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1
O'Hara, Kirk B., and Thomas E. Backer. "Professional Associations in Employee Assistance:." Employee Assistance Quarterly 5, no. 3 (May 29, 1990): 67–69. http://dx.doi.org/10.1300/j022v05n03_06.
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Quick, R. C., W. J. Sonnenstuhl, and H. M. Trice. "Educating the Employee Assistance Professional: Cornell University's Employee Assistance Education and Research Program." Public Personnel Management 16, no. 4 (December 1987): 333–43. http://dx.doi.org/10.1177/009102608701600406.
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This article outlines in considerable detail Cornell University's Employee Assistance Education and Research Program which is funded by the New York State Department of Alcoholism and Alcohol Abuse, in cooperation with the Christopher D. Smithers Foundation of Mill Neck, NY. It utilizes an academic curriculum in combination with field experience to further develop the EAP profession. It has been on-going since the Fall of 1985 in various New York State cities (Syracuse, New York, Rochester, and Albany) and will soon expand to include Buffalo and Long Island. The authors were assisted with implementation of the program by Bernard Flaherty, who acts as its co-director, and who is Director of the Central District of Cornell's Extension Division of the School of Industrial and Labor Relations. In addition, the article addresses a dilemma faced by personnel executives as they try to reach decisions about how to assure quality in the EAP programs, and in the personnel who staff them. On the one hand, they seek practical, applied programs that can be readily implemented and attractive to employees. On the other, there is a need to feel confident that the EAP personnel they employ are thoroughly acquainted with the workplace, and with the treatment place, and have a sound understanding of the emotional disturbances that cause troubled employees to be poor performers.
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Walsh, Stephen M. "Employee Assistance and the Helping Professional." Employee Assistance Quarterly 7, no. 2 (March 24, 1992): 113–18. http://dx.doi.org/10.1300/j022v07n02_08.
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Triner, Jean, and Sandra Turner. "Professional Coaches and Employee Assistance Practitioners." Journal of Workplace Behavioral Health 21, no. 2 (July 25, 2006): 1–14. http://dx.doi.org/10.1300/j490v21n02_01.
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Mistretta, Elizabeth F., and Linda B. Inlow. "Confidentiality and the Employee Assistance Program Professional." AAOHN Journal 39, no. 2 (February 1991): 84–86. http://dx.doi.org/10.1177/216507999103900207.
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Warley, Raquel, and Daniel Hughes. "Core Technology, Professional Engagement, and Employee Assistance Practice." Journal of Workplace Behavioral Health 25, no. 3 (August 4, 2010): 201–17. http://dx.doi.org/10.1080/15555240.2010.496328.
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Harper, Tracy. "Employee Assistance Programming and Professional Developments in South Africa." Employee Assistance Quarterly 14, no. 3 (March 1999): 1–18. http://dx.doi.org/10.1300/j022v14n03_01.
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Abidah, Abidah, Al Misry, Luqmanulhaqim Luqmanulhaqim, Susidamaiyanti Susidamaiyanti, and Isnawati Isnawati. "Empowerment and Enrichment Principles in the Philosophy of Pucuk Rebung Motives of Karawang Gayo." Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences 3, no. 4 (December 4, 2020): 3912–22. http://dx.doi.org/10.33258/birci.v3i4.1457.
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The aim of this paper is to discover the principles or patterns of empowerment and enrichment in the philosophy of Pucuk Rebung (bamboo shoots) in the motives of Kerawang Gayo. The method of this research is ethnographic method with interview data collection techniques, and study of the kerawang gayo text. Respondents of the research were the chairman of the Gayo customary assembly, traditional leaders, and community leaders. The method used is an ethnographic domain analysis. The research results shows that there are 7 principles of empowerment and enrichment based on local wisdom of openwork gayo motives, namely enlargment and betterment, sustainable leading, professional assistance, competency rechargement, professional employee strategic placement, consistency strengthening and improvement maintenance. The research results shows that there are 7 principles of empowerment and enrichment based on local wisdom of openwork gayo motives, namely enlargment and betterment, sustainable leading, professional assistance, competency rechargement, professional employee strategic placement, consistency strengthening and improvement maintenance. The method used is an ethnographic domain analysis. The research results shows that there are 7 principles of empowerment and enrichment based on local wisdom of openwork gayo motives, namely enlargment and betterment, sustainable leading, professional assistance, competency rechargement, professional employee strategic placement, consistency strengthening and improvement maintenance. The method used is an ethnographic domain analysis. The research results shows that there are 7 principles of empowerment and enrichment based on local wisdom of openwork gayo motives, namely enlargment and betterment, sustainable leading, professional assistance, competency rechargement, professional employee strategic placement, consistency strengthening and improvement maintenance.
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Neff, Frederick. "Delivering Sport Psychology Services to a Professional Sport Organization." Sport Psychologist 4, no. 4 (December 1990): 378–85. http://dx.doi.org/10.1123/tsp.4.4.378.
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This paper discusses a model of providing a specialized employee assistance program, with psychological services that are far-reaching and beyond what traditional employee assistance programs offer. Three main areas in which services are deemed especially critical include working with the athletes to improve their sports performance using various mental skills techniques, providing personal counseling, and impacting the organization at an organizational level. Also discussed is the author’s current role with the team and management, both during the preseason and the official season. Further, the author evaluates his effectiveness as a sport psychology consultant and the problems encountered as well as the importance of developing and maintaining proper boundaries within the organization. In conclusion, issues related to the goodness of fit between the professional sport organization and the sport psychology consultant are addressed.
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Ross, Susan M., and Leonard E. Ross. "Professional Pilots' Views of Alcohol Use in Aviation and the Effectiveness of Employee-Assistance Programs." International Journal of Aviation Psychology 5, no. 2 (April 1995): 199–214. http://dx.doi.org/10.1207/s15327108ijap0502_5.
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Kokurin, A. V., and V. E. Petrov. "Features of the application of five-factor personality questionnaire in the activities of psychologists of the bodies of internal affairs." Psychology and Law 6, no. 3 (2016): 40–47. http://dx.doi.org/10.17759/psylaw.2016060304.
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The article is devoted to the study opportunities five-factor personality questionnaire as diagnostic tools for the study of the personality of employees of internal Affairs bodies in different categories. Subject of research – the practice of application of this methodology in the activities of the departmental psychologists. The research urgency is caused by necessity of scientific verification of the questionnaire for the decision of tasks of internal Affairs bodies. The study was conducted by psychological testing and expert evaluation. As the mathematical tools used descriptive statistics (frequency analysis and grouping), criterion *2 and student's t-test. The novelty of this study is to clarify the regulatory indicators questionnaire for categories such as "employee of ATS" (generalized image), "employee commandant's offices", "police", "policeman-driver". Study allows you to expand the scope of the questionnaire (the study of the personality of employees, demonstrating certain types of deviant behavior; individualization of forms and methods of psychological preparation and assistance; prediction of behavior in extreme conditions and professional and personal development).
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DiBenigno, Julia, and Michaela Kerrissey. "Structuring mental health support for frontline caregivers during COVID-19: lessons from organisational scholarship on unit-aligned support." BMJ Leader 4, no. 3 (June 2, 2020): 124–27. http://dx.doi.org/10.1136/leader-2020-000279.
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BackgroundAlthough the COVID-19 pandemic exposes frontline caregivers to severe prolonged stresses and trauma, there has been little clarity on how healthcare organisations can structure support to address these mental health needs. This article translates organisational scholarship on professionals working in organisations to elucidate why traditional approaches to supporting employee mental health, which often ask employees to seek assistance from centralised resources that separate mental health personnel from frontline units, may be insufficient under crisis conditions. We identify a critical but often overlooked aspect of employee mental health support: how frontline professionals respond to mental health services. In high-risk, high-pressure fields, frontline professionals may perceive mental health support as coming at the expense of urgent frontline work goals (ie, patient care) and as clashing with their central professional identities (ie, as expert, self-reliant ironmen/women).FindingsTo address these pervasive goal and identity conflicts in professional organisations, we translate the results of a multiyear research study examining the US Army’s efforts to transform its mental health support during the wars in Iraq and Afghanistan. We highlight parallels between providing support to frontline military units and frontline healthcare units during COVID-19 and surface implications for structuring mental health supports during a crisis. We describe how an intentional organisational design used by the US Army that assigned specific mental health personnel to frontline units helped to mitigate professional goal and identity conflicts by creating personalised relationships and contextualising mental health offerings.ConclusionAddressing frontline caregivers’ mental health needs is a vital part of health delivery organisations’ response to COVID-19, but without thoughtful organisational design, well-intentioned efforts may fall short. An approach that assigns individual mental health personnel to support specific frontline units may be particularly promising.
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Harrington, Judith. "Contemporary Issues in Private Practice: Spotlight on the Self-Employed Mental Health Counselor." Journal of Mental Health Counseling 35, no. 3 (July 1, 2013): 189–97. http://dx.doi.org/10.17744/mehc.35.3.8742717176154187.
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Mental health counselors (MHCs) are employed in a variety of professional settings, among them community agencies, schools, colleges and universities, hospitals, clinics, treatment centers, government, military, employee assistance programs, insurance or managed care companies, and private practice. Arguably, private practice is the setting where the potential for career gratification and self-direction is most counterbalanced by vocational and financial vulnerability. This article introduces the Special Issue of the Journal of Mental Health Counseling (JMHC), Contemporary Issues in Private Practice, and highlights the paucity of scholarly literature dealing with private practice; recalls the historic challenges between the research and clinical communities related to field-based research and collaboration and accurately quantifying the actual number of private practitioners; and reflects on the recent past and future of private practice counseling.
