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We examine the relational model of inequality using samples of employer-employee matched data from manufacturing plants in the United States and Japan. We argue that gender is a salient status characteristic in both the United States and Japan, but because of differences in gender politics, wage inequality will vary more across U.S. workplaces than Japanese workplaces. We find this claim to be supported, and then we model this variation as a function of exploitation and opportunity hoarding processes. Women's exclusion from high-wage plants and gender-linked claims-making resources help to explain between and within plant wage variation in U.S. workplaces. In Japan, where gender distinctions were less locally contested, access to lifetime employment and gender differences in labor supply generate local gender wage gaps. This paper provides evidence on the utility of relational inequality theory and an empirical strategy to observe the exploitation and opportunity hoarding mechanisms.

Aim: To analyze toxic positivity and its relevance to nursing. Design: Concept analysis using Schatzman's dimensional analysis approach. Data Sources: Two searches were conducted using Google Scholar, JSTOR, ProQuest and CINAHL (1990–2023). Keywords included "toxic positivity" (Phase 1) and "emotional suppression," "unrealistic optimism"; "disingenuous happiness," "forced gratitude" and "logical fallacy" (Phase 2). Retained sources (1) were in English (Phases 1 and 2); (2) used 'toxic positivity' as a construct reflecting the purpose of analysis (Phase 1); and (3) demonstrated relevance towards analytical findings (Phase 2). Total analytic sources were 35. Methods: The analytic phase, identification, elucidated conceptual dimensions and contexts. The analytic phase, logistics, examined relationships among dimensions and contexts through an iterative process resulting in a dimensional matrix/conceptual model. Results: Salient dimension is Emotional Suppression with two sub‐dimensions, Logical Fallacy and Forced Gratitude. Other dimensions include Unrealistic Optimism and Disingenuous Happiness. Contexts include intra‐ and post‐paradigmatic societal shifts and intra‐ and post‐traumatic experiences. Analysis reveals toxic positivity as an exchange between a giver and receiver with the receiver experiencing negative outcomes. Conclusion: The concept appears consistent in its application and use across contexts and is emerging in nursing literature. Implications for the Profession: Acknowledging toxic positivity in nursing may inform theoretical and future research related to improving nursing burnout, bolstering retention, and enhancing well‐being. Nurses across work environments may encounter toxic positivity. Leaders should consider policy adoption and inclusion of trauma‐informed practices. Impact: Nursing workforce issues require deeper examination of potential contributing factors. Findings suggest toxic positivity may be encountered in work environments impacting nursing at individual and system levels. Patient or Public Contribution: No patient or public contribution. [ABSTRACT FROM AUTHOR]

In the years following the COVID‐19 pandemic, issues such as high job demands, burnout, and turnover continue to influence the nursing workforce, with heavier impacts to marginalized groups. Understanding the work and life contexts of nurses of color can help guide strategies for workplace equity and meaningful support. This qualitative study explored the experiences of nurses of color in the United States during the pandemic, focusing on feelings about the profession and job decisions. The overarching theme was "answering the call," with subthemes of "COVID shone a light," "being consumed by COVID," and "is it worth it?" Participants shared how their racial identities shaped their perceptions and job decisions in positive and negative ways, noting how racism impacted many facets of their work and added to the stressors felt in the workplace and the community. Findings provide insight into the underrepresented perspectives of nurses of color and suggest strategies to eliminate racism in nursing. [ABSTRACT FROM AUTHOR]

The provision of modern health care in the United States faces significant challenges, as evidenced by multiple national reports of a workforce in distress. In response to these challenges, the practice of coaching emerges as a transformative skill, recommended for individuals in high-stress environments. Coaching in health care focuses on developing nurses and building teams by fostering self-understanding, deploying strengths, improving relational strategies, and gaining moral clarity. It serves as a potent strategy for nurse leaders to navigate the complexities of their systems. This paper explores the practice of coaching as an important mindset and skill. A coaching mindset is characterized by trust, deep listening, curiosity, embracing both/and thinking, discernment over judgment, and fosters an environment where nurses can flourish. It promotes a shift from telling to asking, empowering individuals to contribute innovative ideas and solutions. Additionally, the paper provides guidance for coaching and tools for maintaining a coaching mindset in the face of chronic stress. By fostering a coaching mindset, employing powerful questions, and using tools to sustain emotional integrity, leaders can empower nurses to thrive in complexity, enhance workplace well-being, and contribute to a resilient health care culture. [ABSTRACT FROM AUTHOR]

Background: This study involved a scoping review to explore factors influencing dental hygienist demand and supply in high-income countries. Methods: A six-stage scoping review was conducted with separate search strategies tailored to four databases (MEDLINE, CINAHL, Google Scholar, and Google) plus a targeted scan of dental hygienist organization websites. This yielded 2,117 unique citations, leading to 148 articles included in the review. Results: Nearly half of the articles (47%) focused on the United States, with 11% on Canada. Most articles (91%) were in English, alongside 13 in Korean and one in French. Journal articles comprised 62% of the publications, followed by reports/working papers (11%) and websites (11%). Other types included conference abstracts, policy briefs, and presentation slides. Content-wise, 47% were original research, with analysis articles (14%), commentaries (11%), and reviews (8%) also present. The articles were coded into three main categories: workforce characteristics/projections, factor-specific analyses, and workforce opportunities. The articles on workforce characteristics covered demographic, geographic, and employment aspects of dental hygienists, along with projections for supply and demand using simulation modelling and geospatial analyses. Factor-specific articles investigated the (1) working environment, (2) policy/regulatory/training environment, (3) job/career satisfaction and related human resource issues, and (4) scope of practice. The third key category of articles highlighted opportunities for expanding the workforce through alternative models in different sectors/settings (e.g., public health, primary care, long-term care, hospitals, mobile outreach, and non-clinical roles including research, education and leadership) and for a range of vulnerable or underserved populations (e.g., geriatric and pediatric populations, persons with disabilities, those living in rural/remote areas, Indigenous peoples, and incarcerated people). Conclusions: This review provides a comprehensive documentation of the current state of the dental hygienist workforce, compiling factors affecting demand and supply, and highlighting opportunities for the dental hygienist workforce in Canada and other high-income countries. The findings offer a foundation for future research, highlighting the need for more focused and rigorous reviews and underscoring the necessity of high-quality studies to verify the effectiveness of various interventions and policies. This is crucial to address dental hygienist workforce challenges and ensure the sustainability and effectiveness of oral health care delivery. [ABSTRACT FROM AUTHOR]

