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Journal articles on the topic 'Distributed workforce'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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1

Giuly, Richard J., Keun-Young Kim, and Mark H. Ellisman. "DP2: Distributed 3D image segmentation using micro-labor workforce." Bioinformatics 29, no. 10 (2013): 1359–60. http://dx.doi.org/10.1093/bioinformatics/btt154.

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Mitchell, Jennifer, and Rosemary Allen. "HIMAA Workforce Survey 1991/1992." Australian Medical Record Journal 23, no. 2 (1993): 52–56. http://dx.doi.org/10.1177/183335839302300208.

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In 1991, and again in 1992, the Health Information Management Association of Australia (HIMAA), formerly Medical Record Association of Australia (MRAA), distributed a Workforce Survey to all members to collect information about the demographic, professional and employment characteristics of HIMAA members. There was a response rate 66.8% in 1991 and 40% in 1992, which rise to 80.9% in 1991 and 51.7% in 1992 for responses from full members. The collection will continue on an annual basis, providing a cumulative database and the opportunity for trend analysis.

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Tolentino, Glenn, John Wood, and Shane Riley. "Distributed Operations in Response to COVID-19: Assessing Workforce Perceptions of Productivity and Success." Optimizing Operations 28, no. 97 (2021): 262–318. http://dx.doi.org/10.22594/10.22594/dau.21-866.28.03.

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During the midst of the Coronavirus 2019 (COVID-19) pandemic, a large Navy Working Capital Funded government laboratory transitioned from a traditional on-site/physical daily operational presence to a distributed, virtual maximum telework posture. The direction given in March 2020 was that unless performance of a specific approved tasking was required at the physical workplace, the laboratory workforce was to telework from a safe location while practicing social distancing. To this extent, a majority of the organization’s workforce continued performing the duties associated with their programs

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Jayarathne, Y. G. Shamalee Wasana, Riitta Partanen, and Jules Bennet. "Objective Simulated Bush Engagement Experience (OSBEE): A novel approach to promote rural clinical workforce." Asia Pacific Scholar 6, no. 2 (2021): 94–96. http://dx.doi.org/10.29060/taps.2021-6-2/cs2449.

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The mal-distributed Australian medical workforce continues to result in rural medical workforce shortages. In an attempt to increase rural medical workforce, the Australian Government has invested in the Rural Health Multidisciplinary Training (RHMT) program, involving 21 medical schools (RHMT program, 2020). This funding requires participating universities to ensure at least 25% of domestic students attend a year-long rural placement during their clinical years and 50% of domestic students experience a short-term rural clinical placement for at least four weeks.

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Synnott, Jonathan, Mairead Harkin, Brenda Horgan, et al. "The Digital Skills, Experiences and Attitudes of the Northern Ireland Social Care Workforce Toward Technology for Learning and Development: Survey Study." JMIR Medical Education 6, no. 2 (2020): e15936. http://dx.doi.org/10.2196/15936.

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Background Continual development of the social care workforce is a key element in improving outcomes for the users of social care services. As the delivery of social care services continues to benefit from innovation in assistive technologies, it is important that the digital capabilities of the social care workforce are aligned. Policy makers have highlighted the importance of using technology to support workforce learning and development, and the need to ensure that the workforce has the necessary digital skills to fully benefit from such provisions. Objective This study aims to identify the

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Rose, Dennis Michael, and Raymond Gordon. "Age-related cognitive changes and distributed leadership." Journal of Management Development 34, no. 3 (2015): 330–39. http://dx.doi.org/10.1108/jmd-07-2013-0094.

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Purpose – The purpose of this paper is to examine the evidence for age-related changes in cognition and the implications for leadership styles. In particular, a case is argued for distributed forms of leadership that encourage contribution across the age spectrum and hierarchical levels. Design/methodology/approach – This paper takes a conceptual approach, combining the psychology and management literatures in arguing the case for newer leadership forms, appropriate to an ageing workforce. Findings – Three principal components of intelligence (fluid, and crystallised intelligence and working m

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Baškarada, Saša, and Andy Koronios. "Exploring the Effects of Enterprise Instant Messaging Presence Information on Employee Attendance in a Distributed Workforce." International Journal of e-Collaboration 8, no. 3 (2012): 1–18. http://dx.doi.org/10.4018/jec.2012070101.

