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Because high‐status employees make disproportional contributions to firms, prior literature suggests that their departure would undermine various organizational outcomes. Building on recent literature, however, we suspect that a high‐status employee may have seized disproportional resources and credits from coworkers, thereby restricting them from performing, particularly when the work context is more independent and contested. As a result, the departure of a high‐status employee may bring staying coworkers more resources and incentives to perform, causing their performance to improve. To test this possibility, we examine the effect of high‐status analysts' departure on the individual performance of analysts who remain, using a sample of sell‐side analysts in Chinese financial brokerage firms. Employing a before‐and‐after treatment research design, we find evidence that after the departure of a high‐status analyst, the staying coworkers' individual performance is significantly improved. It is particularly so when they share greater industry overlap with the departing analyst. Our extensional analyses also investigate additional contingencies, which helps provide valuable hints about possible mechanisms. [ABSTRACT FROM AUTHOR]

Aim: This literature review examined the impact of the orientation or onboarding programs on the transition of foreign‐educated nurses to a US healthcare setting and factors influencing their transition. Background: Recruitment of foreign‐educated nurses has been a solution to the ongoing nursing workforce shortage in the United States. However, they face various challenges in their transition to employment in the United States. Adequate orientation and continued support are needed for the successful transition of foreign‐educated nurses. Methods: A systematic literature search was conducted in 2022 across PubMed, CINAHL, Academic Search Complete, Google Scholar, and MEDLINE databases. This review selected only articles published between 2015 and 2022 in English that addressed foreign‐educated nurses' transition issues in US healthcare settings. The review followed the Preferred Reporting Items for Systematic Reviews and Meta‐Analyses guidelines. The quality of the articles was appraised using the John Hopkins Evidence‐based Practice tool. Results: This review of 14 articles revealed that the quality of orientation and organizational support were positively associated with foreign‐educated nurses' job satisfaction and turnover. Factors influencing foreign‐educated nurses' transition included peer support, job assignment and workload, credentialing, communication and cultural adjustment, psychological factors, safety perceptions, work environment, and coping strategies. Discussion: There was a lack of literature that evaluated orientation or onboarding programs for foreign‐educated nurses. Further research is needed to explore the effectiveness of supportive programs in promoting their smooth transition. Implications for nursing practice and policy: Efficient onboarding or orientation programs and policies for foreign‐educated nurses are crucial, considering the factors influencing their transition. Good programs and policies that prioritize the support, integration, and professional development of FENs will help maximize their contributions to health care. [ABSTRACT FROM AUTHOR]

Human factors during aircraft maintenance have a significant impact on aviation safety. Human factors analysis, therefore, is an essential aspect in aviation. The researchers have analyzed human factors in detail. yet, the existing studies are mostly reactive in nature. In the present study, incidents during aircraft maintenance related to human factors were investigated using the HFACS-ME classification system. Critical human factors and their latent conditions were identified and mapped. Identification of active and latent human factors enables proactive mitigation of weaknesses in the system thus ensuring maintenance safety. Interventions to mitigate human factors and improve the maintenance setup at the shop floor, management, and organization levels were formulated. The proposed model validated that past incidents could be effectively utilized as predictors to identify and mitigate active and latent human factors during aircraft maintenance by implementing proactive interventions. KEY POINTS: A proactive approach to identify, prioritize, and mitigate active and latent human factors in maintenance tasks in aviation. Active and latent human factors in aircraft maintenance incidents were analyzed and mapped using HFACS-ME. Dependency of factors was established. interventions at all levels in the organization were proposed to mitigate human factors. The proposed model could be effectively utilized to mitigate human factors by implementing proactive interventions during aircraft maintenance. [ABSTRACT FROM AUTHOR]

Gender inequity persists in academic medicine. This article reviews the historical context, ongoing leadership challenges, and societal biases. The persistent barriers to gender equity in leadership roles, pay, and professional recognition are considered through the lens of obstetrics and gynecology where these issues persist despite a significant presence of women in the field. The impact of gender stereotypes, the role of intersectionality, and the need for systemic change are evident. Embracing diverse leadership styles and creating inclusive pathways to leadership will help actualize the potential benefits of a genderdiverse workforce, enhancing health care outcomes and fostering innovation. [ABSTRACT FROM AUTHOR]