Antimicrobial resistance (AMR) is a looming pandemic whose poor health outcomes are unlikely to be equitably distributed. This article focuses on intersections between AMR and inequities in health care workplaces in the United States and identifies the following as key problems: lack of published data on task-specific occupational health risks related to colonization and infection with antimicrobial-resistant pathogens, limited scientific literature reporting on race and ethnicity, and poor access to infection control educational opportunities for minoritized health care workers. This article argues that an equitable approach to remediating these problems requires improving surveillance and expanding research on how AMR is likely to influence health outcomes among members of the US-based health care workforce. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the study was to investigate the relationship between state regulation of the midwifery workforce, practice environment, and burnout. Background: Burnout threatens the US midwifery workforce, with over 40% of certified nurse-midwives meeting criteria. Burnout can lead to poorer physical and mental health and withdrawal from the workforce. Burnout in midwives has been associated with lack of control and autonomy. In the United States, midwives' autonomy is restricted through state-level regulation that limits scope of practice and professional independence. Methods: A mixed-methods study was conducted using an explanatory sequential approach. Quantitative and qualitative data were collected by online surveys and analyzed in a 2-stage process, followed by data integration. Results: State regulation was not found to be independently associated with burnout (n = 248; P = .250); however, mediation analysis showed a significant association between state regulation, practice environment, and burnout. Qualitative analysis mirrored the importance of practice environment and expanded on its features. Conclusion: For midwives, unrestrictive practice regulation may not translate to burnout prevention without supportive practice environments. Implications for practice and research: Interventions should focus on promoting job flexibility, realistic demands, and professional values.While midwives' commitment to patients and the profession can help bolster the workforce, it can also amplify negative experiences of the practice environment. [ABSTRACT FROM AUTHOR]

The article offers National Environmental Health Association (NEHA) news briefs as of September 2024. Immediate Past-President D. Gary Brown, after 5 years of leadership and service, will leave the board. Region 3 Vice-President Rachelle Blackham, after 6 years of leadership and service, will also leave the board. The capacity building grant awarded NEHA will support the environmental public health workforce.

In healthcare administration as well as a variety of health professions, interprofessional education (IPE) has become more widespread. Faculty in health professions programs work together to prepare students for collaborative practice in the workforce and the pursuit of the best outcomes for patients. With this, much of the focus of IPE is on clinical practices. The purpose of this article is to share the experience of three faculty members as they developed an under-graduate interprofessional health policy course. Students from three health programs experienced a braided model of policy content and student feedback is discussed, as well as faculty lessons learned. [ABSTRACT FROM AUTHOR]

The article provides information on a study which described the process evaluation used to assess the Kentucky Child Welfare Workforce Wellness Initiative (KCWWWI), designed to understand the effects of job-related stress on frontline child welfare workers (FCWWs). Topics discussed include research design for the study, barriers to recruitment of participants in the initiative, and facilitators for the project.

* Context.--Pathology training is focused on the attainment of clinical, diagnostic, and administrative skills. Preparation for employment search and the interview process are often neglected. Given that a near majority of pathology trainees in theUnited States are graduates of foreign medical schools, training in the job search and interview process according to local customs, norms, and expectations has greater salience for individuals new to the United States. Objective.--To offer perspectives on 2 components of the job search process: (1) finding a suitable job opening in academic and private practice settings and (2) preparing for an interview. We have provided a set of common interview questions and suggested preparatory methodology. The differences in the process and expectations in academic settings and private practice operations are highlighted. Engaging in the job search process early and networking are emphasized. We have also suggested approaches for pathology teachers and mentors in guiding trainees in a job search and preparation for an interview. Data Sources.--The information and opinions expressed in this communication are based on the personal experiences of 4 senior pathologists in academic and private practice settings. Conclusions.--Start networking early. Leverage contacts with teachers, attending pathologists, senior residents, and people at national meetings to locate appropriate job opportunities. Seek assistance from attending pathologists in preparing a curriculum vitae and cover letter. Prepare for the questions that may come up in an interview. A dress rehearsal for an interview is strongly recommended. [ABSTRACT FROM AUTHOR]

Due to the high costs and strategic importance of expatriate assignments, expatriate performance management (EPM) plays an increasingly important role for multinational enterprises (MNEs). However, research on EPM is still in its infancy. Drawing from the convergence/divergence debate in international human resource management, this study investigates and compares EPM strategies and practices across MNEs from three different country clusters to better understand whether EPM practices tend to converge, diverge, or crossverge (i.e., show aspects of both). Results from surveying 132 Anglo‐Saxon, Germanic, and Japanese MNEs reveal prominent differences (divergence) at the EPM strategic level such that Japanese MNEs tend to pursue more ethnocentric staffing strategies and design EPM systems specifically tailored to expatriates. On the practice level, we found both commonalities and differences between Japanese and Anglo‐Saxon and Germanic MNEs, pointing toward crossvergence. Theoretical and practical implications of our results are discussed. [ABSTRACT FROM AUTHOR]

