Pharmacy students' interprofessional experience and performance in advanced pharmacy practice experience rotations amid COVID-19 pandemic.

Introduction: Interprofessional education (IPE) is essential in pharmacy training, providing students with vital collaborative skills for real-world healthcare. Advanced Pharmacy Practice Experience (APPE) is integral to IPE, allowing students to apply their knowledge in diverse healthcare settings. The COVID-19 pandemic has disrupted healthcare education and raised concerns about its impact on IPE during APPE rotations. Our study investigates the pandemic's influence on pharmacy students' interprofessional interactions and APPE performance. Objective: To assess the interprofessional experiences of fourth-year pharmacy students before and during the COVID-19 pandemic in the context of APPE. Methods: This retrospective observational study examined the experiences of P4 pharmacy students in the United States during APPEs before and during the pandemic. We employed electronic surveys with 21 questions to gauge interactions and interprofessional team effectiveness, employing Likert scale response options. We compared responses between the 2019-2020 and 2020-2021 APPE rotations using statistical tests. Results: Our study encompassed 83 and 86 students for the 2019-2020 and 2020-2021 APPE rotations, respectively, achieving a 100% response rate. Amid the pandemic, written communications between pharmacy students and healthcare providers in general medicine rotations increased, while in-person engagement decreased. Pre-COVID, students reported higher colleague referrals and greater interprofessional utilization during ambulatory care rotations. Conclusion: COVID-19 shifted interactions from in-person to written communication between pharmacy students and healthcare providers. Students reported decreased satisfaction with their interprofessional experiences. This research offers insights into the changing landscape of pharmacy education, helping students prepare for evolving challenges in healthcare delivery and education.

Capacity for Competence Development: Unlocking Potential for Lifelong Learning in Later Working Life.

The retention of older workers has become a key policy issue in European welfare states. Consequently, there is an increased focus on how lifelong learning, or continued competence development, can extend working life. This article explores the dynamics of competence development among employees aged 55 years and older regarding their learning practices and attitudes toward competence development, based on qualitative fieldwork conducted in nine governmental workplaces across Denmark. To gain a comprehensive understanding of the factors that influence willingness to participate in competence development, the article introduces the analytical framework "capacity for competence development" and highlights five factors that influence this capacity: time, economy, learning culture, energy, and purpose. The article argues that (non)participation in competence development is not static and is not solely the responsibility of employees or managers. Rather, it is co-produced by complex workplace dynamics, including policies, age stereotypes, as well as ways of organizing work and learning. In conclusion, the article emphasizes the potential for competence development and suggests that most employees aged 55 years and older want to participate but await the right circumstances. Their participation could be enhanced through an increased focus on the five identified factors in the capacity for competence development.

The effect of human resource development practice on employee performance with the mediating role of job satisfaction among Mizan Tepi University's academic staff in Southwestern Ethiopia.

Purpose: This study examined the effect of human resource development practices on employee performance, with job satisfaction as a mediating variable among academic staff at Mizan Tepi University. Methods: A standardized Likert-scale questionnaire was administered to academic staff members selected through stratified random sampling from eight colleges at Mizan Tepi University. Descriptive and inferential statistics, including a structural equation model and t-tests, were used for data analysis. Results: The study found a significant positive correlation between human resource development practices and employee performance. Job satisfaction was identified as a mediator between HRM practices and employee performance. Specific dimensions of human resource development practices, such as training and development, academic career development, teamwork spirit, and counseling, had significant effects on employee performance, with both positive and negative impacts observed. Additionally, academic career development, succession planning, and counseling were found to have a statistically significant positive effect on the academic staff at Mizan Tepi University. Conclusions: This study found that training and development, academic career development, teamwork, counseling, and job satisfaction significantly impact employee performance. The results of the regression analysis using the SEM model revealed that job satisfaction, training and development, and teamwork positively affect academic staff performance while negatively affecting academic career development and counseling. Academic career development, teamwork, counseling, and succession planning were found to have a positive effect on job satisfaction. The mediation analysis indicated that academic career development and counseling partially mediate employee performance, while succession planning fully mediates it. Therefore, focusing on training and development, performance appraisal, rewards, teamwork, academic career development, succession planning, and counseling is essential to enhancing job satisfaction among academic staff at Mizan Tepi University.

Tracking devices and physical performance analysis in team sports: a comprehensive framework for research-trends and future directions.