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According to John Adams’ equity theory for employee motivation, employees place great importance on relative effort or input to its outcomes at the work place. However, as actual employee productivity is often difficult to estimate, anecdotal evidence suggests that employees frequently tend to compare the average number of hours worked per day. Geographically distributed or mobile workforces are of particular interest because such employees may not easily be able to physically observe their co-workers and, thus, estimate their relative effort. Instant Messaging (IM) has recently been adopted i

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Ursu, Marian F., Botond Virginas, Gilbert Owusu, and Chris Voudouris. "Distributed resource allocation via local choices: A case study of workforce allocation." International Journal of Knowledge-based and Intelligent Engineering Systems 9, no. 4 (2005): 293–301. http://dx.doi.org/10.3233/kes-2005-9405.

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Phulpagar, Santosh. "Managing Global Teams and a Multicultural Workforce." NHRD Network Journal 13, no. 4 (2020): 464–71. http://dx.doi.org/10.1177/2631454120971913.

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In order to enable organisations to succeed in contemporary times, it has become necessary for them to draw upon a range of actors located in different geographies. Instead of viewing the multiple cultures of employees located in different geographies as hindrances, it is useful for teams to view them as sources for designing a unique culture. Also, teams may benefit from embracing the paradoxes that are inherent to the context of globally distributed members. Teams need to recognize that the issue of utmost importance is the growth and evolution of their project. In order for a project to ach

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Rocha, Thiago Augusto Hernandes, Joao Vissoci, Nubia Rocha, et al. "Towards defining the surgical workforce for children: a geospatial analysis in Brazil." BMJ Open 10, no. 3 (2020): e034253. http://dx.doi.org/10.1136/bmjopen-2019-034253.

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ObjectivesThe optimal size of the health workforce for children’s surgical care around the world remains poorly defined. The goal of this study was to characterise the surgical workforce for children across Brazil, and to identify associations between the surgical workforce and measures of childhood health.DesignThis study is an ecological, cross-sectional analysis using data from the Brazil public health system (Sistema Único de Saúde).Settings and participantsWe collected data on the surgical workforce (paediatric surgeons, general surgeons, anaesthesiologists and nursing staff), perioperati

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Yahya, Syed Fairul Syed, Norshafiqah Abd Rahim, and Misyer Tajudin. "Digital Skills Readiness amongst Malaysian Service Sector Workforce." International Journal of Early Childhood Special Education 13, no. 1 (2021): 220–28. http://dx.doi.org/10.9756/int-jecse/v13i1.211024.

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This study aimed to measure the digital skills readiness amongst Malaysian workforce in the service sector by looking into two crucial antecedent factors, namely facility and training as well as applied digital skills (hard digital skills and soft digital skills). The research framework is derived from Vygotsky’s Mediated Action Theory (1978) and tested using 384 samples from the Klang Valley through the statistic reported by the Department of Statistics Malaysia in Q4 2018. Random sampling methods were used, in which an online questionnaire was distributed through random acquittances and post

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Whitford, Deirdre, Tony Smith, and Jonathan Newbury. "The South Australian Allied Health Workforce survey: helping to fill the evidence gap in primary health workforce planning." Australian Journal of Primary Health 18, no. 3 (2012): 234. http://dx.doi.org/10.1071/py11027.

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There is a lack of detailed evidence about the allied health workforce to inform proposed health care reforms. The South Australian Allied Health Workforce (SAAHW) survey collected data about the demographic characteristics, employment, education and recruitment and retention of allied health professionals in South Australia. The SAAHW questionnaire was widely distributed and 1539 responses were received. The average age of the sample was 40 years; males were significantly older than females, the latter making up 82% of respondents. Three-quarters of the sample worked in the city; 60% worked f

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Rostiyanti, Susy F., Seng Hansen, and Steven Harison. "Understanding the barriers to women’s career in construction industry: Indonesian perspective." International Journal of Construction Supply Chain Management 10, no. 4 (2020): 267–83. http://dx.doi.org/10.14424/ijcscm100420-267-283.

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Women’s involvement in the Indonesian construction industry is considerably low accounting for less than 3% of the total workers. Construction as a male-dominated industry becomes a barrier for women to join the workforce. The increase in the need for workforces is proportional to the growth in construction development. The needs cannot only be provided by male workers. Women's participation in the construction industry will contribute to the shortage of human capital demand. The aim of this research is to find the factors that impede women to pursue their careers in the construction industry.

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Jia, Chuanzhou, and Chi Zhang. "Joint optimization of maintenance planning and workforce routing for a geographically distributed networked infrastructure." IISE Transactions 52, no. 7 (2019): 732–50. http://dx.doi.org/10.1080/24725854.2019.1647478.

