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Abstract The COVID-19 pandemic impacted work and home life exacerbating pre-existing stressors and introducing new ones. These impacts were notably gendered. In this paper, we explore the different work and home life related stressors of professional workers specifically as a result of the COVID-19 pandemic through the gender-based analysis of two pan Canadian surveys: The Canadian Community Health Survey (2019, 2020, 2021) and the Healthy Professional Worker Survey (2021). Analyses revealed high rates of work stress among professional workers compared to other workers and this was particularly notable for women. Work overload emerged as the most frequently selected source of work stress, followed by digital stress, poor work relations, and uncertainty. Similar trends were noted in life stress among professional workers, particularly women. Time pressure consistently stood out as the primary source of non-work stress, caring for children and physical and mental health conditions. These findings can help to develop more targeted and appropriate workplace mental health promotion initiatives that are applicable to professional workers taking gender more fully into consideration.

The complex relationship between professional success and civic engagement among educated immigrant professionals is little understood. This qualitative study examines the social processes linking professional attainment and civic involvement among immigrant professionals, with the purpose to deepen understanding of the mechanisms through which civic participation is tied to occupational pathways and advancement. We report on findings from interviews with 62 U.S. immigrants, all professionals and employed in various occupations to understand the dynamic processes through which civic involvement and professional achievement are mutually constitutive. Immigrant professionals are engaged civically; community engagement among this population is overwhelmingly tied to professional and vocational interests and skills. They participate in both formal and informal community-based organizations and groups, and many are transnational in scope. [ABSTRACT FROM AUTHOR]

Fellowship and Mastership in the American Dental Assistants Association A standard of professional achievement, the status of Fellowship or Mastership in one of America's healthcare organizations is a coveted level [...]

The academic profession is challenged by the changing environment. Global trends, such as managerialism and new public management, have been influencing all public organizations, including universities. The academic profession is dynamic by its nature; it reflects any changes in its environment. However, the academic profession is also characterized by continuity. In this study, we describe the current changes and continuities of the academic profession in Finland, as perceived by top and middle managers employed in Finnish Universities. We found out that logics and values by organizational professionalism are emphasized; however, occupational professionalism is also deeply rooted in the practices of Finnish universities. Additionally, we found out that changes are often associated with managerial values, such as control and evaluation, and in contrast, the continuities of academic work are commonly related to professorial authority and academic identity. These two aspects of the profession and organization are not opposite, they occur simultaneously; however, there are tensions between them. In this article, we would like to emphasize that change of the academic profession is a hybrid, there exists both, changes and continuities in the logics and values related to the profession and the organization., Author(s): Taru Siekkinen [sup.1], Elias Pekkola [sup.2], Teresa Carvalho [sup.3] Author Affiliations: (1) grid.9681.6, 0000 0001 1013 7965, Finnish Institute for Educational Research, University of Jyväskylä, , PO Box 35, [...]

This article discusses the sector-wide organization of contractual archaeologists in Québec, beginning with the formation of a workers' committee and leading subsequently to union accreditation. We theorize the difficulty of organizing these "precarious professionals" and suggest that self-organization outside of an industrial relations framework may be required to overcome barriers to their unionization. Deliberation, norm setting, and informal parlays with employers lead to clarifying class distinctions that professional identification often occludes, while self-organization increases worker confidence in collective action. [ABSTRACT FROM AUTHOR]

This study examines the differences in mental health experiences of workers in professional and non-professional roles, with a particular focus on the influence of gender. We examine: i) the perceived mental health of a subset of professional workers including accounting, academia, dentistry, medicine, nursing, and teaching, chosen because they represent different gender composition and sectors; and ii) work stress and work absences. Statistical analyses were applied to data from the Canadian Community Health Survey and a related Mental Health and Well-Being survey. Those in the selected professions reported better mental health, higher job satisfaction, and a lower prevalence of mental disorders, but higher self-perceived life and work stress compared to workers in non-professional roles. Workers in these professions reported higher job security and higher job control, but also higher psychological demands. Women in these professions showed significantly higher physical exertion and lower job authority and higher rates of work absences. [ABSTRACT FROM AUTHOR]