Policy PointsThe United States public health system relies on an inadequate and inefficient mix of federal, state, and local funding.Various state‐based initiatives suggest that a promising path to bipartisan support for increased public health funding is to gain the support of local elected officials by providing state (and federal) funding directly to local health departments, albeit with performance strings attached.Even with more funding, we will not solve the nation's public health workforce crisis until we make public health a more attractive career path with fewer bureaucratic barriers to entry. Context: The COVID‐19 pandemic exposed the shortcomings of the United States public health system. High on the list is a public health workforce that is understaffed, underpaid, and undervalued. To rebuild that workforce, the American Rescue Plan (ARP) appropriated $7.66 billion to help create 100,000 new public health jobs. As part of this initiative, the Centers for Disease Control and Prevention (CDC) distributed roughly $2 billion to state, local, tribal, and territorial health agencies for use between July 1, 2021, and June 30, 2023. At the same time, several states have enacted (or are considering enacting) initiatives to increase state funding for their local health departments with the goal of ensuring that these departments can deliver a core set of services to all residents. The differences in approach between this first round of ARP funding and theseparate state initiatives offer an opportunity to compare, contrast, and suggest lessons learned. Methods: After interviewing leaders at the CDC and other experts on the nation's public health workforce, we visited five states (Kentucky, Indiana, Mississippi, New York, and Washington) to examine, by means of interviews and documents, the implementation and impact of both the ARP workforce funds as well as the state‐based initiatives. Findings: Three themes emerged. First, states are not spending the CDC workforce funding in a timely fashion; although the specifics vary, there are several organizational, political, and bureaucratic obstacles. Second, the state‐based initiatives follow different political paths but rely on the same overarching strategy: gain the support of local elected officials by providing funding directly to local health departments, albeit with performance strings attached. These state initiatives offer their federal counterparts a political roadmap toward a more robust model of public health funding. Third, even with increased funding, we will not meet the nation's public health workforce challenges until we make public health a more attractive career path (with higher pay, improved working conditions, and more training and promotion opportunities) with fewer bureaucratic barriers to entry (most importantly, with less reliance on outdated civil service rules). Conclusion: The politics of public health requires a closer look at the role played by county commissioners, mayors, and other local elected officials. We need a political strategy to persuade these officials that their constituents will benefit from a better public health system. [ABSTRACT FROM AUTHOR]

Not having enough nurses to care for patients is a public health crisis that requires immediate and scoping interventions. Since the start of the pandemic, there has been a near-constant supply of data collected to help understand the impacts on the nursing workforce. As the world shifts from an acute to chronic phase of the pandemic, recent numbers show that the nursing workforce is beginning to move toward a new equilibrium. This article shares the latest data across themes that represent the most challenging issues facing nurses: safe staffing, retention and turnover, well-being, compensation and reimbursement, trust culture, and the nursing pipeline. Data provide an emerging understanding that will help guide strategies to address these challenges, including actions nurse leaders can take to help their staff. [ABSTRACT FROM AUTHOR]

This paper presents the first nationwide analysis detailing the scope and scale of labor-intensive forestry contracts performed on National Forest System lands and examines the businesses contracted, location and types of work performed, and distance traveled by businesses between 2001 and 2020. During the study period, 61,698 contracts were awarded to 7,896 businesses, totaling $12.9 billion, to perform labor-intensive forestry work, with most work being contracted for wildfire-related activities. Businesses were typically located in western states and non-minority owned businesses received the majority of contracts. Of minority-owned businesses, Hispanic American–owned businesses received the most contracts. The median distance that businesses traveled to accomplish work increased significantly through time but differed by business type. Understanding the scope and work of businesses awarded contracts provides insight into the workforce and its relationship to marginalized populations. Strategic investment in this workforce may have widespread impacts on federal, state, and local economies and the livelihoods of forest workers. Study Implications: Between 2001–2020, the USDA Forest Service spent billions of dollars on contracts with thousands of businesses to conduct labor-intensive forestry projects; however, project locations and awarded businesses were not evenly distributed through space and time. Emerging and minority businesses represented a small proportion of contracts awarded. Advancing understanding of the businesses conducting labor-intensive forestry work lays the foundation for inquiry into the working conditions forest workers experience as well as disparities in contract capture. Some regions may have benefitted more from contract capture than others. Understanding factors enabling places and businesses to capture these contract dollars may help identify others that may benefit from investment. [ABSTRACT FROM AUTHOR]

Background: Indo-US Masters in Emergency Medicine (MEM) certification courses are rigorous three-year emergency medicine (EM) training courses that operate as a partnership between affiliate hospitals or universities in the United States with established EM training programs and local partner sites in India. Throughout their 15 years of operation, these global training partnerships have contributed to the EM workforce in India. Our objective in this study was to describe Indo-US MEM program graduates, their work environments, and their contribution to the growth of academic EM and to the coronavirus disease 2019 (COVID-19) response. Methods: An electronic survey was created by US and Indian MEM course stakeholders and distributed to 714 US-affiliated MEM program graduates. The survey questions investigated where graduates were working, their work environments and involvement in teaching and research, and their involvement in the COVID-19 response. We consolidated the results into three domains: work environment and clinical contribution; academic contribution; and contribution to the COVID-19 response. Results: The survey response rate was 46.9% (335 responses). Most graduates reported working within India (210, 62.7%) and in an emergency department (ED) setting (304, 91.0%). The most common reason for practicing outside of India was difficulty with formal MEM certificate recognition within India (97, 79.5%). Over half of graduates reported dedicating over 25% of their work hours to teaching others about EM (223, 66.6%), about half reported presenting research projects at conferences on the regional, national, or international level (168, 50.5%), and almost all graduates were engaged in treating COVID-19 patients during the pandemic (333, 99.4%). Most graduates agreed or strongly agreed that they were satisfied with their overall MEM training (296, 88.4%) and confident in their ability to practice EM (306, 91.6%). Conclusion: Indo-US MEM graduates have made a notable contribution to EM in India through clinical service delivery, teaching, and research, even more essential in the context of the COVID-19 pandemic. The roles of these graduates should be acknowledged and can contribute further to expandEM specialty and systems development across India. [ABSTRACT FROM AUTHOR]