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Creegan, Reta, Christine Duffield, and Kim Forrester. "Casualisation of the nursing workforce in Australia: driving forces and implications." Australian Health Review 26, no. 1 (2003): 201. http://dx.doi.org/10.1071/ah030201.

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This article provides an overview of the extent of casualisation of the nursing workforce in Australia,focusing on the impact for those managing the system. The implications for nurse managers in particular are considerable in an industry where service demand is difficult to control and where individual nurses are thought to be increasingly choosing to work casually. While little is known of the reasons behind nurses exercising their preference for casual work arrangements,some reasons postulated include visa status (overseas trained nurses on holiday/working visas); permanent employees taking

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Mushtaque, Tania, Imran Abbas Jadoon, Rana Nadir Idrees, Asma Imran, and Zia ur Rehman. "WORKFORCE DIVERSITY AND EMPLOYEE PERFORMANCE: A CASE OF COMMERCIAL BANKS IN PAKISTAN." Humanities & Social Sciences Reviews 9, no. 3 (2021): 09–15. http://dx.doi.org/10.18510/hssr.2021.932.

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Purpose of the Study: The fundamental objective of this study was to examine the association between workforce diversity and employee performance in commercial banks of Pakistan. Methodology: Gender, age, education, and ethnic diversity contribute to the workforce's diversity. A standardized questionnaire was distributed amongst the 400 employees of commercial banks of Pakistan to collect data. However, 281 employees, constituting 70.25%, responded. The research hypotheses were tested by using a multi-regression model through Stata16 for data analysis. Main Findings: The outcomes i

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Beck, Angela J., Cory Page, Jessica Buche, and Maria Gaiser. "The Distribution of Advanced Practice Nurses Within the Psychiatric Workforce." Journal of the American Psychiatric Nurses Association 26, no. 1 (2019): 92–96. http://dx.doi.org/10.1177/1078390319886366.

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OBJECTIVE: To examine the size and distribution of the advanced practice psychiatric nurse workforce relative to the total psychiatry workforce to determine whether nurses are predominantly working in areas with higher or lower levels of behavioral health specialists. METHODS: State-level data for psychiatric nurses were obtained from the American Nurses Credentialing Center, and included mental health psychiatric nurse practitioners, adult psychiatric nurse practitioners, child psychiatric clinical nurse specialists, and adult psychiatric clinical nurse specialists. Supply estimates of the fu

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Yadav, Vanita. "Research Review." International Journal of Innovation in the Digital Economy 2, no. 1 (2011): 1–11. http://dx.doi.org/10.4018/jide.2011010101.

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Getting requirements right is considered the most important and difficult part of the software development process. As organizations and stakeholders become more globally distributed, getting requirements right will pose a greater challenge. Today, organizations are offered a sophisticated array of multimedia meeting systems with video, audio and computer support for remotely specifying requirements. In the context of present day’s global workforce scenario, distributed requirements engineering is now being explored by researchers as well as industry to build an understanding of the dynamics o

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Davidson, Fiona, Bobbie Clugston, Michelle Perrin, Megan Williams, Edward Heffernan, and Stuart A. Kinner. "Mapping the prison mental health service workforce in Australia." Australasian Psychiatry 28, no. 4 (2019): 442–47. http://dx.doi.org/10.1177/1039856219891525.

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Objective: The rapidly growing number of people in prison in Australia, combined with the high prevalence of mental disorder in this population, results in high demand for mental health services in prison settings. Despite their critical role as part of a national mental health response, prison mental health services (PMHS) in Australia have been poorly characterised. In this paper, we describe findings of the first national survey of PMHS in Australia. Methods: We distributed a survey to key representatives of PMHS in all Australian states and territories in 2016. Results: Our method constitu

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Noor, Ahmed K. "Training for the Next Wave." Mechanical Engineering 134, no. 03 (2012): 34–37. http://dx.doi.org/10.1115/1.2012-mar-2.

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This article focuses on various aspects of an ecosystem that can accelerate the training, which the engineering workforce needs to realize and sustain complex systems. Several science, technology, engineering, and mathematics (STEM) improvement and pilot academic engineering programs have been proposed to address some of the needs and challenges of the high-tech workforce. Companies have launched their own educational programs to address some of the reskilling and large-scale system integration needs of complex systems. A step towards the implementation of the comprehensive strategy is the dev

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Eden, Aimee R., Erica H. Anstey, and Deidre Orriola. "Growing the IBCLC Workforce: A Florida Needs Assessment." Journal of Human Lactation 34, no. 1 (2017): 148–55. http://dx.doi.org/10.1177/0890334417739580.