Turnover is a big issue for an organization, leading to the loss of talent and financial costs based on the organization's investment in human capital and decreased productivity. In this research, we examined the impact of three HR practices on employee well-being, job performance and turnover intentions in professional workers at PT ABC. Employee well-being in this study involved two perspectives: psychological well-being and physical well-being. This study also examined the impact of employee well-being on retention. The study was conducted in a subcontractor company in the telecommunication industry in Indonesia. This study included 283 professional workers who were considered critical people in ensuring quality service. HR practices had a negative effect on turnover intention and a positive effect on job performance. HR practices did not influence either psychological well-being or physical well-being. [ABSTRACT FROM AUTHOR]

Copyright of Economy & Forecasting / Ekonomìka ì Prognozuvannâ is the property of Ukrainian National Academy of Sciences, Institute for Economic Forecasting 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.)

About Fellowship/Mastership Programs in the American Dental Assistants Association Long a standard of professional achievement, Fellowship in one of America's healthcare organizations has been a coveted level of professional recognition: [...]

Drawing on psychology-derived theories and methods, a questionnaire survey compared principal kinds of work orientation, job content and mental well-being between self-employed and organisationally employed professional workers. Self-employment was found to be particularly associated with energised well-being in the form of job engagement. The presence in self-employment of greater challenge, such as an enhanced requirement for personal innovation, accounted statistically for self-employed professionals’ greater job engagement, and self-employed professionals more strongly valued personal challenge than did professionals employed in an organisation. However, no between-role differences occurred in respect of supportive job features such as having a comfortable workplace. Differences in well-being, job content and work orientations were found primarily in comparison between self-employees and organisational non-managers. The study emphasises the need to distinguish conceptually and empirically between different forms of work orientation, job content and well-being, and points to the value of incorporating psychological thinking in some sociological research. [ABSTRACT FROM AUTHOR]

For professionals working in demanding environments, the negotiation of part-time or workload reduction idiosyncratic deals (i-deals) may be challenging, with negative consequences for career progression. Yet there are few studies of part-time i-deals specifically, or empirical studies of their development process. This article examines the process of achieving a part-time i-deal, drawing on interviews with 39 part-time professionals in two organizations, each located in the UK and the Netherlands. The article makes two contributions to i-deal theory: first, it defines the four elements of a new category of ‘reduced time and workload’ i-deal for professionals (perceived suitability of the work, schedule, workload, and career impact); and second, it refines Rousseau’s model of the development process, by adding an initial ‘private consideration’ of options stage, where the feasibility of working part-time is evaluated against alternatives including remaining full-time, or leaving the organization. Third, it identifies as structural constraints two work practices designed for full-time professional work in demanding environments: the routine expectation of unpredictability, and the absence of substitutability in resourcing. Fourth, it shows how, post-negotiation, professionals use informal job crafting, both individual and collaborative, to try to overcome these constraints. The implications for achieving flexible and sustainable careers are discussed. [ABSTRACT FROM AUTHOR]

The purpose of this study was to identify signs of innovative practices in the teaching conducted by professional doctors, lawyers and engineers who teach in universities. The study, of an ethnographic type, was conducted at three universities in Santa Catarina State and involved 393 students and 14 professors.A questionnaire was used, as well as focused group interviews and semistructured interviews. The study demonstrated that although modalities of reproduction and transmission of knowledge are still present, in an amount exponential to the curricular contents, the teachers studied undertake innovative practices. “Signs of rupture with the traditional forms of university teaching” were found, among which are; A break with the simple transposition/transfer of knowledge; a break with the hierarchical posture in the teacher-student relationship/ a break with the concept of ready and finished knowledge; a break with the classificatory/verifying evaluation and a break with formality and apathy in the classroom.