Emergency medical services (EMS) workforce demographics in the United States do not reflect the diversity of the population served. Despite some efforts by professional organizations to create a more representative workforce, little has changed in the last decade. This scoping review aims to summarize existing literature on the demographic composition, recruitment, retention, and workplace experience of underrepresented groups within EMS. Peer-reviewed studies were obtained from a search of PubMed, CINAHL, Web of Science, ProQuest Thesis and Dissertations, and non-peer-reviewed ("gray") literature from 1960 to present. Abstracts and included full-text articles were screened by two independent reviewers trained on inclusion/exclusion criteria. Studies were included if they pertained to the demographics, training, hiring, retention, promotion, compensation, or workplace experience of underrepresented groups in United States EMS by race, ethnicity, sexual orientation, or gender. Studies of non-EMS fire department activities were excluded. Disputes were resolved by two authors. A single reviewer screened the gray literature. Data extraction was performed using a standardized electronic form. Results were summarized qualitatively. We identified 87 relevant full-text articles from the peer-reviewed literature and 250 items of gray literature. Primary themes emerging from peer-reviewed literature included workplace experience (n = 48), demographics (n = 12), workforce entry and exit (n = 8), education and testing (n = 7), compensation and benefits (n = 5), and leadership, mentorship, and promotion (n = 4). Most articles focused on sex/gender comparisons (65/87, 75%), followed by race/ethnicity comparisons (42/87, 48%). Few articles examined sexual orientation (3/87, 3%). One study focused on telecommunicators and three included EMS physicians. Most studies (n = 60, 69%) were published in the last decade. In the gray literature, media articles (216/250, 86%) demonstrated significant industry discourse surrounding these primary themes. Existing EMS workforce research demonstrates continued underrepresentation of women and nonwhite personnel. Additionally, these studies raise concerns for pervasive negative workplace experiences including sexual harassment and factors that negatively affect recruitment and retention, including bias in candidate testing, a gender pay gap, and unequal promotion opportunities. Additional research is needed to elucidate recruitment and retention program efficacy, the demographic composition of EMS leadership, and the prevalence of racial harassment and discrimination in this workforce. [ABSTRACT FROM AUTHOR]

Drawing on social identity theory, this research frames a multimediational model that delineates how broad‐based employee stock ownership (BESO) and employee‐perceived involvement practice in tandem yield a productive workforce at the organization level. In our theoretical model, we propose that social cohesion and voluntary turnover are collective attitudinal and behavioral outcomes resulting from the shared perception of we‐ness that employees experience through both participatory practices. Our path analysis of a multisource, time‐lagged dataset from 176 large U.S. companies revealed the sequential mediating roles of social cohesion and voluntary turnover between these organizational practices and labor productivity. Our theoretical claims and empirical evidence will contribute to a systematic understanding of how and why BESO and employee involvement leverage greater organizational productivity from employees. [ABSTRACT FROM AUTHOR]

The article advocates for the creation of a culture of wellness in the workplace. It discusses the costs of burnout and the return on investment in employee wellness. Recommendations for building a culture of wellness include asking screening questions about compassion fatigue and burnout, empowering teams to create and manage their schedules, implementing mandatory education and workshops, providing refreshments and healthy food, and restructuring work roles.

The article reports that the coronavirus disease 2019 pandemic has been the disruptive force to the intensive care unit work environment. Topics include examines that disruption has been profoundly evident for several years as ICU teams around the world were overwhelmed with surges of critically ill patients in need of respiratory support and other advanced interventions.

Understanding the size and composition of the state and local governmental public health workforce in the United States is critical for promoting and protecting the health of the public. Using pandemic-era data from the Public Health Workforce Interests and Needs Survey fielded in 2017 and 2021, this study compared intent to leave or retire in 2017 with actual separations through 2021 among state and local public health agency staff. We also examined how employee age, region, and intent to leave correlated with separations and considered the effect on the workforce if trends were to continue. In our analytic sample, nearly half of all employees in state and local public health agencies left between 2017 and 2021, a proportion that rose to three-quarters for those ages thirty-five and younger or with shorter tenures. If separation trends continue, by 2025 this would represent more than 100,000 staff leaving their organizations, or as much as half of the governmental public health workforce in total. Given the likelihood of increasing outbreaks and future global pandemics, strategies to improve recruitment and retention must be prioritized. [ABSTRACT FROM AUTHOR]

Most of the workplace ostracism research focused on the consequences, while only a small stream has tried to understand the antecedents of ostracism. To achieve a culturally inclusive workforce, it is important to examine the antecedents of workplace ostracism experienced by immigrant employees. In this study, we examined acculturation demands, workplace ostracism, and employee outcomes among immigrant employees in the United States. In this time-lagged study, we found that acculturation demands were positively related to workplace ostracism among immigrant employees. Heritage cultural identity salience (HCIS) and harmony enhancement (HE) significantly buffered the relationship between acculturation demands and workplace ostracism, respectively. Finally, our data supported two first-stage moderated mediation models in which the indirect effects of acculturation demands on immigrant workers' work engagement and job strains (anger, anxiety, and depressive symptoms) via workplace ostracism were stronger when HCIS and HE was low rather than high. The results of this research study are timely as they provide useful insights into the interpersonal experiences of immigrant employees in the U.S. workforce. This study will help raise awareness of the challenges faced by immigrants in an American workforce. Practical implications, as well as theoretical contributions, are discussed. [ABSTRACT FROM AUTHOR]

Background: Social ties between health care workers may be an important driver of job satisfaction; however, research on this topic is limited. Purpose: We used social network methods to collect data describing two types of social ties, (a) instrumental ties (i.e., exchange of advice that enables work) and (b) expressive ties (i.e., exchange of social support), and related those ties to workers' job satisfaction. Methodology: We surveyed 456 clinicians and staff at 23 primary care practices about their social networks and workplace attitudes. We used multivariable linear regression to estimate the relationship between an individual's job satisfaction and two network properties: (a) eigenvector centrality (a measure of the importance of an individual in a network) and (b) ego network density (a measure of the cohesiveness of an individual's network). We examined this relationship for both instrumental and expressive ties. Results: Individuals who were more central in the expressive network were less satisfied in their job, b = −0.40 (0.19), p <.05, whereas individuals who had denser instrumental networks were more satisfied in their job, b = 0.49 (0.21), p <.05. Conclusion: Workplace relationships affect worker well-being. Centrality in an expressive network may require greater emotional labor, increasing workers' risk for job dissatisfaction. On the other hand, a dense instrumental network may promote job satisfaction by strengthening workers' access to full information, supporting competence and confidence. Practice Implications: Efforts to increase job satisfaction should consider both the positive and negative effects of social networks on workers' sense of well-being. [ABSTRACT FROM AUTHOR]