Objective: This study explored the experiences, concerns and perceptions of hospital clinical staff returning to work after parental leave during the COVID-19 pandemic. Methods: An exploratory mixed-methods study was performed. Eligible staff employed at a large metropolitan tertiary health service in Melbourne, Australia, completed an ethics-approved anonymous online cross-sectional survey and/or participated in an interview between February and June 2021. Results: Ninety-six staff completed a survey and four participated in an interview. Staff reported both positive and negative aspects of being on parental leave during the COVID-19 pandemic including disappointment their leave had not gone as planned; feeling isolated from family and friends; wanting greater communication from their health service; appreciating the increased opportunities for them and their partner to be at home and bond with their baby; and concerns about returning to work such as limited knowledge of COVID-19 workplace policies and potentially infecting their baby and family. Conclusions: The COVID-19 pandemic had a unique impact on the parental leave and return to work experiences of hospital clinical staff. The findings suggest that staff would benefit from formal return to work policies and programs including regular contact with their manager while on parental leave and workplace reorientation on their return, especially during events such as a pandemic. What is known about the topic? Healthcare workers often experience additional challenges and stressors returning to work after parental leave compared to other workers. What does this paper add? The COVID-19 pandemic had a unique impact on the parental leave and return to work experiences of healthcare workers who reported positive and negative aspects including isolation, limited workplace communication and increased opportunities for bonding with their baby. What are the implications for practitioners? Appropriate organisational initiatives may alleviate staff distress and support their return to work and could include formal return to work programs, regular managerial contact and workplace reorientation. [ABSTRACT FROM AUTHOR]

Aim: To understand and interpret the lived experience of newly qualified midwives (NQMs) as they acquire skills to work in free‐standing birth centres (FSBCs), as well as the lived experience of experienced midwives in FSBCs in Germany who work with NQMs. Background: In many high‐, middle‐ and low‐income countries, the scope of practice of midwives includes autonomous care of labouring women in all settings, including hospitals, home and FSBCs. There has been to date no research detailing the skills acquired when midwives who have trained in hospitals offer care in out‐of‐hospital settings. Methods: This study was underpinned by hermeneutic phenomenology. Fifteen NQMs in their orientation period in a FSBC were interviewed three times in their first year. In addition to this, focus groups were conducted in 13 FSBCs. Data were collected between 2021 and 2023. Findings: Using Heidegger's theory of technology as the philosophical underpinning, the results illustrate that the NQMs were facilitated to bring forth competencies to interpret women's unique variations of physiological labour, comprehending when they could enact intervention‐free care, when the women necessitated a gentle intervention, and when acceleration of labour or transfer to hospital was necessary. Conclusion: NQMs learned to effectively integrate medical knowledge with midwifery skills and knowledge, creating a bridge between the medical and midwifery approaches to care. Implications: This paper showed the positive effects that an orientation and familiarization period with an experienced team of midwives have on the skill development of novice practitioners in FSBCs. Impact: The findings of this study will have an impact on training and orientation for nurse‐midwives and direct‐entry midwives when they begin to practice in out‐of‐hospital settings after training and working in hospital labour wards. Patient and Public Contribution: This research study has four cooperating partners: MotherHood, Network of Birth Centres, the Association for Quality at Out‐of‐Hospital Birth and the German Association of Midwifery Science. The cooperating partners met six times in a period of 2 ½ years to hear reports on the preliminary research findings and discuss these from the point of view of each organization. In addition, at each meeting, three midwives from various FSBCs were present to discuss the results and implications. The cooperating partners also helped disseminate study information that facilitated recruitment. [ABSTRACT FROM AUTHOR]

The article outlines core competencies for pathway and magnet program directors of hospitals to facilitate the journey to excellence. These include core knowledge of the organization's foundational principles, leading teams, communication and collaboration with healthcare team members, program management, having an understanding of professional practice and articulating the importance of professional nursing, and facilitating and coordinating the journey to national recognition.

Background: The shortage of nursing faculty is a significant global issue affecting the nursing profession. Faculty turnover can negatively impact the institution by decreasing the number of qualified nursing faculty and disrupting the educational process. The cost of replacing departing faculty and recruiting and training new faculty may increase. Purpose: To describe perceptions of nursing faculty of intentions to leave academia and to identify challenges that contribute to nurse faculty turnover in academic setting. Method: A descriptive naturalistic, qualitative approach is used to explore nurses perceptions and intentions to leave academia. Results: The themes identified were unexpected journey, with two sub-themes, lack of role clarity and lack of preparation/orientation, and work environment, with four sub-themes: low Salary, workload, lack of support and favoritism. Conclusion: The urgency of addressing the factors that contribute to nurse faculty intending to leave academia cannot be overstated. The results of this study have direct implications for nursing schools' administrators, where these findings can provide them with, valuable insights that they can be used to implement best practices and mitigate the problem of nursing faculty turnover. [ABSTRACT FROM AUTHOR]