Background: Tracking devices, such as global (GPS) and local (LPS) positioning systems, combined with physiological measurements, have become reliable tools to characterize movement patterns, assessing the external load (EL), internal load (IL), fatigue, and performance of athletes in team sports. This scoping review aims to provide a comprehensive understanding of the applicability of tracking systems in physical performance analysis within team sports and the wellbeing of athletes based on research strategies and combined variables. Methods: A systematic search was conducted in PubMed, Web of Knowledge, and Scopus databases according to PRISMA guidelines. The 79 studies that were reviewed met the following criteria: (1) contained relevant data regarding elite athletes' performance; (2) athletes' EL and IL; (3) were written in the English language; (4) were related only to team sports. Results: The findings indicate that tracking technology has been engaged in several research areas, including performance analysis, training vs. match load management, injuries, and nutrition, through characterization and correlational studies. Metrics, primarily focused on kinematic and mechanical EL aspects, have been employed in combination with IL data to analyze the performance of athletes. However, the lack of an integrative model for the analysis and integration of EL and IL metrics within each team sport suggests an interesting direction for further research. Conclusion: There is a need for coherence between the methods and the research goals on performance analysis. The development of a framework that guides experimental studies is highly recommended, particularly on manipulating metrics analyzed between training and match sessions, injury prevention, and nutrition. This will lead to the development of the most applied sports science research to improve the preparation and decision-making of athletes based on reliable data. Systematic Review Registration: https://inplasy.com/?s=2022120039, identifier 2022120039.

Who are the skilled therapists? Associations between personal characteristics and interpersonal skills of future psychotherapists.

OBJECTIVE: Facilitative interpersonal skills (FIS) are a promising variable to explain the so-called therapist effect. We aimed to investigate associations between observer-rated interpersonal skills and self-reported personal characteristics of future therapists. METHOD: In this cross-sectional observational study, psychology students and trainee therapists completed self-report personality and sociodemographic questionnaires as well as the FIS Performance Task (German version, observer-rated). Mixed multilevel model analysis was conducted with FIS total mean score (mean value of 312 individual ratings [13 video-clips, 8 FIS-items, 3 raters]) as dependent variable, therapist ID and FIS clip ID as random effects and 15 therapist variables as fixed effects. RESULTS: In the present sample consisting of 177 participants (age: M = 29.8 years (SD = 7.3), [18,59]; 79.1% female, 20.9% male) greater therapists' experience level, male gender and lower levels of alexithymia were predictive for higher FIS score when statistically controlling for other therapist variables in the model. Age, self-reported childhood maltreatment, attachment style, emotion regulation and self-concept variables turned out to be unrelated. CONCLUSION: The results can inform psychotherapy training programs. They specifically support the importance of addressing therapists' potential difficulties in recognizing and verbalizing emotions. This is in line with theoretical literature on alliance ruptures and premises of the Alliance-focused training.

Preventing Risks of Infections and Medication Errors in IV therapy (PRIME): a patient safety initiative.

BACKGROUND: Two major avoidable reasons for adverse events in hospital are medication errors and intravenous therapy-induced infections or complications. Training for clinical staff and compliance to patient safety principles could address these. METHODS: Joint Commission International (JCI) consultants created a standardised, 6-month training programme for clinical staff in hospitals. Twenty-one tertiary care hospitals from across south-east Asia took part. JCI trained the clinical consultants, who trained hospital safety champions, who trained nursing staff. Compliance and knowledge were assessed, and monthly audits were conducted. RESULTS: There was an overall increase of 29% in compliance with parameters around medication preparation and vascular access device management. CONCLUSION: The programme improved safe practice around preparing medications management and managing vascular access devices. The approach could be employed as a continuous quality improvement initiative for the prevention of medication errors and infusion-associated complications.

Analyzing the pro-environmental behavior of pharmaceutical employees through Green HRM practices: the mediating role of green commitment.

Since last few decades, preserving the natural environment has been considered an important issue. Almost every organization is paying attention to environmentalism worldwide. The successful green management in a firm depends on the employee's pro-environmental behavior. The purpose of this study is to examine the impact of green human resource management practices on employee's pro-environmental behavior. While considering the mediating role of green commitment. Both Green Human Resource Management Practices and pro-environmental behavior have been considered by various studies but determining green behavior through Green Human Resource Management practices was neglected before. Therefore, this study adopts a quantitative approach to fill the gap. Data has been collected from 279 employees through convenience sampling from the pharmaceutical industry of Pakistan. Structural equation modeling was used to analyze the developed constructs. The findings show that there is a direct and indirect effect of Green Human Resource Management practices on employee's pro-environmental behavior through green commitment. The study is unique in its implications. It provides practical and theoretical implications. This study not only bridges the gap highlighted in the literature by introducing Green Human Resource practices as antecedents toward green behavior but also contributes to the literature of organizational behavior, environmental studies, and human resource management and strengthen the AMO framework by using it to explain employee's green behavior through Green Human Resource Management practices.

