Objective. To determine the association between emotional intelligence (EI) and job performance (JP) of health care providers (HCPs). Methods. Healthcare professionals from various hospitals were chosen for a crosssectional study. The survey was conducted using a three-part questionnaire including the demographic profile, Wong and Law Emotional Intelligence (EI) Scale, and an individual work performance (JP) questionnaire. The relationship of predictor variables on JP was sought by applying Chi-square test and multiple regression analysis. Results. About 43.3% of the 50.8% of participants who scored well on the EI scale also scored high on the JP scales. The remaining 7.5% had an unsatisfactory JP. From the 22.8% of respondents who also scored low on EI scales, about 20% scored low on the JP scale. Significant relationship between EI and JP was found at a p-level of 0.05 (2 tailed). Emotional intelligence (B=0.57, p-<0.05) positively predicted job performance whereas difficulties faced while performing job (B=-0.81, p= <.005), beds under supervision (B=0.09, p=<0.05), dual practice (B=-0.04, p=<0.05) and weekly off days (B=0.04, p<0.05) have no significant effect on job performance. Conclusions. Subjects with high EI on the WLEIS were good at their jobs and scored well on the IWPQ scale, implying that as an individual's EI rises, so will his or her JP.

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Purpose: This study sought to explore the job performance (JP) of health care providers (HCPs) working in public sector hospitals in Pakistan. Methodology: A descriptive cross-sectional study was carried out in Liaquat University Hospital, Hyderabad, and Jamshoro, Sir Cowasjee Institute of Psychiatry, Hyderabad, and Shah Bhittai Hospital, Hyderabad. A three-sectioned questionnaire containing the socio-demographic characteristics information regarding the job and an individual work performance questionnaire to measure job performance was used. The relationship between different job-related study variables and job performance was sought by applying a one-way ANOVA test at a p-value of 0.05. Results: Results on the job performance scale revealed that 60.6% of doctors had satisfactory performance, and only 39.4% had an unsatisfactory job performance. Job performance differs significantly by age (F2, 357=3.259, p2, 357=3.583, p1, 358=5.217, p1, 358 =1.819, p>0.05), income (F2, 357=1.642, p>0.05), beds under supervision (F4, 313=1.400, p>0.05), current organizational tenure (F3, 356=1.576, p>0.05), healthcare experience (F3, 356=1.363, p2, 357=0.381, p>0.05), weekly off days (F1, 358=0.421, p>0.05) and dual practice (F1, 358=1.700, p>0.05) have no significant effect on levels of job performance of the employee. Conclusion: Job performance was satisfactory and significantly associated with variables such as age, difficulties faced by respondents at work, and the number of patients treated per day.

Introduction: A person’s career is the process and actions he or she takes to achieve lifetime goals through his or her occupation.Choosing a career is one of the most important decisions one will ever make. Dentistry yields an extensive scope of career and employment chances as a general professional and specialist Objectives: This study sought the career choices of public health dentistry by dental students and association between sociodemographic profiles of study population with reasons of choosing public health dentistry as a career. Methods: Cross sectional study conducted atInstitute of Dentistry, Liaquat University of Medical and Health Sciences Jamshoro from 1st March 2021 to 31st May 2021.Sample of 197 undergraduate students were approached using convenience sampling. Data was collected through preformed, validated paper-based survey questionnaire. Association between various socio-demographic variables and career interests of participants was sought by Chi-square tests at 0.05 (2-tailed) level of significance. Results: Around 69.54% of participants belonged to age group of 21-23 years with females accounting for 59.39%. Around 40% participants chose dentistry to please people. A large majority around 62.42% respondents stated that they find public health dentistry an interesting field. Age (p=0.08) and gender (p=0.06) of the individuals were not statistically connected with future career choice in dentistry. Conclusion: Reasons for choosing public health dentistry as a career among the surveyed dental students are mostly related to socio-demographic factors.

Objectives: The objectives of the study were to assess the strengths and weaknesses of inactivated polio vaccine (IPV) practices in Qasimabad, Pakistan. Material and Methods: This cross-sectional survey study was conducted in Hyderabad, Sindh, from June 22, 2017, to September 22, 2017. It included seven expanded programs on immunization (EPI) centers in Taluka Qasimabad, as well as outreach settings. Data were collected through convenience sampling with the help of an EPI Monitoring Checklist and a pre-designed questionnaire. Statistical Package for the Social Sciences version 23.0 was used for the descriptive analysis. Results: Six of the seven health facilities were found to be screening for missed opportunities. During power outages or load shedding, the majority of EPI centers (85.7%) had a backup plan in place. However, the major shortcoming was the failure to obtain parental consent before vaccination by vaccinators at all 7 (100%) EPI centers. At 5 (71.9%) of the centers, outreach activities to vaccinate children were organized, and IPV was only given to infants at 1 (19.2%) of the sessions. The vaccinator opened the vial before using it, and the used IPV vial was not discarded at the end of the outreach session. Because one center’s vaccinator was female (19.2%), and another center’s vaccinator was single (19.2%), no outreach activity was planned at those two locations. Conclusion: This research highlights the benefits and drawbacks of the current EPI program for the IPV vaccine. The presence of EPI centers at all health facilities, as well as the availability of IPV and cold chain equipment, as well as permanent and fully-trained employees, are some of the most important strengths. Lack of pre-service training and adverse events following immunization vaccine training were identified as weaknesses. There are a lack of IPV refresher training, as well as improper arrangements for outreach vaccination sessions, and a lack of transportation for vaccinators.