Nurses have a minimal introduction to the oncology specialty, and their exposure to radiation therapy is further limited to a superficial understanding of the patient experience. Radiation is a primary mode of oncologic treatment; thus, a comprehensive cancer center developed a 13-week training program to enhance education and clinical skills for nurses transitioning to the radiation subspecialty. Nursing retention rates were analyzed at 3, 6, 12, 18, and 24 months. Two-year postanalysis results show a 92.3% retention rate. With the cost of onboarding a single registered nurse (RN) ranging from $52,100 to $52,350, nursing leadership must develop innovative, evidence-based methods to support RN transition to practice. [ABSTRACT FROM AUTHOR]

This study examines the mediating role of job resources on the relationship between leadership and the work engagement of healthcare professionals. A stratified random sample from across the public healthcare sector of Cyprus was used. Data from a total of 605 respondents were analyzed: nurses (n = 348), physicians (n = 114), and other health professionals (n = 143). Using exploratory factor analysis, the antecedents of engagement were extracted, and a structural equation model was developed to investigate the hypothesized relationships. The results suggest that leadership factors such as leadership role encouragement and employee orientation leadership could elicit greater engagement among healthcare professionals by facilitating improved job resources (line-management supervision, development and training opportunities, and shared organizational vision). Notably, our results highlight the important role of a shared organizational vision in enhancing employee engagement. Our study provides important insights that can help managers and decision-makers further engage public healthcare employees. [ABSTRACT FROM AUTHOR]

Background: The coronavirus disease 2019 (COVID-19) pandemic has increased the rate of nurses leaving practice, which has highlighted the importance of new graduate nurse orientation. The literature has limited recommendations for orientation strategies. Method: The goal of this study was to determine what changes have occurred in orientation processes for new graduate nurses since the COVID-19 pandemic. A survey of nurse leaders was used to examine changes and opportunities. Results: Leaders are more intentional with orientation processes, including frequent check-ins and increased discussion of time management, difficult conversations, and workplace violence. Individualized orientation plans are used, along with a stronger focus on nurse wellness. Conclusion: Recommendations include continuing support after orientation is completed and partnering with academia to provide content on stress management and wellness. Innovative and cost-effective transition to practice programs are needed to meet the needs of new nurses. [J Contin Educ Nurs. 2024;55(7):345–350.] [ABSTRACT FROM AUTHOR]

OBJECTIVE: The purpose of this study was to compare outcomes of using a task-layered clinical orientation when compared with the original patient-layering approach. BACKGROUND: Use of task-layering to orient new graduate nurses to the clinical world of nursing has been theorized to provide a decrease in cognitive load and allow for more streamlined clinical orientation. METHODS: The method of this study was a nonrandomized, comparative design to measure the outcomes of length of orientation, new graduate perceptions about level of confidence/comfort with professional nurse responsibilities/skills, stress, satisfaction, and perceptions about orientation. RESULTS: Analysis revealed no statistical significance between the 2 groups. However, the task-layered clinical orientation group completed orientation earlier than the traditional patient-layered group. CONCLUSIONS: The task-layered approach to clinical orientation provided as good of outcomes as traditional orientation strategy and may result in cost savings due to decrease in total clinical orientation days. [ABSTRACT FROM AUTHOR]

This article describes standardizing ambulatory oncology nursing orientation within an academic comprehensive cancer center to reduce turnover rates. The nursing professional development specialist created a standardized orientation using templates to ensure consistency and diseasespecific experiences because this center is organized into 17 interprofessional disease teams. [ABSTRACT FROM AUTHOR]

This study examined the interface of paradoxical responses (i.e., employee entitlement and job satisfaction) to social support in the form of employee orientation in hospitality contexts. A large-scale, multi-source, survey-based field study on restaurant employees and customers was conducted. The findings showed that employees who received support developed a sense of entitlement that ultimately undermined the benefits of job satisfaction on limiting employee incivility toward customers. This understudied entitlement perspective is insightful for justifying the paradoxical negative effect of social support in hospitality service settings. Practical implications for hospitality managers to handle the social support paradox and employee entitlement, as well as study limitations and future research directions, are all discussed. [ABSTRACT FROM AUTHOR]