Employee engagement during COVID-19 in Malaysia.

This objective of this study was to examine the effects of communication, training and development, and transformational leadership on employee engagement during COVID-19 in Malaysia. Four hundred individuals were recruited, and data were analyzed using partial least square structural equation modeling (PLS-SEM). Communication, training and development, and transformational leadership were found to positively affect employee engagement. In the midst of the COVID-19 outbreak, this study investigated the aforementioned factors as part of the reciprocal process between the employee and the employer and their effects on employee engagement, thereby making original theoretical contributions. This study also provides vital insights for businesses to consider when designing effective employee engagement plans for future well-being in the workplace.

Embodied ageism: "I don't know if you do get to an age where you're too old to learn".

More people are extending their working lives through choice or necessity and as a result there is an increasing focus on the experiences of older workers. Access to training and development at work are seen to be one way of maintaining the motivation, productivity and job satisfaction of older workers but at the same time we know that older workers typically get less training at work than younger members of the workforce. This article explores how ageist environments in society and in work organisations impact how older workers view the opportunities for training at work. Speech about training and development is analysed in semi-structured interviews conducted with 104 older workers, 25 line managers and 27 human resource and occupational health managers in the United Kingdom. Managers commonly spoke in ageist terms about older workers being less motivated or less able to undertake training and development. These stereotypes were also embodied/internalised by many older workers, who expressed the view that they were now 'too old' for training and/or promotion, either because of their career stage or because of the 'inevitable' physical and cognitive decline that comes with age and which makes learning new things more difficult. As access to training and development are recognised as one way of facilitating good and longer working lives, understanding the impact of ageist environments as well as direct discrimination against older workers is necessary to enable, encourage and motivate older workers to engage in development activities.

Role of Efficient Human Resource Management in Managing Diversified Organizations.

As the world has turned into a global village, it has created many challenges for human resource departments regarding the management of a diverse workforce in satisfying the employees and creating a diverse yet safe environment for them that does not make them uncomfortable. The current study has investigated the effect of human resource practices on the diversity climate with the mediation of job satisfaction. The data has been collected from human resource personnel of multinationals in China with the help of 316 participants. The study deployed SEM analysis to analyze and measure the effect of training and development along with performance appraisal on the diversity climate. The findings of the study revealed that training and growth or development do not have an impact on the diversity climate, however, performance appraisal has a strong positive impact. Similarly, the mediating role of job satisfaction has been found to ensure the relationship of training and development and performance appraisal with the diversity climate. This study has provided certain implications for the HR managers of multinationals to ensure a secure diversity climate for a diverse workforce.

Human Resource Practices for Corporate Social Responsibility: Evidence From Korean Firms.

Human resource management (HRM) in managing environmental, social, governance (ESG), or corporate social responsibility (CSR) initiatives has been recently raised. Yet, little attention has been paid to integrating CSR and HRM. Our primary goal was to identify how and whether certain HR practices are critical for developing employee capability to operate in firms with active CSR initiatives. We first examine the impact of external CSR activities on firm-level work outcomes. Moreover, we attempt to identify a choice of particular HR practices that could be aligned with external CSR activities. We then empirically examine how each HR practice interacts with external CSR activities that influence employee retention and labor productivity. Using three longitudinal datasets conducted by the government-sponsored research institution over 154 publicly traded Korean firms for five waves of survey years, the results show that external CSR has a limited impact on employee retention and labor productivity. However, when external CSR activities are combined with a specific set of HR practices, including person-organization fit-based selection, performance-based pay, extensive investment of training and development, and employee suggestion program, the impact of external CSR on employee work outcomes is more substantial. The results indicate that external CSR and a particular set of HR practices as internal CSR can be complementary and generate a positive interaction on creating sustainable human capabilities.

Learning Agility of Learning and Development Professionals in the Life Sciences Field During the COVID-19 Pandemic: Empirical Study.