Purpose -- With the rise in the number of women faculty since the 1970s, the traditional academic model of an exclusive devotion to work has been increasingly contested. Broad changes have occurred in academic culture and policies to make many universities more family-friendly. Recent research on graduate students points to a shift in atti-tudes about work/family management as well. Graduate students, both male and female, seem to balk at expectations for a sole devotion to an academic career to the exclusion of family life. We examine how faculty members carry out acts of resistance to this traditional model. Methodology/approach -- This article presents research from two separate hut related qualitative studies for a combined sample of 74 faculty members with children. Findings -- Women and men faculty make professional and personal choices and engage in behaviors that, in essence, are acts of resistance against the dominant but perhaps "old" culture of academe. Originality/value -- Resistance to the ideal worker norm in academia has been largely overlooked in studies about faculty parents (particularly fathers) and work/family balance. We demonstrate how faculty members act as agents of social change in academia. [ABSTRACT FROM AUTHOR]

Based on an extensive qualitative study, this article explores how professional workers in an organization, in this case television programme makers at a public broadcaster, cope with the complex changes that occur when their professional practices as well as their organization are in the midst of turbulent times. Departing from a process perspective to organizational change and insights from Bakhtin's notion of ‘double-voicing’, which means that people borrow other people's words in their own talk, two main contributions are offered. First, we show how stability cannot be taken for granted but rather takes continuous work. This work is conceptualized through the notion of ‘stabilizing movements’ in which other people's voices can be used to legitimate one's own practices and thereby create a space for one's own actions. In this way, stabilizing movements can create a feeling of stability, and a sense of a stabilized platform for action. Second, the research shows the need for inquiring into the contextualizing work carried out by professional workers during change. Thus, we find that there is no context ‘out there’ as a given. Rather, this study points at the importance of studying the contextualizing work people continuously do in various ways where different contexts are created and re-worked in the professionals' practices. [ABSTRACT FROM PUBLISHER]

Introduction I. The Professions in Historical Context A. A Short History of the Professions in America B. The Professions and Professionalism: A Historiography II. Julius Henry Cohen and the Professionalism [...]

Introduction I. Is Law a Profession? II. Should Law Be a Profession? Conclusion INTRODUCTION In 1916, Julius Henry Cohen--the subject of this conference--took up the now-perennial debate concerning whether law [...]

INTRODUCTION Proponents of environmental conservation policies face significant costs and risks in the political arena since effective policies typically regulate or redistribute social resources. As students of the policy process [...]

The primary purpose of this research was to investigate how well the training, education, and experience requirements of the Defense Acquisition Workforce Improvement Act (DAWIA) have been implemented by the [...]

Russia's 'democratic' revolution of February 1917 saw all types of professions and social groups mobilize into unions and congresses to articulate their demands. Lower and middle classes dominated, but it is notable how former elite groups were quick to form bodies to defend their interests and to promote their visions of Russia's future. Historians have invariably dismissed these groups as marginal to the revolutionary process and inherently 'counter-revolutionary'. This article challenges these assumptions, using the Union of Officers, formed across the military in May 1917 to defend officers' professional interests, as a case study. The union spread quickly, published a newspaper, and agitated among politicians for greater discipline in the military. Its activities fuelled popular fears of counter-revolution, but only a few of the union's leaders actively worked against the government. General Kornilov's failed revolt in August demonstrated that most officers had doubts. Nevertheless, the union played a crucial role in mobilizing moderate and conservative forces against further reform. This exacerbated social conflict and political polarization, fatally undermining the Provisional Government and democracy in 1917.