Background: The United States currently is experiencing a nursing faculty shortage that greatly affects the number of nurses entering professional practice. Nurse faculty transitioning from clinical practice to academia face challenges that may have negative effects on job satisfaction and feelings of competence. Despite barriers, quality nursing faculty are needed. Method: This quality improvement project evaluated the effects of an 8-week structured onboarding mentorship on novice nursing faculty's job satisfaction and feelings of competence. Novice faculty were paired with a mentor and completed weekly meetings and an online on-boarding curriculum based on National League for Nursing Nurse Educator Core Competencies. A pretest-posttest design assessed feelings of competence and job satisfaction before and after the 8-week intervention. Results: Findings indicated increased feelings of competence and no change in job satisfaction. Conclusion: Outcomes demonstrate how mentorship and structured orientation can positively benefit novice faculty's experiences and competence during their transition into academia. [J Nurs Educ. 2024;63(6):405–408.] [ABSTRACT FROM AUTHOR]

Objectives. Notwithstanding its economic importance, the construction industry is still facing challenges due to its high accident record. As a result, the goal of this study is to identify the key underlying causes of accidents in the Malaysian construction industry that construction stakeholders can focus on to reduce the menace of accidents in the industry. Methods. To achieve this goal, relevant literature was reviewed in order to identify the causes of accidents. The identified factors were used to develop the survey questionnaire for collecting primary data, and the collected data were analysed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Results. The results of the EFA and CFA establish and confirm 11 clusters for the causes of accidents on construction sites: management problems; inadequate training; inadequate supervision; mental health problems; bad attitudes; inadequate funding; inadequate experience; material and equipment handling; poor safety practices; inadequate orientation; and work environment. Conclusion. The study concludes that addressing all 11 factors will drastically reduce the incessant accident occurrences in the construction industry. The result of this study will help construction stakeholders know where to direct their energy in an effort to reduce construction accidents. [ABSTRACT FROM AUTHOR]

Purpose: This study investigated the performance of patient safety activities among hospital nurses and aimed to identify the factors influencing their performance of these activities. Methods: It employed a descriptive survey design, targeting 131 nurses currently working in hospitals. The data collection involved posting a guide to the study on an online social network for nurses (NURSECAPE) and recruiting nurses who understood the content and agreed to participate in the survey. The survey was conducted through a self-reporting method via a URL provided to research participants, and the data collection period was from August 11 to September 11, 2019. Results: The results revealed that 46.6% of the participants had experienced patient safety incidents, with falls being the most common. The factors influencing the performance of patient safety nursing activities among the participants were found to be the type of medical institution, community orientation, and environmental suitability in organizational health. These factors explained 38.5% of the variance. Conclusion: Based on these findings, it appears crucial to explore strategies for improving organizational health tailored to the characteristics of each hospital to facilitate better performance of patient safety activities among hospital nurses. Furthermore, subsequent studies are needed to objectively evaluate the adequacy of patient safety activity performance according to the size of the hospital. [ABSTRACT FROM AUTHOR]

Background: Work functioning impairment is a key diagnostic and prognostic criterion in patients with psychiatric disorders and work inclusion is a major goal of their therapeutic pathway. Since 2009, the Regional Innovative Program (PIR) TR106, promoted by ASST Fatebenefratelli-Sacco of Milan in collaboration with other Departments of Mental Health and Addictions (DSMDs) in the town of Milan (Italy), has been developing the employment inclusion of psychiatric patients. Aims: The objective of this study is to evaluate its outcomes over 8 years of observation. Method: We reported the results of a retrospective epidemiologic analysis on 2,142 interventions on 1,066 patients recruited, investigating PIR TR106 outcomes per year focusing on different subgroups. We focused on 'positive', 'negative', and 'other' outcomes. Results: We preliminary calculated job maintenance interventions (5%, 107) and excluded these interventions from the overall. We observed 29 job firing (1.4%) and 15 job resignations (0.7%) as negative results (equal to 2.2% of the total) and 388 job hiring (16.6%), 647 traineeships (31.8%), and 413 work formation (20.3%) as positive outcomes (equal to 68.75%). In other outcomes (29.1%) we found 305 dismissals from PIR TR 106 (15%) and transitory outcomes (14.1%). Job hiring increased from 8.9% in 2012 to 23.8 % in 2019 (p <.001), while the dismissals diminished from 26.7% to 13.3% (p <.001). The effectiveness of traineeships in terms of job hiring increased in the ratio of annual job hiring versus job traineeship (+48.8%). The majority of hired patients (15.1%) were affected by a psychotic disorder. A significant hiring increase was observed in patients with psychotic disorders and personality disorders (p <.005). Conclusions: PIR-TR106 represents a territorial employment inclusion program with progressively increasing effectiveness and specificity, as suggested by changes in outcomes during the 8-year observation. The adaptive capacity and sustainability of the intervention are worth further investigation. [ABSTRACT FROM AUTHOR]

