual interview format included reduced informal conversations, limited ability for applicants to explore programs at different locations, limited ability for programs to assess applicants' interest, technological issues, concern for interview integrity, limited non-verbal communication, and reduced networking. The most helpful media for applicants to learn about residency programs were program websites, the CaRMS/AFMC websites, and recruitment videos. Additionally, panel interviews were preferred by applicants for their ability to showcase themselves and build connections with multiple interviewers. Respondents provided recommendations regarding: (1) dissemination of program information, (2) the use of technology, and (3) the virtual interview format. CONCLUSIONS: Perceptions of 2021 CaRMS R1 virtual interviews were favourable among applicants and interviewers. Recommendations from this study can help improve future iterations of virtual interviews.

Digital Footprints Monitoring of Higher Art Education Applicants Training

Art training of specialists of various art specialties is described to be provided by pedagogical, professional art, design and architectural educational institutions. It is perceived as a unified system that functions on the synergistic basis of the integration of art and pedagogical traditions and innovations and is developed in unity with the evolution of various types and genres of classical and modern art. Thus, the article outlines the objective factors that lead to the development of the methodology of its organization on the basis of information and technology under both favorable and socially unreliable conditions. Taking into consideration the contemporaneity, the temporal discreteness of the art and pedagogical conditions of fine art students' training is determined as the one that arose due to the COVID-19 epidemic and the war in Ukraine, and caused the disruption of educational process and made teachers organize it in a mixed mode preferring online technologies. Proceeding from the information mentioned, the necessity to develop an informational profile for fine art students, based on the application of their digital footprints, is actualized. The authors developed an algorithm for the collecting, structuring and analyzing digital footprints of the would-be art specialists' training, which is based on the clarification of the "digital footprint" concept, its art and educational context and the main placement platforms. The pedagogical value of monitoring digital footprints at each of the stages of specialists' art training in temporal discrete, art and pedagogical conditions was verified. It was based on the statistical analysis of the collected data on the electronic portfolio evaluation, the quality of training in drawing and pictorial art of the students on education and professional program of bachelor degree, as well as the results of the problem-based online discussion in which teachers and students participated.

Features of sanitary and anti-epidemic (preventive) measures among the personnel of camp training events in military educational organizations in the context of the spread of the new COVID-19 coronavirus infection

The experience of medical maintenance for assembly events annually held on the basis of the educational process of the Military Medical Academy named after S.M. Kirov. The main directions of the organization of sanitary and anti-epidemic (preventive) measures among the personnel at each stage of the camp gathering have been determined. It is shown that at the preparatory stage it is advisable to develop additional plans that concretize sanitary and anti-epidemic (preventive) measures for the stages of the camp gathering. At the stage of accepting participants, the main direction is the organization of events that prevent the introduction of infection with the arriving personnel. At the main stage of the camp training, the leading role belongs to disinfection measures. At the stage of departure of participants, the main efforts should be focused on minimizing the potential risk of infection along the route and the introduction of infection into their military units. The features of disinfection are described depending on the type of object being processed. The results of testing a designed device for fixing dispensers with a skin antiseptic on the basis of a unified military stand in a camp gathering are presented. The features of the organization of medical control over the material and household provision of the personnel of the training camp are stated. The basic principles of prophylaxis and anti-epidemic protection during assembly activities in the context of the spread of COVID-19 have been formulated. © 2019 Eco-Vector LLC. All rights reserved.

Influence of Social Media on Applicant Perceptions of Anesthesiology Residency Programs During the COVID-19 Pandemic: Quantitative Survey.