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1467-9299.2008.00746.x Byline: MIRKO NOORDEGRAAF (1), MARTIJN VAN DER MEULEN (2) Abstract: Because of the managerialization of health care and the rise of health care managers, professionals and managers increasingly 'clash'. To reduce clashes, managerial and professional domains have not only been (re)connected; they have also been restructured. Managers, in particular, have started to make sense of their own 'professionalism'. Health care managers are professionalizing in order to cope with reform consequences. They have established professional associations, which establish educational programmes, journals, and codes of conduct, in order to define and standardize managerial work. By tracing the evolution of a new profession of Dutch health care executives, and by studying its educational underpinnings, this article will analyse whether the professionalization of managers homogenizes occupational definitions and standards. It will show that managerial education masks ideological struggles over the substance of 'good' health care management. Different 'schools' have arisen, producing heterogeneity in executive circles. Author Affiliation: (1)Mirko Noordegraaf is Professor of Public Management (2)Martijn van der Meulen is a doctoral candidate in the Utrecht School of Governance (USG), University of Utrecht. Article History: Date received 21 February 2007. Date accepted 4 February 2008.

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1468-0009.2008.00523.x Byline: DAVID MECHANIC (1) Keywords: Professionalism; information technology; physicians; disease management Abstract: Context: Physician leaders and the public have become increasingly concerned about the erosion of medical professionalism. Changes in the organization, economics, and technology of medical care have made it difficult to maintain competence, meet patients' expectations, escape serious conflicts of interest, and distribute finite resources fairly. Information technology (IT), electronic health records (EHRs), improved models of disease management, and new ways of relating to and sharing responsibility for patients' care can contribute to both professionalism and quality of care. Methods: The potential of IT, EHRs, and other practice facilitators for professionalism is assessed through diverse but relevant literatures, examination of relevant websites, and experience in working with medical leaders on renewing professionalism. Findings: IT and EHRs are the basis of needed efforts to reinforce medical competence, improve relationships with patients, implement disease management programs, and, by increasing transparency and accountability, help reduce some conflicts of interest. Barriers include the misalignment of goals with payment incentives and time pressures in meeting patients' expectations and practice demands. Implementing IT and EHRs in small, dispersed medical practices is particularly challenging because of short-term financial costs, disruptions in practice caused by learning and adaptation, and the lack of confidence in needed support services. Large organized systems like the VA, Kaiser Permanente, and general practice in the United Kingdom have successfully overcome such challenges. Conclusions: IT and the other tools examined in this article are important adjuncts to professional capacities and aspirations. They have potential to help reverse the decline of primary care and make physicians' practices more effective and rewarding. The cooperation, collaboration, and shared responsibility of government, insurers, medical organizations, and physicians, as well as financial and technical support, are needed to implement these tools in the United States' dispersed and fragmented medical care system. Author Affiliation: (1)Rutgers University Article note: Address correspondence to: David Mechanic, Institute for Health, Health Care Policy and Aging Research, Rutgers University, 30 College Avenue, New Brunswick, NJ 08901 (email: mechanic@rci.rutgers.edu).

Professional mothers are more likely than professional fathers to leave workplaces--a phenomenon referred to as opting out. Previous research asserts that work-family challenges, including lack of access to supportive workplaces, are among the main reasons for this pattern. Despite revived interest in the study of opting out, little is known about factors shaping the loyalty to employer of those currently employed. Using data from the 2002 National Study of the Changing Workforce (N =160 professional mothers; 114 professional fathers) we explore how three important forms of workplace social support - coworker support, supervisor support, and supportive workplace culture - are associated with professional mothers' and fathers' loyalty to their employees. Including fathers allows us to determine if gender dynamics are present in these patterns. The results suggest gendered patterns where supportive workplace culture relates to professional fathers' employer loyalty and supervisor support relates to professional mothers' employer loyalty. [ABSTRACT FROM AUTHOR]

