Search

Background and Objectives A multifaceted construct called occupational communion (OC), defined as a sense of belonging based on social interaction at work, has been proposed to understand why care workers were positively engaged in their jobs over time, even though they were very demanding. Rich qualitative data on the multiple aspects of OC in care work exist, but a valid measure does not. Research Design and Methods We applied a mixed-method systematic scale development process to measure OC. Aged and dementia care workers in Australia (76%) and other countries participated in a focus group and online surveys (N = 2,451). We also used interview data from our prior study. The study involved 3 components: (1) scale development and design; (2) pilot test validation with exploratory factor analysis; and (3) confirmatory validation via confirmatory factor analysis. The third component assessed convergent and discriminant validity using measures of communion, self-efficacy, work engagement, job and life satisfaction, intention to leave, positive and negative affect, and mood. Results We developed a 28-item Occupational Communion Scale (OCS) with good internal consistency (composite reliability = 0.75–0.91) across 6 factors: (1) "natural" carer, (2) psychological need to care, (3) connection with clients, (4) connection with coworkers, (5) desire for more connection, and (6) blurred boundaries. All validity measures correlated with OC and work engagement, self-efficacy, and positive affect showed the strongest association. Discussion and Implications The OCS can be used to design and evaluate interventions addressing aged care workforce engagement, social connections and well-being, and care outcomes. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To enhance your understanding of workplace bullying, particularly in nurse education • To read about small-scale initiatives implemented in a university to increase awareness of bullying • To recognise how distributed leadership and implementation science can support development and implementation of improvement initiatives Employees are entitled to work in an environment that upholds their dignity and respect, but bullying still exists in many disciplines, including in nurse education and nursing practice. Researchers have suggested that to address bullying employers need to intervene at team and/or organisational level rather than focusing solely on the individuals involved. To reduce the incidence of bullying and other adverse social behaviours in the workplace, many higher education institutions and healthcare organisations have developed dignity and respect (D&R) policies. In this article, the authors describe the development and implementation of several small-scale initiatives designed to increase awareness of bullying and D&R policy among staff and students at the School of Nursing and Midwifery at Trinity College Dublin. The interventions were informed by the concepts of distributed leadership and implementation science. [ABSTRACT FROM AUTHOR]

Emigration of doctors is an international, longstanding, and ongoing phenomenon. Emigration of psychiatrists at various levels of their career from the UK to other countries is an occurrence talked about within peer groups and organisations. Here, the authors explore the numbers of trained psychiatrists on the specialist register of the General Medical Council who left the UK in the last five years and their countries of destination. The research uncovers the scale of the issue and the countries that exhibit strong 'pull' factors for psychiatrists. [ABSTRACT FROM AUTHOR]

In light of a large proportion of older workers leaving the German labour market in the near future, policy makers aim to extend working lives to ensure sustainability of the social security system. In this context, safe and healthy working conditions are considered a precondition for encouraging employment participation. To understand better the role of the work environment in pre-retirement years, we draw upon an established model of five job quality profiles for the German ageing workforce. We explored seven-year profile development and linked selected manual and non-manual job quality trajectories to the motivation to work (MTW) using data from the 2011, 2014 and 2018 assessments of the lidA cohort study (valid N = 2,863). We found that older workers shifted to physically less-demanding profiles. Individual profile stability was prevalent among one-third of the workers. In 2018, there was a higher MTW when job quality remained favourable or improved early, while later improvements were associated with lower MTW. Early deterioration of job quality was associated with lower MTW levels among workers with non-manual trajectories only. The results highlight the dynamic job quality situation of the older German workforce and the importance of adopting a person-centred perspective when investigating working conditions and its effects. They further underline the need to consider quality of work when designing and implementing strategies to extend working lives. [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]

This article focuses on the workplace as a significant site of convergence between the disciplines of medical sociology and disability studies. As disability remains on the margins of sociological exploration and theorising relating to health and work, disabled workers remain on the margins of the workforce, subject to disproportionate rates of unemployment, under employment and workplace mistreatment. The article focuses on the experiences of people with 'leaky bodies', focussing specifically on employees who experience troubling menstruation and/or have gynaecological health conditions. It brings together data from three studies conducted between 2017 and 2020; interviews with disabled academics (n = 75), university staff with gynaecological health conditions (n = 23), and key stakeholders in universities (n = 36) (including university executives, line managers and human resources staff). These studies had separate, but linked foci, on the inaccessibility of workplaces, managing gynaecological health conditions at work and supporting disabled people at work respectively. Drawing on the Social Relational Model of disability and theories of embodiment, we explore the experiences and management of workers with leaky bodies in UK University workplaces. Data illustrates how workplace practices undermine embodied experiences of workers with 'leaky' bodies by maintaining workplaces which ignore their material reality. We highlight that addressing embodied needs alongside acknowledging disabled people as an oppressed political category represents a theoretical meeting point for disability studies and medical sociology. [ABSTRACT FROM AUTHOR]

The article discusses Kay Kennedy's career journey and the development of Human-Centered Leadership, a contemporary nursing leadership theory, through her experiences and relationships. Topics include her educational background, the influence of mentors, the importance of self-care, and the application of the Human-Centered Leadership model in healthcare leadership.

