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Journal articles on the topic 'Working staff'

Author: Grafiati

Published: 2 June 2025

Last updated: 31 July 2025

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1

Rutter, John. "Staff working groups." SecEd 2018, no. 9 (2018): 10. http://dx.doi.org/10.12968/sece.2018.9.10.

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2

Munro, Anne. "“Working together – involving staff”." Employee Relations 24, no. 3 (2002): 277–89. http://dx.doi.org/10.1108/01425450210428444.

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3

Richards, Jon, Marilyn Williams, and Bernadette County. "Implications of Working Time Regulations for Theatre Nurses Working in the NHS." British Journal of Perioperative Nursing (United Kingdom) 10, no. 2 (2000): 94–100. http://dx.doi.org/10.1177/175045890001000207.

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The European Working Times Regulations have implications for staff throughout the NHS. In particular, theatre staff and others working on call and shifts need to be aware of the implications of these regulations. In this article, Jon Richards, National Officer for Unison, explains the background to and implications of these regulations for theatre staff.

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4

Thorpe, Kenneth E. "House Staff Supervision and Working Hours." JAMA 263, no. 23 (1990): 3177. http://dx.doi.org/10.1001/jama.1990.03440230073036.

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5

Bell, Bertrand M. "House Staff Supervision and Working Hours." JAMA: The Journal of the American Medical Association 264, no. 21 (1990): 2738. http://dx.doi.org/10.1001/jama.1990.03450210034018.

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6

Cheng, Tsung O. "House Staff Supervision and Working Hours." JAMA: The Journal of the American Medical Association 264, no. 21 (1990): 2739. http://dx.doi.org/10.1001/jama.1990.03450210034019.

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7

Evans, Nyaboga Nyagaka, Peterson Ondieki Osero, and Dr Jack Ajowi. "Analysis Of Working Conditions Of Support Staff In Public Secondary Schools In Nyamira County, Kenya." International Journal for Innovation Education and Research 3, no. 7 (2015): 132–44. http://dx.doi.org/10.31686/ijier.vol3.iss7.403.

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Secondary school support staffs are less satisfied with their posts in general, their contracts and conditions of employment, working arrangements for their post, training and development opportunities available to them are always demoralizing them. Going by the foresaid conditions of work, this study was set to analyze of working conditions of support staff in public secondary schools in Nyamira County, Kenya. The study adopted a descriptive survey design. The specific objective of the study was to: examine the working conditions of the support staff in public secondary schools. The study pop

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8

Siti Nur Shahida Ahamad and Nur Hamizah Abdul Ghani. "A Binary Integer Programming Model for Personnel Scheduling: A Case Study at Fast-Food Restaurant in Johor." Journal of Advanced Research in Applied Sciences and Engineering Technology 30, no. 3 (2023): 334–47. http://dx.doi.org/10.37934/araset.30.3.334347.

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This study is about analysing the current practice of the personnel scheduling at a well-known fast-food restaurant, as the post-pandemic situation slightly change their operating system. Therefore, the personnel scheduling needs to be modified according to the real-time situation using the binary integer programming (BIP) model. Based on the observation made, the problem of the study is to modify the working schedule with a proper break time for each staff to give them a fair working time, keep the workstations occupied during their operating hours and to maintain the restaurant as a healthy

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9

Dunckley, Joe. "Flexible working." Children and Young People Now 2024, no. 12 (2024): 40. https://doi.org/10.12968/cypn.2024.12.40.

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10

Bradley-Sanders, Colleen. "Working Remotely, Working Effectively: Improving Collection Access During a Global Pandemic." Collections: A Journal for Museum and Archives Professionals 17, no. 2 (2021): 119–27. http://dx.doi.org/10.1177/1550190620980735.

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This article looks at how one college archive responded to the shutdown of its campus in response to the COVID-19 pandemic. The Archivist and Associate Archivist worked together to develop work assignments that could be done from home. While collection processing was halted, the tasks assigned to staff all aimed to improve informational access to the collections, through an expanded effort to convert PDF finding aids to EAD for placement in an ArchivesSpace site, a project to create a searchable listing of collections that includes a brief description of content and links to finding aids, and

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11

Foster, Sam. "Flexible working could improve retention." British Journal of Nursing 28, no. 9 (2019): 601. http://dx.doi.org/10.12968/bjon.2019.28.9.601.