The labour processes and employment relations that characterise the working conditions of many professional workers might be expected to generate the high-trust environment required for cooperative, partnership-style management–union relations. However, few studies have focused on partnership in ‘professional’ and ‘expert labour’ employment sectors. This paper assesses the efficacy of partnership through the lens of manager, union and employee attitudes at three cases studies notable for employing high numbers of staff in the professions and ‘marginal professions’. The analysis focuses on the nature of the cooperative relationship between union representatives and management (categorised as either ‘nurtured’ or ‘coerced partnership’), whether unions in these settings are able to expand the range and scope of their influence, and whether professional workers themselves display positive attitudes to cooperative union forms. The study finds that in all three cases the ‘partnership’ union is seen by its members as a weak, insubordinate entity in terms of collective influence over management policy though in the two ‘nurturing’ cases they see it to be more effective for individual member representation. [ABSTRACT FROM PUBLISHER]

This paper unites two streams of enquiry: 'managerial work' and 'professional services call centres'. The 'role of the manager' is an under researched area in call centre studies though the 'managerial regime' has been frequently invoked while describing the info-normative control mechanisms. Additionally, there is a paucity of discussion on professional services call centres since much of the commentaries are situated in the context of mechanistic or mass-customised service delivery models. A call centre employing professionals is distinctive in its nature. A professional workforce is required to work in an information communication technology (ICT)-dominated ecosystem where their autonomy and discretion is constrained. This paper captures the voice of the General Manager (GM) of a health contact centre (HCC) and critically examines the impact of the work organisation on the managerial role. This case study sheds light on the key competencies of the GM who is required to negotiate the duality of the work organisation - preserving the established practices of the nursing workforce and transitioning them into the efficiency-driven environment of a call centre. [ABSTRACT FROM AUTHOR]

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1467-8306.2007.00582.x Byline: Katharine McKinnon (*) Keywords: development practice; discourse; hegemony; Southeast Asia; Thailand Abstract: Development is a project of hope, guided by the aspiration for greater social justice and emancipation of the poor and disadvantaged in the world. Over the past decade postdevelopment critics have argued that this project of hope has failed, and, instead of creating a fairer world, development can only serve to perpetuate uneven power relationships. Emerging work by postdevelopment authors reinvigorates the positive promise of development as a project toward emancipation and social justice. Discursive practices of development professionals in northern Thailand illustrate how one might conceive of a postdevelopment practice in which aspirations toward social justice and emancipation can coexist alongside the messy realities of development work. Drawing on contemporary discourse theory, Ernesto Laclau's conceptualization of hegemonic struggle provides conceptual tools for thinking beyond the bind of development-as-power. Using hegemony to reimagine development as first and foremost a form of political engagement it becomes possible to imagine viable postdevelopment approaches and strategies. Author Affiliation: (*)School of People, Environment and Planning, Massey University, New Zealand Article History: Initial submission, May 2006; revised submission, December 2006; final acceptance, February 2007 Article note: Correspondence: Development Studies, School of People, Environment and Planning, Massey University, Private Bag 11 222, Palmerston North, New Zealand, e-mail: k.i.mckinnon@massey.ac.nz.

Management gurus, who are among the most influential public orators of the day, make use of humor, to add to their effectiveness. It is found that humor and audience laughter are critical to understanding the live performances of management gurus.

Copyright of Ciencia & Trabajo is the property of Fundacion Cientifica y Tecnologica de la Asociacion Chilena de Seguridad 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.)

This article draws on a large British Medical Association (BMA) survey which allows the comparison of doctors who qualified in the UK with International Medical Graduates (IMG) who qualified overseas. It does this with respect to inequality, morale and career aspiration. The paper argues that the human-capital protection of qualifications, profession and status is not sufficient to equal the experiences of migrant doctors with those of doctors who qualified in the UK. Moreover, the article provides a gendered analysis which demonstrates clear differences between women and men and shows that place of qualification intensifies the gendered experience of a medical career. Drawing on intersectional insights shows that women IMGs are the most disadvantaged despite the apparent protection of high human capital. [ABSTRACT FROM PUBLISHER]