In the face of increasing risk for intimate partner violence (IPV) and sexual assault during the COVID-19 pandemic, there is an urgent need to understand the experiences of the workforce providing support to survivors, as well as the evolving service delivery methods, shifting safety planning approaches, and occupational stress of frontline workers. We addressed this gap by conducting an online survey of members of IPV and sexual assault workforce using a broad, web-based recruitment strategy. In total, 352 staff from 24 states participated. We collaborated with practitioner networks and anti-violence coalitions to develop the brief survey, which included questions about work and health, safety planning, and stress. We used chi-square, t -test, and ANOVA analysis techniques to analyze differences within position and demographic variables. For qualitative data, we used thematic analysis to analyze responses from four open-ended questions. The sample was majority female-identified (93.7%) and essential workers in dual IPV and sexual assault programs (80.7%). Findings demonstrated that since the pandemic began, IPV and sexual assault staff are experiencing more personal and professional stressors, perceive a decrease in client safety, and lack resources needed to help survivors and themselves. Common problems included a lack of food or supplies at home and work and housing and financial support for survivors. There was a 51% increase in the use of video conference for work, which contributed to workforce strain. Reductions in overall service capacity and a shift to remote service provision have implications for both survivors and staff. These findings suggest a critical need for additional training, infrastructure, and support for the IPV and sexual assault workforce. There is an urgent need to classify IPV and sexual assault staff as first responders and address the occupational stress associated with the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Diversity and inclusion in breast imaging can improve creativity and innovation, enrich the workplace environment, and enhance culturally appropriate care for an increasingly diverse patient population. Current estimates predict the racial and ethnic demographics of the United States population will change markedly by the year 2060, with increases in representation of the Black demographic projected to comprise 15% of the population (currently 13.3%) and the Hispanic/ Latinx demographic projected to comprise 27.5% of the population (currently 17.8%). However, matriculation rates for those who are underrepresented in medicine (URM), defined as "racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the general population," have remained largely stagnant. Black students comprise only 7.1% of medical student matriculants, and Hispanic/Latinx students comprise only 6.2% of medical school matriculants compared to the general population. The matriculation rate of URM students into diagnostic radiology is even lower, with Black trainees comprising 3.1% of radiology residents and Hispanic/Latinx trainees comprising 4.8% of radiology residents. This lack of URM radiology resident representation leads to a lack of URM potential applicants to breast imaging fellowships due to the pipeline effect. Strategies to improve diversity and inclusion in breast imaging include recruiting a diverse breast imaging workforce, establishing robust mentorship and sponsorship programs, fostering an inclusive training and workplace environment, and retaining and promoting a diverse workforce. [ABSTRACT FROM AUTHOR]

Background: The use of nurse practitioners (NPs) as hospitalists has grown over the last two decades. Based on current educational preparation, certification, and scope of practice, the acute care NP is considered by professional standards the best prepared to care for the needs of acutely and critically ill patients. Little is known about this sector of the NP workforce. Purpose: The study was designed to identify the NP hospitalist workforce's characteristics and describe the NP hospitalist workforce's perception of the work environment. Methods: We deployed five questions in the 2019 American Association of Nurse Practitioners National NP Sample Survey. Of 880 respondents working in an eligible inpatient setting, 366 responded that they work as hospitalists caring for adult patients. Results: Most respondents (n = 275, 74.7%) were certified in primary care. On-the-job training was the most common qualification to be an NP hospitalist (n = 274, 75%). The majority (n = 252, 68.9%) had a collaborative relationship with a physician at their site. Job satisfaction was significantly correlated with full utilization of one's education and practicing to the fullest extent of the state's scope of practice with an r (360) =.719, p =.00 (two-tailed). Implications for practice: The prevalence of on-the-job training as the most common preparation for the hospitalist role suggests a need to evaluate the effectiveness and outcomes of NPs not initially educated as acute care NPs who work as hospitalists. Nurse practitioner educators should address the evolving workforce needs of both primary and acute care practice when planning and implementing educational programs. [ABSTRACT FROM AUTHOR]

OBJECTIVE: The aim of this study was to identify and prioritize research topics for nursing administration and leadership science. BACKGROUND: Nursing administration and leadership research priorities should provide a framework for building the science needed to inform practice. METHODS: The Association for Leadership Science in Nursing (ALSN) and American Organization for Nursing Leadership (AONL) Foundation (AONL-F) for Nursing Leadership and Education collaborated on a Delphi study. Initial input on research priority items were received from ALSN and AONL members. National experts participated in a 3-round Delphi study. RESULTS: Top-ranked priorities included: 1) nurses' health, well-being, resiliency, and safety in the work place; 2) developing and managing a nursing work force to meet current and future healthcare needs; 3) healthy work/practice environments for direct care nurses; 4) healthy work/ practice environments for nurse leaders; 5) quantification of nursing's value across the healthcare delivery system; and 6) nurse leader development and essential competencies. CONCLUSIONS: Researchers and funders should use these priorities to guide future studies. [ABSTRACT FROM AUTHOR]

Hospitals, nurses, thought leaders, and policymakers must address the potential long-range impacts of negative depictions of nurses and hospitals. We need to regroup and commit to fixing current and long-standing problems together, rethinking and planning for improving patient care in a post-COVID world, and supporting one another to achieve our aspirations for a better future. A Category 5 nursing shortage must be avoided to ensure the health of the nation, stability of healthcare delivery systems, and future growth of the nursing workforce. [ABSTRACT FROM AUTHOR]

Objective: To measure the prevalence of burnout among healthcare workers (HCWs) in primary care during the COVID- 19 pandemic and to understand the association between burnout, job-person fit, and perceptions of the pandemic. Methods: We surveyed 147 HCWs (73% response rate) in two clinics in the summer of 2020 on their burnout, job-person fit, perceptions of the pandemic, and demographic/job characteristics. Logistic regression analyses were conducted to explore relationships between these variables. Results: Forty-three percent of HCWs reported burnout. Lower HCW burnout was associated with better job-person fit in the areas of recognition or appreciation at work (odds ratio [OR] 0.26, 95% confidence interval [CI] 0.10 to 0.67) and congruent worker-organization goals and values (OR 0.30, 95% CI 0.11 to 0.76). Conclusions: Working environments with better job-person fit may be key to reducing HCW burnout even after the current crisis. [ABSTRACT FROM AUTHOR]