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Sam Foster, Chief Nurse, Oxford University Hospitals, suggests that redesigning job roles and fostering a flexible work culture would offer staff a better work-life balance and reduce NHS staff turnover

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12

Ahmed, Halgurd Fathulla, Hemn Khalid Sabir, and Maroof Tahsin Hassan. "Factors predicted metabolic syndrome among health care workers exposed to coronavirus disease 2022 in Erbil, Iraq." Advanced medical journal 9, no. 1 (2024): 106–17. http://dx.doi.org/10.56056/amj.2024.242.

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Background and objective: There have been a recent concern about life style and stress exposure among health care workers during corona virus infection pandemic. This study aimed to investigate the lifestyle of the staff working in public hospitals in Erbil city during the years of 2021-2022. Methods: This is a survey involving data of the available hospital staff from 1st of January 2021 to 1st of April 2022. The hospital staff were including the reception staff, logistic staff, doctors and medical assistances working at the hospitals during the COVID-19 pandemic. In this study, 313 hospital

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13

Kartika, Lucia Nurbani, and Agus Sugiarto. "Pengaruh Tingkat Kompetensi Terhadap Kinerja Pegawai Administrasi Perkantoran." Jurnal Ekonomi dan Bisnis 17, no. 1 (2016): 73. http://dx.doi.org/10.24914/jeb.v17i1.240.

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<em>One big concern towards staff competency level is by doing a comprehensive research, every organization should know how its real staff competency level, its related factor, and also the impact of competency level towards staff performance. In this research result, the variable of education background does not affect the competency level. Meanwhile working experience variable has positive relationship towards competency level. Moreover, it is proven that there is a significant difference in competency level between staffs who have ever joined trainings and those who have never joined

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14

Woodhouse, Abbie, and Sarah Craven-Staines. "A systematic review exploring the role of gender in staffs experience of working with sexual offenders." Journal of Criminological Research, Policy and Practice 7, no. 4 (2021): 373–83. http://dx.doi.org/10.1108/jcrpp-04-2021-0018.

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Purpose Although literature surrounding sexual criminality is growing; with recent research, this paper aims to focus more upon burnout and emotional impact in therapists who study with sex offenders, little is known about possible gender differences in their experiences. Design/methodology/approach The study presents a systematic review that aims to provide an impartial critical examination of relevant existing literature, with the main aim of exploring the role of gender (both the staff members and the clients) in staffs’ experience of working with sexual offenders. Findings Findings retriev

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15

Hannan, Louise. "Supporting staff." Early Years Educator 24, no. 13 (2024): 1–3. https://doi.org/10.12968/eyed.2024.24.13.13.

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Louise Hannan, PhD student at the Centre for Research and Early Childhood and lecturer at University Centre Somerset, shares more about a project which investigated how self-care and well-being strategies can support staff to navigate the challenges and successes of the working in early years.

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16

Hannan, Louise. "Supporting staff." Early Years Educator 24, no. 13 (2024): 1–2. https://doi.org/10.12968/eyed.2024.24.13.4.

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Louise Hannan, PhD student at the Centre for Research and Early Childhood and lecturer at University Centre Somerset, shares more about a project which investigated how self-care and well-being strategies can support staff to navigate the challenges and successes of the working in early years.

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17

Hannan, Louise. "Supporting staff." Early Years Educator 24, no. 14 (2025): 1–3. https://doi.org/10.12968/eyed.2025.24.14.16.

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Louise Hannan, PhD student at the Centre for Research and Early Childhood and lecturer at University Centre Somerset, shares more about a project which investigated how self-care and well-being strategies can support staff to navigate the challenges and successes of the working in early years.

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18

Cronin, Michael S., Diane M. Ryan, and Dottie Brier. "Support for staff working in disaster situations." International Social Work 50, no. 3 (2007): 370–82. http://dx.doi.org/10.1177/0020872807076050.