BACKGROUND: Social media may be an effective tool in residency recruitment, given its ability to engage a broad audience; however, there are limited data regarding the influence of social media on applicants' evaluation of anesthesiology residency programs. OBJECTIVE: This study evaluates the influence of social media on applicants' perceptions of anesthesiology residency programs during the COVID-19 pandemic to allow programs to evaluate the importance of a social media presence for residency recruitment. The study also sought to understand if there were differences in the use of social media by applicant demographic characteristics (eg, race, ethnicity, gender, and age). We hypothesized that given the COVID-19 pandemic restrictions on visiting rotations and the interview process, the social media presence of anesthesiology residency programs would have a positive impact on the recruitment process and be an effective form of communication about program characteristics. METHODS: All anesthesiology residency applicants who applied to Mayo Clinic Arizona were emailed a survey in October 2020 along with statements regarding the anonymity and optional nature of the survey. The 20-item Qualtrics survey included questions regarding subinternship rotation completion, social media resource use and impact (eg, "residency-based social media accounts positively impacted my opinion of the program"), and applicant demographic characteristics. Descriptive statistics were examined, and perceptions of social media were stratified by gender, race, and ethnicity; a factor analysis was performed, and the resulting scale was regressed on race, ethnicity, age, and gender. RESULTS: The survey was emailed to 1091 individuals who applied to the Mayo Clinic Arizona anesthesiology residency program; there were 640 unique responses recorded (response rate=58.6%). Nearly 65% of applicants reported an inability to complete 2 or more planned subinternships due to COVID-19 restrictions (n=361, 55.9%), with 25% of applicants reporting inability to do any visiting student rotations (n=167). Official program websites (91.5%), Doximity (47.6%), Instagram (38.5%), and Twitter (19.4%) were reported as the most used resources by applicants. The majority of applicants (n=385, 67.3%) agreed that social media was an effective means to inform applicants, and 57.5% (n=328) of them indicated that social media positively impacted their perception of the program. An 8-item scale with good reliability was created, representing the importance of social media (Cronbach α=.838). There was a positive and statistically significant relationship such that male applicants (standardized ß=.151; P=.002) and older applicants (ß=.159; P<.001) had less trust and reliance in social media for information regarding anesthesiology residency programs. The applicants' race and ethnicity were not associated with the social media scale (ß=-.089; P=.08). CONCLUSIONS: Social media was an effective means to inform applicants, and generally positively impacted applicants' perception of programs. Thus, residency programs should consider investing time and resources toward building a social media presence to improve resident recruitment.

Disparities in Access to Unemployment Insurance During the COVID-19 Pandemic: Lessons from U.S. and California Claims Data

To what extent did jobless Americans benefit from unemployment insurance (UI) during the COVID-19 pandemic? This article documents geographic disparities in access to UI during 2020. We leverage aggregated and individual-level claims data to perform an integrated analysis across four measures of access to UI. In addition to the traditional UI recipiency rate, we construct rates of application among the unemployed, rates of first payment among applicants, and exhaustion rates among paid claimants. Through correlations across California counties and across states, we show that areas with more disadvantaged residents had less access to UI during the pandemic. Although these disparities are large in magnitude, cross-state analysis suggests that policy can play a salient role in mitigating them.

Reappraising the Relationship Between Interview Anxiety and Performance Outcome in a Computer-Mediated Setting

By adapting methods used to measure anxiety in physical employment interview, this study in the first stage identifies levels of anxiety induced in a computer-mediated interview setting. In the second stage, the study examines the mediating role of practice interview process in reducing interview anxiety and explores the moderating effects of gender and prior work experience on the relationship between remote interview anxiety and performance outcome. It utilizes partial least squares structural equation modeling to test the direct and mediation effect based on 245 responses received from job aspirants. As in a physical interview, anxiety in a remote situation is related to one's level of preparation and perception of interviewing self-efficacy. The results reveal a significant positive effect of preparation satisfaction on self-efficacy perception of interview performance and significant negative effect of self-efficacy perception and preparation satisfaction on remote interview anxiety. Practice-interview process significantly mediated the performance outcome;however, the moderating effect of gender and work experience was found to be insignificant. Practical implications: Findings from this study have far-reaching implications for educators and professionals working toward mitigating anxiety during the employment selection processes in computer-mediated setting.