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Ramadas, T., and K. P. Satish. "Identification and modeling of employee barriers while implementing lean manufacturing in small- and medium-scale enterprises." International Journal of Productivity and Performance Management 67, no. 3 (March 5, 2018): 467–86. http://dx.doi.org/10.1108/ijppm-10-2016-0218.
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Purpose The purpose of this paper is to present the factors associated with the employee barriers while implementing lean manufacturing within the small- and medium-scale enterprises (SMEs). Design/methodology/approach The structural equation modelling approach is employed to develop the initial model drawing a sample survey of 133 small and medium enterprises. The result of the study shows that the lack of well-trained and experienced staff, lack of knowledge about existing specialist, cultural resistance to change are acting as the employee barriers while implementing lean manufacturing in SMEs. Then, a further study has been conducted to develop the employee barrier model with these three factors and its contributing variables using specification search representing the sample of 117 small and medium enterprises using the following fit function criteria: Chi-square (C), Chi-square-df (C-df), Akaike information criteria, Browne-Cudeck criterion, Bayes information criterion, Chi-square divided by the degrees of freedom (C/df) and significance level (p). Findings The lack of well-trained and experienced staff, lack of knowledge about existing specialist, and cultural resistance to change with 19 associated elements were considered in the questionnaire. Specification search was carried out to build up the model on the collected data from 117 SMEs. The results of the specification search identified that these three factors with 15 key variables are significant to employee barrier while implementing lean manufacturing in SMEs. Research limitations/implications The limitation of the study was that the sample size of the study was relatively small for further research, large sample size more than 117 are to be expected. Practical implications The present study has explored an unfocused area of lean implementation in small and medium enterprises. The results obtained from the study are expected to help researchers, academics, and professionals for the further studies in the domain of lean manufacturing. Social implications To implement and understand the lean manufacturing system, government of the many countries around the world are helping and encouraging by providing financial assistance for training professionals and establishing professional associations. However, many industries are not successful in lean implementation. This research work provides to develop a strategy to tackle employee barriers for successful lean implementation. Originality/value Very little research has been carried out exploring employee barriers while implementing lean manufacturing in SMEs. This paper will provide value to academics, researchers and practitioners of lean by way of providing insight into significant employee barriers for lean implementation, especially in Indian industries.
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Diakiv, Olha, Viktor Ostroverhov, and Halyna Yuryk. "INNOVATIVE TECHNOLOGIES IN PERSONNEL DEVELOPMENT." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 24 (2019): 108–15. http://dx.doi.org/10.35774/rarrpsu2019.24.108.
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The aim of the article is to substantiate the innovative approaches in the work of nurses, because their competence ensures availability and quality of medical and preventive care to the population. The subject is defined as the stages of development of nursing personnel, including education, career growth, and employee motivation. In order to achieve the set aim and to solve the chosen tasks, modern research methods have been used. They include scientific abstraction (in the study of the categories of “core competencies”, “competence”); systematic approach (to substantiate the principles influencing the professional development of the worker), sociological survey (questionnaire) (to determine the methods of motivating nursing personnel), etc. The provisions and conclusions of the work are presented as a system of measures aimed at improving the competence, capacity building and utilization of the intellectual capital of health institutions. It is revealed that the core professional competencies of nursing staff are the basis of employee development in the organization, and they help determine the level of professional competence of nurses, their practical skills. Innovative technologies for the development of nursing staff are disclosed, including: building core competencies, individual development plan, performance appraisal, career planning, training and staff development, employee motivation. It is established that the employee clearly defines his needs, goals, expectations in the individual development plan to know how to develop in the future and properly plan the steps and necessary measures to achieve the goals. Performance appraisal allows the assessor to determine the professional competence of the nurse. When planning nursing careers, it is necessary to take into account the specifics of the healthcare sector, the constant increase of requirements for the quality of medical services, the introduction of new medical technologies, etc. Motivation behind the career choice is often founded upon the principles of charity, assistance, care, compassion, and being altruistic.
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Nickelsen, Niels Christian Mossfeldt. "Criteria of implementing feeding assistance robots in disability care." Journal of Comparative Social Work 8, no. 2 (October 1, 2013): 169–97. http://dx.doi.org/10.31265/jcsw.v8i2.100.
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This article discusses the entanglement of implementing welfare technology in disability care, and draws on ethnographic observations from a pilot project involving 30 disabled citizens from three different boroughs in Denmark. The disabled citizens suffered from diseases such as multiple sclerosis and cerebral paralysis. The article follows four care assistants and four citizens through a period of 10 months, focusing particularly on the experiences and struggle of two citizens. Against this background, the article takes up a number of conflicting values and criteria practiced by diverse interested groups: 1. employee retrenchment, 2. citizen independence and 3. workforce flexibility. The main argument is that the housing institution studied has turned into a battlefield, where professional values of authentic care meet a strong governmental discourse of modernization of the public sector. The study demonstrates that the implementation of welfare technology in disability care is highly fragile, which is predominantly due to the delicate body-technology assembly, and takes place in agony.
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Sime, Wes. "Expanding Practice from Sport Performance to Physicians as Clients." Biofeedback 40, no. 1 (May 1, 2012): 16–20. http://dx.doi.org/10.5298/1081-5937-40.1.6.
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This article describes the use of biofeedback interventions with PGA golfers, professional baseball players, and college athletes. The author advocates applying the optimal performance framework beyond the field of sport, to high performers in other areas, including business and medicine. Physicians are in many ways athletes and peak performers, and the outcome of their performance is life or death, recovery or disability. Physicians rarely participate in conventional employee assistance programs or stress debriefing, and would benefit from a wider application of a peak performance approach to their optimal wellness for themselves and their families.
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Conaghan, P. G., L. Abraham, P. Graham-Clarke, L. Viktrup, J. C. Cappelleri, C. Beck, A. G. Bushmakin, N. Hatchell, E. Clayton, and J. Jackson. "FRI0396 HOW DOES OSTEOARTHRITIS PAIN IMPACT FUNCTION, MOBILITY AND REQUIREMENT FOR HELP IN DAILY ACTIVITIES IN EUROPEAN PATIENTS?" Annals of the Rheumatic Diseases 79, Suppl 1 (June 2020): 796.2–796. http://dx.doi.org/10.1136/annrheumdis-2020-eular.5341.
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Background:Symptomatic osteoarthritis (OA) leads to functional limitations and loss of independence. OA management focuses on pain relief and preserving physical function using non-pharmacologic and pharmacologic therapy. Additionally, patients commonly manage OA pain by avoiding activities that exacerbate their pain. Informal care, i.e. assistance from an unpaid caregiver, plays a major role in the total care provided to patients with chronic diseases like OA.Objectives:To evaluate how OA pain severity affects physical functioning and the subsequent need for assistance with mobility and daily activities in 5 EU countries: France, Germany, Italy, Spain and UK.Methods:Data were drawn from the Adelphi OA Disease Specific Programme (2017-18), a point-in-time study of physicians and their OA patients. Patients rated their average pain intensity over the last week on a 0-10 scale (0 = no pain; 10 = worst possible pain) and were then categorised into mild (0-3), moderate (4-6) and severe (7-10) pain groups. Patients also provided an assessment of their physical function (0-10 WOMAC scale where higher scores indicated greater functional impairment), impact on mobility, whether caregiver assistance was required, daily activities requiring caregiver assistance and home modifications made due to their OA. Physicians also rated patients’ functioning on a 0 to 10 scale (0 = fully functional; 10 = completely impaired). Comparisons among pain severity groups were made using chi-squared tests and analysis of variance.Results:The analysis included 1750 OA patients: 24% mild pain (n=413); 47% moderate pain (n=822); 29% severe pain (n=515). The patients were predominantly women (58%) and had a mean (SD) age of 65.6 (11.5).Increased pain severity was associated with greater functional impairment scores as reported by patients (WOMAC scores: mild pain=2.1; moderate pain=4.1; severe pain=5.9) and physician-rated functional impairment (mild pain=3.5; moderate pain=4.3; severe pain=5.6). Mobility was impacted for 78% of patients with severe pain (vs. 41% mild; 63% moderate) and the need for a walking aid such as a walking stick or walking frame increased with worsening severity; wheelchair assistance was needed for 7% of severe patients (compared with <1% of mild or moderate patients). Furthermore, 31% of patients with severe pain reported having to modify their home due to their OA (vs. 11% mild; 18% moderate [p<0.001]), typically adapting their bathroom (23%) or fitting a stairlift (6%).The need for assistance from a caregiver to help with daily activities was associated with an increase in patients’ pain (9% mild; 20% moderate; 42% severe [p<0.001]). For most patients this was an immediate family member, however, the proportion of patients paying for professional care also increased with severity (1% mild; 2% moderate; 7% severe). Taking the patient to work or doctor’s appointments; help with shopping; preparing/cooking meals and help with travelling out of the home were most frequently reported activities needing caregiver assistance.Conclusion:In this study of European patients, increased pain severity was associated with greater functional impairment and impact on mobility as expected; however, this study highlights the substantial need for assistance with daily activities as well as modifications to the home. The unseen costs to the patient with moderate to severe OA pain are significant.Disclosure of Interests:Philip G Conaghan Consultant of: AbbVie, BMS, Eli Lilly, EMD Serono, Flexion Therapeutics, Galapagos, GSK, Novartis, Pfizer, Speakers bureau: AbbVie, Eli Lilly, Novartis, Pfizer, Lucy Abraham Shareholder of: Pfizer, Employee of: Pfizer, Peita Graham-Clarke Shareholder of: Eli Lilly and Co, Employee of: Eli Lilly and Co, Lars Viktrup Shareholder of: Eli Lilly and Company, Employee of: Eli Lilly and Company, Joseph C Cappelleri Shareholder of: Pfizer Inc, Employee of: Pfizer Inc, Craig Beck Shareholder of: Pfizer, Employee of: Pfizer, Andrew G Bushmakin Shareholder of: Pfizer Inc, Employee of: Pfizer Inc, Niall Hatchell: None declared, Emily Clayton: None declared, James Jackson: None declared
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Weiss, Richard M. "Overcoming Resistance to Surveillance: A Genealogy of the EAP Discourse." Organization Studies 26, no. 7 (July 2005): 973–97. http://dx.doi.org/10.1177/0170840605054600.