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Background: Florida has fewer International Board Certified Lactation Consultants (IBCLCs) per 1,000 live births than the national average. An important strategy to support breastfeeding entails creating opportunities to prepare and train IBCLCs from underrepresented groups. However, it can be difficult for individuals to access lactation education and gain clinical experience necessary to become an IBCLC. Research aim: The Building a Better Breastfeeding Network project was a needs assessment designed to assess the interest in an IBCLC training program in Florida and perceived barriers and fa

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Mantel-Teeuwisse, Aukje K., Sherly Meilianti, Bidhata Khatri, et al. "Digital Health in Pharmacy Education: Preparedness and Responsiveness of Pharmacy Programmes." Education Sciences 11, no. 6 (2021): 296. http://dx.doi.org/10.3390/educsci11060296.

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To ensure the sustainability of pharmacy practice and provide health for all, pharmacy as a profession must embrace the digital transformation that has been changing healthcare at a rapid pace. The International Pharmaceutical Federation (FIP) has conducted a global study on digital health in pharmacy education to describe the readiness, adaptability, and responsiveness of pharmacy education programmes to train the current and future pharmaceutical workforce on digital health and to identify the knowledge and skill gaps of the existing pharmaceutical workforce with regard to digital health. An

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Nancarrow, Susan A., Gretchen Young, Katy O'Callaghan, Mathew Jenkins, Kathleen Philip, and Kegan Barlow. "Shape of allied health: an environmental scan of 27 allied health professions in Victoria." Australian Health Review 41, no. 3 (2017): 327. http://dx.doi.org/10.1071/ah16026.

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Objective In 2015, the Victorian Department of Health and Human Services commissioned the Victorian Allied Health Workforce Research Program to provide data on allied health professions in the Victorian public, private and not-for-profit sectors. Herein we present a snapshot of the demographic profiles and distribution of these professions in Victoria and discuss the workforce implications. Methods The program commenced with an environmental scan of 27 allied health professions in Victoria. This substantial scoping exercise identified existing data, resources and contexts for each profession t

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N. H. Wan Abdul Aziz, W., F. Zulkipli, M. H. Mohammad Hamzah, F. W. Azhar, and S. K. N. Abdul Rahim. "Investigating Job Satisfaction Using Exploratory Factor Analysis at ABC Factory." International Journal of Engineering & Technology 7, no. 4.33 (2018): 56. http://dx.doi.org/10.14419/ijet.v7i4.33.23484.

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The aim of this research is to study the workforce allocation at ABC Factory. A set of questionnaire consists of two parts, which are background of respondent and job satisfaction components were distributed among 80 employees. The statistical method exploratory factor analysis (EFA) was used to classify the components. As a result, the research revealed that there are three main components which are work environment, productivity, and organization can be classified by 25 questions.

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El-Farargy, Nancy. "Partnership working across sectors: a multi-professional perspective." Journal of Integrated Care 27, no. 4 (2019): 328–45. http://dx.doi.org/10.1108/jica-05-2019-0021.

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Purpose The Public Bodies (Joint Working) (Scotland) Act 2014 set the framework for the integration of adult health and social care services. Teams, organisations and sectors are now required to work in partnership and interdependently to deliver shared outcomes for the people they serve. The purpose of this paper is to explore any features, practices and behaviours that could influence effective partnership working across sectors. Design/methodology/approach A questionnaire was designed and distributed to a range of stakeholders working in health, social care and the third sector. With refere

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Alboliteeh, Mohammad, Judy Magarey, and Richard Wiechula. "The Profile of Saudi Nursing Workforce: A Cross-Sectional Study." Nursing Research and Practice 2017 (2017): 1–9. http://dx.doi.org/10.1155/2017/1710686.

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Introduction. The Royal Monarchy in Saudi Arabia decreed that all sectors of the workforce would be subject to a policy of “Saudisation” to reduce the reliance on the expatriate workforce and to reduce the unemployment rate of Saudi nationals (Al-Mahmoud et al., 2012).Methodology. A cross-sectional design was chosen to investigate the research questions. The population of this study comprised Saudi Registered Nurses working in MOH hospitals in Riyadh which is the main health care provider in Saudi Arabia (Aboul-Enein, 2002; MOH, 2009).Results and Findings. A total number of 1,198 questionnaire

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Nomura, Yoshiaki, Ayako Okada, Erika Kakuta, et al. "Workforce and Contents of Home Dental Care in Japanese Insurance System." International Journal of Dentistry 2020 (July 26, 2020): 1–6. http://dx.doi.org/10.1155/2020/7316796.