We are living in a time of accelerating technological development, which affects us all in our professional and social lives. Using data obtained from a 2-day activity-travel-communication diary survey in the Utrecht-Amersfoort-Hilversum region in the Netherlands, we enhance insight into the use of Information and Communication Technologies by professionals of different types. The multivariate analyses show that one quarter of the sample has traditional work arrangements with continuous work at one location and shows a relatively low use of electronic communication modes. Half the professionals are telecommuters-car commuters and have short face-to-face and email contacts or are telecommuters-public transport commuters who in contrast rely on emails and face-to-face contacts. The final quarter of the sample shows a highly fragmented temporal work pattern with intensive face-to-face and electronic contacts. [ABSTRACT FROM AUTHOR]

This article investigates the impact of policy measures on the organisation of home-based care for older people in France, by examining the balance between formal and informal care and the redefinition of the initial familialist model. It focuses on the specific cash for care scheme (the Allocation personnalisée d'autonomie - Personalised allowance for autonomy) which is at the core of the French home-based care policy. The author argues that in a redefined context of 'welfare mix', the French public strategy for supporting home-based care in France is articulated around two major objectives, which can appear contradictory. It aims to formalise a professional care sector, with respect to the employment policy while allowing the development of new forms of informal care, which cannot be considered to be formal employment. The data collection is two-fold. Firstly, a detailed analysis was made of different policy documents and public reports, together with a systematic review of existing studies. Secondly, statistical analysis on home-based care resources were collected, which was not easy, as home-care services for older people in France are part of a larger sector of activity, 'personal services' ( services à la personne). The article exposes three main findings. First, it highlights the complexity of the formalisation process related to the introduction of the French care allowance and demonstrates that formalisation, which facilitates the recognition of care as work, does not necessarily mean professionalisation. Second, it outlines the diversity of the resources available: heterogeneous professional care, semi-formal forms of care work with the possibility to employ a relative and informal family care. Finally, the analysis outlines the importance of the regulation of cash payments on the reshaping of formal and informal care and comments on its impact on the redefinition of informal caring activities. [ABSTRACT FROM AUTHOR]

In order to examine job stress and coping among self-employed and organizationally employed professionals, job-related stressors and coping strategies were assessed among self-employed ( n = 149) and organizationally employed ( n = 159) professionals working as accountants, lawyers, pharmacists and psychologists. Results indicate that although self-employed workers complained about lack of security and organizationally employed workers complained about lack of autonomy, no differences were found in overall stress levels or overload. Examination of workers' coping strategies provided a partial explanation for these findings. Stress levels negatively correlated with active coping and positively correlated with passive/avoidance coping; self-employed workers were found to cope by confronting problems, whereas organizationally employed workers were found to cope by avoiding them. These findings qualify previous research findings on self-employed and organizationally employed workers. Copyright © 2011 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

This article examines an unanticipated consequence of adopting flexible working practices -- that of work intensification. Based on a study of professional workers and in line with other studies, we present evidence showing that flexible workers record higher levels of job satisfaction and organizational commitment than their nonflexible counterparts. However, we also report evidence of work intensification being experienced by both those who work reduced hours and those who work remotely. We identify three means by which this intensification occurs -- imposed intensification, enabled intensification and intensification as an act of reciprocation or exchange. We argue that the apparent paradox of high job satisfaction and organizational commitment, alongside work intensification can be explained by employees trading flexibility for effort. Using social exchange theory we propose that employees respond to the ability to work flexibly by exerting additional effort, in order to return benefit to their employer. [ABSTRACT FROM AUTHOR]

Professional fields and academic disciplines define their own object of study, modes of communication, and methods of inquiry. Narrative understanding within these communities is fundamental for conceiving causation and process and for selecting how attention will be paid to which events in what order. Narratives may be generated in therapeutic dialogue or casual conversation and may determine possible interpretations and actions. The practical needs of the community change the conventional practices. The allied health professions face special challenges in defining their own specialized practices.