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Through an examination of employee assistance programs we address Foucault’s contention that the pervasive surveillance characteristic of disciplinary control is facilitated by a discourse claiming therapeutic rather than punitive aims. By characterizing poor job performance as evidence of substance abuse or other ‘behavioral-medical’ illness, the EAP discourse endeavors to overcome the reluctance of supervisors to identify poor performers, for whom job loss is the frequent consequence of failure to improve. Following Foucault’s view that power effects occur without express intention to exercise power, we analyze the web of institutional and professional disciplinary mechanisms that effect heightened supervisory surveillance.
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Kristianingsih, Ujang Sumarwan, and Rokhani Hasbullah. "Faktor-Faktor yang Memengaruhi Kinerja dan Kepuasan Tenan di Inkubator Bisnis IPB." MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah 12, no. 1 (September 6, 2017): 84. http://dx.doi.org/10.29244/mikm.12.1.84-92.
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Business incubator is an assistance agency for beginner business which is believed to be able to generate professional, independent, and competitive entrepreneurs. This research aims to identify factors influencing the performance of business incubator’s tenants, and evaluate tenants’s satisfaction during their participation in business incubator. This research is conducted in Business Incubator of IPB by interviewing both inwall tenants and outwall tenants. The data obtained are analyzed using, Wilcoxon test with SPSS software, Importance Performance Analysis (IPA) and Customer Satisfaction Index (CSI). Result of this research reveals that performance of inwall and outwall tenants are shown by the increase of gross profit, profit, number of employee, increase of product variants, number of customer, participation in training, the presence of business assistance, participation in training, the presence of business assistance, expansion of business place, expansion of business place. marketing expansion or number of agent, and the decline of complaints experienced by tenants. According to the calculation result of IPA,CSI, tenant satisfaction level on business incubator is categorized as good. Factor that is considered need to be improved by Business Incubator of IPB is adequate human resources performance improvement, especially for assistance and service toward tenants.
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Ostapchuk, T., S. Biriuchenko, and I. Tsaruk. "Psychological aspects of social responsibility as a method of conflict management at the enterprise." Galic'kij ekonomičnij visnik 68, no. 1 (2021): 119–27. http://dx.doi.org/10.33108/galicianvisnyk_tntu2021.01.119.
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Some aspects of the implementation of social responsibility principles in conflict management at the enterprise are considered in this paper. Any activity involving human interaction is followed by high probability of conflict. The implementation of social responsibility principles affects the interests of a large number of participants – related parties or stakeholders, who, in turn, have their own needs, goals, values and expectations. Certainly, this causes various differences, which over time can escalate into conflicts. One of the primary internal stakeholders of the company is its staff, as the quality and efficiency of the company is influenced not only by the efforts of individual employees, but the overall productivity of the whole team. Social and labor relations between the employer and staff, as well as employees themselves, should be focused on the creation of conditions for human activity and interaction in such a way as to minimize the possibility of various contradictions, conflicts and their destructive development. The means of management, particularly the prevention and resolution of conflicts within the enterprise are the introduction of elements of internal social business responsibility. Its priority areas include: human resources development (advanced training; professional retraining; internships; on-the-job training; the possibility of gaining the second higher education; in-house training, etc.); formation of safe and comfortable working conditions; ensuring the stability of wage payments; additional medical and social insurance of employees; providing financial assistance to employees in critical or emergency situations. At present, modern enterprises, implementing the principles of social responsibility, transform it into social benefit, at the same time receiving a number of positive effects, including improvement of business reputation and image; employee productivity increase; sales growth and customer loyalty; increase of the enterprise investment attractiveness; stimulation of consumer confidence and, first of all, prevention and overcoming of conflicts in the team.
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Menezes, Márcia Mendes, Luciana Colares Maia, Caroline Urias Rocha, Cristina Andrade Sampaio, and Simone de Melo Costa. "Ethical Conflicts Experienced by Medical Students." Revista Brasileira de Educação Médica 41, no. 2 (June 2017): 327–35. http://dx.doi.org/10.1590/1981-52712015v41n2rb20160072.
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ABSTRACT The current study aimed to identify and analyze the prevalence of ethical conflicts experienced by medical students. This study is a cross-sectional and analytical research that was conducted in a public school in the state of Minas Gerais, Brazil. The instrument used for the data collection was a self-administered questionnaire. The data collected were presented in absolute and percentage values. For the analytical statistical treatment of the data, the level of significance was considered p <0.05. The outcome variables were: Experiences of ethical conflicts in interpersonal relations within the medical course and Ethical conduct in health care. The identification of the prevalence of ethical conflicts in the undergraduate program adopted the perspective of different interpersonal relations (academic-teaching, academic-academic, academic-employee, academic-patient, teacher-teacher, teacher-patient, teacher-employee and employee-patient). (Importance of identifying themselves to the health services user and requesting consent to perform the physical examination, assistance without the supervision of the teacher, issuance of health documents without the signature of the professional responsible and use of social networks to share data Of patient). It was verified the association of the outcome variables with sex, year of graduation and course evaluation. A total of 281 undergraduate students enrolled in all undergraduate courses in Medicine of both sexes, with a predominance of female (52.7%). The students reported having experienced conflicting situations in interpersonal relations with teachers (59.6%), provided assistance without proper supervision of a teacher (62.6%), reported having issued health documents without the accompaniment of teachers (18, 5%). The highest frequency was observed among those enrolled in the most advanced years of the undergraduate program (p <0.05). The use of social networks for the purpose of sharing patient data (25.1%) was prevalent in the most advanced years of medical graduation and among those who evaluated the course as regular (p <0.05). It is concluded that undergraduate medical students experienced ethical conflicts during their medical training, with a prevalence of conflicts in the advanced years of the course. From this perspective, it is necessary to provide a space for discussion and collective reflection on the ethical problems experienced by students, during their graduation in Medicine, in order to build a professional ethical practice.
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Хайруллина, Л., L. Hayrullina, М. Чижова, M. Chizhova, В. Гасилов, V. Gasilov, Оксана Тучкова, and Oksana Tuchkova. "Labor Protection Specialist’s Role in Modern Management System of Occupational Safety." Safety in Technosphere 7, no. 5 (November 19, 2019): 9–18. http://dx.doi.org/10.12737/article_5d8b19e70bfae9.81257352.
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The necessity of professional standards application in the organization’s personnel policy formation and remuneration system setting is discussed. It is specified that the professional standard can be used during certification of the worker upon examination a level of his knowledge. Invaluable assistance of professional standards during preparation of employment contracts is also noted. There is an opinion that professional standards are an addition to the unified job evaluation catalog, and should replace it over the long term. In connection with the stated topic, the labor protection specialist’s professional standard is considered in detail in this paper. It has been noted that the main purpose of this employee is assessment, decrease and even elimination the impact of harmful and dangerous production factors on workers. The whole complex of the most important issues in the safety management system has been considered. It is subject to problems related to both personal protective equipment, and providing of investigation and recording for accidents and occupational diseases. The requirements to the labor protection specialist’s education and training, experience of his practical work are discussed, as well as special conditions for permit-to-work. The importance of a special assessment for labor conditions has been highlighted in this paper. It is noted that one of the latest trends in the safety management system is a behavioral audit, representing a system for assessment and analysis of personnel’s unsafe actions at work. It is concluded that the professional standard is a characteristic of the qualification required for an employee to perform a certain type of activity. This standard should serve as a valuable reference point for vocational education’s aims. It is pointed out that the role of labor protection services and specialists is constantly increasing and requires even some elements of independence directly from employers. Such a process is supposed to be carried out in the form of an industry council on professional qualifications and centers for their evaluation.
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Szołtek, Agnieszka. "Cognitive and Utilitarian Aspects of Psychological Support for Police Officers." Internal Security 9, no. 2 (July 9, 2018): 239–50. http://dx.doi.org/10.5604/01.3001.0012.1716.
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Psychological support for police officers and civilian police staff is among key factors capable of preventing negative effects of work-related stress. The need for such support is especially significant in crisis situations, when psychological assistance is provided to police officers and civilian police staff. Comprehensive psychological support is offered by police psychologists, who are responsible for psychological care and psychoeducation, psychology of human resources management and applied police psychology. This paper presents statistical figures as regards forms of psychological assistance provided by psychologists in 2016. As the most common of psychological specialisations, psychological care involves providing psychological assistance or emotional first aid to police officers and civilian police staff; doing psychotherapy; offering psychoeducation to a police officer or a civilian employee; preparing a psychological analysis of suicide or a suicide attempt by a police officer or civilian police worker. In 2016 police psychologists specialising in psychological care and psychoeducation targeted for assistance almost 2,000 police officers and civilian police staff and provided nearly 3,500 pieces of psychological advice. In addition, the psychologists’ work consisted in offering psychotherapy to individuals and support groups. The vast majority of therapeutic activities were targeted at police officers and civilian police staff in crisis situations. An important aspect of psychological support is broadly understood psychoeducation, which makes it possible to cope with mental stress. Police officers cannot avoid work-related stress or traumatic experiences when performing their official duties, but they can and should take advantage of police psychologists’ professional assistance. Statistical data quoted in the report summarising police psychologists’ activity in 2016 clearly shows that their work is necessary.