As newly licensed nurses transition to practice, opportunities exist to optimize self-care. An onboarding layer of support was provided through a nurse residency program that incorporated the SMILE Scale™, a quick and easy tool for self-assessment of well-being. This tool can be incorporated for use with healthcare staff in any environment. [ABSTRACT FROM AUTHOR]

Purpose This article provides an overview of changes implemented at an academic medical center to reduce pharmacy technician turnover. Summary Pharmacy technician turnover has been a problem for years. Technicians come and go; they move on to other positions, and continuous turnover is an avoidable expense. With greater focus on creating a successful onboarding experience for newly hired technicians, turnover should decrease and satisfaction and engagement should increase. When a newly hired technician leaves a department within the first year, it can have a negative impact on the engagement of the remaining technicians who spent time training new hires in how to complete tasks, mentoring them, and incorporating them into the team. Creating a positive onboarding experience will decrease expenses accrued and minimize wasted resources and staff time dedicated to a technician who will not be around in 6 months to 1 year. At M Health Fairview, a Minneapolis, MN–based health system, technician retention has been improved through a standardized approach to onboarding and orientation, including creation of the new staff role of technician success and onboarding coordinator (TSOC). Conclusion A standard approach to onboarding pharmacy technicians and integrating them into the pharmacy department has proven to be essential to technician retention at M Health Fairview. To get started, it is important to find the right person for the TSOC role to coordinate successful onboarding of newly hired pharmacy technicians. That person should be an individual with passion to engage and inspire newly hired technicians, with several years of experience, and with the ability to cascade knowledge. [ABSTRACT FROM AUTHOR]

A large public nursing data set was used to determine whether orientation and/or preceptor programs impact job satisfaction among registered nurses in Maine and Massachusetts. There was no association between orientation and preceptor programs and satisfaction, nor evidence that new nurse status modified the relationship. There is a need for evaluation of orientation and preceptor programs' structure and effectiveness, and innovation is needed in promoting job satisfaction, thereby increasing nurse retention. [ABSTRACT FROM AUTHOR]

Scant research has examined the effects of an organization's stakeholder orientation on the cognition and attitudes of employees. Our study focuses on how one aspect of an organization's objective, its stakeholder orientation, affects employee job satisfaction. Through seven studies utilizing different samples and measures, we theorize and demonstrate that employees with a higher perceived stakeholder orientation experience enhanced job satisfaction. We provide correlational field data and causal experimental evidence to show that increased employee perspective-taking is one potential mediator of this effect. These results contribute to our understanding of job satisfaction and perspective-taking by showing how employee orientation toward other stakeholders affects their attitude toward their job and social cognition. We also expand the focus of stakeholder orientation beyond normative philosophy and toward understanding its effects on the cognitions and attitudes of organizational members to provide a basis for examining the behavioral implications of different stakeholder orientations. [ABSTRACT FROM AUTHOR]

OBJECTIVE: This quality improvement project targeted an enculturation gap among new nurses by assembling and piloting an Enculturation Toolkit. BACKGROUND: Enculturation of new nurses contributes to engagement, performance, sense of belonging, and retention. During the COVID-19 pandemic, orientation was shortened, virtual, and asynchronous, creating a gap in enculturation. METHODS: New nurses and their preceptors were surveyed at baseline, 2 to 3 months, and 4 to 5 months to measure engagement and enculturation using the Meaning and Joy in Work Questionnaire (MJWQ) and questions about the history and values of the organization. RESULTS: Initial MJWQ responses were high and sustained throughout the study period. Participants demonstrated increased knowledge of the organization's mission statement and logo. New nurses rated the toolkit activities favorably, with an average score of 4.6 out of 5. CONCLUSIONS: An Enculturation Toolkit was effective in improving knowledge about the organization and sustaining engagement and belonging. [ABSTRACT FROM AUTHOR]

One-on-one mentoring is not a fit for all transition to practice programs because of the need to recruit large numbers of mentors several times a year and the cost associated with supporting many mentor/mentee relationships. A group mentoring model is sustainable because it can foster a collaborative learning environment and emphasize knowledge sharing, skill acquisition, and emotional support within the group dynamic. Models can be replicated and applied in any setting. [J Contin Educ Nurs. 2024;55(4):161–164.] [ABSTRACT FROM AUTHOR]

