Search

ABSTRACT Aim Design Data Sources Methods Results Conclusion Impact and Implications for the Profession Reporting Method Patient or Public Contribution The aim of this study is to explore the experiences of nurses who resigned from healthcare organisations or abandoned the profession and explore the reasons behind them.A systematic review of qualitative studies and meta‐summary.Cumulative Index to Nursing and Allied Health Literature (CINAHL), Embase (Ovid), MEDLINE (Ovid), Social Science Citation Index (Web of Science), and Scopus.The search was conducted up to May 2024. Primary qualitative studies focused on nurses who had resigned or left the profession were included. The meta‐summary was conducted using method: findings were extracted from the reports, edited, grouped, abstracted into key meta‐findings, and finally, their frequency effect sizes were calculated.A total of 282 findings were extracted from 12 studies, generating 49 statements of findings that were aggregated into nine key meta‐findings. Poor management practices presented a frequency effect size of 100%. Other key meta‐findings included excessive workload, teamwork hurdles, health issues related to work shifts and difficulty in maintaining work‐life balance, a lack of career growth opportunities and promotion chances, disillusionment with nursing, dissatisfaction due to salary, bullying and horizontal violence, and moral distress over ethical dilemmas.The findings can help support the development of targeted strategies and the implementation of effective policies aimed at reducing nursing turnover.The major impact of these findings is the recognition of rising factors that negatively affect nurses' quality of life, including workload pressures and poor management strategies, which significantly lower job satisfaction. To address these challenges, the profession should prioritise tools that value nurses in their roles, implement strategies to manage workloads more effectively and advocate for policies promoting flexible scheduling. Additionally, investing in professional development and fostering a supportive work environment can help retain skilled nurses and nurture the growth of new talent.Preferred Reporting Items for Systematic Reviews and Meta‐Analyses (PRISMA).No patient or public contribution. [ABSTRACT FROM AUTHOR]

An accident occurred at Tokyo Electric Power Company's Fukushima Daiichi Nuclear Power Station (FDNPS) in March 2011, following an earthquake and tsunami. Local government staff members who worked in the area had a variety of experiences due to the accident, including trauma. This cross-sectional study was conducted to clarify the relationship between years of service and radiation-related traumatic experiences among 490 staff members in municipalities around the FDNPS exactly a decade after the accident. They were classified as <5 years, 5–10 years, and >10 years, relative to their lengths of employment. The experienced staff (>10 years of service) had a rich array of traumatic experiences, compared to those with less experience (<5 years of service). By contrast, the experienced staff had a lower SOC-13 score than those with less experience, and a higher percentage of them reported that their workload was greater than that imposed on other local government employees. The study results suggested that the experienced staff members who worked in the affected towns prior to the FDNPS accident have been burdened with a prolonged heavier workload, including radiation-related duties. [ABSTRACT FROM AUTHOR]

Termination of the individual employment contract requires a thorough understanding of the notice period. Whether dismissal or resignation, an understanding of the legal requirements and notice periods is crucial for both employers and employees, especially in a context where many issues are not covered by legislation and where judicial practice and literature are not unanimous in their solutions. This article analyses the specifics of each termination method, the procedure/formalities to follow and how to calculate the notice period, ensuring a clear understanding of the rights and responsibilities involved in the termination process. [ABSTRACT FROM AUTHOR]

Introduction: Nurses play a vital role in the provision of health care in rural, remote and isolated locations. Consequently, the current global nursing workforce shortage has significant and farranging implications for these communities where there are enduring issues with workforce maldistribution and shortage, instability, high staff turnover and health disparities. This article provides an analysis of existing literature on what rural, remote and isolated practising nurses view as important for the attraction and retention of this workforce in the Australian context. Methods: A structured scoping review informed by Arksey and O'Malley's framework for conducting scoping studies was undertaken. Six electronic databases were searched in August 2022. Cosgrave's person-centred retention improvement framework (which includes attraction) for addressing health workforce challenges in rural contexts was used to guide the synthesis and interpretation of information from the included studies. Key themes were identified inductively, conceptualised within Cosgrave's framework and mapped to the overarching lifecycle stages of attraction, retention and resignation, also referred to as turnover or decision to leave. Results: Twelve articles met the inclusion criteria for this review. Six themes related to attraction, retention and resignation were identified: (1) demanding role and scope of practice; (2) values divergence and professional opportunities; (3) continuing professional development and mentoring; (4) social, lifestyle and personal or family; (5) management and organisation; and (6) pay and incentives. The issues articulated within each of these themes overlapped, highlighting the complexities involved. Conclusion: Limited empirical research that combines a personcentred and whole-of-lifecycle approach to understanding the rural and remote nursing workforce was found. However, our analysis of existing evidence suggests that such approaches are required to appropriately plan for and target solutions that centre nurses' specific needs and experiences for the future nursing workforce. Relatedly, limited translational research on the nursing workforce that explicitly includes and engages with nurses was found. Such research is fundamentally needed to improve retention outcomes. [ABSTRACT FROM AUTHOR]

