Open Journal of Social Sciences 

About: Open Journal of Social Sciences is an academic journal published by Scientific Research Publishing. The journal publishes majorly in the area(s): Psychology & Population. It has an ISSN identifier of 2327-5952. It is also open access. Over the lifetime, 2492 publications have been published receiving 8533 citations. The journal is also known as: JSS.

The Impact of COVID-19 Pandemic on Education System in Developing Countries: A Review

Abstract: Coronavirus affects the education system in the world. Schools, colleges, and universities are closed to control the spread of the coronavirus. School closure brings difficulties for students, teachers, and parents. So, distance learning is a solution to continue the education system. However, the lack of network infrastructures, computers, and internet access is challenging distance learning in developing countries. This paper aims to review the impact of the COVID-19 pandemic on the education system in developing countries. Hence, countries design a strategy to use educational technology, zero-fee internet educational resources, free online learning resources, and broadcasts teaching. During closures, educational institutions design curriculum, prepare teaching-learning strategies for post-coronavirus. The educational institutions design strategies to recover lost learning, and return students to school when schools reopen. Coronavirus has been impacting the face-to-face education system of developing countries. Therefore, developing countries should enhance broadcast teaching, online teaching, and virtual class infrastructures.

An investigation of the relationship between resilience, mindfulness, and academic self-efficacy

Abstract: Resilience, mindfulness, and academic self-efficacy are topics of interests to psychologists; however, little is known about the relationships among the three. The primary purpose of this research was to explore the role of mindfulness and academic self-efficacy in predicting resilience among university students. 141 participants (m = 39, f = 102) completed The Freiburg Mindfulness Inventory, The Beliefs in Educational Success Test, and The Connor Davidson Resilience Scale. The results found that in the regression models, mindfulness and academic self-efficacy were significant predictors of resilience. This finding suggests that mindfulness and academic self-efficacy have a significant impact on resilience.

Study on Determining Factors of Employee Retention

Abstract: Employees are the most valuable assets of an organization. Their significance to organizations calls for not only the need to attract the best talents but also the necessity to retain them for a long term. This paper focuses on reviewing the findings of previous studies conducted by various researchers with the aim to identify determinants factors of employee retention. This research closely looked at the following broad factors: development opportunities, compensation, work-life balance, management/leadership, work environment, social support, autonomy, training and development. The study reached the conclusion that further investigations need to be conducted regarding employee retention to better comprehend this complex field of human resource management.

Personality and Heart Rate Variability: Exploring Pathways from Personality to Cardiac Coherence and Health

Abstract: Background: Personality and heart rate variability (HRV) are each strong predictors of well-being, particularly cardiac health and longevity. The current project explores the correlates of personality traits on heart rate variability (HRV) to clarify how autonomic regulation may mediate the development and maintenance of health and disease. Hypothesis: Personality traits will be significantly correlated with specific measures of HRV. In particular, the Character traits of Self-Directedness, Cooperativeness, and Self-transcendence are known to promote physical, mental, and social aspects of well-being, so they were expected to be associated with indices of HRV indicating autonomic balance. Methods: Participants were 271 volunteers from the community, adult men and women. They received an extensive self-report questionnaire, allowing for a comprehensive personality evaluation. Of these participants, 118 underwent ambulatory—24 hours recording of HRV. The HRV recordings were sent to the Institute of HeartMath for interpretation. Data Analysis: Data for personality was retrieved from the Qualtrics site after online administration, into which the HRV data were entered. Analyses were conducted in SPSS 20. Results: Systematic and significant associations between personality traits were found. In particular, the Temperament and Character Inventory’s character traits were related to autonomic balance as measured by the ratio of low frequency (sympathetic) to high frequency (parasympathetic) activity. Openness, aggression, avoidant attachment, and forgiveness were found to relate to several HRV variables. Conclusion: The relations among personality and HRV support the validity of the measures in ways that clarify the strong relations among personality, HRV, and health. Further work to replicate and extend these preliminary findings in a larger sample is underway.

Perceived Organizational Support and Employee Engagement: Based on the Research of Organizational Identification and Organizational Justice

Abstract: On the basis of theoretical research, this paper constructs the relationship model of perceived organizational support, organizational identification, employee engagement and organizational justice. With questionnaires from 350 employees in 28 provinces, we empirically tested that the organizational identification plays a mediating role and organizational justice has a moderating effect by using the correlation analysis and structural equation model and regression analysis. The results show that: firstly, perceived organizational support and employee engagement have significantly positive correlation, perceived organizational support applies directly positive influence on employee engagement; secondly, perceived organizational support can also play a role in employee engagement through organizational identification, in other words, organizational identification has partial mediating effect between perceived organizational support and employee engagement; thirdly, this paper verified that organizational justice plays a moderating role on the relationship between perceived organizational support and organizational identification.