Objectives This paper examines health profiles and work environments of hired U.S. farmworkers to understand the risk to essential workers and their employers, to the food supply, and to rural health systems such as what is possible with the COVID-19 pandemic. Methods Large-sample statistical methods and proprietary data from the National Agricultural Workers Survey from 2000 to 2018 were used to assess factors associated with exposure to COVID-19 and vulnerabilities associated with medical complications. Results An aging workforce and increased access to health care within the crop worker population has been associated with a higher reported incidence of diabetes, asthma, and heart disease among workers over time. These trends confirm a vulnerable, but essential, workforce with higher risks for COVID-19 complications than would have been true of U.S. farmworkers as a group in earlier years. Conclusions Increasing age and disease burden in the U.S. agricultural labor force puts workers at increased risk for developing COVID-19 complications. Limits to field sanitation and housing quality inflate the probability of the development of COVID-19 hotbeds in rural communities that could further compromise the physical health of workers, the economic health of farm establishments, the agricultural supply-chain, and rural health capacities. Additional and more targeted worker protections may minimize public health and economic costs in the long run. [ABSTRACT FROM AUTHOR]

The purpose of this study was to understand the physical and psychological impact of high stress clinical environments and contributory factors of burnout in multidisciplinary healthcare workforce during the initial outbreak of COVID-19. In-person qualitative interviews informed by an adaptation of Karasek's Job Demand-control model were conducted with a convenience sample of healthcare workforce from March to April 2020. Themes emerging from interviews coalesced around three main areas: fear of uncertainty, physical and psychological manifestations of stress, and resilience building. Shifting information, a lack of PPE, and fear of infecting others prompted worry for those working with Covid-infected patients. Participants reported that stress manifested more psychologically than physically. Individualized stress mitigation efforts, social media and organizational transparency were reported by healthcare workers to be effective against rising stressors. COVID-19 has presented healthcare workforce with unprecedented challenges in their work environment. With attention to understanding stressors and supporting clinicians during healthcare emergencies, more research is necessary in order to effectively promote healthcare workforce well-being. • Participants reported that organizations struggled with uniform COVID-19 policies. • Infecting others outside hospital setting was among the highest stressors reported. • Availability of personal protective equipment emerged as a controversial stressor. • Stress manifested more psychologically than physically. • Teamwork, transparency, and solidarity across social media alleviated stressors. [ABSTRACT FROM AUTHOR]

The wage gap between men and women in the physician assistant (PA) profession has followed the evolution of trends and cultural shifts in both medicine and the broader US workforce. Although the gap has narrowed both nationally and, more specifi cally, within the PA profession, female PAs make on average $11,000 (or 6%) less than their male counterparts. The rate at which the wage gap is closing in the United States has slowed indicating that the remaining causes of the problem are subtle and diffi cult to address. This article discusses contributing factors such as implicit bias, workplace culture, modern family structure in the context of outdated expectations, female PA self-undervaluing, and weak consequences for violation of existing labor laws. Solutions may include legislation to further protect and empower women in the workplace, campaigns from PA professional organizations that can infl uence the profession's cultural landscape and empower PAs to know their worth, PA educators including contract negotiation as part of the curriculum, and employers addressing systemic hiring processes that undervalue female PAs. [ABSTRACT FROM AUTHOR]

Objectives: This report provides analyses and perspective of a survey of critical care workforce, workload, and burnout among the intensivists and advanced practice providers of established U.S. and Canadian critical care organizations and provides a research agenda.Design: A 97-item electronic survey questionnaire was distributed to the leaders of 27 qualifying organizations.Setting: United States and Canada.Participants: Leaders of critical care organizations in the United States and Canada.Interventions: None.Data Synthesis and Main Results: We received 23 responses (85%). The critical care organization survey recorded substantial variability of most organizational aspects that were not restricted by the critical care organization definition or regulatory mandates. The most common physician staffing model was a combination of full-time and part-time intensivists. Approximately 80% of critical care organizations had dedicated advanced practice providers that staffed some or all their ICUs. Full-time intensivists worked a median of 168 days (range 42-192 d) in the ICU (168 shifts = 24 7-d wk). The median shift duration was 12 hours (range, 7-14 hr), and the median number of consecutive shifts allowed was 7 hours (range 7-14 hr). More than half of critical care organizations reported having burnout prevention programs targeted to ICU physicians, advanced practice providers, and nurses.Conclusions: The variability of current approaches suggests that systematic comparative analyses could identify best organizational practices. The research agenda for the study of critical care organizations should include studies that provide insights regarding the effects of the integrative structure of critical care organizations on outcomes at the levels of our patients, our workforce, our work practices, and sustainability. [ABSTRACT FROM AUTHOR]

It is profoundly ironic that in the International Year of the Nurse and the Midwife 2020, nurses are pivotal healthcare providers in the "war" against severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) pandemic. Registered nurses (RNs) around the world are at the forefront in providing care, support, and education for patients with SARS-CoV-2 and their significant others. A case study approach to examine published and media information was used to answer the question: "Is it possible that the extraordinary demands, challenges, and unexpected consequences experienced by RNs practicing during the SARS-CoV- 2 pandemic will have a disastrous impact on nurses, nursing, and the future of health care in the United States and globally?" [ABSTRACT FROM AUTHOR]

The purpose of this case study investigation is to understand how staff from a large multisite organization with demonstrated excellence in supporting persons with disabilities (PWDs) construct their understanding of disability and hiring practices related to PWDs. Better understanding how individual employees internalize organizational practices regarding PWDs is essential to facilitate expanded employment opportunities, enhanced organizational functioning, and more supportive work environments for PWDs. Drawing on the Theory of Planned Behavior, in this investigation we have sought to better understand how employees internalize (or do not) the organizational commitment to hire PWDs, and how individual employee understandings of PWDs negotiate (mis)alignments between their perspectives and organizational practices and values. Overall, we found fundamental differences in the understandings, motivations, rationales, support strategies, and concerns of participants related to the employment of PWDs. Even though participants in this study were recruited because of their direct involvement in supporting PWDs in the workplace, they articulate different definitions of disability, perceptions of organizational commitments, and investments in employment practices related to PWDs. We found that virtually each participant in this study is mission-driven, articulating a rationale for hiring and supporting PWDs that is connected to their perception of the organizational investment in the same. However, participants negotiate two very different rationales in articulating their perspectives--with one extreme being charity-oriented and the other human resource oriented. While some participants seemed to embody the elements of one extreme consistently, many incorporated elements of both in discussing their understandings. [ABSTRACT FROM AUTHOR]