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Background. In Japan’s super-aging society, it is required to establish a home dental service provision system. It is necessary to analyze the current state of visiting dentistry. Methods. A cross-sectional survey was conducted using a self-administered postal mail questionnaire distributed to all members of the Iwate Dental Association. We analyzed the implementation status of dental care at home/nursing facilities, the number of dental clinic staff, and the contents of dental home care. Correspondence analysis, item response theory, and zero-inflated model were used for the analysis. Results

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Garcia, Edna, Iman Kundu, Melissa Kelly, and Ryan Soles. "The American Society for Clinical Pathology’s 2018 Vacancy Survey of Medical Laboratories in the United States." American Journal of Clinical Pathology 152, no. 2 (2019): 155–68. http://dx.doi.org/10.1093/ajcp/aqz046.

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ABSTRACT Objectives To determine the extent and distribution of workforce shortages within the nation’s medical laboratories. Methods The survey was conducted through collaboration between the American Society for Clinical Pathology’s Institute of Science, Technology, and Policy in Washington, DC, and the Evaluation, Measurement, and Assessment Department and Board of Certification in Chicago, IL. Data were collected via an internet survey distributed to individuals who were able to report on staffing and certifications for their laboratories. Results Results show increased vacancy rates for l

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Manyi, Thulisile, Rosemary Sibanda, and Ankit Katrodia. "The Effect of Using Multi-Skilled Workforce on the Flexibility of Project Resource Scheduling and Project Costs." Journal of Economics and Behavioral Studies 10, no. 4(J) (2018): 235–51. http://dx.doi.org/10.22610/jebs.v10i4(j).2424.

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The introduction of multi-skilling within organisations is normally conducted with the aim of improving efficiency, quality, production and cost-effectiveness. The study addressed the effect of using multiskilled workforce in the execution of project activities by studying the changes in project execution resource scheduling flexibility and project costs in response to workforce multi-skilling strategy. A quantitative research design was used, to test the concept of workforce multi-skilling to predict its influence on project resource scheduling, project cost saving, project duration, effect o

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Hallet, Julie, Nathalie Saad, Mathieu Rousseau, and François Lauzier. "Trainees’ views of physician workforce policy in Quebec and their impact on career intentions." Canadian Medical Education Journal 5, no. 1 (2014): e24-e37. http://dx.doi.org/10.36834/cmej.36615.

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Background: The physician workforce in Quebec is regulated by a government-controlled plan. Many specialty trainees expressed concerns about securing a position. Our objective was to analyze physicians’ employment issues in Quebec and their impact on residents’ training in specialty programs.Methods: We distributed a web-based self-administrated survey to all Quebec residents training in specialty programs to capture data about residents’ ability to find employment, career plans and perceptions regarding the workforce policy. Three groups were considered: graduates, non-graduating senior resid

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Jenkins, Brittany D., Catherine G. Fischer, Curt A. Polito, et al. "The 2019 US medical genetics workforce: a focus on clinical genetics." Genetics in Medicine 23, no. 8 (2021): 1458–64. http://dx.doi.org/10.1038/s41436-021-01162-5.

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Abstract Purpose This study characterizes the US clinical genetics workforce to inform workforce planning and public policy development. Methods A 32-question survey was electronically distributed to American Board of Medical Genetics and Genomics board-certified/eligible diplomates in 2019. We conducted a descriptive analysis of responses from practicing clinical geneticists. Results Of the 491 clinical geneticists responding to the survey, a majority were female (59%) and White (79%), worked in academic medical centers (73%), and many engaged in telemedicine (33%). Clinical geneticists repor

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Emery, J., K. Smith, M. Shibaoka, and M. Barrett. "Upskilling the Primary Care Workforce in Cancer Survivorship." Journal of Global Oncology 4, Supplement 2 (2018): 132s. http://dx.doi.org/10.1200/jgo.18.61500.

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Introduction/background: There is a rapidly increasing population of people living with and beyond cancer due to ageing and improvements in detection and treatment. This has impacted on the complexity of the primary care practitioners' role in managing cancer survivorship. The Massive Open Online Course (MOOC) was developed to address this need for a sustainable education model. Aim/Objectives: The Cancer Survivorship for Primary Care Practitioners program aims to enhance the knowledge and skills in the transition of survivors from oncology treatment into shared care. The Victorian Comprehensi

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Temoor Baig, Humayoun, Iqra Ahmed, Ijaz Ur Rehman, Fiza Ashfaq, and Ahmad Faraz. "Employment Preferences and Self-Perceived Confidence of House-Officers across Dental Teaching Institutions of Lahore." Pakistan Journal of Surgery and Medicine 1, no. 3 (2020): e282. http://dx.doi.org/10.37978/pjsm.v1i3.282.