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Arifin, M. Rahmawan. "Antecendents and Consequences of Trancedental Knowledge Sharing to Improve Work Performance." Shirkah: Journal of Economics and Business 5, no. 1 (May 1, 2020): 125. http://dx.doi.org/10.22515/shirkah.v5i1.306.
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This study was undertaken in an attempt to build a theoretical model through an in-depth study on the effect of transcendental knowledge sharing on the budget implementation performance as well as novelty in answering the gap between affective commitments on employee performance, especially the finance staff at the State Islamic Religious College (PTKIN). IAIN Surakarta has encountered rapid academics and financial governance development in the last 4 years. As a non-BLU (non-public service agency) college with the largest number of students and PNBP (non-tax state revenues) in Indonesia, IAIN Surakarta requires a strategy in improving employee performance, especially the finance staff. This study uses a non-probability purposive sampling. The questionnaire was distributed to 230 respondents consisting of leaders, structural officials, finance staff, lecturers receiving research assistance, and administrators of the student activity unit (UKM). By using the Structural Equation Model (SEM) method, data and hypotheses are analyzed using AMOS 21.0 software. The results of the study highlighted that transcendental knowledge sharing has a significant effect on the performance of finance staff. Transformational leadership, Organizational Citizenship Behavior (OCB) and affective commitments with transcendental knowledge sharing mediation significantly affect the budget implementation performance. The implication of the research is to strengthen the financial policies at IAIN Surakarta and professional governance to improve the budget implementation performance.
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Babayev, Vladimir, Dmytro Roslavtsev, and Kateryna Sorokina. "Vocational Employer-Sponsored Education of Employees of the Water Supply and Sewage." Balkan Region Conference on Engineering and Business Education 1, no. 1 (October 1, 2019): 235–42. http://dx.doi.org/10.2478/cplbu-2020-0027.
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AbstractThe provision of a complex development of an enterprise, the implementation of innovative projects, the introduction of the efficient management systems requires the assistance of the corresponding staff. The rates of engineering and technological development stipulate the demand for constant increase of the level of professional skills of the staff. The requirements to the systems of training and improvement in specialists’ skill are changing as well. Nowadays traditional requirements to the level of pedagogical staff and technical equipment are supplemented with the requirements of versatility, the ability to respond to technical innovations and socio-economic changes promptly, to foresee a possibility of individualization of the training trajectory according to the professional requirements of an employer. The experience of O.M. Beketov National University of Urban Economy in Kharkiv in cooperation with the public utility company “Kharkivvodokanal” on implementation of the project of industry-specific employer-sponsored training of an enterprise staff aimed at increasing the level of their theoretic and practical training has been described in the article.
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Lubińska-Tomczak, Mirela. "The state of family assistance profession in Poland. Conclusions from own research." Praca Socjalna 35, no. 5 (October 31, 2020): 99–111. http://dx.doi.org/10.5604/01.3001.0014.4428.
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This article is about the profession of the family assistant and complexity of their work environment. In the framework of the empirical research attempts were made to answer questions regarding cooperation of family assistants with the supported families and with the employees of aid institutions, such as police officers, coordinators of family foster care, educational and judiciary professionals and social workers. They also sought to identify and depict the mutual relationships among the social groups, to define the socio-occupational position of family assistants and how they perceive their work. The empirical research carried out within the qualitative methodological framework in the Province of Opole. The research sample included 111 respondents. The applied technique was the in-dept interview, relying on three different interview questionnaires, one per each group: family assistants, assistance services, and supported families. The collected empirical material was subjected to content analysis and numerous conclusions were drawn.
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Garbat, Marcin MikoÅ‚aj. "THE COSTS FOR ENTREPRENEURS EMPLOYING PEOPLE WITH DISABILITIES IN POLAND." JOURNAL OF SOCIAL SCIENCE RESEARCH 6, no. 3 (January 8, 2015): 1064–72. http://dx.doi.org/10.24297/jssr.v6i3.3488.
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lang="X-NONE">The article presents the costs that are incurred to support the employment of people with disabilities in the Polish system of vocational rehabilitation and employment. Employment support system includes the following elements: subsidies to salaries of disabled employees, the refund of additional costs of employing disabled workers, assistance in adaptation and supplying equipment for the workplace and the refund of salary of the employee helping a person with a disability at work. All this generates high financial costs of the system. This is mainly due to the very nature of the disability, which generates additional costs. Without adequate support people with disabilities can not cope in the labour market, and employers will not be interested in employing such workers. Note, however, that the balance of costs and benefits of professional activation of the disabled takes a positive value most often. Working person with disability is simply "cheaper" than the unemployed, who gets a pension, if only because they pay income tax on their earnings, buy more products and therefore pay more VAT, pay rent for their apartment and what is important they are involved in social life. In addition, the economic analysis of the costs incurred in the system allows to look at the facts and phenomena occurring and to determine their causes, particularly the low activity of people with disabilities. Furthermore, on the basis of cost, especially when compared with the effects, one can make an initial assessment of the system.
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Grymak, A. V. "EFFICIENCY OF MARKETING IN SELECTION AND EVALUATION OF THE COMPETENCE OF PERSONNEL OF VETERINARY ENTERPRISES." Scientific and Technical Bulletin оf State Scientific Research Control Institute of Veterinary Medical Products and Fodder Additives аnd Institute of Animal Biology 21, no. 1 (June 1, 2020): 60–64. http://dx.doi.org/10.36359/scivp.2020-21-1.06.
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Not only animal welfare but also the state of the environment and human health depend on the quality and harmlessness of the products produced by the veterinary medicine enterprises. Practice, foreign and domestic experience confirm that the competence of the personnel of the enterprise, the ability to organize production and qualified, professional decision making are the leading in ensuring the quality of products produced for veterinary medicine. The point is that every employee, regardless of their position, should see the results of their professional contribution to the quality of veterinary medicine products, their competitiveness in the market. This is undoubtedly justified in the use of marketing opportunities, which will help the managers of enterprises to find those decisions in the selection of personnel, evaluation of their professional competence, which will be the most favorable for the enterprise and will guarantee the stability of the personnel, which will ensure the qualitative and effective execution of the production program of the enterprise, regardless of forms of his property.
The study of the objective necessity of using marketing in the selection and evaluation of the personnel of the enterprise shows that marketing in solving this problem will be effective under the conditions: understanding of marketing by all employees in the enterprise, its necessity in solving specific tasks, providing management and specialists of the enterprise with the tasks defined by marketing . In such circumstances, marketing studies of the personnel problem will help to obtain objective information about the compliance of the company staff with the positions held, the attitude of the employees to fulfill their duties, the ability of the staff to find priorities in improving the activity of the company as a whole and its authority in the market of veterinary medicine and consumers respectively.
The winners are those businesses that use marketing research results in their work. Although, it should be noted that not all domestic veterinary medicine companies use the principles of marketing, while in developed countries, marketing research is a priority, they are catalysts for achieving the desired economic results. Analysis of the activity of veterinary medicine enterprises shows the need to intensify the organizational work on the introduction of marketing at domestic enterprises and provide the necessary methodological assistance as a whole.
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Neill, Marlene S., Linjuan Rita Men, and Cen April Yue. "How communication climate and organizational identification impact change." Corporate Communications: An International Journal 25, no. 2 (November 20, 2019): 281–98. http://dx.doi.org/10.1108/ccij-06-2019-0063.
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Purpose The purpose of this paper is to examine why and how an open and participative communication climate matters for employee organizational identification and their change-specific responses, specifically employees’ attitudinal and behavioral reactions. Design/methodology/approach To test the hypothesized model, the authors conducted an online survey using a stratified and quota random sample of 1,034 US employees working in diverse industry sectors in June of 2018, with the assistance of a premier global provider of survey services, Survey Sampling International. To test the hypothesized model, structural equation modeling analysis was employed using AMOS 24.0 software. Findings An open and participative communication climate directly contributes to employee affective commitment to change and behavioral support. Communication climate featured by openness and participation boosts employee identification with the organization, which leads to positive employee reaction to change. When employees identify with the organization, they tend to believe in the inherent value of the change and are more likely to support the change initiative in action through cooperation and championship. Originality/value Theoretically, the study contributes to the change management and communication literature by focusing on the role of communication climate in inducing employee reaction to organizational change. Practically, the study offers insights for change managers, internal communication professionals and organizational leaders. Organizational leaders need to be open, create a trusting atmosphere and actively involve employees in the decision-making process. Organizational leaders and communicators should also strive to boost employee identification with the organization, especially during change.
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Vasil'eva, Inna, and Ol'ga Vozzhenikova. "Parameters of resilience of employees of internal affairs bodies sent to serve in the North Caucasus region." Applied psychology and pedagogy 5, no. 3 (July 14, 2020): 38–55. http://dx.doi.org/10.12737/2500-0543-2020-28-45.
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he main areas of research into the consequences of extreme situations associated with the participation of police officers in counter-terrorism operations are related to assessing the severity of posttraumatic stress disorder and other destructive effects on the psyche. In the framework of this study, the authors show that the experience of participation in extreme situations can have productive effects associated with increased vitality.
The study involved employees of the Ministry of Internal Affairs of Russia, 21 people (all men) undergoing training to participate in counter-terrorism operations in the North Caucasus region of the Russian Federation. Data collection methods: Mississippi scale for assessing post-traumatic reactions (military option); test of viability S. Muddy (in adaptation D.A. Leontiev, E.I. Rasskazova).
The experience of participating in hostilities, the activity of an internal affairs officer is highly stressful and traumatic, associated with the need to overcome aggressive pressure and provide assistance in situations of suffering and helplessness, which is also a traumatic factor. However, none of the participants were diagnosed with post-traumatic stress disorder. The following pattern was established: the younger the employee and the less experience he has, the less pronounced his violations associated with being in extreme conditions. Employees with experience in counterterrorism operations perceive risk situations not as destructive, but as natural for the implementation of professional tasks.