Aim: The purpose of this dimensional concept analysis was to identify preferences for favourable nursing work environments by Baby Boomer, Generation X and Millennial nurses. Background: Favourable nursing work environments have been associated with better nurse and patient outcomes. Researchers have reported differences among generations related to the work environment, but the extent to which there are differences in preferences, not just perceptions, is less certain. Method: A dimensional concept analysis was performed, in which one concept was analysed from multiple points of view. Articles were obtained from PubMed, CINAHL and PsycINFO. Articles published in the last ten years were included if they reported preferences, desires or ideals for the nursing work environment and were categorized by generational cohort. Eight articles qualified for review. Results: Four major themes were identified: nursing practice/unit characteristics, managers/leadership, team/professional interactions and pay/benefits. An additional theme of personal/self emerged among Millennials. Conclusions: All generations reported preferences related to benefits/pay, manager/leadership, nursing practice/unit characteristics and team/interactions. Only Millennials reported aspects related to self. Implications for nursing management: All generations desired the first four themes. To address each, nursing leaders should consider the following: (a) ensure adequate staffing and resources are in place for nursing staff; (b) obtain input from all generations about their level of satisfaction with benefits/pay and examine ways to provide better benefits or pay when possible; (c) encourage leadership self‐development, such as educational opportunities and mentorship; and (d) determine opportunities to improve interactions among staff members. For Millennials, the only group who had expectations in the area of 'self', provide individualized attention and opportunities that allow them to create a better work–life balance, such as self‐scheduling. [ABSTRACT FROM AUTHOR]

The objective of this study was to evaluate health outcomes for workers subject to piece rate historically to better understand the implications of pay type in the modern-day gig economy. While piece rate occurring in the 1980s and 1990s predates recent platform-based employment, it introduced and normalized patterns of economic precariousness that are instrumental in the current gig economy. Evidence suggests that such pay types may result in poor health outcomes; however, cross-sector evidence of its long-term effects on US workers is lacking. This article represents the first longitudinal cross-sector analysis relating health outcomes to this performance pay type in US workers. This is a longitudinal cohort study. Data from six survey waves of the 1979 National Longitudinal Survey of Youth collected between 1988 and 2000 are used in a random-effects logit model to predict self-reported health limitations related to piece rate, while controlling for worker, work environment, lifestyle, time, and location trends. Pay tied to piece rate in current or prior periods significantly increases the odds of self-reported health limitations compared with salaried work (odds ratio [OR]: 1.4–1.8). These effects are elevated for the subgroups of low-wage (OR: 1.5–1.8), female (OR: 1.8–1.9), and non-white (OR: 2.0–2.1) workers compared with their high-wage, male, and white peers. The results suggest that piece rate pay designed to promote efficiency may have important negative implications for worker health, especially for the most vulnerable members of the US workforce such as women, minority, and low-income workers. Given the growing popularity of performance-based pay to the gig economy, more research is needed to determine if the practice is justified from a public health perspective. • Piece rate significantly increases the odds of self-reported health limitations compared to salaried effort. • Piece rate has the greatest negative effect on health for low-wage, female, and non-white workers. • Pay designed to promote efficiency may have important deleterious impacts on worker health, especially for vulnerable workers. [ABSTRACT FROM AUTHOR]

Background: Workplace Bullying (WPB) can have a tremendous, negative impact on the victims and the organization as a whole. The purpose of this study was to examine individual and organizational impact associated with exposure to bullying in a large U.S. unionized public sector workforce. Methods : A cross-sectional Web-based survey was conducted among 16,492 U.S. state government workers. Survey domains included demographics, negative acts (NAs) and bullying, supportiveness of the organizational climate, and individual and organizational impacts of bullying. Multinomial logistic regression was used to assess the impact among respondents who reported exposure to bullying. Findings : A total of 72% participants responded to the survey (n = 11,874), with 43.7% (n = 5,181) reporting exposure to NAs and bullying. A total of 40% (n = 4,711) participants who experienced WPB reported individual impact(s) while 42% (n = 4,969) reported organization impact(s). Regular NA was associated with high individual impact (negatively impacted them personally; odds ratio [OR] = 5.03) when controlling for other covariates including: female gender (OR =1.89) and job tenure of 6 to 10 years (OR = 1.95); working in a supportive organizational climate and membership in a supportive bargaining unit were protective of high impact (OR = 0.04 and OR = 0.59, respectively). High organizational impact (transferring to another position) was associated with regular NA and bullying (OR = 16.26), female gender (OR = 1.55), providing health care and field service (OR = 1.68), and protective effect of organizational climate (OR = 0.39). We found a dose-response relationship between bullying and both individual and organizational-level impact. Conclusion/Application to Practice : Understanding the impacts of WPB should serve to motivate more workplaces and unions to implement effective interventions to ameliorate the problem by enhancing the organizational climate, as well as management and employee training on the nature of WPB and guidance on reporting. [ABSTRACT FROM AUTHOR]

In this article the author talks about the practices and policies of the recruitment industry for foreign-educated health professionals (FEHPs) which has gradually increased. It mentions that in 2006, Academy Health, a health care think tank, convened a multistake holder task force to research the international nurse recruitment industry.

High annual turnover rates that plague child welfare agencies are costly and disrupt services. Numerous studies have focused on aspects of the workplace and the characteristics of child welfare workers that may be associated with leaving. Fewer studies have explored the types of worker supports that agencies can offer to encourage retention. This two-study paper utilized data from public child welfare caseworkers to examine predictors of self-reported intent to stay and its association with actually staying at the agency. Results of Study 1 indicated that that self-reported intent to stay was a key predictor of staying (as was number of years on the job). Results of Study 2 indicated that self-efficacy, peer support, supervision, and organizational supports were key predictors of intent to stay. Newer workers differed somewhat from more experienced workers, providing an opportunity for reflection on how agencies can best support staff during different phases of their career. [ABSTRACT FROM AUTHOR]