While vicarious trauma from hearing traumatic material when working with clients has long been recognised, the concept that much vicarious trauma stems from systemic challenges, and work conditions, is a more recent development. There has been a willingness to recognise the toll on individuals of client stories, however this has allowed organisations to minimise other aspects of the work that are also impactful. Never has this been truer than in the last two years with the Covid-19 pandemic, when workers have experienced their own sense of risk at work, alongside a sense of possible expendability from their organisations. Workers may have felt obliged to keep meeting client need, whilst managing their own personal distress or worry. The article explores areas that contribute to vicarious, work-related trauma, other than hearing the narratives of those who have experienced trauma themselves. Individual and organisational practices, such as organisational culture; variability of the workload; conditions of the work environment; access to professional development; and the provision of quality supervision. The impact of each will be considered, with the aim not just to avoid vicarious trauma or burnout, but to proactively address issues that may impair the functioning of an integrated and fully cognisant professional. [ABSTRACT FROM AUTHOR]

Alcohol and other drug (AOD) nurse practitioners have an advanced scope of practice that allows them to diagnose, prescribe pharmacological treatments for alcohol and other substance use disorders, and monitor physical and mental health. The Behaviour Change Wheel (BCW) is used to understand barriers and facilitators to implementation by applying three conditions of behaviour change (capability, opportunity, and motivation—the COM‐B framework). The aim of this paper is to describe the current AOD nurse practitioner workforce, and to explore barriers and facilitators to AOD nurse practitioner uptake in Australia. A mixed method approach was used in this study: a survey to determine the current state of the AOD nurse practitioner workforce (n = 41) and qualitative interviews with 14 participants to determine barriers to endorsement and ongoing work as a nurse practitioner. Interview transcripts were analysed using thematic analysis and mapped to the COM‐B framework. The AOD nurse practitioner is a highly specialized provider of holistic care to people who use alcohol and other drugs, with AOD nurse practitioners performing advanced roles such as prescribing and medication management. However, there are several barriers to the further uptake of AOD nurse practitioners in Australia, including varied organizational support, a lack of support for the higher study required to become a nurse practitioner and a lack of available positions. Arguably, nurse practitioners are key to addressing prescriber shortages inherent in AOD treatment settings. In addition, they are equipped to provide true holistic care. We recommend that barriers are addressed to expand the AOD nurse practitioner workforce in Australia. [ABSTRACT FROM AUTHOR]

This article is in direct response to Garwood's call to action about burnout and the special education teacher workforce. While Garwood's call to action is critically needed, we contend that the call is incomplete as it lacks emphasis on factors linking sociocultural identity and burnout. Therefore, in this article, we discuss the significance of elevating sociocultural identity, specifically race and ethnicity, into research about special education teacher burnout. We argue that any research on special education teacher burnout that does not include race and ethnicity is overlooking the racialization of special education teachers' working conditions, and ultimately is incapable of addressing one of the most pressing issues in the special education field—retaining teachers of color. Recommendations for researchers to address sociocultural identities (i.e., race and ethnicity) in their research, specifically about special education teachers of color teaching students with emotional and behavioral disorders, are addressed. [ABSTRACT FROM AUTHOR]

The terms "Quiet Quitting" and the "Great Resignation" became popular in 2021 to describe the increase in workers disengaged from, and voluntarily leaving their jobs during the pandemic.[1] Anecdotal reports of employee disengagement were validated by increased quit rates calculated by the U.S. Bureau of Labor Market Statistics beyond what would be expected by economic factors.[2] These trends sound an alarm about the health of the U.S. workforce. All four essays emphasize the importance of a workplace climate that prioritizes employee needs as a business objective; where workers are treated with respect and care and empowered to bring their own selves to work. Interpersonal justice underpins the climate employees experience: An understanding of it can help to shift the conversation from changing work requirements to improving the way in which workplaces respect workers. Surveys have found that workers are dissatisfied with how they are treated, stressed from work-life imbalance and suffering burn out.[3],[4] Improving worker health means more than just ensuring healthcare benefits and sick leave -- although these are important. [Extracted from the article]

The workforce is the essential driver behind mental health service provision and the most valuable asset to any community mental health organization. To build and retain a stable and healthy workforce, systematic recruitment and retention strategies are needed. An organizational health assessment is a valuable tool in developing targeted organizational interventions to create a positive work environment and retain an engaged workforce. Starting in 2017, a large community mental health organization in Southern California implemented such an assessment to drive actionable steps to improve employee experience and decrease turnover. This case study describes the development and implementation of a low-cost organizational health assessment through five phases: development of the assessment, data collection, analysis, metrics and data visualization, and dissemination of findings and development of interventions. Key lessons learned include the importance of utilizing the findings and achieving staff and leadership buy-in. [ABSTRACT FROM AUTHOR]

Workplace abuse is a much‐discussed global phenomenon in the world of work. Bangladesh, being a developing country that relies heavily on its labor resource, should have definite methods to protect the workers' rights and safety. Unfortunately, weak frameworks are in place to prevent it, and the lack of awareness among the workers is helping the problem to establish its roots more firmly. Despite the gravity of workplace abuse and its consequences, comprehensive studies for addressing or understanding the problem at a national level is difficult to find in the context of Bangladesh. Using the latest nationally representative survey namely the Quarterly Labour Force Survey (QLFS) 2016–17, this study attempts to bridge the existing gaps through an empirical investigation of the factors associated with workplace abuse in Bangladesh. A total of 16,646 participants with males of 75.9% and females of 24.1% are used for the analysis. A probit model analysis has been applied in this paper to explore how the workers' demographic and socioeconomic characteristics, as well as workplace features, may be associated with experiencing abuse in the workplace. The study finds that younger, less educated, females, elementary job‐holders, non‐governmental organization workers or those who work in the manufacturing, or services sector are more likely to be abused in the workplace. The study also concludes that the number of workers employed, and the hazardous workplace environment may be related to the probability of being abused. Furthermore, this study shows that full‐time workers, workers who are employed temporarily or have an oral contract may face abuse in the workplace more. [ABSTRACT FROM AUTHOR]