This paper proposes internship crafting as a strategy for addressing a range of challenges encountered by students, host organizations, and educators involved in the planning and undertaking of internships. Challenges include work that lacks relevance to students’ aspirations, host organizations’ difficulty in judging the amounts and types of work to provide, and educators’ uncertainty regarding how to support the required negotiations. Internship crafting is explored as an opportunity to position students as active agents in the design of their internship experiences. The concept draws on the idea of job crafting, by which employees proactively co-design their tasks with colleagues and superiors to better align their strengths and interests with the needs of their organizations, for mutual benefit. Transposing job crafting onto internships creates a framework with the potential to empower students to co-design their internship experiences to advance both the needs of their host organizations and their own professional growth. [ABSTRACT FROM AUTHOR]

This study used a quantitative descriptive survey with a sample of 92 participants to assess perceived nurse faculty competency in their role at Saudi Arabian universities. Participants' perceptions overall were highly positive in the areas of teaching, scholarship, and service competencies. Participants reported less competence in the areas of scholarship and service when they started in their role. Orientation and a mentor relationship with senior faculty were reported to aid in their transition to the faculty role. The findings of the study identify strategies to support the new nurse educator. [ABSTRACT FROM AUTHOR]

The effective training of salespeople is crucial to a firm's success; there is arguably no more critical type of training than a salesperson's onboarding. In this study, the authors leverage a natural field experiment in which a firm's newly hired salespeople can undergo onboarding through either a decentralized program or a centralized program to examine the relative impact of each program. Drawing on organizational socialization theory, the authors consider whether an onboarding program that incorporates both individualized and institutionalized socialization tactics (the decentralized program) can develop salespeople into higher performers by encouraging them to take a more innovative and adaptive approach to different facets of the sales role. The findings reveal that salespeople who underwent the decentralized program achieved approximately 23.5% higher sales performance than those who underwent the centralized program. The performance benefits of the decentralized program were amplified for salespeople whose managers had a narrower span of control. In addition, these performance benefits were appreciable for those salespeople transitioning from another job but negligible for those transitioning from school. A scenario-based experiment enriches the field experiment's findings by showing evidence of the theorized mechanism underlying the sales performance benefits observed: the fostering of an innovative role orientation. [ABSTRACT FROM AUTHOR]

A multistate health system updated the nurse extern policy and skills list. Because of a knowledge gap and inconsistent practices, there was a need for a standardized program. A literature review, Internet search, and focus group informed the creation of the nurse extern program. The program, which includes a toolkit and role-specific pathways, aligns training practices across the health system. [ABSTRACT FROM AUTHOR]

Nursing professional development (NPD) directors and practitioners are called to lead practice changes. Knowledge of implementation science and diffusion theory equips NPD professionals with the tools necessary for successfully influencing nursing practice. This article analyzes a multisite implementation of the tiered skills acquisition model for clinical orientation and provides NPD directors and practitioners with recommendations for effective implementation strategies that translate beyond clinical orientation to a variety of NPD programs and initiatives. [J Contin Educ Nurs. 2024;55(3):130–136.] [ABSTRACT FROM AUTHOR]

The article focuses on the Tiered Skills Acquisition Model (TSAM) which shortens orientation times for new graduates and experienced hires. Topics discussed include insight on a mobile-friendly microlearning app deployed by a nurse leader to inform and upskill the emergency department (ED) workforce, results of the 16-month post-implementation period of the microlearning app, and factors contributing to the economic cost of nursing turnover.

Previous studies highlight gender differences in job-related training participation, particularly in countries with few family policies supporting maternal employment. This study examines whether higher levels of state-subsidized childcare provision are positively linked to mothers' participation in job-related training. It combines individual-level data from the National Educational Panel Study for Germany (NEPS-SC6 adult cohort, N = 5504, 2008–20) with annual administrative records on county-level childcare coverage. Results from fixed effects models provide evidence that higher childcare levels reduce the negative impact of childbirth on mothers' job-related training participation. Nevertheless, motherhood training penalties exist even in contexts with higher childcare coverage levels, especially in West Germany. The findings highlight the importance of supporting family policies to reduce motherhood training penalties and associated gender inequalities in the labour market. [ABSTRACT FROM AUTHOR]