COVID-19 pandemic and job interviews: Conducting an online job interview

This chapter uses sources from previous research that illustrates how various organizations have applied online interviews as part of the decision-making process. In addition, quotes from conversations with interviewers and interviewees are presented for better understanding their online experience. Several suggestions are made for improving the validity of the information obtained. As in face-to-face interviews, it is important to ask questions in various areas which are important to the organization or for examining his/her abilities in the job context. Although in the usual interview interaction, non-verbal messages are easily observed, in an online interview it is considerably more difficult. Interviewers here must try to see as much of the candidate as possible and should ask the interviewee to direct the camera from the shoulders up. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Labor Market Returns to MBAs From Less‐Selective Universities: Evidence From a Field Experiment During COVID‐19

Master's degree enrollment and debt have increased substantially in recent years, raising important questions about the labor market value of these credentials. Using a field experiment featuring 9,480 job applications submitted during the early months of the COVID‐19 pandemic, I examine employers' responses to job candidates with a Master of Business Administration (MBA), which represents one‐quarter of all master's degrees in the United States. I focus on MBAs from three types of less‐selective institutions that collectively enroll the vast majority of master's students: for‐profit, online, and regional universities. Despite the substantial time and expense required for these degrees, job candidates with MBAs from all three types of institutions received positive responses from employers at the same rate as candidates who only had a bachelor's degree—even for positions that listed a preference for a master's degree. Additionally, applicants with names suggesting they were Black men received 30 percent fewer positive responses than otherwise equivalent applicants whose names suggested they were White men or women, providing further evidence of racial discrimination in hiring practices.

Year two of virtual interviews: longitudinal changes and diverse perspectives.

BACKGROUND: The coronavirus disease (COVID-19) pandemic brought the virtual interview (VI) format to graduate medical education (GME) and the trainee recruitment process. It is unclear if applicants' VI experience is consistent across all demographic groups. Our group collected 2 years of survey data to assess longitudinal changes in applicants' attitudes towards the VI format. In addition, demographic data were collected, and analyses were performed to identify if between-group differences were present amongst a diverse applicant population. METHODS: We distributed an anonymous electronic survey to applicants to the pulmonary disease and critical care medicine fellowship programs at Case Western Reserve University/University Hospitals Cleveland Medical Center and MetroHealth Medical Center for the 2021 and 2022 appointment years. RESULTS: We received 112 responses (20% response rate) for our surveys. Although there was an overall stability of responses between the first 2 years, there were significant gender differences with applicants identifying as female more likely to recommend VI as a future model. Similarly, there were a significant difference in factor importance based on underrepresented minority (URM) status with applicants identifying as URM placing more emphasis on programs' social media presence. CONCLUSIONS: There were no significant change in the responses of applicants between the first 2 years of VI. However, subset analyses revealed multiple significant findings. These differences have implications for future iterations of the VI format.

Are older applicants less likely to be invited to a job interview? -An experimental study on ageism

Purpose: The main goal of this paper is to test whether older Hungarian women face age discrimination in the job market. The theoretical framework of this paper measures the level of discrimination and highlights that age discrimination leads to a waste of human resources. Design/methodology/approach: Two pairs of fictitious CVs were created;each pair included a younger (34 years old) and an older woman (60 years old) with an age difference of 26 years. One pair was designed for office assistant positions, the other for economic analyst positions. The contents of the CVs with photos were entirely fabricated except for active email addresses and phone numbers to allow responses to be tracked. LinkedIn accounts were also created for the analysts. Applications were sent over a four-month period from November 2019. The rate of invitation to interviews was analysed with mathematical statistical methods and a small probability model. Findings: The younger job seekers were invited to interviews about 2.2 times more often than the older ones. Based on the authors' probability model, employers evaluate the skills of older applicants at only 45-67% of their actual skills. Research limitations/implications: The experiment had to be stopped due to the Covid-19 lockdown as there were no new job postings. Originality/value: The experiment demonstrates that age discrimination exists in Hungary. In addition to traditional audit job applications through HR portals, we used LinkedIn too. The small probability model applies an old framework in a new environment. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Features of Perception of Applicants to Higher Education Distance Learning