• This paper provided a unique perspective based on existing literature, clinical guidelines, and the expanded Tripartite Model of Self-Management to examine the phenomenon of diabetes self-management in older Chinese adults with type 2 diabetes. • Structural equation modeling analyzed multiple variables in one model to reveal the inter-relationships among the tripartite components of diabetes self-management and their contributing factors. • This study identified unique challenges that older Chinese adults encountered during their day-to-day self-management of type 2 diabetes. • Findings from this study will lay foundations for future studies to investigate the influence of the tripartite components as a whole on glucose control and diabetes outcomes. Approximately 1 in 3 (or 80 million) Chinese age 60 years or older are living with type 2 diabetes in China. New perspectives are needed to understand the intricate phenomenon of diabetes self-management (DSM) in older Chinese adults. Guided by the expanded Tripartite Model of Self-Management, this study aimed to identify the inter-relationships between the tripartite components simultaneously and their influencing factors. This cross-sectional study included a stratified random sample of 98 community-dwelling adults age 60 or older with type 2 diabetes. Findings revealed distinct predictors for knowledge about DSM, DSM behaviors and coping. There were significant inter-relationships among the tripartite components. The theoretical model was a good fit for the data. This study provides valuable insights into the complex relationships between knowledge about DSM, DSM behaviors, and coping strategies, offering direct implications for improving the health outcomes of older adults with diabetes. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Ilmu Hukum, Humaniora dan Politik (JIHHP) is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Pravnik is the property of Czech Academy of Sciences, Institute of State & Law and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Anbar University for Law & Political Sciences is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Canon 103, § 2 of the 1917 Pio-Benedictine Code of Canon Law stated that juridical acts placed out of dolus were valid, if the law did not state otherwise. However, there were four instances when the law did state otherwise, namely; in case of canonical election, if the voter was subject to dolus in order to vote for a certain person, the vote was invalid (canon 169, § 1); in the case of resignation, the law stated that the resignation was invalid if it was made out of dolus (185); in the case of novitiate, the law stated that the novitiate was invalid if the person who entered into religious life would have been induced by dolus to do that, or if the Religious Superior would have been induced by dolus to receive a candidate into religious life (542, l°); and in the case of religious profession, the law stated that the religious profession had to be given without dolus (572, § 1, 4°) in order to be valid. Yet, the canonical commentators pointed out that there were some requirements in each case for dolus to invalidate the juridical act. Thus, in the case of canonical election it must be proved that the voter voted being deceived by either substantial dolus or antecedent dolus. Merely concomitant dolus had no effect on voting. In the case of a resignation from an office again it must be proved that either substantial or antecedent dolus was involved. The same thing was true in the case of the admission to the novitiate and in the case of religious profession, i.e. either substantial or antecedent dolus must be involved. [ABSTRACT FROM AUTHOR]

Disputes within the double-headed executive, whether concerning the appointment and removal of ministers, members of high state institutions, or even entire governments, have moved the Czech political scene in their time, but rarely have these conflicts been resolved in any other way than politically. This is why it is important to look at the not yet fully clarified relationship between the president and the government -- in terms of constitutional (and extraconstitutional) powers. The paper is primarily focused on the attempt to map the limits of certain powers, especially in the relationship between the president and the government, or between the president and the prime minister, who has a rather specific position in the Czech government. It focuses mainly on three types of disputes, namely resignation, dismissal, and appointment disputes. I then compare these with the situation in Slovakia, which is similar to the Czech Republic in its parliamentary form of government, but far from identical. [ABSTRACT FROM AUTHOR]

