ABSTRACT
A kind of localised scleroderma known as "En coup de sabre" is characterised by band-like sclerotic lesions that usually affect the frontoparietal regions of the scalp. There are two variations of linear morphea in the head and neck that may be linked to neurologic symptoms known as En coup de Sabre and Parry-Romberg syndrome. On imaging, patients may have lesions in the cerebrum ipsilateral to scalp abnormality. Here, we discuss the neuroimaging of a 12 year-old boy who presented with seizures and had a right frontoparietal "en coup de sabre" scalp lesion.

ABSTRACT
The study aims to explore the Emotional Intelligence (EI) of government employees in Karnataka. By delving into this aspect, it aims to understand how emotional awareness and regulation among these individuals impact their interactions and effectiveness in public service. A survey method was employed in this study, utilizing questionnaires directed at employees of the Directorate of Economics and Statistics (DES) within the Government of Karnataka. The sample consisted of a total of 100 respondents, providing a diverse range of insights from the workforce in this department. The findings indicate that the degree of emotional intelligence differs among the various sub-factors. The average score of the employees' emotional intelligence encompassed various sub-factors, including self-awareness, self-management, internality, motivation, empathy, social skills, and resilience. These components collectively contribute to an individual's overall emotional intelligence, providing a comprehensive understanding of how employees navigate their emotions and interact with others in the workplace. Among the seven sub-factors of emotional intelligence, resilience has the highest mean score (M=3.54). However, the internality of emotions is found to be at its lowest point (M=2.70). Resilience, self-awareness, social skills, drive, and empathy are all at a high level, with mean scores of 3.54, 3.23, 3.20, 3,04, and 3.00, respectively. The self-management and internality are at a low level, with mean scores of 2.89 and 2.70, respectively. These scores suggest a pressing need for significant changes to improve these areas. To enhance their competencies in these areas, management interventions are necessary via the organization of suitable training programs.

ABSTRACT
Perceived unfairness in compensation can negatively impact employee motivation and organizational performance. When employees perceive inequity in pay, it may lead to dissatisfaction, turnover, absenteeism, and reduced commitment, thereby affecting overall performance. Addressing perceptions of fairness in distributing incentives is critical for motivating academic staff and enhancing their productivity. This study aimed to examine the effect of perceived equity on the relationship between employee compensation and employee performance in chartered public universities in Kenya. Grounded in Equity Theory, the research employed a descriptive cross-sectional design, collecting quantitative data at a single point in time from academic staff across 23 Kenyan chartered public universities. A multistage sampling technique was used to select a sample of 370 respondents from a population of over 8,281 academic staff, with 247 questionnaires returned (response rate of 69%). Primary data was gathered through structured questionnaires measuring employee compensation, perceived equity, and performance. Reliability testing yielded a Cronbach’s alpha of 0.920, ensuring data consistency. Data analysis involved descriptive and inferential statistics, including regression analysis, to explore moderating effects. The findings indicated that perceived equity significantly moderates the relationship between employee compensation and performance (R²=0.282, F=49.356, p<0.05). The study concludes that fostering perceptions of fairness in compensation strategies can enhance employee motivation and performance outcomes. It recommends that universities develop transparent and equitable reward systems to optimize staff motivation and organizational effectiveness.

ABSTRACT
This study examines the impact of financial inclusion on sustainable development in Iraq, focusing on both economic and social indicators. Against a backdrop of longstanding political instability, economic fragility, and institutional challenges, Iraq presents a unique context in which financial exclusion exacerbates poverty, inequality, and limited access to financial resources. Using a descriptive-analytical approach, the research analyzes data from seven Iraqi banks to assess the relationship between financial inclusion indicators—such as credit growth, electronic services, and bank account ownership—and sustainable development indicators, particularly Return on Assets (ROA) and Return on Equity (ROE). The findings reveal a significant positive short- and long-term impact of financial inclusion on ROA across most banks, indicating that enhanced access to financial services improves operational efficiency. However, the effect on ROE was limited or insignificant in several cases, suggesting that equity performance may depend on broader structural factors. The study underscores the need for improved financial infrastructure, enhanced digital banking services, and targeted lending programs to strengthen financial inclusion and advance sustainable development in Iraq. Recommendations include enhancing loan quality, promoting SME financing, and integrating financial inclusion into national development strategies.

ABSTRACT
Abstract: This study aims to analyze the effect of audit opinion, company size and financial distress on auditor switching in financial companies that go public and are listed on the Indonesia Stock Exchange (IDX). This study uses a quantitative approach with secondary data obtained from the company's annual financial reports available on the official IDX website for the period 2021-2023. The research sample was selected using a purposive sampling technique, resulting in 95 companies with a total of 279 observation data. Data analysis was carried out using logistic regression with the help of SPSS 25 software. The results of the study indicate that audit opinion has no effect on auditor switching, while company size has a positive effect on auditor switching, and financial distress has a negative effect on auditor switching.

ABSTRACT
Abstract: The airline industry contributes immensely to the Kenyan economy but performed dismally from 2016 to 2022 as compared to other regional airlines. Circumstances related to flight safety resulted to this dismal performance. The study sought to examine safety management systems’ effect on performance of airlines in Kenya. Specifically, safety policies, safety risk management, and safety awareness effect on performance of airlines. Resource Based View, Balanced Score Card and Contingency theories anchored the study while descriptive research design was applied. Target population was 33 airlines and proportionate stratified purposive sampling technique was used with a sample size of 7 airlines. Fifty-seven respondents filled the semi-structured questionnaires for primary data collection while a document review tool assisted to collect secondary data. Pilot study involved 8 respondents from Safari Link Airlines ascertaining the questionnaires appropriateness via content and construct validity while its reliability proven by 0.792 Cronbach’s Alpha test. Descriptive and inferential statistics were employed to analyze data. The results indicated that safety management system significantly affected airline performance with strong contribution from safety policies, safety risk management and safety awareness. The study concluded that safety management system having significantly contributed to positive airline performance necessitated airlines to strengthen frameworks for hazard identification and risk management to reduce prevalence of accidents. This study recommends incorporating other sectors of the aviation for findings to be fully representative of Kenya’s aviation sector and for comparison with other countries. It also recommends investigating the influence of industry regulations and political interference as mediating and moderating variables that may be restrictive to management’s autonomy. Finally, the study recommends airlines and industry regulatory bodi

ABSTRACT
Abstract: This study aims to analyze the influence of individual characteristics, organizational justice, and work ability on member performance, and identify the most dominant variable affecting the performance of Air Force Academy members. The research location was at the Yogyakarta Air Force Academy. Data analysis techniques used descriptive methods and multiple linear regression analysis. The results showed that individual characteristics, organizational justice, and work ability significantly influence Yogyakarta Air Force Academy member performance. Both simultaneously and partially, the three variables shape optimal member performance. Good individual characteristics support members' ability to work together, communicate, and complete tasks effectively. Organizational justice also plays an important role, where fair treatment from superiors and fellow members creates a comfortable work environment and motivates members to work better. Among the three variables, work ability shows the most dominant influence. Work ability, which includes knowledge, skills, and experience, has significantly impacted the quality and productivity of members' performance at the Yogyakarta Air Force Academy. This research is expected to contribute by emphasizing the importance of fostering individual characteristics, consistent application of organizational justice, and improving work ability as the main factors in supporting the optimal performance of members at the Yogyakarta Air Force Academy. In addition, this study encourages the exploration of other variables that have the potential to influence member performance.