The use of distance learning in the modern educational space of Zoom, Google Meet and other applications, as the main training format, has revealed a fairly large number of urgent challenges in terms of its effective use. The article outlines the difficulties of teaching online, which are noted by domestic and foreign researchers. It is noted that it is the subjective perception of distance learning by subjects of the educational process, in particular by applicants for higher education, that significantly affects the efficiency of knowledge assimilation. The attitude to distance learning of students of various professional fields has been investigated. The factors of positive and negative attitudes towards online learning are characterized. A statistically significant difference was revealed, and a comparative analysis and interpretation of differences between the indicators of satisfaction-dissatisfaction with distance education was carried out. It has been proven that the differences significantly depend on the professional orientation of the respondents. Taking into account the specifics of educational components will significantly affect the attitude of students to distance learning. In order to clarify the subjective attitude to online learning, to reduce the influence of the social environment, suggestion and attitudes, the respondents were offered, in addition to the authors' questionnaire, the "Diary of emotions" questionnaire, which is used as a projective technique for studying the emotional state. It was revealed that the majority of applicants are dominated by a positive emotional state, but at the same time, the largest number of negative emotions from the list of negative emotions concerns precisely distance learning. Positive emotions are caused, as a rule, by situations of interpersonal communication with peers and this is an important factor that negatively affects the perception of learning, limiting direct, constant contacts with society. Among the prospects for further research, the importance of further studying the relationship of personal factors, in particular motivation and attitudes towards distance education, was noted.

COVID-19 pandemic and job interviews: Conducting an online job interview

This chapter uses sources from previous research that illustrates how various organizations have applied online interviews as part of the decision-making process. In addition, quotes from conversations with interviewers and interviewees are presented for better understanding their online experience. Several suggestions are made for improving the validity of the information obtained. As in face-to-face interviews, it is important to ask questions in various areas which are important to the organization or for examining his/her abilities in the job context. Although in the usual interview interaction, non-verbal messages are easily observed, in an online interview it is considerably more difficult. Interviewers here must try to see as much of the candidate as possible and should ask the interviewee to direct the camera from the shoulders up. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

A Leadership Perspective on the Plastic and Reconstructive Surgery Residency Application Cycle During the COVID-19 Pandemic.

Introduction: The purpose of this study was to identify leadership perspective on the impact of COVID-19 Plastic and Reconstructive Surgery (PRS) residency application cycle in 2020 and its future implications. Methods: A survey was sent to residency program leaders (RPL), consisting of program directors and division chiefs/chairs. The survey was sent weekly for 4 weeks and remained open for 28 days. Results: A total of 156 PRS RPL were emailed. Response rate was 24% (38/156). A total of 68% were division chiefs/chairs, and 42% were program directors. Ten percent were both division chiefs/chairs and program directors. Among them, 78% were male. Eighty-seven percent of RPLs reported changes in the number of away rotations, of which 91% reported less away rotations. Only 27% of programs provided virtual away rotations (VAR), and 88% of RPLs were not comfortable writing letters of recommendation after VARs. Hundred percent of cases reported that VARs influenced whether an applicant received an interview. A total of 24 RPLs (63%) reported no changes in how they viewed applications due to the pandemic. However, 5 (13%) reported USMLE scores were more important, 4 (11%) reported research was more important, and 4 (11%) reported LORs were more important. Sixty-six percent did not feel they relied heavily on home institution candidates. Seventy-six percent found virtual interviews to be effective in evaluating applicants, and 71% reported they would add virtual interviews in future interviews. Conclusions: During the 2020-2021 PRS residency application cycle, fewer away rotations were offered, and formerly in-person activities were moved to virtual platforms. Virtual activities caused difficulty assessing candidates for many residency programs.