Many studies of workplace inequality have examined why workplace gender segregation still exists and how gender segregation affects workplaces (Cohen, Huffman, and Knauer 2009 Work and Occupations 36(4):318; Huffman, Cohen, and Pearlman 2010 Administrative Science Quarterly 55(2):255). Yet, fewer studies have examined how space might affect gender segregation. In this paper, we investigate two types of space, normative space and industrial space, and their influence on gender workplace segregation within geographic space. We use data from the U.S. Equal Employment Opportunity Commission (EEOC) and mixed models to examine how normative and industrial spaces affect workplaces within geographic space. We find that both measures of normative and industrial space predict differing levels of gender segregation within geographic spaces (measured via commuting zones). In addition, the effects normative space (women's share of the labor force) has on gender segregation are mediated by industrial restructuring. [ABSTRACT FROM AUTHOR]

Foreign language minorities are a ubiquitous part of the 21st century workforce, yet they are underrepresented in the diversity management literature. What little is known about workplace foreign language use tends to emphasize nonnatives' challenging experiences. This research investigates whether natives' experiences with and reactions to foreign languages further elucidate the workplace integration difficulties nonnatives face. Drawing on social identity theory and communication accommodation theory, this study documents the types of foreign language encounter native workers experience in the United States, and how they react to situations where they don't understand what is being said around them. Participants' recollections of and responses to a foreign language experience were solicited through critical incident methodology. Participants' narratives (n = 157) reveal that natives experience a foreign language at work with internal and external constituents, and that these encounters are task-related or social. Natives' reactions suggest 4 types of communication accommodation orientations toward foreign language use (i.e., enforced monolingualism, conditional monolingualism, functional multilingualism, and proactive multilingualism), ranging from conservative to proactive. The authors conclude with implications for research and managerial practice. [ABSTRACT FROM AUTHOR]

Diversity is perhaps one of the most important concepts in today's business environment. Organizations have expended significant resources in this area in an effort to improve the bottom line, to become an employer of choice, to avoid lawsuits, and to “do the right thing.” Diversity is also one of the most difficult initiatives to implement in organizations because there are such diverse views on what diversity is and how deeply it should be woven into an organization's culture. Diversity can be difficult also because the dimensions of diversity are closely tied to an individual's personal beliefs, perceptions, and life experiences. These personal beliefs often present barriers to full inclusion and participation in the workforce. At NASA/Goddard, we are using dialogue and other initiatives to break through these barriers to create and sustain an equitable and inclusive workplace. Our Diversity Dialogue Project has been key in helping us to identify and address the diversity issues and concerns at the Center and in helping us to move confidently toward the future. This article describes the diversity journey at NASA/Goddard thus far and provides insight into the challenges and opportunities of such a journey. [ABSTRACT FROM AUTHOR]

Purpose: While considerable scholarly attention has been given to "millennials" (those born between 1981 and 1997), little is known of this generation's ability to influence healthcare organizations and managerial roles in particular. This paper aims to clarify why millennials enter the healthcare management field and how their motivations correlate with preferences for working in various healthcare sectors and with various patient populations. Design/methodology/approach: Survey data were collected from 107 millennials pursuing bachelor degrees in healthcare management by using a modified version of the multidimensional work motivation scale. Further data were collected on millennials' preferences for working in various healthcare sectors and with various patient populations. Correlational analyses were conducted to examine the relationship between types of motivation and workplace preferences. Cross-cultural differences were also examined within this generational set. Findings: Results indicate a significant positive relationship between intrinsic motivation and preferences for working on the payer side of the industry and within finance and IT functions. Findings also reveal a significant positive relationship between prosocial motivation and preferences for working with more vulnerable patient populations. Variance in work motivation among cultural sub-sets of millennials suggests different upbringings, or alternatively, cultural relativity of the motivational constructs themselves. Research limitations/implications: Despite offering key insights into the next generation of healthcare managers, this study is limited by a sample of millennials from one large, metropolitan university in the USA and thus may not represent the views of all millennials. Practical implications: To select, retain and develop the next generation of healthcare managers, it is incumbent upon organizations to better understanding millennials' motivations and preferences. Originality/value: This study is the first of its kind to illuminate the motivations and preferences that underpin a key and growing segment of the healthcare workforce. Millennials, now the largest and most diverse generation on the planet, are poised to change the landscape of health care. [ABSTRACT FROM AUTHOR]

Harvesting timber for lumber produces is among the most dangerous occupations in the United States. While not exhaustive, the literature on these dangers is substantial. However, several other smaller harvesting forest based industries put workers at risk in unique ways. Relatively little research has been published on these activities, but preliminary exploratory research, summarized here, suggests that besides the risks inherent in being in the forest, workers face some unique workplace risks, the frequency and consequences of which are augmented by the social determinants that characterize the workforce. This paper provides a brief overview of the workplace safety risks to forest green and mushroom harvesters and cedar block cutters in the Northwest. We also point out the social characteristics of these workforces that potentially aggravate these risks and the health impacts therefrom. [ABSTRACT FROM AUTHOR]

Background: Professional burnout is a growing problem among physicians. Neurology has been found to be one of the specialties with the highest prevalence for burnout. However, little is known about gender-specific risk factors. The objectives of this study were (1) to determine the prevalence of burnout among a sample of women neurologists in the United States and (2) to identify predictive factors leading to burnout. Materials and Methods: An online survey was distributed to 798 U.S. women neurologists through the closed Facebook group Women Neurologists Group. Burnout was assessed with the Mini-Z survey. Additional questions assessed current practice settings, family and childcare responsibilities, work–life balance, gender discrimination experiences, career satisfaction, and plans for career changes. Results: The survey received 181 responses, yielding a 22.7% response rate. Most respondents were 1–10 years post-training and 35.4% indicated they felt neutral or dissatisfied toward their current job; 42.6% of respondents reported symptoms of burnout. Working in a high stress environment, lack of control over the work schedule, a higher number of hours at work, and self-reported gender discrimination were each independent predictive factors for burnout. Having more children was associated with decreased likelihood of becoming a physician again, and less than a third of respondents with three or more children indicated they would become a physician again. While 91.1% of respondents considered themselves effective with electronic health record use, 56.9% indicated insufficient time for documentation. Conclusions: Professional burnout and career dissatisfaction have high prevalence in women neurologists and threaten the future of the neurology workforce. There is an urgent need for interventions to alleviate stressors associated with burnout and measures to reduce gender discrimination. [ABSTRACT FROM AUTHOR]