BACKGROUND: The COVID-19 pandemic has impacted the life sciences field worldwide. Life sciences organizations (eg, pharmaceutical and med-tech companies) faced a rapidly increasing need for vital medical products, patient support, and vaccine development. Learning and development (L&D) departments play a crucial role in life sciences organizations as they apply learning initiatives to organizational strategy within a constantly evolving sector. During the COVID-19 pandemic, the work of L&D professionals in life sciences organizations changed profoundly during the abrupt shift to remote work, since learning and training normally occur in a face-to-face environment. Given the complex and dynamic situation of the pandemic, both individuals and organizations needed to learn quickly and apply what they learned to solve new, unprecedented problems. This situation presents an opportunity to study how characteristics of learning agility were evidenced by life sciences organizations and individual employees in the remote working mode. OBJECTIVE: In collaboration with Life Sciences Trainers & Educators Networks (LTEN), this study investigated the responses and learning agility of L&D professionals and their organizational leadership within the life sciences sector to the work changes due to the pandemic. The study answered the following questions: (1) How did L&D professionals in the life sciences sector respond to the changes in their work environment during the COVID-19 pandemic? (2) How did L&D professionals in the life sciences sector demonstrate learning agility during remote working? METHODS: We adopted a mixed methods approach that included a semistructured interview and a survey. Participants who were life sciences or health care L&D practitioners and in relevant positions were recruited via email through the LTEN and its partner pharmaceutical, biotech, or medical devices organizations. Interviews with 12 L&D professionals were conducted between June and August 2020 through phone or online conferencing, covering 22 open-ended questions to stimulate ideas that could be explored further in the survey. The semistructured interview questions were grounded in theory on learning agility. In total, 4 themes were developed from the interviews, which formed the basis for developing the survey items. The subsequent survey regarding 4 specific themes was conducted from August to October 2020 using Qualtrics. Both interview and survey data were analyzed based on a learning agility framework. RESULTS: Findings revealed generally positive organizational and individual responses toward the changes brought about by the pandemic. Results also indicated that a disruptive crisis, such as the shift from working in the office to working from home (WFH), required professionals' learning agility to both self-initiate their own learning and to support the learning agility of others in the organization. CONCLUSIONS: This study was designed to better understand education and training in the life sciences field, particularly during the unique circumstances of the global COVID-19 pandemic. We put forward several directions for future research on the learning agility of L&D professionals in life sciences organizations.

Pharmacy technicians, supporting our past, shaping our future: Implementing an ASHP-ACPE-accredited pharmacy technician training program in an academic medical center.

PURPOSE: Pharmacy technician training and education vary depending on practice site and state law. Although technician certification provides a national standard for credentialing, not all states require it, making certification a voluntary process for technicians or the organizations employing them. As the role of the pharmacist has evolved, the need for highly trained pharmacy technicians has grown. The pharmacy technician's expanded role in specialized areas of pharmacy practice has created new opportunities that require advanced training. SUMMARY: Research is lacking on return on investment for workforce development programs, making it difficult to advocate for pharmacy technician training programs. Therefore, it is important to create internal metrics that link one's program to business performance. This begins with conducting a job market analysis for the geographic area. It is imperative to identify the current occupational outlook for pharmacy technicians, identifying areas with potential for growth as well as where there are shortages or high turnover. Successful development of an American Society of Health-System Pharmacists (ASHP) and Accreditation Council for Pharmacy Education (ACPE)-accredited pharmacy technician program requires a long-term strategy to address key market issues as well as social and economic barriers and financial data to secure funding. CONCLUSION: This case study details Yale New Haven Hospital's journey from proof of concept to implementation of an ASHP-ACPE-accredited pharmacy technician training program.

Validación de un esquema de maduración para los terceros molares / Validation of a scheme of maturation for third molars

Introducción: El conocimiento del desarrollo dentario desde su génesis hasta su aparición en la boca, es de gran utilidad para la práctica clínica estomatológica. Objetivo: Validar un esquema de formación y desarrollo para los terceros molares. Material y Métodos: Se realizó un estudio observacional, descriptivo y transversal en el Policlínico José Martí Pérez de Santiago de Cuba, en el período comprendido desde mayo de 2016 hasta febrero de 2017. El universo estuvo constituido por 2 421 terceros molares, encontrados en 618 radiografías panorámicas de pacientes ortodóncicos de 8 a 18 años de edad. Se diseñó un esquema de formación y desarrollo el cual se validó por aspecto, contenido y criterio. Resultados: Se destaca, según el esquema propuesto, la aparición de la cripta (etapa I) a los 9,0 años como intervalo medio (etapa I), así como el inicio de los movimientos eruptivos (etapa IV) a los 9,9, para dar paso al inicio de la formación de la raíz a los 10,3 (etapa V). La validez del contenido del esquema diseñado se logró con la opinión de los 15 expertos (6 estomatólogos con categoría de doctores en ciencias y 9 especialistas de Segundo Grado en Ortodoncia), la cual fue muy buena. Conclusiones: Fue posible validar el esquema de formación y desarrollo para los terceros molares, de modo que está disponible un instrumento válido y confiable, cuyo uso y adecuada aplicación se justifican en el ámbito investigativo(AU)