The greatest contribution to adaptation strategies to cope with the consequences of experiencing traumatic situations is made by such viable beliefs as willingness to perceive any situation as useful and risking for the sake of achieving a better result, as well as the belief that any difficulties can be overcome and the employee’s efforts are enough to deal with them. It is these characteristics that make the maximum contribution to the stability of employees of internal affairs bodies to the effects of psychotraumatic factors and ensure a high level of their resilience.
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Emon Umoe, Duke, Regina Ella E., Ekpoanwan Esienumoh, Ndukaku Nwakwue C., and Tam-Princewill Catherine. "Stress Related Factors Among Nurses Working in Accident and Emergency in a Selected Federal Government Hospital in South-South Nigeria." Global Journal of Health Science 12, no. 8 (June 17, 2020): 166. http://dx.doi.org/10.5539/gjhs.v12n8p166.
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Stress bears a negative effect on nurses’ lives and work which includes relationships, such as family life and social relationship. This is because nurses spend more time by the patients and in the healthcare setting than any other healthcare professional. This study examined the stress related factors among nurses working in Accident and Emergency (A&E) Department of one the federal hospitals in South-south Nigeria. The study had four (4) specific objectives and four (4) hypotheses. The study adopted a descriptive research design. Convenient sampling technique was used to recruit fifty-seven (57) nurses who are currently working or have worked in the A&E unit of the hospital. Data collection was with structured questionnaire aided by two research assistants. Permission was obtained from the ethics committee of the hospital. Findings revealed that 49 (86%) do not observe break during their shift and a further 50 (88%) go home completely exhausted. 54 (95%) of the respondents viewed that the workload in A & E is enormous. Staff shortage accounted for 56 (98.5%) of stressors. 47 (83%) of the perception of stressors from respondents are due to problems in interaction with the administration. The study identified various coping mechanisms nurses adopt to combat stressful shifts. Findings reveals that friends 49 (86%), work associates 54 (92.5%), faith 55 (96.5/%) and personal time alone 56 (98.5%) were sources of coping with the stress. The test of hypothesis showed that positive calculated r-value is greater than the critical r-value of 0.269 at 0.05 alpha level with 55 degree of freedom. Thus, there is a significant relationship between stress-related factors and stress among nurses. Conclusion was based on the findings of this study which was recommended amongst others that hospitals should provide a counsellor through employee assistance programs to help nurses during burnout.
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Sweeney, Anthony P., Thomas H. Hohenshil, and Jimmie C. Fortune. "job satisfaction among employee assistance professionals: a national study." Journal of Employment Counseling 39, no. 2 (June 2002): 50–60. http://dx.doi.org/10.1002/j.2161-1920.2002.tb00837.x.
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Prost, Stephanie Grace, Daniel G. Saunders, and Karen Oehme. "Childhood family violence and officer responses to officer-involved domestic violence: Effects of cumulative and resolved trauma." International Journal of Police Science & Management 22, no. 2 (March 19, 2020): 194–207. http://dx.doi.org/10.1177/1461355720907641.
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Law enforcement officers who witness or experience abuse in their family of origin are at higher risk of post-traumatic stress disorder (PTSD) and alcohol abuse. These trauma effects may, in turn, affect officers’ responses to domestic violence victims who call on them for help. The purpose of this study was to examine how these childhood traumas, PTSD, and alcohol abuse affect officers’ supportive responses to victims and perpetrators of officer-involved domestic violence (OIDV). We hypothesized that officers who witnessed or experienced family of origin violence would have higher levels of PTSD and abusive drinking than those without trauma. Furthermore, we hypothesized that officers with resolved trauma (i.e., no current PTSD or abusive drinking) would be more likely to support victims of OIDV than officers with unresolved trauma. Survey respondents were law enforcement officers ( n = 1661) in police and sheriff’s departments throughout the United States. Results partially supported the hypotheses regarding the separate and cumulative effects of witnessing family violence and experiencing child abuse. In addition, officers who endured these childhood traumas, but resolved these concerns reported a significantly greater average likelihood of helping an OIDV victim than those with unresolved trauma. Implications include the promotion of employee assistance programs and professional counselors to support officers with unresolved trauma, which may lead to improved responses to OIDV.
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Schneider, Robert C., William F. Stier, Stephen Kampf, Scott G. Haines, and Gregory Wilding. "Characteristics, Attributes, and Competencies Sought in New Hires by Campus Recreation Directors." Recreational Sports Journal 30, no. 2 (November 2006): 142–53. http://dx.doi.org/10.1123/rsj.30.2.142.
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Professionals and students working in college recreation departments are often involved in many facets relating to the hiring of competent employees. A review of literature revealed that various professions sought different qualities in potential job candidates. There were few examples of research relating to the qualities sought by potential employers of campus recreation personnel. Therefore, recreation directors, holding a NIRSA institutional membership, were surveyed to determine the characteristics, attributes, and competencies preferred in new hires for: (a) professional positions, (b) graduate assistantships, and (c) student employees. The findings revealed the most highly sought after qualifications in professional job candidates were excellent language/speaking skills, prior experience in campus recreation, neat overall appearance, excellent writing skills, and possession of a graduate degree. In terms of graduate assistant positions, campus recreation directors highly ranked the categories neat overall appearance, excellent writing skills, and prior experience in campus recreation. Campus recreation directors ranked the possession of certifications in first aid and CPR highly among student employee applicants.
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Jayakumar, Shruti, and Dr Pooja Varma. "WORK STRESS AMONG FULL-TIME EXTERNAL EMPLOYEE ASSISTANCE PROFESSIONALS: THEORY DEVELOPMENT." International Journal of Engineering Applied Sciences and Technology 04, no. 09 (January 30, 2020): 416–20. http://dx.doi.org/10.33564/ijeast.2020.v04i09.055.
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Smith, Thomas A., Connie J. Salts, and Craig W. Smith. "PREPARING MARRIAGE AND FAMILY THERAPY STUDENTS TO BECOME EMPLOYEE ASSISTANCE PROFESSIONALS*." Journal of Marital and Family Therapy 15, no. 4 (October 1989): 419–24. http://dx.doi.org/10.1111/j.1752-0606.1989.tb00828.x.
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Epping, Cristine, Nathalia Berger Werlang, and Camila Hister. "CLIMA ORGANIZACIONAL: UM ESTUDO NO SETOR CONTÁBIL DO OESTE CATARINENSE." Revista Visão: Gestão Organizacional 8, no. 1 (June 24, 2019): 99–114. http://dx.doi.org/10.33362/visao.v8i1.1750.
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O presente estudo tem como objetivo geral identificar os fatores internos e externos que interferem no clima organizacional dos escritórios de contabilidade do oeste de Santa Catarina. Os procedimentos metodológicos utilizados para a obtenção das respostas basearam-se em uma pesquisa quantitativa e descritiva, operacionalizada por aplicação de um questionário de Likert 5 pontos, por meio da técnica survey. A amostra é composta por 66 colaboradores e gestores dos escritórios de contabilidade pertencentes a região de abrangência da Agência de Desenvolvimento Regional de Itapiranga- SC. A pesquisa identificou que o perfil dos entrevistados é formado em maior parte pelo gênero feminino, com idade média de 33 anos, e, em sua maioria, formação superior completo. Resultou-se então, em avaliações positivas em relação aos fatores internos, sendo que em relação ao fator vida profissional, apresentou-se a variável com a maior média e em relação a assistência aos funcionários, mostrou-se a variável com a menor média. Quanto aos fatores externos, a maioria também apresentou médias positivas, em que, a variável que obteve menor média refere-se ao regime político nacional. Finalizando, conclui-se que o clima organizacional dos escritórios de contabilidade da região oeste catarinense, tanto nos fatores internos, quanto externos, pode ser considerado bom, entretanto, alguns pontos ainda precisam ser melhorados, principalmente em relação a assistência aos funcionários, como os seguros de vida, auxílio alimentação e assistência médica e dentária.Palavras-Chave: Clima organizacional. Fatores internos. Fatores externos. Setor contábil. ORGANIZATIONAL CLIMATE: A STUDY IN THE ACCOUNTING SECTOR OF WESTERN SANTA CATARINAAbstract: The present study has as general objective to identify the internal and external factors that interfere in the organizational climate of the accounting offices of the west of Santa Catarina. The methodological procedures used to obtain the answers were based on a quantitative and descriptive research, operationalized by application of a 5 point Likert questionnaire, using the survey technique. The sample is composed of 66 employees and managers of the accounting offices belonging to the region of scope of the Agência de Desenvolvimento Regional de Itapiranga-SC. The research identified that the profile of the interviewees is formed mostly by the female gender, with a mean age of 33 years, and referring to training, the majority have completed higher education. The result was positive evaluations in relation to the internal factors, and in relation to the professional life factor, the variable with the highest average was presented in relation to assistance to the employees, the variable with the lowest average was shown. As for external factors, the majority also presented positive averages, where the variable that obtained lower average refers to the national political regime. Finally, it can be concluded that the organizational climate of accounting offices in the western region of Santa Catarina, both internal and external, can be considered good, however, some points still need to be improved, especially in relation to employee assistance, such as life insurance, food aid and medical and dental assistance.Keywords: Organizational climate. Internal factors. External factors. Accounting sector.
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Werth, V., J. Merrill, R. Furie, T. Dörner, R. Van Vollenhoven, P. Lipsky, M. Weiswasser, et al. "OP0132 EFFECT OF IBERDOMIDE ON CUTANEOUS MANIFESTATIONS IN SYSTEMIC LUPUS ERYTHEMATOSUS: RESULTS OF A 24-WEEK, PLACEBO-CONTROLLED, PHASE 2 STUDY." Annals of the Rheumatic Diseases 80, Suppl 1 (May 19, 2021): 76–77. http://dx.doi.org/10.1136/annrheumdis-2021-eular.2181.