Mental violence or bullying disturbed orchestra musicians more often than other work force members. Future research should focus on discovering the causes of mental violence or bullying in symphony orchestras by use of objective and clinically relevant measurements. Objective: Our cross-sectional epidemiological study compared the work-environment harms and job uncertainties of orchestral musicians to those of the general population and their impact on health, work, and quality of life. Methods: Musicians of all the Finnish domestic symphony orchestras and a population sample from the Finnish work force completed questionnaires, each group answering the same questions on their work environment and on health, ability to work, and quality of life. Results: Noise disturbed the musicians 8 and poor lighting 22 times as often as these problems disturbed the controls. Musicians experienced mental violence or bullying considerably more often than did controls, with an odds ratio (95% confidence interval) of 3.0 (2.0–4.7). Conclusions: Noise issues and poor lighting are well-known problems for orchestra musicians, but mental violence or bullying are less well known. Research should focus on such areas. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To familiarise yourself with the concept of moral injury • To understand why nurses may be particularly vulnerable to moral injury • To learn about a practical framework and various interventions that can be used to mitigate the effects of moral injury The concept of moral injury has been around for several decades, yet its effect on nurses remains under-recognised. Moral injury is defined as the biopsychosocial harm that arises from a violation of one's moral code, meaning that a person is powerless to uphold and enact what they believe is morally right. The coronavirus disease 2019 (COVID-19) pandemic has brought the issue of moral injury into focus because many nurses and other healthcare professionals have encountered potentially morally injurious events, resulting in increased pressure and emotional demands. It is essential that nurse leaders recognise moral injury if its effects are to be addressed. This article describes moral injury and its effects on nurses, and offers nurse leaders a practical framework for mitigating this issue. The framework aims to support nurse leaders to increase their understanding of moral injury, address any ethical challenges, ensure they are adequately prepared to provide support to nurses, and enhance their awareness of various interventions that can mitigate moral injury. [ABSTRACT FROM AUTHOR]

Rationale and key points: Why you should read this article: • To recognise how to conduct effective appraisals • To be aware of the benefits of regular performance management • To enhance your knowledge of how to structure appraisals and performance reviews Annual appraisals, which are mandatory in most healthcare organisations, are crucial for enhancing staff performance and embedding a culture of continuous improvement within teams. Appraisals can be usefully complemented by ongoing performance reviews, which support nurse managers and staff to identify and address issues in a timely manner. The term 'performance management' often has negative connotations, but it can be a powerful tool for staff development and positive learning experiences. This article supports nurse managers to understand how to adequately prepare for and conduct appraisals and performance reviews. • The way in which nurse managers approach performance management, including annual appraisals and reviews, is paramount to the quality of patient care. • Investing time in people is crucial for effective performance management. • Appraisal meetings should be structured around a review of past performance and a discussion of future objectives. • Regular reviews enable nurse managers and staff to identify and address performance issues as they arise. • Open, constructive and respectful discussions can foster a positive work environment where staff feel valued and empowered. Reflective activity 'How to' articles can help to update your practice and ensure it remains evidence-based. Apply this article to your practice. Reflect on and write a short account of: • How this article might improve your practice when conducting annual appraisals and performance reviews. • How you could use this information to educate nursing students or your colleagues on the appropriate techniques and evidence base to conduct annual appraisals and performance reviews. [ABSTRACT FROM AUTHOR]

Special education teachers' (SETs) working conditions play a crucial role in shaping the size, quality, and effectiveness of the U.S. SET workforce and thereby shape the quality of instruction provided to students with disabilities. Valid measures of SETs' working conditions are essential for conducting robust research on how to improve working conditions. We systematically reviewed measures of SETs' working conditions across 44 studies, assessing evidence of validity. We find that evidence of validity for existing measures is limited but that extant measures provide a starting point for future measurement development. We urge researchers to develop valid measures in the future for use in both research and policy aimed at better supporting SETs. [ABSTRACT FROM AUTHOR]

As Obstetrics and Gynecology begins to recognize how structural racism drives inequitable health outcomes, it must also acknowledge the effects of structural racism on its workforce and culture. Black physicians comprise ~5% of the United States physician population. Unique adversities affect Black women physicians, particularly during residency training, and contribute to the lack of equitable workforce representation. Eliminating racialized inequities in clinical care requires addressing these concerns. By applying historical context to present-day realities and harms experienced by Black women (ie, misogynoir), Obstetrics and Gynecology can identify interventions, such as equity-focused recruitment and retention strategies, that transform the profession. [ABSTRACT FROM AUTHOR]

Navigating a tenure-track position can sometimes feel like walking the high wire, teetering from side to side wondering when that next overload course, research paper, or service project will topple you from your scholarly perch. Many of these positions lack significant formalized mentorship and guidance to help navigate and balance the workload of academia. Even with experience, the tenure and promotion process can be ambiguous. Workload balance is imperative to achieve tenure and promotion. Once you are in a tenure-track position, it is important to balance and understand the tenure and promotion process and its value. We provide a roadmap for early career academic professionals on how to balance their teaching, research, and service to obtain tenure and promotion. We inform the next generation of academicians about how researchers address public health problems through teaching, scholarship, and service. Finally, we explore five critical areas relevant to successful tenure and promotion: (a) classification and organizational culture, (b) the "Big Three" (teaching, research, and service), (c) professional development and network, (d) mentorship, and (e) work–life balance. [ABSTRACT FROM AUTHOR]