Introduction: Knowledge of dental development from its genesis to its appearance in the mouth is very useful for the dental clinical practice. Objective: To validate a training and development scheme for third molars. Material and Methods: An observational, descriptive, and cross-sectional study was carried out at "José Martí Pérez" Polyclinic from Santiago de Cuba in the period from May 2016 to February 2017. The universe consisted of 2 421 third molars, found in 618 panoramic radiographs of orthodontic patients 8 to 18 years of age. A training and development scheme was designed and validated by aspect, content and criteria. Results: According to the proposed scheme, the appearance of the crypt (stage I) at 9.0 years as a medium interval (stage I), as well as the onset of eruptive movements (stage IV) at 9.9 years, stand out to give way to the beginning of root formation at 10.3 (stage V). The content validity of the designed scheme was achieved by considering the opinion of 15 experts (6 dentists with Doctors of Science degree, and 9 second-degree specialists in Orthodontics), which was very good. Conclusions: It was possible to validate the training and development scheme for third molars, so a valid and reliable instrument, whose use and adequate application are justified in the research field, is available(AU)

The Development of Teachers' and Their Students' Social and Emotional Learning During the "Learning to Be Project"-Training Course in Five European Countries.

In recent years, the school curricula in many European countries have introduced social and emotional learning (SEL). This calls for the teachers to have SEL competencies. The present study evaluates teachers' and their students' readiness for SEL during an intervention in five European countries. The participants were teachers (n = 402) in five European countries; Italy, Latvia, Lithuania, Slovenia, and Spain. The pre- and post-measuring points for both the intervention and the comparison group were at approximately the same time before and after the intervention. Comparison data consisted of 159 teachers in the same countries. The training for the intervention group lasted 16 h for the teachers and a maximum of 16 h for the principles and headmasters. An additional 9 h of further monitoring took place. There were two student groups participating in the study: the age group of 8-11 years (pre puberty) and the age group of 12-15-years (adolescents). Students, whose teachers had participated in the intervention, formed the intervention group (n = 2,552). Those students, whose teachers did not participate in the intervention, formed the comparison group (n = 1,730). The questionnaire data were collected at the beginning and at the end of the school year for both age groups. The results indicated that there was a favorable development in the intervention group in some of the measured skills among students, but the effects were different for the two age groups. This study adds to both theoretical and practical development of continuing teacher training about SEL and its possible role in reducing problem behavior among the students.

Teamwork on Patrol: Investigating Teamwork Processes and Underlaying Coordinating Mechanisms in a Police Training Program.

The Big Five theory suggests that five components in teamwork are essential for team effectiveness in stressful environments. Furthermore, three coordinating mechanisms are claimed to be decisive to upholding and informing vital teamwork processes. Although much research has been conducted into the Big Five theory and its components, to the best of our knowledge, no study has yet been made of the relative importance of the three mechanisms and their impact on team effectiveness. Also, only a few studies have tried to investigate whether the components and the coordinating mechanisms are trainable. This study aims to make a theoretical contribution to the part of the theory focusing on the coordinating mechanisms. Secondly, it investigates whether training can improve team performance. Working in teams of two, 166 police officers participated in a simulated operational scenario. Correlational analyses indicated that all Big Five teamwork behaviors and coordinating mechanisms relate to external ratings of team performance. Only the mechanisms of Closed Loop Communication (CLC) and Shared Mental Model (SMM) predicted performance indicators, with SMM predicting above and beyond the effect of CLC. No effect of the training program was found. The study provides new evidence in a police situation that the most important coordinating mechanism of the Big Five theory is that of shared mental models, which in turn has consequences for the type of training needed.

How do you develop systems leadership in public health? Insights from a scoping study.