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Background:Iberdomide is a high-affinity cereblon ligand that promotes proteasomal degradation of Ikaros (IKZF1) and Aiolos (IKZF3), transcription factors involved in innate and adaptive immune cell development and homeostasis, and linked to the genetic risk for systemic lupus erythematosus (SLE). A phase 2, placebo-controlled study evaluated the efficacy and safety of iberdomide in patients (pts) with moderate to severe SLE.Objectives:To examine the effect of iberdomide on cutaneous manifestations in SLE pts.Methods:Adult autoantibody-positive SLE pts with a SLE Disease Activity Index 2000 (SLEDAI 2K) score ≥6 were randomized (2:2:1:2) to oral iberdomide (0.45, 0.3, 0.15 mg) or placebo once daily (QD) for 24 weeks while continuing standard background lupus medications. The Cutaneous Lupus Area and Severity Index Activity score (CLASI-A) was assessed every 4 weeks through week 24. As prespecified, exploratory analyses, change from baseline and the proportion of pts who achieved ≥50% reduction from baseline (CLASI-50) were evaluated for all pts, pts with baseline CLASI-A ≥8, and by cutaneous lupus subtypes (acute [ACLE], subacute [SCLE], chronic [CCLE]). CLASI-A outcomes were also evaluated post hoc for subgroups with high baseline expression of IKZF3 or the type 1 interferon (IFN) gene signatures in the blood.Results:Of 288 randomized pts, the mean and median (range) baseline CLASI-A scores were 6.9 and 5.0 (0-49), with 28% of pts having a score ≥8. 56% of pts had ACLE, 29% CCLE, and 16% SCLE. CLASI-50 responses were not significantly different comparing iberdomide to placebo in all pts and pts with baseline CLASI-A ≥8 at week 24, where high placebo response rates were observed (Table). Numerically greater mean improvement from baseline in CLASI-A scores in pts with baseline CLASI-A ≥8 was observed for iberdomide 0.45 mg vs placebo beginning at week 4, with continuous improvement through week 24. For pts with SCLE or CCLE, CLASI-50 response rates were significantly higher with iberdomide 0.45 mg vs placebo (P<0.04; Table). SCLE pts had significantly greater mean change and median percent improvement in CLASI-A from baseline with iberdomide 0.45 mg vs placebo at week 24 (P<0.03). Treatment differences in CLASI-A between iberdomide 0.45 mg and placebo were larger for SCLE and CCLE subgroups with high baseline IKZF3 or type 1 IFN gene signatures, with statistical significance achieved for SCLE pts but not CCLE pts (Figure).Table 1.CLASI-50 Response Rates by Subgroups at Week 240.15 mg QD0.3 mg QD0.45 mg QD(n=42)(n=82)(n=81)PlaceboSubgroup(n=83)0.15 mg QD vs Placebo0.3 mg QD vs Placebo0.45 mg QD vs Placebon/m (%)n/m (%)Str Diff in % (95% CI)P valuen/m (%)Str Diff in % (95% CI)P valuen/m (%)Str Diff in % (95% CI)P valueAll pts37/83 (44.6)19/42 (45.2)0.4 (-17.33, 18.55) P=0.96141/82 (50.0)5.3 (-9.93, 20.11) P=0.49945/81 (55.6)10.9 (-4.30, 25.51) P=0.163CLASI-A ≥810/20 (50.0)8/13 (61.5)15.9 (-17.42, 45.45) P=0.39913/24 (54.2)12.1 (-17.57, 39.97) P=0.45816/24 (66.7)15.1 (-15.51, 42.49) P=0.368ACLE23/50 (46.0)15/30 (50.0)4.8 (-17.22, 26.31) P=0.66220/43 (46.5)-3.3 (-22.95, 16.67) P=0.73817/38 (44.7)-3.0 (-23.20, 17.65) P=0.782SCLE9/17 (52.9)5/9 (55.6)2.6a (-33.04, 36.33) P=0.9663/9 (33.3)-6.6 (-38.98, 31.86) P>0.99911/12 (91.7)38.7a(4.54, 61.75) P=0.035CCLE5/18 (27.8)7/14 (50.0)22.2a (-10.51, 50.00) P=0.19810/23 (43.5)23.8 (-6.89, 48.88) P=0.12918/29 (62.1)34.1 (4.43, 56.16) P=0.029CI, confidence interval; Str Diff, stratified difference.aUnstratified difference.Conclusion:Iberdomide showed beneficial effects on skin manifestations in pts with SLE. Efficacy appears to be more pronounced in pts with SCLE and CCLE skin subtypes, and in pts with high IKZF3 or IFN gene expression signatures.Δ, treatment difference of adjusted means; CCLE, chronic cutaneous lupus erythematosus; CLASI-A, Cutaneous Lupus Erythematosus Disease Area and Severity Index-activity score; IFN, interferon; SCLE, subacute cutaneous lupus erythematosus.Acknowledgements:This study was sponsored by Bristol Myers Squibb. Professional medical writing assistance was provided by Peloton Advantage, LLC, an OPEN Health company, and funded by Bristol Myers Squibb.Disclosure of Interests:Victoria Werth Consultant of: Bristol Myers Squibb, Grant/research support from: Bristol Myers Squibb, Joan Merrill Consultant of: UCB, GlaxoSmithKline, AbbVie, EMD Serono, Remegen, Celgene/Bristol Myers Squibb, AstraZeneca, Lilly, Immupharma, Amgen, Janssen, Resolve, Alpine, Aurinia, Astellas, Alexion, and Provention, Grant/research support from: GlaxoSmithKline and AstraZeneca, Richard Furie Consultant of: Bristol Myers Squibb, Grant/research support from: Bristol Myers Squibb, Thomas Dörner Consultant of: support for clinical studies and honoraria for scientific advice: AbbVie, Bristol Myers Squibb Company, Celgene, Eli Lilly, Janssen, Novartis, Roche, Employee of: Charite Universitätsmedizin, Berlin and DRFZ Berlin, Germany, Ronald van Vollenhoven Speakers bureau: UCB, AbbVie, Galapagos, Janssen, Pfizer, Paid instructor for: support for educational programs: Pfizer, Roche, Consultant of: AstraZeneca, Biogen, Biotest, Celgene, Gilead, Servier, UCB, AbbVie, Galapagos, Janssen, Pfizer, Grant/research support from: Bristol Myers Squibb, GlaxoSmithKline, Eli Lilly, UCB, Peter Lipsky Employee of: RILITE Foundation, Michael Weiswasser Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Shimon Korish Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Peter Schafer Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Mark Stern Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Zhaohui Liu Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Shaojun Tang Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Nikolay Delev Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb
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Smith, Noël E., Andrzej Kozikowski, and Roderick S. Hooker. "Physician Assistants Employed by the Federal Government." Military Medicine 185, no. 5-6 (March 24, 2020): e649-e655. http://dx.doi.org/10.1093/milmed/usaa034.
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Abstract Objective Physician assistants (PAs) are health professionals who have received advance medical training and are licensed to diagnose illness, develop and manage treatment plans, prescribe medications, and serve as principal health care provider. Although the U.S. federal government is the largest single employer of PAs, at the same time little is known about them across the wide array of diverse settings and agencies. The objective of this project was to determine the census of PAs in federal employment, their location, and personal characteristics. This included approximating the number of uniformed PAs. Taking stock of a unique labor force sets the stage for more granular analyses of how and where PAs are utilized and are deployed. Methods No one central database identifies all federally employed PAs. To undertake this project, three sources were examined. Data were derived from the U.S. Office of Personnel Management and the National Commission on Certification of Physician Assistants. Uniformed PA numbers were the result of networking with senior chiefs in the military services and the U.S. Public Health Service. The data were collolated and summarized for comparison and discussion. Results As of 2018, approximately 5,200 PAs were dispersed in most branches and agencies of the government that provide health care services, including the Departments of Defense, Veterans Affairs, Health and Human Services, Justice, and Homeland Security. Federally employed PAs are civil servants or hold a commission in the uniformed services (ie, Army, Navy, Air Force, Coast Guard, and Public Health Service). Most PAs are in clinical roles, although a few hundred are in management positions. Approximately 81% of civilian PAs have had less than 15 years of federal employment. Conclusion The diverse utilization and deployment of PAs validate the importance of the role they serve as medical professionals in the federal government. From 2008 to 2019, PA employment in the federal government grew by approximately 50% supporting the forecast that substantial national PA growth is on track.
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Beglaryan, Mane, and Gayane Shakhmuradyan. "The impact of COVID-19 on small and medium-sized enterprises in Armenia: Evidence from a labor force survey." Small Business International Review 4, no. 2 (September 15, 2020): e298. http://dx.doi.org/10.26784/sbir.v4i2.298.
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This paper assesses the impact of COVID-19 pandemic on small and medium-sized enterprises in Armenia. The analysis of representative nationwide survey data reveals that as compared with large-company employees, SME employees are more affected by the crisis, having been laid off or having reduced work hours and pay. Logistic regression results show that being employed by an SME doubles the likelihood of layoff and pay reduction. There is also support for the hypotheses that employees in sectors which allow for remote work, e.g., education and information and communication services, as well as those who have medium to high professional qualifications, have been less affected by the crisis. The findings call for more targeted government assistance to SMEs and low-skilled workers.
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Rhodes, Larry, Dennis Sandow, David Mank, Jay Buckley, and Joyce Albin. "Expanding the Role of Employers in Supported Employment." Journal of the Association for Persons with Severe Handicaps 16, no. 4 (December 1991): 213–17. http://dx.doi.org/10.1177/154079699101600404.
