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+10.39 (+2.79%) 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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CMS Offers Flexible Special Enrollment Periods Due to Hurricane Florence Latino A final lesson from the technology industry suggests that support for women’s advancement must go beyond networking and forums towards true sponsorship and career advancement opportunities. Both male and female leaders should take on sponsorship roles to promote high-potential women’s access to diverse opportunities, and to avoid the common problem of female leaders becoming overburdened with mentee requests. IBM’s Technical Women Pipeline Program is a good example. Established in 2010, it engages mid and senior-level women identified as strong leadership candidates in a two-day program aimed at boosting their careers. The women are paired with executive advocates with whom they work on development plans and check in on a quarterly basis after initial face-to-face meetings. Women also join quarterly, international calls with others in the Pipeline Program community. The program has improved retention rates for mid- and senior-level technical women and increased the number of women considered distinguished engineers.
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