Aim: To explore nurses' perspectives on and experiences of safety‐related organisational challenges during the coronavirus disease 2019 (COVID‐19) outbreak by Iranian nurses. Background: In different clinical contexts, nurses face numerous organisational challenges threatening their safety because of the COVID‐19 pandemic. Introduction: Exploring nurses' perceptions towards safety‐oriented organisational challenges might inform nurse managers, healthcare managers, educators and policymakers on the priorities that should be considered to increase organisations' readiness and safety. Methods: This qualitative descriptive study is reported according to the Consolidated Criteria for Reporting Qualitative Research guidelines. Through purposeful sampling, 19 participants were involved. The research data were collected from March to August 2021 by conducting semi‐structured interviews that were analysed through the content analysis approach. Findings: Three organisation‐related safety challenges experienced were related to (1) human resource, (2) educational and (3) workforce protection issues. Discussion: Nurses experienced several safety issues related to the complexity faced by the health care organisations during the pandemic, exacerbated by previous frailties of the nursing system. Conclusion: The three challenges that emerged might be considered a priority in building pandemic plans, transforming the experiences of nurses as a source of learning for all, capitalising on their suggestions and rendering healthcare facilities ready to deal safely with future crises. Implications for nursing and health policy: Adopting appropriate measures to decrease human resource issues and that related to education, and promoting workforce health protection, are both recommended to improve nurses' work environment and satisfy their safety needs. [ABSTRACT FROM AUTHOR]

Background: Moral distress is recognized as an international problem that contributes to decreased work productivity, job dissatisfaction and intent to leave for adult Critical Care nurses. Aim: To explore Critical Care nurses moral distress levels using the Moral Distress Scale Revised (MDS‐R) and its relationship with intention to stay. The study reported in this paper was part of a larger study that also investigated Critical Care nurses' work environment in Canada and the Midlands region of the UK. Study design: During January to August 2017 a cross‐sectional survey was distributed to adult Critical Care nurses in the Midlands region of the UK. Methods: Surveys were distributed to adult Critical Care Registered Nurses in the Midlands region of the UK examining moral distress levels and intention to stay in Critical Care, the organization (NHS Trust) and in the nursing profession. Results: Two hundred sixty‐six number of a potential sample of 1066 Critical Care nurses completed the survey (25% response rate). Age and moral distress were significantly positively correlated with intention to stay on their current unit (r = 0.16, P =.05), indicating older nurses were more likely to stay in the critical care unit. Moral distress was negatively correlated with intent to stay scores, showing critical care nurses with higher levels of moral distress were less likely to stay on their unit (r = −0.20, P =.02). Moral distress was also significantly negatively correlated with intention to stay with their current employer (r = −0.28, P <.001). Nurses that stated they had high rates of moral distress were more likely to consider leaving their current employer. Conclusion: Moral distress appears to be an issue among adult Critical Care nurses requiring further exploration and development of effective strategies to reduce this phenomenon and stabilize the workforce by reducing turnover. Relevance to clinical practice: By identifying the top causes of moral distress, tools and strategies can be developed to allow the Critical Care nurse to work within an ethically safe clinical environment and reduce the turnover of experienced adult Critical Care nurses. [ABSTRACT FROM AUTHOR]

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]

The article presents insights into the future of pharmacy education based on the results of the American Society of Health-System Pharmacists Section of Pharmacy Educators' Crystal Ball project. Observations include enrollment of students into colleges and schools of pharmacy, use of technology within didactic and experiential learning and pharmacy placement and the job market. Future implications and recommendations for academic pharmacy, health systems and patient care are also discussed.

Background The level of evidence for various aspects of adverse social behaviour (ASB) at work as risk factors for exit from employment due to health problems or diseases is inconclusive. Methods We obtained data from four consecutive surveys (2006/09/13/16) of the general population of Norway. Respondents who were interviewed in two consecutive surveys and employed at the first survey time point constituted the sample (n  = 17 110 observations). We investigated associations of self-reported exposure to ASB (i.e. experiencing sexual harassment, bullying or violence/threats in the first survey) and health-related employment exit (i.e. individuals reporting exit from employment due to health problems or disease between two consecutive surveys) by means of mixed-effect logistic regression. Results The prevalence of ASB and health-related employment exit was 10.8% (n  = 1853) and 2.6% (n  = 440), respectively. Adjusted for age, sex, level of education, occupation and weekly work hours, sexual harassment, bullying and violence/threats were associated with an increased risk of exit from employment. The odds ratios (ORs) for the association between exposure to any of the three aspects of ASB and employment exit was 1.78 [95% confidence interval (CI) 1.33–2.38]; the estimated corresponding population attributable risk was PAR% = 7.32 [95% CI 2.67–12.27]. Further adjustment of mental distress attenuated the observed association between exposure to any ASB and exit from employment (OR = 1.45 [95% CI 1.07–1.95], i.e. a reduction of 42% in the OR). Conclusions ASB at work increases the risk of health-related exit from employment in the Norwegian workforce. [ABSTRACT FROM AUTHOR]