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Since the Workforce 2000 report documenting labor trends and issues was released by the Hudson Institute in 1987, business and industry have been reevaluating how support is provided to employees. Employee assistance programs, renewed investment in training, and other accommodations for an increasingly diverse workforce present an unparalleled opportunity to bring supported employment technology, values, and systems to contemporary business. This paper is an initial attempt at reconceptualizing supported employment and the role of employers in providing support. Changing strategies and future research questions that may need to be addressed are discussed.
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Alten, R., C. Behar, C. Boileau, P. Merckaert, E. Afari, V. Vannier-Moreau, S. Connolly, et al. "AB0205 A NOVEL METHOD FOR PREDICTING 1-YEAR RETENTION OF ABATACEPT USING MACHINE LEARNING TECHNIQUES: DIRECTIONALITY AND IMPORTANCE OF PREDICTORS." Annals of the Rheumatic Diseases 80, Suppl 1 (May 19, 2021): 1127–28. http://dx.doi.org/10.1136/annrheumdis-2021-eular.868.
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Background:In the ACTION (NCT02109666) study, multivariable Cox proportional hazards regression models showed that the predictors of 1-year retention to abatacept treatment were: patient global pain assessment, country, reason for stopping last biologic, number of prior biologic treatments, abatacept monotherapy, RF/anti-cyclic citrullinated peptide (CCP) status, previous neoplasms, psychiatric disorders and cardiac disorders.1 Machine learning techniques, using the gradient-boosting model, subsequently identified additional predictors of abatacept retention in patients with moderate-to-severe RA enrolled in ACTION; however, the analysis did not show the directionality of the predictors.2Objectives:To improve the clinical interpretability of the machine learning model in terms of directionality and the importance of each variable in predicting retention.Methods:Previous analyses using the gradient-boosting model to identify predictors of abatacept retention at 1 year in the ACTION study have been described.2 This analysis used SHapley Additive exPlanations (SHAP), a mathematical framework, to show how a particular predictor value influences prediction in the context of all other predictors. Higher SHAP values indicate a higher likelihood of retention. The contribution of every variable in the model’s prediction (with the exception of country variables) was computed for each data point to capture individual variable impact. This enabled interpretation for level of importance and directionality at a patient level.Results:Using data from 2350 patients enrolled in ACTION (May 2008 to December 2013), the mean retention rate at 1 year was 59.3% (n=1393). Overall variable importance is shown in Figure 1. After removal of country variables, the top five baseline predictors of retention were: no previous corticosteroid use, ACR functional class II, ≥2 prior biologic treatments prior to abatacept initiation, abatacept monotherapy and HAQ-DI. In terms of directionality, no previous corticosteroid use, ≥2 prior biologic treatments prior to abatacept initiation, abatacept monotherapy and a higher HAQ-DI score at baseline were associated with a lower likelihood of retention; ACR functional class II was associated with a higher likelihood of retention.Conclusion:The gradient-boosting model previously identified predictors of abatacept retention from ACTION;2 the addition of SHAP in this analysis has provided information on the importance and directionality of those predictors. The most important predictor of abatacept retention was no previous corticosteroid use, which was associated with lower retention. The models and predictors identified could be further refined by using additional datasets from clinical trials. Machine learning offers an innovative and complementary approach to biostatistics and could be used to identify treatment response predictors at an individual patient level, leading to a more personalised treatment approach.References:[1]Alten R, et al. RMD Open 2017;3:e000538.[2]Alten R, et al. Presented at the virtual ACR Convergence 2020; 5–9 November 2020. Poster number 1745.Acknowledgements:This study was supported by Bristol Myers Squibb. Professional medical writing and editorial assistance was provided by Claire Line, PhD, at Caudex and was funded by Bristol Myers Squibb.Disclosure of Interests:Rieke Alten Speakers bureau: AbbVie, Bristol Myers Squibb, Gilead, Janssen, Lilly, Pfizer, Consultant of: AbbVie, Bristol Myers Squibb, Gilead, Janssen, Lilly, Pfizer, Grant/research support from: AbbVie, Bristol Myers Squibb, Gilead, Janssen, Lilly, Pfizer, Claire Behar Shareholder of: I have not invested directly in pharmaceutical companies producing drugs/devices for use in rheumatology however I may have shares via the funds linked to my life insurance., Consultant of: Bristol Myers Squibb, Christine Boileau Consultant of: AstraZeneca, Bristol Myers Squibb, Nanobiotix, Pierre Merckaert Consultant of: Bristol Myers Squibb, Ebenezer Afari Consultant of: Bristol Myers Squibb, Virginie Vannier-Moreau Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Sean Connolly Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Aurelie Najm Speakers bureau: Bristol Myers Squibb, Consultant of: Bristol Myers Squibb, Pierre-Antoine Juge Consultant of: Bristol Myers Squibb, Angshu Rai Shareholder of: Amgen Inc, Consultant of: Amgen Inc, Employee of: Amgen Inc, Bristol Myers Squibb, Yedid Elbez Consultant of: Bristol Myers Squibb, Karissa Lozenski Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb
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Shapiro, Joel, and Sally B. Philips. "History and Evolution of the International Association of Employee Assistance Professionals in Education (IAEAPE)." Journal of Workplace Behavioral Health 22, no. 2-3 (January 23, 2007): 1–5. http://dx.doi.org/10.1300/j490v22n02_01.
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Nowosad, Katarzyna. "Satisfaction with the work of people employed in professional support services and their sense of stress." Praca Socjalna 36, no. 2 (April 30, 2021): 73–95. http://dx.doi.org/10.5604/01.3001.0014.8733.
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In contemporary social life, the role and importance of the professional support services is increasing. This is due to the growing threats related to poverty, destitution, social exclusion, aggression and violence, and blocking of the development opportunities of both individuals and various social groups. Therefore, expectations and requirements for social service professionals are increasing. Their job satisfaction is related to the feeling of mental strain they experience in solving difficult human life problems, and sometimes with powerlessness in the face of inexorable fate or bureaucratic barriers. Consequently, this situation is a source of strong stress for them, unpleasant emotional experiences and, as a result, professional dissatisfaction. This article is devoted to the diagnosis of job satisfaction of people operating in social assistance. This issue is considered in the context of their sense of stress. Thus, it allows to verify the relationships between these variables.
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Gossec, L., L. C. Coates, A. Ogdie, P. J. Mease, T. Lehman, M. Nowak, L. Wei, et al. "AB0560 EFFECT OF DEUCRAVACITINIB ON THE PSORIATIC ARTHRITIS IMPACT OF DISEASE (PsAID) QUESTIONNAIRES 12 AND 9: ANALYSIS OF A PHASE 2 STUDY OF ACTIVE PSORIATIC ARTHRITIS." Annals of the Rheumatic Diseases 80, Suppl 1 (May 19, 2021): 1316–17. http://dx.doi.org/10.1136/annrheumdis-2021-eular.2709.