OBJECTIVES: Systems leadership is widely acknowledged to be needed to address the many 'wicked issues' challenging public health systems. However, there is a lack of evidence on how to develop public health professionals into effective systems leaders. This study scoped the possibilities for developing the systems leadership capacity of public health specialists in England. STUDY DESIGN: This was a mixed-methods qualitative scoping study design. METHODS: The study involved three stages. In the first, a rapid literature review mapped key documents in three relevant areas: systems leadership theory and practice, the changing context of public health in the UK, and training and development for UK public health professionals. In the second, 29 stakeholders were consulted to understand the context and needs for systems leadership development in public health. A third phase involved stakeholders codesigning a potential development framework for the project commissioners. RESULTS: Four main themes were identified: the nature and purpose of systems leadership; development needs and opportunities for public health specialists; the enabling environment; and wider contextual factors impacting public health. CONCLUSIONS: Key principles of, and a framework for, a systems leadership development approach are identified, which could be applied to any public health system.

NeoAct: A Randomized Prospective Pilot Study on Communication Skill Training of Neonatologists.

Background: This randomized interventional study evaluated the impact of a 1-day experiential communication skills training on neonatologists' performance in doctor-parents-communication. Methods: 17 neonatologists with different levels of professional experience from the Medical University of Vienna were randomized into one of two study groups: The intervention group (IG) as opposed to the control group (CG) participated in a 1-day experiential communication training. Eight weeks after the training, participants' communication skills were assessed during an objective structured clinical examination (OSCE). Neonatologists were assessed in a simulated conversation by how effectively they performed when conveying complex health-related information to parents of ill infants. Participants in the control group (CG) were assessed first during the OSCE and received their communication training later on. Self-assessment questionnaires before and after the workshop and OSCE were completed. Results: The study determined that neonatologists in the IG subjectively perceived that their competence level regarding their communication skills had increased after the workshop, while this was not reflected by their performance during the OSCE assessment. Discussion: A 1-day experiential communication skills training significantly increased physicians' self-evaluation concerning their communicative competence. This perceived competence did not manifest itself in increased communication skills during the OSCE. Conclusion: Repeated training is needed.

The Effects of Resisted Post-Activation Sprint Performance Enhancement in Elite Female Sprinters.

Considering the effectiveness of resisted sprint training, and the acute enhancement of sprinting performance through locomotor post-activation performance enhancement, the main objective of the research was to determine the acute effects of resisted activation with loads of 5, 10, and 15% body mass on sprint and flying start sprint performance in elite female sprinters using resisted drag technology system. Ten elite female sprinters (age: 23.2 ± 5.4 years, body mass: 54.2 ± 6.1 kg, height: 167.4 ± 7.3 cm, personal best for 100 m: 12.05 ± 0.56 s, and for 400 m: 53.17 ± 2.76 s) performed two unresisted 20-m sprints (from a crouched and flying start) before and after a single resisted sprint loaded with 5, 10, or 15% body mass to verify the effectiveness of the activation stimulus. Compared with pre-activation, Friedman tests showed that peak velocity increased by 1.6 ± 2.2% [effect size (ES) = 0.66], 2.3 ± 1.5% (ES = 1.33), and 0.2 ± 1% (ES = 0.09), as well as peak force by 2.8 ± 2.1% (ES = 0.49), 3.5 ± 2.3% (ES = 1), and 0.5 ± 2.4% (ES = 0.14), concomitant with a significant decreased in sprint time by -0.5 ± 1.2% (ES = -0.07), -2.5 ± 1.3% (ES = -0.64), and -1 ± 1.4% (ES = -0.36) for the 5, 10, and 15% body mass post-activation, respectively (p < 0.001; for all). Furthermore, the ANOVA showed that peak power increased by 2.9 ± 2.3% (ES = 0.61), 3.8 ± 2.2% (ES = 1.05), and 2 ± 7.1% (ES = 0.22) for the 5, 10, and 15% body mass resisted-conditioning activity, respectively, with no difference between the three conditions (p = 0.003 main effect time, no interaction). Moreover, compared with the 5 and 15% body mass trials [-1.5 ± 2% (ES = -0.44), -0.8 ± 0.8% (ES = -0.44), respectively], the ANOVA showed that flying start sprint time significantly decreased by -4.3 ± 1.1% (ES = -1.25) (p < 0.001, interaction effect) after a 10% body mass resisted-conditioning activity. The results of this study indicated that resisted sprints acutely enhance sprint performance; however, their effectiveness depends on the applied load. A single resisted sprint using 10% body mass is effective at inducing a potentiating effect on subsequent 20-m flying start sprint performance in elite female sprinters. Therefore, keeping in mind the optimal load, it is recommended to perform resisted sprints as a conditioning activation when seeking to acutely enhance 20-m flying start sprint performance in these athletes.