The international migration of professional workers has increased in scope over the past 20 years as skilled workers are needed when companies' activities cross national borders. While this trend has been recognised from an economic perspective, much less has been researched from a social and cultural angle. Using case studies of British and Singaporean migration to China, this paper employs a comparative frame to examine the effect of cultural differences — both in terms of business culture as well as social norms regarding ethnicity and gender — on the dynamics of the 'contact zones' emerging in various cities in China, including the cosmopolitan cities of Shanghai and Hong Kong, the Chinese capital city of Beijing, as well as the industrial townships of Suzhou, Wuxi and Guangzhou. As sites which invoke the spatial and temporal copresence of subjects previously separated by geographic and historical disjunctures, and whose trajectories now intersect, 'contact zones' (as defined by Mary Pratt in the context of colonial encounters) are frontiers where 'difference' is constantly encountered and negotiated. Given very different ethno-historical linkages traced by Singaporeans and Britons to China and as a result a divergence of cultural imaginings about 'China', it is not unexpected that the two groups of transmigrants enact different ways of encountering lift in China. The paper explores the differential politics of the Singaporean and British presences in China around three stereotypical images of the foreigner in China — the culturalist, the colonialist and the imperialist. [ABSTRACT FROM AUTHOR]

The authors address a methodological issue in estimating pay penalties to women professionals-whether the dependent variable in the pay equation should be hourly wage or earnings measured over some other period such as weeks, months, or a year The authors analyze data on college graduates working in professional specialty occupations and on physicians, and they report two main conclusions. First, the appropriate specification of the pay equation for (employed) professionals is with ln(earnings) as the dependent variable with ln(hours) included as an independent variable. Second, the implications of using this specification for estimates of gender pay differentials are serious. In the data on professionals, respecification of the pay equation changes the estimate of the pay penalty to women from -4.6 to -7 .6 percent In the data on physicians, it changes the estimate from no penalty to a very large one,from -1.8 to -13.0 percent. [ABSTRACT FROM AUTHOR]

As global competition continues to increase, quality is a crucial factor for firms to survive. Regarding quality in Mexican maquiladoras, Mexican professionals are suggested as the essential factor in successful quality programs. In this study, the literature related to quality in Mexico is reviewed, and propositions designed to test the main thesis are suggested. Additionally, exploratory data about professional Mexican worker perceptions of quality programs in maquiladoras are examined. Based on these results and the literature reviewed, Mexican professionals seem to hold significant promise in maximizing quality results. [ABSTRACT FROM PUBLISHER]

A good grasp of cultural differences is crucial for practicing physicians in a nation whose multicultural population is continuously expanding. Cultural ignorance, for example, is frequently part of what goes wrong in patient care and an underlying cause in many malpractice suits. Aside from differences among ethnic groups, not all people from the same culture will react in the same way. Doctors who have a responsibility to treat all patients with sensitivity and compassion and who wish to ensure patient satisfaction and prevent malpractice suits should have adequate cross-cultural training., By bridging language and culture gaps, you can improve patient satisfaction and reduce malpractice risk. A Vietnamese patient comes to you with a vague complaint. "Are you in pain?" you [...]

The construction of work in artificial intelligence (AI), as seen from the expert systems community, suggests that in professional work, practitioners use the term 'work' very selectively. This selectivity extends to their method of studying the work of the human experts whose practice knowledge-based systems are supposed to mimic. There systems are unsuccessful when subjected to real-world situations, because of the incomplete representations of expert knowledge encoded in their knowledge base.

To authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1467-9299.2010.01837_2.x Byline: Bruce Doern (1) Author Affiliation: (1)University of Exeter and Carleton University, Ottawa

Most studies of work-related Type A behavior have been conducted with samples of white men. Using a mail questionnaire to assess Type A behavior, job satisfaction, and daily stress and tension among 250 black men and 233 black women public accountants, the prevalence of Type A behavior and its relationship with satisfaction and stress were highly consistent with those reported for other samples of white men and women.