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Introduction: Despite progressive statistics, the oral healthcare system suffers from an unevenly distributed workforce, lack of infrastructure, and reduced quality of dental education. As a result, dental graduates have decreased job satisfaction and limited career prospects. This article assesses the perceptions of dental graduates regarding their workforce skills, abilities, and employment preferences. Methodology: This was a cross-sectional, questionnaire-based study targeting House-Officers from various randomly selected dental teaching institutes of Lahore. The study tool was a mod

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Shrestha, Indira. "Influence of Demographic Factors on Job Satisfaction of Financial Institutions Workforce of Nepal." Journal of Business and Management 5 (December 1, 2018): 74–79. http://dx.doi.org/10.3126/jbm.v5i0.27391.

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This paper examines the influence of demographic factors on job satisfaction of employees of Nepalese Financial Institutions. The survey instrument was distributed to the employee of commercial banks, development banks and finance companies located at Lekhnath municipality and Pokhara Sub-metropolitan city. The sample size for this study was 150. The sample was selected using stratified sampling. This study presented communication, career development, and role of employee, working condition, recognition, and reward, immediate supervisor, and training pro-gram as factors of job satisfaction. Da

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Bashir, Mohsin, Ammarah Hameed, Muhammad Waseem Bari, and Raza Ullah. "The Impact of Age-Diverse Workforce on Organization Performance: Mediating Role of Job Crafting." SAGE Open 11, no. 1 (2021): 215824402199905. http://dx.doi.org/10.1177/2158244021999058.

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The present study explores the impact of the age-diverse workforce (young and old employees) on organization’s performance (financial and non-financial) and how job crafting mediates the relationship between age-diverse workforce and organization’s performance. By following the administrative survey approach, a total of 450 questionnaires were distributed to the employees of the Pakistan Post Office; however, 288 properly filled questionnaires (64%) were received back. The partial least squares–structural equation modeling (PLS-SEM) approach was used for data analyses. The outcomes of this stu

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Davis, Mary Beth Hovda, Mari Takashima, Constance Girgenti, and Amanda J. Ullman. "An international survey of pediatric and neonatal clinicians' vascular access practice: PediSIG assessment of vascular access, education, and support (PAVES) catheter selection." British Journal of Nursing 29, no. 14 (2020): S40—S48. http://dx.doi.org/10.12968/bjon.2020.29.14.s40.

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Highlights There is a wide variance in neonatal and pediatric vascular access workforce models, training, and competency assessments. Pain control during procedures is critical for children, yet it is not consistently used. Procedural support has shown improved patient outcomes, yet is not standardly used for every distressful procedure. Core standards are needed to ensure proper training and support for the pediatric and neonatal vascular access clinicians. Background: Despite evidence to support best practice in neonatal and pediatric venipuncture delivery and procedural support, there are i

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Hovda Davis, Mary Beth, Mari Takashima, Constance Girgenti, and Amanda J. Ullman. "An International Survey of Pediatric and Neonatal Clinician’s Vascular Access Practice: PediSIG Assessment of Vascular Access, Education, and Support (PAVES)." Journal of the Association for Vascular Access 25, no. 2 (2020): 24–32. http://dx.doi.org/10.2309/java-d-19-00035.

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Highlights Abstract Background: Despite evidence to support best practice in neonatal and pediatric venipuncture delivery and procedural support, there are inconsistencies in practice. To inform future research, education, and workforce innovation, the Association for Vascular Access Pediatric Special Interest Group (PediSIG) developed and undertook a survey to describe the current vascular access practice for clinicians caring for neonatal and pediatric patients. Objective: Describe the current state of workforce models, training, and clinical practices surrounding pediatric and neonatal vasc

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Hurst, Keith, and Deirdre Kelley Patterson. "Health and social care workforce planning and development – an overview." International Journal of Health Care Quality Assurance 27, no. 7 (2014): 562–72. http://dx.doi.org/10.1108/ijhcqa-05-2014-0062.

