Mevlut Karadag

Background: Developing high-fidelity simulation scenarios is a time-consuming process, and validated resources for complex psychomotor skills such as orthotic fabrication are scarce. This study aimed to examine the content validity index (CVI) of a simulation scenario for anticlaw orthosis fabrication developed with the support of artificial intelligence (AI). Methods: A mixed-methods methodological study was conducted in an academic education program in Türkiye. Six subject matter experts with professional experience in hand rehabilitation, orthotics, and simulation-based education participated. A simulation scenario package was structured by the researchers, while the specific scenario flow was generated using a seven-step process supported by the generative AI tool ChatGPT. Expert reviewers evaluated five components, specifically objectives, background, prebriefing, scenario flow, and debriefing, using a 4-point Likert scale and open-ended questions. The item-level content validity index (I-CVI) and scale level content validity index (S-CVI) were calculated. Results: The simulation scenario package was evaluated across five core components. The scenario achieved an I-CVI and S-CVI of 1.00. This indicated that all expert reviewers rated the scenario components as content valid by assigning a score of 3 or 4. Qualitative feedback highlighted the need for refinements in clinical fidelity, specific material choices, and safety warnings regarding heat and sharp tools. Conclusions: The study provided educators with a comprehensive, ready-to-implement simulation scenario package, including validated learning objectives, prebriefing instructions, the full scenario script developed via AI-assisted methodology, and debriefing guides, that could be adopted to enhance orthotic training in rehabilitation curricula.

This study proposes and pilots a COSO-2017-based enterprise risk management (ERM) maturity index informed by the use of strategic management tools (SMTs) to benchmark strategic risk management capability in service organizations. Using secondary SMT usage data extracted from seven Turkish graduate theses (eight organizations in hotels and hospitals), we computed overall and component-level maturity scores on a standardized 0–1 scale. The average ERM maturity was 0.52 (medium), with stronger Governance and Culture (0.56) than Performance (0.48) and Information, Communication and Reporting (0.51), indicating persistent gaps in risk-to-metrics translation and reporting infrastructures. Hotels exhibited higher maturity than hospitals (0.575 vs. 0.49), and private hospitals outperformed public hospitals (0.57 vs. 0.41). The index illustrates a replicable benchmarking approach to identify capability gaps and prioritize ERM improvements—particularly strengthening KRIs, performance feedback loops, and data-enabled reporting that are central to resilience- and sustainability-oriented decision-making.

Background: Increasing the motivation of hospital staff is an important factor in improving service quality, patient satisfaction, and competitiveness. Especially in developing countries such as Somalia, it is important to increase and sustain the motivation of doctors in order to improve health services and overcome challenges (quality and accessibility). Objectives: This descriptive study aimed to determine the motivation levels of 154 doctors working in Somalia’s Hargeisa Group Hospital and the factors affecting these levels. Methods: The research was designed using a relational screening model. The research data were obtained with the Factors Affecting the Motivation Levels of Nurses Scale. Cronbach Alpha values were calculated to test the reliability of the scale. Descriptive statistics were shown as frequency, percentage, mean, and standard deviation. For intergroup comparisons, the t test and one-way analysis of variance (ANOVA) were applied. Results: Factors affecting the motivation of physicians were grouped into four categories: managerial practices, work environment characteristics, work-related characteristics, and individual characteristics. It was determined that there was a statistically significant difference in favor of female physicians in the sub-dimensions of managerial practices and work-related characteristics according to gender of the factors affecting the motivation level of physicians. Similarly, it was observed that there was a difference in the sub-dimensions of work environment characteristics and individual characteristics according to age groups. This difference was in favor of physicians in advanced age groups. It was determined that the general motivation level of the 121 doctors participating in the study was above the median value. Conclusion: In order to increase the motivation of doctors, it was recommended that they be more involved in decision-making processes and management practices; continuous development and training opportunities should be provided; and working environments that encourage a culture of cooperation and teamwork should be created.