The relationship between employee performance with new technology and perceptual and communicative factors was investigated in a field study of 157 employees from a large corporation. Multiple regression analysis revealed that three perceptual factors (relative advantage, complexity, and trialability) and two communication factors (receiving task-related messages and receiving negative evaluations of the new technology) explained a significant amount of the variance in employee productivity with a new computer system. Post hoc analyses revealed that two communication factors (receiving task-related messages and receiving negative evaluations of the new technology), and two perceptual factors (relative advantage and complexity), were predictors of two additional performance measures: (1) the productivity decrease which occurred the first week the new technology was used, and (2) the speed with which the employees returned to previous productivity levels using the new technology.

MALECKI E. J. and BRADBURY S. L. (1992) R&D facilities and professional labour: labour force dynamics in high technology, Reg. Studies 26, 123–136. The recent decentralization trend among research and development (R&D) laboratories has been attributed in part to firms following the locational preferences of their professional and technical workers to attractive areas. This paper examines the locational decisions and preferences of both R&D facilities and their professional employees. The findings suggest that the location of R&D facilities is influenced by the labour market dynamics of professional workers. Quality of life and city size are significant locational considerations both to professional workers and to firms that conduct R&D. These results demonstrate and reinforce the benefits of agglomeration economies associated with large urban areas for corporate location. MALECKI E. J. et BRADBURY S. L. (1992), La disponibilité des services en R&D et les employés professionnels: la dynamique du marche de l'emploi de la haute technologie, Reg. Studies 26, 123–136. La tendance récente à la décentralisation des laboratoires de recherche et de dèvelopment, R&D, a ètè attribuè en partie à la dècision des entreprises de suivre les choix de localisation de leurs spècialistes et de leurs techniciens en faveur des zones attrayantes. Cet article cherche à examiner les dècisions et les choix de localisation des services en R&D et de leurs employès professionnels. Les rèsultats laissent supposer que la localisation des services en R&D est influencèe par la dynamique du marchè de l'emploi des employès professionnels. La qualitè de la vie et l'importance de la ville sont des facteurs de localisation de grande portèe pour les employès professionnels et pour les entreprises qui font de la R&D. Ces rèsultats dèmontrent et soulignent les avantages des èconomies d'agglomèration lièes aux grandes zones urbaines pour la localisation des entreprises. MALECKI E. J. und BRADBURY S. L. (1992), Forschungs-und Entwicklungseinrichtungen und beruflich ausgebildete Fachleute: das Kräftespiel der in der Hochtechnologie Erwerbstätigen, Reg. Studies 26, 123–136. Die neue Tendenz zur Dezentralisierung in Forschungs-und Entwicklungslabors wird zum Teil Firmen zugeschrieben, die sich den Standortpräferenzen ihres akademischen und technischen Personals anpassen. Dieser Aufsatz untersucht die Standortentscheidungen und-präferenzen sowohl der F&E Einrichtungen als auch ihrer beruflich qualifizierten Arbeitnehmer. Die Befunde legen nahe, dass der Standort der F&E Einrichtungen vom Stellenmarktkräftespiel der beruflich qualifizierten Fachleute beeinflusst wird. Lebensqualität und Stadtgrösse stellen hierbei für fachlich qualifizierte Arbeitnehmer wie für Forschung und Entwicklung betreibende Firmen wichtige Faktoren bei Standorterwégungen dar. Diese Ergebnisse zeigen und verstérken die Vorteile der Ballungswirtschaftlichkeit, die korporativen Standorten aus Grosstadtgebieten erwachsen. 1. Earlier versions of this paper were presented at the Meeting of the Southern Regional Science Association in Washington, DC, March 1990, and the North American Regional Science Association International in Boston, November 1990. [ABSTRACT FROM PUBLISHER]

The digital revolution has transformed society and forever altered the practice of psychiatry. Technology permeates our daily lives and poses new social and professional challenges (Table 1). (1) The speed, [...]