DIGITAL MARKETING: FOR IT COMPANIES TO ATTRACT NEW POTENTIAL TALENT

IT Recruitment in India seen significant change post Covid-19, from the way the IT talent is identified, sourced, interviewed and hired. The IT Recruitment market in India is now Candidate driven Job Market. Meaning the Power has shifted from Companies to the Candidates. With the multiple jobs offers, candidate has power to choose the company he/she wishes to join. With the norm of 3 month notice period prevailing across the IT companies, it gives lot of flexibility for candidate to find and pick many job offers before he/she decides to join the next company. With the above scenario, the ball is in companies court to prove themselves as the best company to work with & attract the high qualified potential talents. With the higher cost of hiring, it's important to attract the right talent and also ensure they join the company as offered. Now Companies have realised the need for external team or dedicated team to ensure they cater to the External factors of recruiting like Brand, Image, Work Culture, Social Media presence visibility and nut shell how company is performing, wins awards, connects etc. This calls for the Digital Marketing for their recruitment process, A Strategy for attracting, engaging and recruiting the talents across India without running short of eligible candidates. Starting FY22, Indian IT sector witness the high attrition rate of 25%. Due to Pandemic, there has been shortage of the IT talent, sudden increased demand for qualified professionals, and increased salaries. With the current posed challenges of losing talents due to attrition, High Salary demands and having latest updated database was the need of hour for many IT companies. This IT recruitment situation demands Improvement or adoption on new approach for the entire recruitment process. Not restricting to recruitment process alone, there is a need for attracting the right talent, engaging them before they j oin & be part of organisation and speed up the process to "However, there is strong need for the Digital Marketers to assist the IT companies with the social media strategies to maintain or develop human connections through continuous improvement of the social media framework The objective of the study is to understand the Need of Digital Marketing _ For IT companies to attract the potential talents. The Secondary data collection sources method is adopted for the research. Few polls created & posted over social media polls for collection of Data and view point. Research findings show What recruitment strategy IT companies need to adopt to attract the talent, encourage them to apply and increasing their chances and buying for joining the company. 4 Parameters are shortlisted based on the Digital needs, trends and Digital Marketing ways of working * Use Digital Marketing Services to attract the talent * Rebrand and Rebuild the Reputation of the Company work Culture * Early Engagement of the Potential talents decrease the lead time from hire to actual assignment, to get the productivity. Finally, above all create the image and build the brand using own employee's social media handles. * Target Retargeted hiring strategy While focussing on the above strategy which can be adopted addition to the traditional way of hiring. This study also revealed other strategy which can be implemented like * Leverage branding using social media to communicate the right messaging to the potential talents to get the required attention * Bringing out the Work-Culture and exhibiting through the employees. * This helps to virtually & emphatically place candidates in the position where they will be working in future These all listed could alone be potential area of research going forward and are currently out of scope of study to get into each of the category in detail and can act as base for future studies.

New Approaches to Quality Monitoring of Higher Education in the Process of Distance Learning