Retaining staff remains a challenge for public and private child welfare organizations, and current research does not explain the underrepresentation of workers of Color in leadership and supervisory positions. This study used data from a multi-site survey of child welfare staff to compare factors associated with intention to remain employed between caseworkers of Color and White caseworkers using path analysis. Factors associated with job satisfaction, the strongest predictor of intention to remain employed for both groups in our path analysis, differed slightly between workers of Color and White workers. Age and job stress were significantly more influential for workers of Color, while work related burnout was more more influential for White workers. For workers of Color, perception of leadership was significantly more influential on workers' of Color intention to remain employed, compared to White workers, and having an MSW was a significant predictor of intent to remain employed for White workers, but not for workers of Color. Implications for agency practice and policy, including suggested strategies to address retention of workers at the caseworker level, are discussed. [ABSTRACT FROM AUTHOR]

An editorial is presented on how geographies in the agriculture workplace represent the emerging future for agriculture. Topics include Research techniques are being used to address desertification or the degradation of land resulting from many factors such as human activities and climatic variations; and Restoring non-productive land that has been subject to desertification, and converting deserts through new soil technologies into viable farmland.

Background: Maintaining a health professional workforce in rural and remote areas poses a significant challenge internationally. A range of recruitment and retention strategies have had varying success and these are  generally developed from the collective experience of all health professions, rather than targeted to professional groups with differing educational and support contexts. This review explores, compares and synthesises the evidence examining the experience of early career rural and remote allied health professionals and doctors to better understand both the profession specific, and common factors that influence their experience.Methods: Qualitative studies that include early career allied health professionals' or doctors' experiences of working in rural or remote areas and the personal and professional factors that impact on this experience were considered. A systematic search was completed across five databases and three grey literature repositories to identify published and unpublished studies. Studies published since 2000 in English were considered. Studies were screened for inclusion and critically appraised by two independent reviewers. Data was extracted and assigned a level of credibility. Data synthesis adhered to the JBI meta-aggregative approach.Results: Of the 1408 identified articles, 30 papers were eligible for inclusion, with one rated as low in quality and all others moderate or high quality. A total of 23 categories, 334 findings and illustrations were aggregated into three synthesised findings for both professional groups including: making a difference through professional and organisational factors, working in rural areas can offer unique and rewarding opportunities for early career allied health professionals and doctors, and personal and community influences make a difference. A rich dataset was obtained and findings illustrate similarities including the need to consider personal factors, and differences, including discipline specific supervision for allied health professionals and local supervision for doctors.Conclusions: Strategies to enhance the experience of both allied health professionals and doctors in rural and remote areas include enabling career paths through structured training programs, hands on learning opportunities, quality supervision and community immersion.Systematic Review Registration Number: PROSPERO CRD42021223187. [ABSTRACT FROM AUTHOR]

The number of physicians who are underrepresented in medicine within the pediatric infectious diseases workforce remains disproportionate compared to the US population. Physician workforce diversity plays an important role in reducing health care disparities. Pathways to careers in pediatric infectious diseases require that a diverse pool of students enter medicine and subsequently choose pediatric residency followed by subspecialty training. Efforts must be made to expose learners to pediatric infectious diseases earlier in the education timeline. Along with recruitment and creation of pathways, cultures of inclusivity must be created and fostered within institutions of learning along the entire spectrum of medical training. [ABSTRACT FROM AUTHOR]

Background: Nurses make up the majority of the healthcare workforce. They contribute to the development of healthcare systems and the provision of high‐quality, effective, and patient‐centered healthcare services. However, nurses need good mental and emotional well‐being to provide adequate care and the necessary physical and mental health support for their clients. This study aimed to determine the level of generalized psychological distress among nurses in the United Arab Emirates. As this study was initiated before the coronavirus disease 2019 (COVID‐19) pandemic, we were able to compare data gathered before and during the pandemic. Method: This study used a cross‐sectional correlational design. The Kessler Psychological Distress Scale (K10) was used to measure generalized psychological distress. Nurses' distress levels were measured and compared before and during the COVID‐19 pandemic. Results: In total, 988 participants completed the questionnaire. The majority (n = 629, 63.7%) were employed in hospitals and the remainder worked in primary healthcare settings (n = 359, 36.3%). The mean distress score was 27.1 ± 13.7; 42.1% (n = 416) of participants had a severe level of distress, and only 36.4% (n = 360) reported no distress. More participants had severe stress levels before COVID‐19 (59.5%, n = 386) compared with during COVID‐19 (10.9%, n = 30). Conclusions: Participants' K10 scores suggest that nurses experience significant distress, which may compromise their ability to care for their clients. This study emphasizes the importance of supporting nurses as a preliminary step to improving patient care. Despite the pressure of working during the COVID‐19 pandemic, participants' general distress scores were lower during than before the pandemic. Organizational, governmental, and global support and appreciation may have contributed to relieving the distress nurses experienced. This may be a useful ongoing approach for enhancing healthcare systems. [ABSTRACT FROM AUTHOR]

Healthcare professionals have battled physically, mentally, and emotionally overwhelming workforce pressures for years. The COVID‐19 pandemic exacerbated this burnout substantially since its onset in 2020. Recently implemented federal initiatives aim to assist in the development of moral resiliency against a morally distressing workplace environment. But is this enough? Meeting the immediate need for substantial mental health resources in the healthcare field is essential and will be a long‐lasting endeavor. Creative Controversy: This section of Nursing Forum is set aside to allow for authors to propose "wild ideas" for our consideration. The purpose of a Creative Controversy is to break with traditional thinking and pose a new way of considering an issue. Sometimes these ideas are a small stretch of the imagination; other times they are radical departures from the norm. Both are designed to stimulate conversation about a topic that concerns the profession. We are pleased to bring readers this Creative Controversy. [ABSTRACT FROM AUTHOR]