Using a sample of Chinese listed firms from the Shanghai and Shenzhen Stock Exchanges from 2012 to 2018, we investigate the externality of the forced resignations of politically connected independent directors on the cost of debt for non-connected peers. Exploiting an exogenous shock caused by the 18th decree, we find that when politically connected independent directors resign from a Chinese listed firm, non-connected peers within the same industry experience a decrease in the cost of debt. Moreover, the sensitivity analyses further show that the above externality is more prominent in a subsample of Chinese listed non-SOEs, and in a subsample of Chinese listed firms operating in more competitive industries as well as in less developed financial markets, indicating that the externality is conditional on ownership type, industry competition and financial market development. Finally, further analyses show that peers tend to issue new debt after the political connection is disrupted. We also find that when peers have a higher creditworthiness and resignation firms have a lower creditworthiness, peers enjoy a lower cost of debt after resignations. These findings suggest that the resignations have a positive externality on peers' cost of debt due to the elimination of preferential treatment and an improved resource allocation efficiency. [ABSTRACT FROM AUTHOR]

With the global nurse shortage, identifying nurse work environments that allow nurses to continue working is a common concern worldwide. This study examined whether a better nurse work environment (1) is associated with reducing nurses' psychological distress; (2) reduces nurse resignations; (3) weakens the influence of psychological distress on their resignation through interaction effect; and (4) whether psychological distress increases nurse turnover. Multilevel logistic regression analyses were performed using data obtained in 2014 from 2,123 staff nurses from a prospective longitudinal survey project of Japanese hospitals. The nurse work environment was measured by the Practice Environment Scale of the Nursing Work Index (PES-NWI) consisting of five subscales and a composite, and psychological distress by K6. All the PES-NWI subscales and composite (ORs 0.679-0.834) were related to K6, significantly. Regarding nurse turnover, K6 had a consistent effect (ORs 1.834-1.937), and only subscale 2 of the PES-NWI had a direct effect (OR 0.754), but there was no effect due to the interaction term. That is, (1) and (4) were validated, (2) was partly validated, but (3) was not. As better work environment reduces K6 and a lower K6 decreases nurses' resignation, high-level hospital managers need to continue improving the nurse work environment.

Background: Working while receiving cancer treatment is challenging for patients, with considerable impact on their quality of life (QOL). However, there have been no reports on the factors that prevent employment in patients with bone metastases. This study aimed to investigate the employment status and factors impacting the continued employment of patients with bone metastases., Methods: We analyzed clinical data from new patients consulting The University of Tokyo Hospital team for bone metastasis treatment between June 2015 and September 2017. Patients who were working at the time of cancer diagnosis (n = 124) completed four QOL questionnaires. Factors associated with work sustainability were identified via univariate analysis and a chi-squared test. Multivariate logistic regression analysis was used for significant variables. Relationships between employment and QOL scales were investigated using the Wilcoxon rank-sum test, with P < .05 considered as statistically significant., Results: Among the 124 patients, only 45 (36.3%) were still working when the questionnaire was administered. Multivariate analysis revealed temporary employment, lytic or mixed bone metastases, and lower limb or acetabular metastasis, as significant factors hindering work sustainability. The QOL scores were high in the continued employment group. However, the relationship between employment status and pain remains unclear., Conclusions: Lytic or mixed bone metastases and the lower limb and acetabular metastasis were significantly associated with employment resignation. Mobility difficulties may prevent patients with bone metastases from sustaining employment. Collaboration between rehabilitation professionals, oncologists, and workplaces is imperative to address this problem., (© The Author(s) 2024. Published by Oxford University Press. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.)

Background: The concept of "Quiet Quitting", which might be considered new in the literature, is used to describe a passive and silent giving up., Objective: The aim of this study is to develop a scale to evaluate both the causes and consequences of "quiet quitting" which is believed to be increasing for various reasons in our country as well as in the world., Method: Five-stage scale development method which was presented by Cohen and Swerdik was used in the process of developing the Quiet Quitting Reason and Behavior Scale (QQRBS). First, the conceptual structure of the scale was determined. In the second stage, the scale was structured. Structuring the scale is deciding on the scale type and scaling technique. The third stage is the first application of the scale. After the scale was applied, factor analysis, internal consistency assessment and validity studies were carried out in the item analysis section, which is the fourth stage. The fifth stage is the second application stage of the scale and at this stage, the scale was reviewed by test-retest and an application guideline was prepared., Results: Cronbach's alpha value of draft items is 0.87, quiet quitting behavior sub-dimension Cronbach's Alpha value is 0.76 and reasons for quiet quitting Cronbach's Alpha value is 0.820. It was decided to keep the remaining 35 items after EFA analysis because the corrected correlation numbers of the items were >0.30. This study explains the design and development process of the QQRBS in Turkish society., Conclusion: According to this developed scale, as the scale mean score of the total and sub-dimensions increases, the tendency to quiet quitting increases.