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Purpose – The purpose of this paper is to discuss the issues relating to getting the right health and social care staff with the right skills in the right place at the right time and at the right price. Design/methodology/approach – Key points arising from several master-classes with health and social care managers, supported by a literature review, generated remarkable insights into health and social care workforce planning and development (WP&D). Findings – Flawed methods and overwhelming data are major barriers to health and social care WP&D. Inefficient and ineffective WP&D pol

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Mngomezulu, Nonhlanhla, Martin Challenor, Elias Munapo, Pfano Mashau, and Christopher Chikandiwa. "The impact of recognition on retention of good talent in the workforce." Journal of Governance and Regulation 4, no. 4 (2015): 372–79. http://dx.doi.org/10.22495/jgr_v4_i4_c3_p2.

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Retention of talented workforce is the most crucial issue business sectors are faced with today as a result of brain drain.Talent has become the driving force for business success. Most employees leave due to lack of professional challenges, having received little or no recognition, and the absence of career growth and development. The purpose of this study is to determine the impact recognition has on retention of talented workforce in the workplace. A total of 70 questionnaires were distributed to employees in different job categories. The study revealed that management can apply numerous ap

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Morzycki, Alexander, Helene Retrouvey, Becher Alhalabi, et al. "The Canadian Plastic Surgery Workforce Analysis: Forecasting Future Need." Plastic Surgery 26, no. 4 (2018): 269–79. http://dx.doi.org/10.1177/2292550318800328.

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Background: Projecting the demand for plastic surgeons has become increasingly important in a climate of scarce public resource within a single payer health-care system. The goal of this study is to provide a comprehensive workforce update and describe the perceptions of the workforce among Canadian Plastic Surgery residents and surgeons. Methods: Two questionnaires were developed by a national task force under the Canadian Plastic Surgery Research Collaborative. The surveys were distributed to residents and practicing surgeons, respectively. Results: Two-hundred fifteen (49%) surgeons respond

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Kichler, Jessica C., Jessica Valenzuela, Dave Barker, et al. "Society of Pediatric Psychology Workforce Survey: Updated Factors Related to Compensation." Journal of Pediatric Psychology 45, no. 4 (2020): 434–44. http://dx.doi.org/10.1093/jpepsy/jsaa003.

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Abstract Objective The 2017 Society of Pediatric Psychology (SPP) Workforce Survey provides self-reported compensation by pediatric psychologists, identifies predictors of compensation, and establishes a better understanding of compensation within the context of gender and race/ethnicity minority status. Methods SPP members who attended the SPP Annual Conference (SPPAC; April 2017) were invited to complete the survey at the conference through electronic tablets provided on-site by the Workforce Survey Committee. The survey was subsequently distributed online to SPP members who did not complete

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Albagawi, Bander S., and Linda K. Jones. "Quantitative exploration of the barriers and facilitators to nurse-patient communication in Saudia Arabia." Journal of Hospital Administration 6, no. 1 (2016): 16. http://dx.doi.org/10.5430/jha.v6n1p16.

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Nurses with effective communication skills play a critical role in minimising the stress associated with hospitalisation for both patients and their families. Effective communication has become increasingly reported as a key component in effective health care outcomes, which is even more crucial in countries such as Saudi Arabia with a large foreign healthcare workforce. The presence of a large expatriate workforce with a different language from the host society and the ensuing complexity of sociocultural linguistic and heath beliefs systems has been poorly researched. This study aimed to inve

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Millegan, Jeffrey, Robert Lippy, Gabriel De La Rosa, et al. "Workforce Planning for Embedded Mental Health Care in the U.S. Navy." Military Medicine 185, no. 11-12 (2020): e1961-e1967. http://dx.doi.org/10.1093/milmed/usaa195.

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Abstract Introduction Embedding mental health providers directly into operational units provides opportunities for holistic individual and population focused mental health support. To effectively provide clinical mental health care to a large number of Sailors and Marines while supporting the larger command, it is crucial to arrive at an optimal number of mental health (MH) care staff. In response to an increasing demand for MH care by operational units distributed globally, the U.S. Navy (USN) critically analyzed the current MH staffing levels, estimated future demand for MH care providers, a

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Loucks, Susan, and Gamze Ozogul. "Preparing Business Students for a Distributed Workforce and Global Business Environment: Gaining Virtual Leadership Skills in an Authentic Context." TechTrends 64, no. 4 (2020): 655–65. http://dx.doi.org/10.1007/s11528-020-00513-4.

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Zakaria, Azzarina, and Muhamad Khalil Omar. "Manifestation of work-life balance in the Malaysian banking workforce: Transformational leadership the potent enabler." Environment-Behaviour Proceedings Journal 1, no. 4 (2016): 279. http://dx.doi.org/10.21834/e-bpj.v1i4.388.