Aim: This study explored undergraduate nursing students' mentoring experiences during their final clinical practicum as they prepared to enter the workforce. Methods: We used a qualitative case study design with data collected in two focus group discussions involving 19 students. Data were analysed using inductive thematic analysis. Results: Students' descriptions of their mentoring experiences fell under three themes: 'great experience', 'being treated like part of the family', and 'gaining confidence and skills'. Students described their mentors as having critical roles in providing feedback and learning opportunities to interns. Students also reported that ungraded initial assessment, friendlier workplaces, and mentors with patience were required to strengthen their professional learning at the workplace. Conclusion: These results suggest that prompt and constructive feedback, warmer workplace environments, and passionate mentors' involvement may help enhance students' mentoring experiences during their clinical practicum. Implications for Nursing Management: Management and academia should work jointly to develop mentorship programs to achieve better student outcomes. Doing this will lead to role clarity, higher levels of satisfaction, and increased productivity. Management needs to consider compensating mentors for their time in student learning and select experienced nurses willing to mentor others to promote enjoyable relationships and effective mentoring engagements. Management needs to find creative ways to build mentoring into appraisals, for at present, it is considered a voluntary activity for educating the next generation of nurses. Management should ensure adequate training and ongoing support for mentors and mentees in clinical mentoring. [ABSTRACT FROM AUTHOR]

An editorial is presented which offers information on importance of comprehensive reproductive healthcare for the healthy workforce; issue on gender, work, and health; and how working age populations worldwide are increasingly diverse and men, women, all gender identities, should be included with safety, dignity, and income equality.

Aims: This is the second of two papers conceptualizing emotional labour in the emergency department (ED). This paper aims to understand the environmental 'moderators' of ED nurses' emotional labour. Design: Ethnography, through an interpretivist philosophy, enabled immersion in the ED setting, gathering the lived experiences and narratives of the ED nurses. Methods: Observation and semi‐structured interviews over a 6‐month period. Two hospital sites (one district general and one major trauma centre based in the United Kingdom. Results: Over 200 h of observation plus 18 formal/semi‐structured interviews were completed. Environmental, institutional and organizational dynamics of the emergency department instrumented the emotional labour undertaken by the nursing team. Time and space were found to be 'moderators' of ED nurses' emotional labour. This paper focusses on the relevance of space and in particular, 'excessive visibility' with little respite for the nurses from their intense emotional performance. Conclusion: Emotional labour is critical to staff well‐being and the way in which healthcare spaces are designed has an impact on emotional labour. Understanding how emotional labour is moderated in different clinical settings can inform organizational, environmental and workforce‐related decision‐making. [ABSTRACT FROM AUTHOR]

Aims: This article reports the results of a scoping review to identify initiatives for improving recruitment and retention of nurses in health care and ascertain their effectiveness. Background: The global shortage of nurses has results in greater competition for vacant posts and an increased need to retain existing post holders. While there are a large number of publications discussing ways to improve recruitment and retention, the effectiveness of these needs to be established. Evaluation: Thirteen papers met the inclusion criteria. There was no literature identified focusing on recruitment and only one paper reported a formal evaluation of a retention initiative. Key issues: Five themes summarized the initiatives for retaining nurses: leadership and support, ongoing professional development, recognition, work environment and flexible scheduling. Conclusion: While strategies have been proposed to retain nurses, there is a dearth of evidence supporting the effectiveness of these. Implications for Nursing Management: Although there is a lack of evaluations of retention strategies, the review identified a number of initiatives that warrant consideration. With the launch of the National Health Service People Plan in England in 2021, which is recommending initiatives identified in this review without robust evidence, an integrated programme of research evaluating this is recommended. [ABSTRACT FROM AUTHOR]

Age is the most dominant form of diversity in the workplace. Five generations are currently represented in the workplace, with each one having their own perspectives and communication styles. Workplace teams are most likely to be comprised of members from multiple generations, yet research is inconclusive regarding how age diversity is impacting productivity and team performance. To examine preferences of working in teams comprising same generation or different generation members, a survey was disseminated to a sample of employees across various organizations in the current workforce, ages 18 and up. The survey examined perceptual generational differences regarding work ethic, communication styles, technology, culture and diversity, and other core values. Results indicate employees value generational diversity and believe generationally diverse teams increase team performance. However, findings indicate tensions are likely to occur when working in generationally diverse teams, including the ability to communicate and transfer knowledge. This research identifies the growing desire for generational diversity in the workforce and points out where investments in training and resources are needed to support knowledge transfer, optimize strengths, and ensure communication is heard and understood by all. [ABSTRACT FROM AUTHOR]