Rationale: The principle of inseparability of teaching, academic research and assistance to patients, to which university physicians are subject in carrying out their work, invites reflection, aimed at identifying a combination of the three activities characterised, at the same time, by efficiency and effectiveness. Aims and Objectives: The present paper illustrates a paradigm based on the balance of intrinsic and extrinsic motivations with the purpose of identifying an efficient solution in the performance of the duties of university doctors. Methods: The analysis refers to Italy in terms of the main scenario, or, conversely, the achievement of more profit‐related goals. Results and Conclusion: Depending on the prevailing goal, it is possible to recognise the superiority of the constitutional principles. [ABSTRACT FROM AUTHOR]

Automated real-time data collection is becoming more prevalent in construction, with workers' location data being a pivotal component in detecting poor logistics and inefficient construction flows. However, the collection of location data for productivity monitoring raises significant concerns about privacy and wellbeing implications for workers. Implementing such technological solutions requires an understanding of how humans may respond to sensor-based automated data collection, making this a socio-technical issue. This study identifies the drivers of construction workers' acceptance of radio-based location tracking technology for productivity measurement using a modified Technology Acceptance Model (TAM) and offers a sociotechnical understanding of technology acceptance with implications for managing how new technologies are introduced on construction projects. Using a large residential project in Lima, Peru as a case study, construction workers were monitored using Bluetooth Low Energy (BLE) technology, and data were gathered using mixed methods. A k-means clustering analysis showed two forms of acceptance among workers: supporters (37%) and acceptance with reservations (63%). Partial least squares Structural Equation Modelling (PLS-SEM) results showed that perceived usefulness and perceived stress underpinned workers' attitudes and intention to accept the technology. Perceived privacy risk, however, emerged as the sole most significant predictor at the end of the monitoring process. Findings further suggest that workers' acceptance of the technology is influenced by the perception that it is also beneficial for safety management. Building on the preceding, the paper highlights the need for employee orientation focused on addressing perceived privacy concerns by leveraging positive perceptions about using monitoring technologies for improving onsite safety, logistics and productivity. This requires management of construction firms to develop narratives that reflect their goals for rolling out technologies in ways that ensure workers' buy-in, and a re-focus on problem framing and co以ective approaches to identifying functional and less intrusive forms of monitoring technologies. [ABSTRACT FROM AUTHOR]

Recidivism costs society, communities, families and individuals. Sport is heralded as an accessible way to engage and incentivise people convicted of crime to change their lifestyles. One high‐profile intervention designed to reduce reoffending rates is the Twinning Project, which invites people serving custodial and community sentences to participate in a football‐based programme to gain accredited qualifications with a major football club in their local region. Our primary objective was to investigate how football, which uses some of the biggest brands and regional allegiances in the United Kingdom, might help to bridge the gap between community and paths to desistance. Using a realist approach, we present interview data from people serving sentences in the community and the coaches and probation officers facilitating intervention programmes at two major British football clubs. Specifically, we conducted interviews with staff and service users serving community sentences in a large British city. Based on social identity perspectives on social exclusion/inclusion, we carried out thematic analysis with the focus on social support, social bonding and resulting future orientation. Thematic analysis revealed four themes: (a) gaps in social support; (b) coach as a role model; (c) increased future orientation; and (d) new ways forward. These themes evidenced the struggles people often face before entering the justice system as well as the capacity of high‐level coaching around a meaningful shared social identity to reduce the salience of these hurdles and elicit a sense of optimism towards the future. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement. [ABSTRACT FROM AUTHOR]

Previous studies have overlooked critical differences between different aspects of employees' knowledge-hiding behaviors. Using Social Information Processing theory as an anchor, we fill this void by investigating the impact of servant leadership on three distinct aspects of employees' knowledge-hiding behaviors: evasive hiding, playing dumb, and rationalized hiding. Specifically, we propose that servant leadership is negatively related to evasive hiding and playing dumb, and yet, paradoxically, positively related to rationalized hiding. We further propose employee perspective taking as a crucial underlying mechanism and employee justice orientation as a relevant boundary condition of the hypothesized relationships between servant leadership and employees' knowledge-hiding behaviors. Our time-lagged and two-source data provide support for our hypotheses. The theoretical and practical implications of our findings are discussed. [ABSTRACT FROM AUTHOR]