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English This article illustrates how social work principles, servicing people in need, affirming individuality and using relationships are utilized in an American Red Cross program in Greater New York to help workers to better manage common stress. It also highlights implications for disaster providers, social work practitioners, administrators and educators. French Cet article illustre comment un programme de la Croix-Rouge amé ricaine dans la grande ré gion de New York fait appel aux principes du travail social être au service des personnes dans le besoin, affirmer l'individualité et utilise

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19

Vezmar, M., and V. Rakic Petroi. "Group Analysis of Staff Working with Refugees." European Psychiatry 12, S2 (1997): 198s. http://dx.doi.org/10.1016/s0924-9338(97)80603-7.

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20

Bortnikov, M., and M. Logachev. "Automated Evaluation of Academic Staff Working Rate." Standards and Monitoring in Education 8, no. 5 (2020): 26–33. http://dx.doi.org/10.12737/1998-1740-2020-26-33.

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The article presents a study of the process of faculty working rate in an educational organization. Such an assessment is important, since it is part of the processes of self-examination, the formation of a rating of an educational organization and the calculation of the incentive part of faculty wages. The work determines the place of the process in the system of processes of the educational organization, the subjects and objects involved in its implementation, as well as the mechanisms of their interaction. Based on the results, models are developed and problems and solutions are identified.

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21

Hughes, Jane, Heather Bagley, Siobhan Reilly, Alistair Burns, and David Challis. "Care staff working with people with dementia." Dementia 7, no. 2 (2008): 227–38. http://dx.doi.org/10.1177/1471301208091159.

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22

Thorpe, Kenneth E. "House Staff Supervision and Working Hours-Reply." JAMA: The Journal of the American Medical Association 264, no. 21 (1990): 2739. http://dx.doi.org/10.1001/jama.1990.03450210034020.

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23

Liang, Zu Hong, Qing Xin Chen, and Ning Mao. "Workgroup-Based Manpower Planning for Multi-Type Staff Collaboration." Advanced Materials Research 314-316 (August 2011): 2278–81. http://dx.doi.org/10.4028/www.scientific.net/amr.314-316.2278.

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This paper aims to investigate the workgroup-based manpower planning for multi-type staff collaboration. For customization-based equipment making companies, multiple types of staffs which have different working efficiencies often exist. This situation is even complicated by the working groups which have master-apprentice constraints. Due to the complexity of the problem, this paper not only considers the staffs’ salaries and employment/unemployment costs, but also takes the technique inheriting and employee stableness into consideration. Through establishing the dynamic planning model which re

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24

Bansal, D., V. Griffiths, and E. M. Carlin. "Quality of working life in genitourinary medicine." International Journal of STD & AIDS 14, no. 8 (2003): 524–25. http://dx.doi.org/10.1258/095646203767869129.

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Quality issues are becoming increasingly relevant to the working lives of health care staff. We sought to assess the perceived work-related quality of life of staff working in a genitourinary medicine (GUM) department using a self-administered anonymous questionnaire focusing on areas from the Trust's staff charter. Over two-thirds (69%) of the staff members participated. Perceptions of working life were generally good within GUM. In particular staff felt valued as a resource with free expression of ideas, involvement in decision making, fair treatment and respect. Weaker areas were identified

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25

Marlow, Katie, Belinda Winder, and Helen Jane Elliott. "Working with transgendered sex offenders: prison staff experiences." Journal of Forensic Practice 17, no. 3 (2015): 241–54. http://dx.doi.org/10.1108/jfp-02-2015-0013.

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Purpose – The purpose of this paper is to gain insight into the experiences of staff working with transgendered sex offenders in a prison setting. Design/methodology/approach – The study utilised a qualitative approach, with semi-structured interviews used to explore the experiences of staff working with transgendered sexual offenders (n=6). Data were analysed using thematic analysis. Findings – Three themes were identified in the data. The first relates to how staff become educated on transgender issues and the content of this information. The second describes situations in which boundaries a

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26

Ndung’u, Jacob M., Gilbert Morara Nyakundi, and Ruth Nyambura Njoroge. "Influence of Working Conditions on Performance of Support Staff in Secondary Schools in Nakuru County, Kenya." East African Journal of Education Studies 7, no. 3 (2024): 448–62. http://dx.doi.org/10.37284/eajes.7.3.2171.