Occupational change encompasses change of profession, employer and work tasks. This study gives an overview on occupational change in later working life and provides empirical evidence on voluntary, involuntary and desired occupational changes in the older workforce in Germany. The analyses were based on longitudinal data from 2,835 participants of the German lidA Cohort Study, a representative study of employees born in 1959 or 1965. Multinomial logistic regression analyses were performed in order to characterise the change groups in their previous job situation. The findings indicate that occupational change among older workers is frequent. In four years, 13.4 per cent changed employer, 10.5 per cent profession and 45.1 per cent work tasks. In addition, the desire for change often remains unfulfilled: the share of older workers who wanted to but did not change was 17.6 per cent for profession, 13.2 per cent for employer and 8.9 per cent for work tasks. The change groups investigated differ in terms of their socio-demographic background, health and job factors such as seniority and leadership quality. In times of ageing populations, the potential of occupational change among older workers requires more consideration in society, policy and research. Special attention should also be paid to the group of workers who would have liked to change but feel that they cannot leave. [ABSTRACT FROM AUTHOR]

Background/Aims: The COVID-19 pandemic significantly affected teaching for nursing and midwifery academics, as it shifted from face-to-face to online teaching from home. However, their experiences and how this impacted their ability to fulfil their academic roles has not been reported. This study investigated midwifery and nursing academics' working from home experiences during the COVID-19 pandemic and how this has impacted their ability to fulfil their academic roles. Methods: A qualitative approach was used for this study, analysing demographics and the answers to open-ended questions from 91 midwifery and nursing academics. Results: Six themes were derived: isolation, loneliness, work rituals, productivity, blurred boundaries and health and wellbeing. Generally, participants reported that they were more organised, focused and efficient, which gave them more time to spend with their families and pets. Most thought that they were more productive at home. However, the working environments for some participants were not ideal, as they were working in their kitchen or dining area, or in 'make-do' offices. Conclusions: The COVID-19 pandemic posed new working challenges for academics, many of whom had worked from home for a few days, but then needed to work from home for extended periods because of lockdowns. Academics reported an overall positive outlook for working from home, as it enabled more family time and more productivity. [ABSTRACT FROM AUTHOR]

Objective: This study aimed to examine the factors affecting the loss of workforce, including the time to return to work and work-related situations in patients with traumatic hand injury who were taken to a hand rehabilitation program. Materials and Methods: The patients aged between 18-65 years with a history of traumatic hand injury in the last five years were analyzed retrospectively. Demographic and clinic data were taken from the medical records, and work-related problems were obtained by telephone calls. The severity of hand injury was assessed with Modified Hand Injury Severity Score (MHISS). Results: A total of 147 patients (129 males, 18 females; mean age 39.83±10.4 years) were included. The duration of return to work was correlated with total MHISS (rho=0.262 p=0.003) while not related to age, education level, gender, or injured hand's dominance (p>0.05). Duration of return to work after hand injury and total MHISS were lower in the patients who had job modifications (p<0.001, p=0.002). Job modification rate, salary reduction, and patient-reported hand dexterity loss were higher in patients with work-related injuries (p<0.05). Conclusion: This study highlighted that the increasing severity of hand injury caused a prolonged time to return to work, or job scope changes. [ABSTRACT FROM AUTHOR]

The article recommends steps to address the workforce crisis facing the healthcare sector. Examples of innovative programs and solutions hospital and health systems are undertaking to improve recruitment and retention are presented. It outlines the focus areas of the workforce advocacy agenda of the American Hospital Association (AHA) designed to better serve local communities. Focus is given on the role of hospitals as agent for change to improve the quality of life of patients and employees.

Aims and Objectives: To characterise the problem of missed nursing care in Chilean hospitals and to test associations with hospital organisational variables. Background: Missed nursing care is a common problem in different countries, but it has not been studied in Chile. Design: Multihospital cross‐sectional study (Supplementary file 1: STROBE guideline). Methods: Study population of 45 adult high‐complexity hospitals and 1853 registered nurses (RN) working on medical‐surgical units. Primary data were collected through a nurse survey. Nurses reported, out of a list of nursing care activities, the ones left undone during their last shift. The main independent variables were the work environment, measured through the Practice Environment Scale of the Nursing Work Index, patient‐to‐nurse ratios and RN skillmix. Adjusted logistic regression analyses were used to test associations, accounting for clustering of nurses working in the same hospital. Results: The hospital response rate was 88.9% and, for nurses, 88.1%. The mean patient‐to‐nurse ratio was 14.5 (range 6–23). The average skillmix was 31% RN. Eighty‐six percent of nurses missed at least one activity. The activities most frequently missed included patient education, comforting patients and surveillance. The adjusted model showed a significant association between the work environment, staffing ratios and missed care. The RN skillmix was not associated. Conclusions: Missed care is highly prevalent problem in Chilean hospitals. Clinical activities were the least missed. It is necessary to improve work environments and reduce the number of patients per nurse to improve the safety and quality of care. Relevance for clinical practice: The study results are relevant since they provide new data to Chile. Better work environments and adequate human resources are modifiable factors that can be addressed from a managerial perspective, with low‐cost strategies to effectively reduce missed care and improve safety and quality. [ABSTRACT FROM AUTHOR]