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Background:Tyrosine kinase 2 (TYK2) is an intracellular kinase that mediates IL-23, IL-12, and IFNα/β signaling. Deucravacitinib is a novel, oral selective inhibitor of TYK2 via the TYK2 regulatory domain. Phase 2 results showed deucravacitinib was efficacious and well tolerated versus placebo (PBO) in patients (pts) with active psoriatic arthritis (PsA). The Psoriatic Arthritis Impact of Disease (PsAID) questionnaire is a EULAR-developed, validated instrument designed to specifically assess the impact of PsA on health-related quality of life (HRQoL) from the pt’s perspective and is available as separate versions for clinical practice (PsAID-12) and clinical trials (PsAID-9).1Objectives:To compare the effect of deucravacitinib vs PBO on PsAID-12 and PsAID-9 responses and to assess relationships between PsAID scores and clinical and pt-reported outcome (PRO) measures.Methods:This is an ongoing, 1-year, double-blind, Phase 2 trial (NCT03881059). Pts with active PsA were randomized 1:1:1 to deucravacitinib 6 mg or 12 mg once daily, or PBO for 16 weeks (wk). PsAID-12 and PsAID-9, other PROs, and clinical response outcomes were assessed at baseline (BL) and Wk 16. Mean changes from BL in PsAID-12 and PsAID-9 total scores at Wk 16 were determined for each treatment group as well as by response outcomes (ie, achievement of response at Wk 16 for PROs and select clinical response outcomes; Table 1). Spearman correlations between PsAID-12 and PsAID-9 scores and clinical and PRO measures were also assessed.Results:203 pts were randomized and BL characteristics were similar across groups. Adjusted mean changes from BL in PsAID-12 and PsAID-9 scores at Wk 16 were significantly greater in the deucravacitinib groups vs PBO (Figure 1). Adjusted mean changes from BL in PsAID-12 and PsAID-9 scores at Wk 16 were significantly improved with deucravacitinib vs PBO in pts who achieved response for PROs, as well as PASDAS low disease activity and PASI 75 response (Table 1). Adjusted mean changes from BL were generally similar with deucravacitinib vs PBO in nonresponders. Spearman correlation analysis revealed significant correlations at BL and Wk 16 between PsAID-12 and PsAID-9 scores and clinical and PRO measures (P<0.0001).Conclusion:With deucravacitinib vs PBO, PsAID-12 and PsAID-9 scores were significantly improved vs BL at Wk 16. PsAID detected additional improvements among pts achieving response for multiple other PROs and select clinical outcome measures.References:[1]Gossec L et al. Ann Rheum Dis. 2014;73:1012-9.Table 1.Adjusted mean change from BL in PsAID-12 total scores at Wk 16 in patients who achieved PRO or clinical responseMean change from BL in PsAID-12 total scoreResponse DefinitionPBOn=66Deucravacitinib6 mg QDn=70P valuevs PBODeucravacitinib12 mg QDn=67P valuevs PBOPROsPatient global VAS(≤ -10.0)-1.6 (n=40)-2.8 (n=54)0.0008-2.9 (n=48)0.0003Patient pain VAS(≤ -10.0)-2.3 (n=32)-3.4 (n=44)0.004-3.3 (n=45)0.004HAQ-DI(≤ -0.35)-2.8 (n=10)-3.8 (n=27)0.09-3.8 (n=27)0.11FACIT-Fatigue(≥ 4.0)-2.4 (n=27)-3.3 (n=36)0.02-3.6 (n=41)0.002SF-36 PCS(≥ 2.5)-1.7 (n=35)-2.7 (n=44)0.02-3.1 (n=43)0.001SF-36 MCS(≥ 2.5)-2.1 (n=21)-3.5 (n=33)0.005-3.8 (n=31)0.0009Clinician assessmentsPASDAS(≤ 3.2)-3.1 (n=6)-4.2 (n=14)0.004-4.5 (n=15)0.0006PASI 75(≥75% improvementfrom BL)-2.4 (n=11)-3.7 (n=25)0.05-3.9 (n=31)0.02PsAID-9 results were generally consistent with PsAID-12 (data not shown).Response definitions based on published literature.Higher FACIT-Fatigue scores indicate less fatigue.Higher SF-36 PCS and SF-36 MCS scores indicate less disability.BL, baseline: FACIT, Functional Assessment of Chronic Illness Therapy; HAQ-DI, Health Assessment Questionnaire-Disability Index; MCS, Mental Component Summary; NA, not applicable; PASDAS, Psoriatic Arthritis Disease Activity Score; PASI, Psoriasis Area and Severity Index; PCS, Physical Component Summary; PRO, patient-reported outcome; QD, once daily; SF-36, 36-item Short Form Health Survey; VAS, visual analog scale.Acknowledgements:This study was sponsored by Bristol Myers Squibb. Professional medical writing assistance was provided by Peloton Advantage, LLC, an OPEN Health company, and funded by Bristol Myers Squibb.Disclosure of Interests:Laure Gossec Consultant of: AbbVie, Amgen, Boehringer Ingelheim, Bristol-Myers Squibb, Celgene, Eli Lilly, Gilead, Janssen, Novartis, Pfizer, and UCB, Grant/research support from: Amgen, Galapagos, Janssen, Lilly, Pfizer, Sandoz, Sanofi, Laura C Coates Speakers bureau: AbbVie, Amgen, Biogen, Celgene, Gilead, Eli Lilly, Janssen, Medac, Novartis, Pfizer, and UCB, Consultant of: AbbVie, Amgen, Boehringer Ingelheim, Bristol-Myers Squibb, Celgene, Eli Lilly, Gilead, Janssen, Novartis, Pfizer, and UCB, Grant/research support from: AbbVie, Amgen, Celgene, Eli Lilly, Pfizer, and Novartis, Alexis Ogdie Consultant of: Abbvie, Amgen, BMS, Celgene, Corrona, Gilead, Janssen, Lilly, Novartis, Pfizer, UCB; Grants: Pfizer to Penn, Novartis to Penn, Amgen to Forward/NDB; Royalties: Novartis to husband, Philip J Mease Consultant of: AbbVie, Amgen, Boehringer Ingelheim, Bristol Myers Squibb, Eli Lilly, Galapagos, Gilead, GlaxoSmithKline, Janssen, Novartis, Pfizer, SUN Pharma, UCB, Grant/research support from: AbbVie, Amgen, Boehringer Ingelheim, Bristol Myers Squibb, Eli Lilly, Galapagos, Gilead, GlaxoSmithKline, Janssen, Novartis, Pfizer, SUN Pharma, UCB, Thomas Lehman Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Miroslawa Nowak Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Lan Wei Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, June Ye Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Jiyoon Choi Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Joe Zhuo Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb, Brandon Becker Shareholder of: Bristol Myers Squibb, Employee of: Bristol Myers Squibb.
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Viitasara, Eija, Magnus Sverke, and Ewa Menckel. "Multiple Risk Factors for Violence to Seven Occupational Groups in the Swedish Caring Sector." Articles 58, no. 2 (December 1, 2003): 202–31. http://dx.doi.org/10.7202/007302ar.
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Summary Violence towards health-care personnel represent an increasing problem, but little is known in terms of how different occupational groups are affected. A questionnaire was sent to a stratified sample of 2,800 of 173,000 employees in the Swedish municipal health and welfare sector. Seven major groups working with the elderly or persons with developmental disabilities were considered: administrators, nursing specialists, supervisors, direct carers, nursing auxiliaries, assistant nurses, and personal assistants. The response rate was 85 percent. Fifty-one percent of respondents reported exposure to violence or threats of violence over one year. The most vulnerable groups were assistant nurses and direct carers (usually of the developmentally disabled). Individual characteristics, such as age and organizational tenure, were related to exposure. Work-related characteristics, such as type of workplace, working full-time with clients, organizational downsizing, and high workload, were also associated with risk. Greater knowledge of impacts on different professional groups and relevant prevention are required.
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Azaroff, Lenore S., Nicole J. Champagne, Suzanne Nobrega, Karishma Shetty, and Laura Punnett. "Getting to Know You: Occupational Health Researchers Investigate Employee Assistance Professionals' Approaches to Workplace Stress." Journal of Workplace Behavioral Health 25, no. 4 (October 28, 2010): 296–319. http://dx.doi.org/10.1080/15555240.2010.520649.
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Sinclair-Maragh, Gaunette, Noriel Jacobs-Gray, and Norene Brown-Roomes. "A case of talent management practices in motivating fast food service employees." Emerald Emerging Markets Case Studies 7, no. 3 (July 31, 2017): 1–16. http://dx.doi.org/10.1108/eemcs-07-2016-0153.
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Subject area Food service management, human resource management, hospitality strategic management and, international business and management. Study level/applicability Graduate students. Case overview The purpose of this case study is to determine whether the practice of talent management serves to motivate fast food service employees. It aims to determine employees’ perceived level of awareness and importance of talent management practices; current practice of talent management within the fast food service sector; and to assess the level of motivation of employees from talent management practices. The survey method employing the use of questionnaires was used to ascertain data from a fast food service establishment in Jamaica, a developing island destination located in the Caribbean region (Sinclair-Maragh and Gursoy, 2015). Jamaica is chosen for the study, as there has been an increase in the number of both local and international fast food entities over the years (Collinder, 2014). The focus on fast food service is important, as they have been providing employment to a significant sector of the population. This type of business operation is classified as a tourism related hospitality area (Purcell, 1996) and as indicated by Christensen and Rog (2008), talent management presents an intriguing opportunity for hospitality organizations to attract employees with requisite skills and experience. The industry is also challenged in maintaining motivated employees (Baum, 2008). Talent management can assist organizations that have long-struggled with high turnover rates and the ability to attract and engage employees that are considered assets and not liabilities. Lockwood (2007) points out that engaged employees are loyal, hardworking and passionate about their work. Motivation theory is used to provide theoretical support for the findings of the study. This is because behavioral theorists such as Abraham Maslow suggested that survival, safety, belonging and self-esteem are factors that can be used to motivate employees and Sigmund Freud believes that people need to be rewarded to get work done (Nohria et al., 2008). This theory is plausible to the study, as it is postulated that talent management can enhance employee engagement, through highly motivated employees (Christensen and Rog, 2008). The study finds that majority of the employees understood the meaning of the term “talent management”. In terms of their personal and professional development, the employees believe that these are highly influenced by the organization’s culture. They pointed out that skills are usually developed through training, cross-training and succession planning. Financial assistance is given for further training and skill development. The performance evaluation process is used to identify employees’ specific skill. Although this is done, the majority has not been placed in other departments that would benefit more from their skills. Only 7.6 per cent reported that this was ever done. Employees’ emotional wellbeing is also important. Although majority of the employees (44.7 per cent) are happy about their work, they indicated that they could be motivated by coaching, mentorship and empowerment initiatives. Overall, the employees’ sense of belonging through their engagement and development, and self-esteem through their morale and competence are important to their motivation levels. They are also motivated when support is provided for training and skill development as explained by the motivation theory. Expected learning outcomes The learning outcomes are intended to guide the teaching-learning process and stimulate students’ understanding of the concepts of talent management specific to fast food service employees’ motivation. The case study is a useful resource for graduate students to enable and develop their critical thinking and solution-oriented skills. Students should be able to critically analyze the case and respond to the questions to garner and improve their understanding of talent management and its applicability in the fast food service sector. Further understanding of the concept can be derived from developing dimensions and measures of talent management that can be generalized to the food service sector. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 6: Human Resource Management.
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Williams, Felisia, Alo Dutta, Madan Kundu, and Michael Welch. "Vocational Rehabilitation Services Needs of Female Ex-Inmates with Mental Illness: The Perspective of a Southern State." Journal of Applied Rehabilitation Counseling 39, no. 3 (September 1, 2008): 25–32. http://dx.doi.org/10.1891/0047-2220.39.3.25.
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Females constitute about 28% of all inmates with mental illness in American prisons. This population is in dire need of professional assistance and typically does not have access to needed care. As a result, a large number of female inmates with mental illness are returning home with less preparation for the challenges of community living and self-sufficiency. Therefore, this study aimed to: (1) establish a benchmark of knowledge for rehabilitation professionals relative to the specific structure of job placement services needs of the target population at intake and (2) ascertain the reliability of the instrument used to measure such need for services for the target population. The findings indicated that the following factors were important in the vocational rehabilitation of the target population: vocational evaluation, independent living skills training, assessment of vocational readiness, maintenance of healthy family relations, professional assistance with child care and transportation, employer attitudes, rehabilitation agency policies and scope of services, and professional preparations of placement personnel.