The article identifies the problem of monitoring the quality of higher education in three main areas, which are comparative pedagogical systems of education. The first direction is determined by dissertation works, the second -monographs and textbooks, and the third reveals scientific periodicals. According to its internal structure, monitoring the quality of education combines important management components identified in the article (analysis, evaluation and forecasting of processes in education;a set of methods for tracking processes in education;collecting and processing information to prepare recommendations for research processes and make necessary adjustments). Depending on the objectives, three areas of monitoring are identified: informational (involves the accumulation, structuring and dissemination of information), basic (aimed at identifying new problems and threats before they are realized at the management level), problematic (clarification of patterns, processes, hazards, those problems that are known and significant from the point of view of management). According to its internal structure, monitoring the quality of education combines the following important management components: analysis, evaluation and forecasting of processes in education;a set of techniques for tracking processes in education;collection and processing of information in order to prepare recommendations for the development of the studied processes and make the necessary adjustments. One of the priorities of the higher education modernization program during the COVID-19 pandemic is distance learning, which is possible due to the existence of information and educational technologies and communication systems, especially for effective education and its monitoring in higher education. The conditions under which the effectiveness of pedagogical support of monitoring activities in the process of distance learning is achieved are highlighted. According to the results of the survey, the problems faced by higher education seekers are revealed. A survey of students was conducted, which had a certain level of subjectivity in personal assessments, but the sample was quite representative.

Summary of NCTRC Response to COVID-19 Related to Certification Standards, Interpretive Guidelines, and Financial Assistance Programs

To provide a measured, data-driven response to the changes COVID-19 brought about that also reflects the organizational mission of protecting the public, NC-TRC used feedback and guidance from the profession, legal counsel, and accreditation bodies within the credentialing industry to increase access to certification and support for applicants and certificants. The NCTRC financial assistance programs were heavily promoted, and changes were made to certification standards and interpretive guidelines related to internships, access to the CTRS exam, and options to regain certification for those outside the re-entry period.

Contrasting effects of leadership styles on public service motivation: the mediating role of basic psychological needs among Indian public sector officials

Purpose>Public service motivation (PSM), among actual and prospective employees in the public sector, lead to positive work outcomes. However, there is limited integration of PSM with existing motivational theories, especially self-determination theory (SDT). The impact of destructive leadership styles on PSM is also understudied. The study aims to fill the gap.Design/methodology/approach>The study used a cross-sectional survey of 693 public sector officials employed in Indian Railways to test the hypotheses. PLS-SEM was used for the analysis. The study found that fulfillment of basic psychological needs (BPN) at work leads to improved PSM while BPN partially mediates the positive/negative effect of constructive/destructive leadership styles like servant/autocratic leadership on employees' PSM.Findings>Autocratic/servant leadership was negatively/positively and significantly related to PSM and to all three BPN needs. Servant leadership was found to be positively and significantly related to all three BPN needs, while the BPN needs partially mediated the relationship between servant leadership and PSM.Research limitations/implications>The study identifies servant leadership as a driver of PSM and suggests that managers employed in public sector establishments should be trained to be less autocratic and more attuned to subordinates' needs. The baneful impact of autocratic leadership on employee PSM is highlighted. The cross-sectional nature of study makes it susceptible to common-method bias. The sample was limited to a single country. Future longitudinal and experimental studies based on samples drawn from multiple countries can yield more robust results.Originality/value>The study advances the integration of PSM with SDT by identifying PSM with introjected motivation. It is also the first study to link destructive leadership styles with a reduction in employees' PSM. It identifies a counterintuitive, negative relationship between competence need satisfaction and PSM in the Indian public sector.

Vavřička and Others v. The Czech Republic

For the Court, this conclusion was bolstered by the observations that vaccination was not administered against the will of the applicants;that there is no consensus between member states over a single model to achieve the highest level of vaccination;that the introduction of a legal duty to vaccinate children raises sensitive moral or ethical issues;and that the case concerns matters of healthcare policy (paras. 276–79). [...]the Court considered that the measure satisfied the proportionality test. Furthermore, the Court underlined the temporal nature of the exclusion, as all children—also when not vaccinated—can still be enrolled in primary school (para. 307). [...]the Court concluded that the Czech Republic had not overstepped its margin of appreciation and consequently that there was no violation of the right to private life (paras. 310–11). [...]the Court held, also by sixteen votes to one, that it was unnecessary to examine separately the complaints of the five child applicants under Article 2, Protocol No. 1 in light of the previous findings under Article 8 (para. 345).