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Baby Boomers are soon reaching their retirement and the workforce vacancies will inevitably occupied by the Xers and Millennials. The two younger cohorts are drastically different from their senior echelon where work-life balance is of utmost important to them. Transformational leadership is claimed as the potent enabler to the practice of work-life balance. Consequently, this study aimed to examine the extent of the relationship between the two. Questionnaires were distributed to two domestic banks. Findings reported the relationship between transformational leadership and work-life balance.

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Barber, Claire E. H., Lauren Jewett, Elizabeth M. Badley, et al. "Stand Up and Be Counted: Measuring and Mapping the Rheumatology Workforce in Canada." Journal of Rheumatology 44, no. 2 (2016): 248–57. http://dx.doi.org/10.3899/jrheum.160621.

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Objective.To characterize the practicing rheumatologist workforce, the Canadian Rheumatology Association (CRA) launched the Stand Up and Be Counted workforce survey in 2015.Methods.The survey was distributed electronically to 695 individuals, of whom 519 were expected to be practicing rheumatologists. Demographic and practice information were elicited. We estimated the number of full-time equivalent rheumatologists per 75,000 population from the median proportion of time devoted to clinical practice multiplied by provincial rheumatologist numbers from the Canadian Medical Association.Results.T

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Ahmed, Selim, Noor Hazilah Abd Manaf, and Rafikul Islam. "Effect of Lean Six Sigma on quality performance in Malaysian hospitals." International Journal of Health Care Quality Assurance 31, no. 8 (2018): 973–87. http://dx.doi.org/10.1108/ijhcqa-07-2017-0138.

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Purpose The purpose of this paper is to investigate the effects of Lean Six Sigma (LSS) and workforce management on the quality performance of Malaysian hospitals. This paper also investigates the direct and indirect relationships between top management commitment and quality performance of the healthcare organisations in Malaysia. Design/methodology/approach This study applied stratified random sampling to collect data from 15 different hospitals in Peninsular Malaysia. The self-administered survey questionnaires were distributed among 673 hospital staff (i.e. doctors, nurses, pharmacists, an

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Faleh Obeidallah, Khawaldeh. "The Effectiveness of Applying the Baldrige Quality Standards in Higher Education to Achieve Competitive Advantage: Case Study on Jordanian Private Universities." International Journal of Business and Management 12, no. 11 (2017): 218. http://dx.doi.org/10.5539/ijbm.v12n11p218.

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The aim of this study is to know the effect of applying the Baldrige quality standards in Jordanian private universities, to ensure that there is independence between them and to determine whether there is a statistically significant relation between the quality and competitive advantage strategies in the study community. The study population consists of (N = 685) staff members distributed in (6) private universities. A stratified-proportional-random sample (n = 220) represented by employees in universities departments, by representing (32%) of total population was selected in order to complet

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Harris, Kiydra, Deepa Dongarwar, Tasha Roshan, et al. "Global Alliance for Maternal and Child Health (GLAM): A Pioneer Organization for MCH Students." International Journal of Maternal and Child Health and AIDS (IJMA) 10, no. 1 (2020): 65–68. http://dx.doi.org/10.21106/ijma.463.

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Currently, there is an insufficient representation of racial/ethnic minority groups in the maternal and child health (MCH) workforce. A student-run outreach organization, the Global Alliance for Maternal and Child Health (GLAM), seeks to address this disparity by increasing the representation of racial/ethnic minority groups in MCH workforce. Founded by students at Texas Southern University in Houston, Texas, United States, GLAM, seeks to establish productive alliances and create programs that would help improve the well-being of mothers, infants, and children locally, nationally, and internat

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Shafiq, Shagufta, Yaser Hafeez, Sadia Ali, Naila Iqbal, and Muhammad Jamal. "Towards Scrum Based Agile Framework for Global Software Development Teams." Mehran University Research Journal of Engineering and Technology 38, no. 4 (2019): 979–98. http://dx.doi.org/10.22581/muet1982.1904.11.

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Organizations are moving their workforce to guarantee matters of trade and profit where accounts are expected to be less expensive and provide better quality products with the accessibility of skilled labor. With the evident benefits, distributed teams often face challenges with reliable and efficient communication coordination patterns that lead towards project failure. In the rapidly growing software industry, it becomes critical for any business to have better management activities to acquire right processes and practices. Agile methods are considered as a remedy for mitigating distributed

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