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Vehicle Loan ADA Center for Evidence-Based Dentistry The comprehensive assessment of delayed childbearing needs a valid and reliable instrument. Therefore, the aim of the present study was to develop an instrument to evaluate factors influencing delayed childbearing among women and to assess its psychometric properties. The current methodological study was performed in two phases of (i) qualitative instrument development, and (ii) quantitative psychometric assessment of the developed instrument. Face and content validity of the instrument was assessed by eligible women and a panel of experts. Construct validity was assessed using the exploratory factor analysis (EFA). For reliability, internal consistency reliability and intra-rater reliability analysis were used. The initial instrument developed from the qualitative phase consisted of 60 items, which were reduced to 55 items after the face and content validity processes. EFA (n = 300) using the Kaiser criteria (Eigenvalues > 1) and the scree plot led to a six-factor solution accounting for 61.24% of the observed variance. The Cronbach’s alpha coefficient, Spearman’s correlation, test–retest and intra-class correlation coefficients for the whole instrument were reported as 0.83, 0.86 and 0.81, respectively. The final instrument entitled the delayed childbearing questionnaire (DCBQ-55) included 50 items with six domains of ‘readiness for childbearing’, ‘stability in the partner relationship’, ‘awareness about the adverse outcomes of pregnancy in advanced maternal age’, ‘attitude toward delayed childbearing’, ‘family support’, and ‘social support’ on a five-point Likert scale. The DCBQ-55 as a simple, valid and reliable instrument can assess factors influencing delayed childbearing. It can be used by reproductive healthcare providers and policy makers to understand factors influencing delayed childbearing and devise appropriate strategies. Full article
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Fire and Rescue Dentist Healthcare 2018, 6(3), 102; https://doi.org/10.3390/healthcare6030102 - 22 August 2018
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Journal Menu Insurance Top 10 Trends 2016 Men and women alike should work to enhance gender diversity in leadership. There is substantial data on the pervasiveness of implicit bias and gender-based microaggressions in STEM fields in general, and medicine in particular. Implicit bias training has been shown to decrease negative, implicitly held beliefs and attitudes about women’s capabilities in STEM. Engaging men alongside women in efforts to reduce bias has proven powerful. At Dell, for example, the Men Advocating Real Change program engages men as key allies in driving gender equity. Targeted at the largely-male executive leadership, the program is run by the nonprofit Catalyst and covers topics such as privilege, unconscious bias, dominant culture, and gender role conditioning and its link to leadership. Anecdotal feedback suggests the program is having a positive effect on Dell’s ability to recruit, retain, and promote women and on the gender balance in male dominated divisions such as sales, for example, although the gender imbalance in leadership generally still persists.
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