Background: Stress in nurses refers to the reactions nurses experience when faced with work demands that exceed their knowledge, skills, or ability to cope. Nursing, as a profession, is particularly susceptible to work-related stress. Methods: A cross-sectional study was conducted among 405 randomly selected nurses working in Hadiya Zone public hospitals from March 1 to 30, 2023. Data were collected using a pre-tested self-administered questionnaire. The data were entered using Epi-data version 3.1, and analysed using SPSS version 20.0. Multivariable logistic regression analysis was performed to identify factors associated with the level of work stress. Variables with a p-value <0.05 were considered statistically significant. Results: In this study, 56% (95% CI 50.9-61.2) of the participants reported being stressed in their work. Several factors were found to be associated with work stress, including being female (AOR=1.94, 95% CI 1.19-3.16), rotating shifts (AOR=2.06, 95% CI 1.31-3.25), working in the intensive care unit (AOR=3.42, 95% CI 1.20-9.73), and having post-basic training (AOR=0.55, 95% CI 0.34-0.92). Conclusion: The study revealed a high level of work stress among nurses in the study area. The zonal health unit takes measures to address work stress by providing job orientation during the hiring process, rotation, and on-the-job training to help nurses cope with and manage stressful events. Stress in public hospitals and among nurses is an important issue that needs urgent attention. [ABSTRACT FROM AUTHOR]

Peter Ellis takes us through the importance of moral courage in great leaders [ABSTRACT FROM AUTHOR]

Historically, outpatient oncology settings have not hired new graduate RNs (NG-RNs). However, with staffing shortages, outpatient oncology clinics have hired NG-RNs who required orientation from formal onboarding programs. Using a mix of didactic instruction, hands-on rotation experiences, and nursing leadership support, an NG-RN orientation program was developed to attract, support, and professionally train NG-RNs in the outpatient setting. Based on this program’s results, NG-RNs improved their competence and confidence within their first year of practice in the outpatient oncology setting. [ABSTRACT FROM AUTHOR]

The article presents a study which examined the onboarding experience of a cohort of experienced clinical nurses (ERNs), identified their onboarding needs, and made recommendations based on these findings using an organizational socialization framework. Topics discussed include alignment of exemplars of narrative responses within organizational socialization, participant demographics, and aspects of organizational socialization.

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The article addresses the need for a comprehensive orientation program for advanced practice providers (APPs) in HCA hospitals, highlighting the challenges posed by the traditional physician-driven care model. It discusses the development of an online computer-based learning (CBL) program to provide efficient and consistent orientation for newly hired APPs, emphasizing the importance of addressing the changing patient care dynamic and workforce shortages in healthcare.

Objective: This epidemiology study was conducted to determine the musculoskeletal system problems of children working in the automotive industry and related factors affecting them in the province of Şanlıurfa, the Turkish province where the child population is the highest at 44.9%. Design and Methods: A cross‐sectional descriptive type study of 256 children aged 7–17 years working in Şanlıurfa Evren Auto Industry Site and Birecik Fırat Auto Industry Site was carried out between April and September 2021. Results: The majority (55.9%) of the children spent most of their time afoot while working and had musculoskeletal symptoms, with a duration of more than one year. The body areas with the most symptoms were the waist, feet, and hands, respectively. These symptoms had not occurred before a child started working and were affected by the posture they worked in, and their daily working and sleep hours. Conclusion: Public health nurses are in a position to ensure that tetanus vaccination of working children, employment examinations, routine health checks, and necessary personal protective equipment are available. They can also work to ensure that children work for legal periods, get paid their wages, have health insurance, receive apprenticeship training, and only start working when they reach the age of being an apprentice or apprentice candidate. [ABSTRACT FROM AUTHOR]

A large pediatric hospital redesigned the traditional task-based orientation program to one based on the Synergy Model for Patient Care nurse competencies, enhanced identification of learning needs, critical thinking exercises, and use of experienced staff in the role of clinical mentor. Development of a role to coordinate the learning experiences of the newhire was essential to creation of amodel built upon the framework of the core competencies needed to care for a unit's population of patients. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has compounded the stress level of nurses and the nursing shortage. In addition, the disruption of bedside clinical experiences has raised concerns about the preparedness of nurses entering practice. A mixed methods study was conducted to learn about the perceptions of frontline nurses during the COVID-19 pandemic. Findings revealed implications for nurses in professional development as they are challenged to reimagine new nurse orientation and meet the needs of graduates transitioning to practice. [ABSTRACT FROM AUTHOR]

Nationally, nurse turnover is 18.7%, and 24.1% of nurses leave their organizationwithin a year of hire. On boarding is a key component of a nurse's intent to stay and job satisfaction. This article describes the implementation and results of an onboarding program in a large intensive care unit. [ABSTRACT FROM AUTHOR]