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This study assessed the influence of working conditions on the performance of support staff in public secondary schools within Nakuru County, Kenya. The objectives of the study were to: determine influence of work relationships and remuneration on work performance of support staff respectively. The study adopted the mixed methods research approach using the concurrent embedded design. Herzbergs’ two-factor theory provided the theoretical framework with a target population of 3,258 comprising of 362 principals, 362 deputy principals and 2, 534 support staff. Yamanes’ (1973) formula was used to

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27

Winnicka-Wejs, Alicja. "Staff Loyalty Value (Results of Working Students’ Survey)." Kwartalnik Ekonomistów i Menedżerów 23, no. 1 (2012): 104–27. http://dx.doi.org/10.5604/01.3001.0009.5772.

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The article presents results of the survey concerning the meaning of staff loyalty (the loyalty towards the employer) in the professional life of working students of the University of Economics in Katowice. An independently prepared survey questionnaire was used. The article is utilitarian – twenty one working hypotheses were verified. The results of empirical research were presented as eight main points: the notion of staff loyalty as perceived by student respondents, the importance of staff loyalty as compared to other types of loyalty, the self-assessment of loyalty towards the employing or

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28

Ha, Giao Khanh Nam, Anh Diep Tram Huynh, Ngan Thi Kim Nguyen, Tung Son Nguyen, Phuc Pham Hanh Nguyen, and Vuong Nhat Vui. "THE EFFECTS OF PSYCHOLOGICAL CAPITAL, PERSONALITY ON HOTEL STAFF WORKING ENGAGEMENT AT HO CHI MINH CITY." Scientific Journal of Tra Vinh University 1, no. 37 (2020): 12–23. http://dx.doi.org/10.35382/18594816.1.37.2020.374.

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The research was conducted to determine the effects of psychological capital on the personality on hotel staff working in an engagement setting in Ho Chi Minh City, Viet Nam. Data was collected by surveying 378 staffs who are working in hotels in Ho Chi Minh City which are rated 3 stars or more. Descriptive analysis, exploratory factor analysis, and linear regression analysis were used with SPSS 20 statistical package for data analysis. The results show that all psychological capital factors, including hope, efficacy, resilience and optimism have hadpositive impacts on hotel staffs’ work ethic

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29

Nasus, Evodius. "Hubungan Komitmen Kerja dan Kecerdasan Emosional dengan Prestasi Kerja Pegawai Akademi Keperawatan Kabupaten Kolaka." Jurnal Surya Medika 5, no. 1 (2019): 188–200. http://dx.doi.org/10.33084/jsm.v5i1.972.

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This study aimed to examine and analyze empirically the effect of working motivation, working commitment, and emotional intelligence on the working achievement of staff at Kolaka Government�s Academy of Nursing. The study was explanatory research which aimed at explaining the position of variables under investigation as well as the relationship between them and the effect of one variable on the others. Results showed that: (1) working motivation, working commitment, and emotional intelligence had a positively significant effect on the working achievement of staff at Kolaka Government�s Academy

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30

Malik, Sakshi, Santosh Rani, and Beena Yadav. "KNOWLEDGE REGARDING DIGITAL TRANSACTIONS AMONG WORKING WOMEN." Gujarat Journal of Extension Education 37, no. 2 (2024): 188–94. http://dx.doi.org/10.56572/gjoee.2024.37.2.0032.

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A digital transaction refers to the exchange of value or payment between two parties using electronic means, such as through the internet or other digital channels. Both the payer and the payee use digital methods to send and receive money, while making digital payments. The study was conducted in Hisar district during the year 2022-23 with a sample size of 160 working women (80 each from teaching and non-teaching) selected randomly from four colleges of the university. A set of 6 independent variables and 1 dependent variable was selected for the study.The collected data was analysed with sui

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Gritskevich, Tatiana R. "Labor disputes of teaching staff from among the teaching staff." Russian Journal of Labour & Law 12 (2022): 232–38. http://dx.doi.org/10.21638/spbu32.2022.118.