Objective: The aim of this study was to evaluate the acceptability of one specific e-training (intervention) for prevention of unwanted sexual behaviour in Australia's residential aged care services using the Theoretical Framework of Acceptability. Background: Aged care staff are of fundamental importance in unwanted sexual behaviour incident management and prevention. The research team developed and implemented an evidence-informed intervention designed to increase awareness, promote collaborative practice, and improve prevention and management of such incidents in aged care. Current acceptability of training on this topic is yet to be studied despite it being recognised as a key factor for successful implementation and translation into practice. Study design and methods: This is a qualitative, cross-sectional study employing semi-structured telephone interviews with actively working enrolled and registered aged care nurses who had completed the intervention. Acceptability of the intervention was measured with the Theoretical Framework of Acceptability. Of the 36 participants that signed the consent form, 18 completed interviews. One participant was excluded from analysis as they did not complete all modules of the intervention. Results: Analysis revealed favourable evaluation in all seven domains of the Theoretical Framework of Acceptability, finding high acceptability of the intervention amongst all participants. The intervention aligned with participant's values and the content was perceived to fill a knowledge gap. This is showcased in participants unanimous belief that it would be helpful for all front-line aged care staff to receive the intervention frequently. Although participants showcased high acceptability of the intervention, participants recommended that sexuality content be included before detailing unwanted sexual behaviour, and that this content inclusion may increase awareness and understanding of unwanted sexual behaviour. [ABSTRACT FROM AUTHOR]

Objective: The aims of this study are to assess nursing student satisfaction with their Northern Territory clinical placement; describe the characteristics of these students; and examine the relationship between student placements and future rural/remote work intentions. Background: Positive clinical placement experiences in a rural or remote setting can encourage student nurses to consider working in rural and remote locations after graduation. Study design and methods: The study is a cross-sectional survey of nursing students, and a review of placement data. Participants were studying a pre-registration Bachelor of Nursing course from a variety of Australian universities who undertook a clinical placement of usually four or more weeks in the Northern Territory from 2017-2019. The main outcome measures are overall satisfaction with their placement, and consideration of living and working in a rural or remote location after graduating. Logistic regression analyses examined the relationship between student placements and future rural or remote work intentions. Results: One hundred and sixty three undergraduate nursing students responded to the online survey. The majority (70%) of placements were undertaken in remote or very remote (18%) locations. Satisfaction with the placement was very high (94%), and 88% agreed/strongly agreed that the placement had encouraged them to consider working in a rural or remote setting. Satisfaction with educational resources and prior interest in working remotely were associated with overall placement satisfaction (p<0.10). Overall satisfaction with the placement and prior consideration of working regionally, rurally, or remotely were significantly associated with feeling encouraged to consider working rurally or remotely (p<0.05). Conclusion: This study supported the logical pathway of providing a satisfying clinical nursing placement in the Northern Territory to contribute to a higher likelihood of the student considering working in a remote or rural setting after graduation. Providing satisfying remote clinical placements is a strategy for growing a nursing workforce for remote and rural settings. [ABSTRACT FROM AUTHOR]

Background and aim: Vitality is described as 'life energy', 'inner strength' and 'inner health resource' and is the essence of health. Especially during the ageing process, it is of fundamental importance that an individual's health resources are strengthened to support work ability. The need for health services increases as the population ages and meanwhile the workforce in health care is also ageing. The aim of the study was to explore what is giving vitality to older workers in health care to continue at work until retirement age and maybe even an extended working life. Informants, methodology and methods: A qualitative interview study was conducted. A total of 15 people aged 59–65 participated in the study, all of them working in the health care sector. Five participants were administrative personnel and ten were nurses. One man and fourteen women took part in the study. Qualitative content analyses were used. Findings: The results show that meaningful work, possibilities to use one's knowledge, relationships and work community are promoting vitality. Vitality is affected by work conditions, benefits, personal values and own health. Conclusion: Plans about continuing at work seem to depend on both external and internal reasons. Knowledge of what influences older employees' vitality resources makes it possible to improve their work situation so that vitality and work ability can be maintained by occupational health and employers despite the ageing process. [ABSTRACT FROM AUTHOR]

Purpose To identify factors responsible for hospital health care workers' intention to leave their job during the COVID‐19 pandemic. Design A cross‐sectional study was performed. Methods: A self‐administered questionnaire was delivered to solicit hospital health care workers' demographics, intention to leave, workplace environment, and changes related to COVID‐19 from July to November 2020 in Taiwan. Principal component analysis was performed to compare group‐related factors. Multiple logistic regression was used to determine the risk factors for the intention of health care workers to leave their job. Findings Among the 1209 health care workers (mean age, 36.3 years) who participated in the study, intention to leave the job was found to be related to factors relating to COVID‐19, including perceived risk, affected social relationships, and increased workload and job stress, after adjustment for demographic and work factors. Supportive administration/management were protective factors against leaving the job. These results were supported by sensitivity analyses. Conclusions: Our findings suggest that the intention of health care workers to leave their job during a pandemic is related to potentially modifiable factors relating to the infection itself and work environment. Clinical relevance: High perceived risk of COVID‐19, affected social relationaops, and increased workload and job stress were positively associated with the intention of health care workers to leave their job, whereas supportive administration and management were protective factors against leaving the job. Development of workplace strategies is important to help mitigate these above factors, improve psychological wellbeing, and promote workforce stability. [ABSTRACT FROM AUTHOR]

The National Domestic Worker's Bill of Rights Act aimed to remedy nearly a century of labor and health inequities facing a majority of the home health workforce--including home health workers, personal care aides, and professional caregivers--who are women of color and immigrants. Although the bill did not pass, the National Domestic Workers Alliance and its affiliates continue to organize a new labor movement inclusive of home care workers that supports federal legislation and adequate labor protections for their members, particularly in right-to-work states like Texas and in municipalities where hazardous working conditions and low wages contribute to the perceived disposability and devaluation of care labor. Home care workers require federal labor protections that will hold states accountable for the health and well-being of this essential workforce. [ABSTRACT FROM AUTHOR]