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This article deals with separate groups of labor disputes of teaching staff from institutions of higher education. Based on the author’s expert experience, it has been established that the most common causes of such disputes are the uneven workload distribution during the academic year, incomplete and inaccurate representations of the employee about the content of his work duties, issues of conditions of remuneration, and conduct of competitive procedures. Disputes over the conclusion and extension of contracts are a separate category. On the example of cases considered by the courts of the Re

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32

Wick, Jeannette Y., and Guido R. Zanni. "Working Smarter: Setting Ambitious Targets for Your Staff." Consultant Pharmacist 19, no. 4 (2004): 378–80. http://dx.doi.org/10.4140/tcp.n.2004.378.

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33

Bacon, D. "Struggle and Reward: Working with Staff under Pressure." Journal of the Royal Society of Medicine 86, no. 7 (1993): 427–28. http://dx.doi.org/10.1177/014107689308600721.

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34

Stimpfel, Amy Witkoski, and Victoria Vaughan Dickson. "Working across Generations to Boost Staff Nurse Retention." Western Journal of Nursing Research 42, no. 6 (2019): 395–96. http://dx.doi.org/10.1177/0193945919893319.

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35

Kelland, Paul. "Sick Building Syndrome, Working Environments and Hospital Staff." Indoor and Built Environment 1, no. 6 (1992): 335–40. http://dx.doi.org/10.1159/000463473.

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36

Cavanagh, Stephen J. "Job satisfaction of nursing staff working in hospitals." Journal of Advanced Nursing 17, no. 6 (1992): 704–11. http://dx.doi.org/10.1111/j.1365-2648.1992.tb01968.x.

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37

Cox, Elizabeth, and Gail Davis. "Hybrid Room: PACU Staff Working in the OR." Journal of Vascular Nursing 29, no. 2 (2011): 92–93. http://dx.doi.org/10.1016/j.jvn.2011.04.008.

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38

Turner, Barbara S., and Marianne Weiss. "How to Make Research Happen: Working with Staff." Journal of Obstetric, Gynecologic & Neonatal Nursing 23, no. 4 (1994): 345–49. http://dx.doi.org/10.1111/j.1552-6909.1994.tb01887.x.

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39

Kelland, Paul. "Sick Building Syndrome, Working Environments and Hospital Staff." Indoor Environment 1, no. 6 (1992): 335–40. http://dx.doi.org/10.1177/1420326x9200100604.

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40

Sprinks, Jennifer. "Inclusive working environment benefits patients and staff alike." Nursing Standard 28, no. 20 (2014): 14–15. http://dx.doi.org/10.7748/ns2014.01.28.20.14.s19.

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41

Kleebauer, Alistair. "RCN publishes lone working guidance for community staff." Primary Health Care 26, no. 9 (2016): 6. http://dx.doi.org/10.7748/phc.26.9.6.s2.

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42

Mackenzie, Suzanne. "Good practices in working with your support staff." Early Years Educator 5, no. 3 (2003): 49–51. http://dx.doi.org/10.12968/eyed.2003.5.3.14609.

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43

Escot, C., S. Artero, C. Gandubert, J. P. Boulenger, and K. Ritchie. "Stress levels in nursing staff working in oncology." Stress and Health 17, no. 5 (2001): 273–79. http://dx.doi.org/10.1002/smi.907.

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44

Ireland, Carol A., and Siona Huxley. "Psychological trauma in professionals working with traumatised children." Journal of Forensic Practice 20, no. 3 (2018): 141–51. http://dx.doi.org/10.1108/jfp-10-2017-0045.

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Purpose Clinical professionals working with psychologically traumatised children in the care system can experience potential challenges maintaining their own positive psychological health, and when repeatedly being exposed to the traumatic histories of those in their care. The purpose of this paper is to increase the understanding of vicarious trauma and provide a guide for focussing on future research. Design/methodology/approach This is a systematic literature review, considering 13 articles that met the criteria and identified five main themes linked to secondary traumatic stress/vicarious

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45

Alberta, Anthony J., and Richard R. Ploski. "Cooptation of Peer Support Staff: Quantitative Evidence." Rehabilitation Process and Outcome 3 (January 2014): RPO.S12343. http://dx.doi.org/10.4137/rpo.s12343.

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Objective In 2007, the Centers for Medicare and Medicaid Services (CMS) sent a letter to state Medicaid directors outlining requirements for implementing peer-based recovery support services (P-BRSS) as a Medicaid-funded service. Since then, 30 states have implemented these services. Although the literature describing implementation of P-BRSS has identified the cooptation of peer support staff (PSS) as a barrier to the effective provision of P-BRSS, the evidence for it remains anecdotal. This study attempts to determine if the context of employment in either a treatment organization or peer or

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46

Amin, Maha Abdul Moniem Mohammed El, and Purna Singh A. "Occupational stress in female academic staff working in private and public universities." Indian Journal of Pharmaceutical and Biological Research 3, no. 04 (2015): 25–27. http://dx.doi.org/10.30750/ijpbr.3.4.6.

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The present study was aimed to compare occupational stress between female academic staff working in private and public universities. The sampling frame for the study comprised 1523 full-time female academic staff working at both public and private universities at Khartoum State. Gumaa Said Yousif (2004) was used to measure occupational stress. There is no significant difference in occupational stress between female academic staff who works in private or public university. There is a significant difference between female academic staff working in public and private universities. It has been con

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47

MARGONO, MARGONO. "Pengaruh Prestasi Kerja terhadap Imbalan Ekstrisik dan Dampaknya pada Kepuasan Kerja (Studi Kasus Pada Karyawan Bagian Pemasaran di Asuransi Jiwa Bumi Asih Jaya Cabang Malang)." BISMA (Bisnis dan Manajemen) 1, no. 2 (2018): 140. http://dx.doi.org/10.26740/bisma.v1n2.p140-147.

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This research is based on the fact that working satisfaction of the staff is an essential part for an organization. A low working satisfaction will give a bad effect for the organization. That is why the organization leader must be able to increase the working satisfaction of his staff by giving a fair and reasonable extrinsic payment. It should be in assordance with the working performance of the staff and the standard of the minimum regional wage. The purpose of this research is to know the effect of working performance on extrinsic payment and its impact on working satisfaction. The researc

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48

Pamuji, Wirawan, Gde Brahupadhya Subiksa, and Eko Budiyanto. "Authentic Assessment Objective Working Standardmanaegementstrategy Training for Supervisor with Law and Computerized Value." Indonesian Journal of Contemporary Multidisciplinary Research 3, no. 4 (2024): 647–56. http://dx.doi.org/10.55927/modern.v3i4.10199.

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Standard Official of working performance requires authentic operational procedure to enhance staffs character of working regarding quality of Human Resource Development. It is required real application of Authentic Supervising system at Company. The Research applies Development Method to improve adequate assessment during working with staff partners at work supervised with law, management and computerized standard training for adequate Quality in working due that the training. The application of this design is to analyze the adherent influence between real process score of the working field an

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49

Baker, Heather, Sikander Singh Gill, Anne Aboaja, Swapan Kole, and Amanda E. Perry. "Study of Impact of COVID-19 on Mental Health and Wellbeing of Staff Working in a Forensic Mental Health Service." Psych 4, no. 4 (2022): 695–705. http://dx.doi.org/10.3390/psych4040051.

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This study explored the impact of COVID-19 on the mental health and wellbeing and trust support of Tees Esk and Wear Valleys (TEWV) NHS forensic staff using an online google survey during the second wave of the pandemic. Survey respondents were a voluntary cross-sectional sample of 246 TEWV staff working in the forensic directorate staff; this included males (n = 60, 24.5%); with the majority of staff aged between 36–50 years (n = 99, 40.2%) and 50 years or older (n = 80, 32.5%). The results showed that staff working at home and on the front line were both affected by depression, stress and an

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50

Creaser, Claire, Susanne Cullen, Ruth Curtis, et al. "Working together: library value at the University of Nottingham." Performance Measurement and Metrics 15, no. 1/2 (2014): 41–49. http://dx.doi.org/10.1108/pmm-03-2014-0011.

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Purpose – The purpose of this paper is to bring together the findings of two studies investigating the value of academic libraries to teaching and research staff in higher education institutions. The Working Together (WT) project was an international study, funded by SAGE Publishing, investigating the value of academic libraries for teaching and research staff in the USA, UK and Scandinavia. The Raising Academic Impact (RAI) project was an initiative of the University of Nottingham (UoN) aimed at increasing the impact of academic librarians in departments across the university by assessing per

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