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Xiyi Wang,1 Jing Shao,2 Aozhou Weng,1 Jiaqi Lian,1 Fule Weng,1 Qiong Fang,1 Yun Hu1 1School of Nursing, Shanghai Jiao Tong University, Shanghai, 200025, People’s Republic of China; 2Institute of Nursing Research and Department of Nursing of Fourth Affiliated Hospital, Zhejiang University School of Medicine, Hangzhou, 310058, People’s Republic of ChinaCorrespondence: Yun Hu, School of Nursing, Shanghai Jiao Tong University, Shanghai, 200025, People’s Republic of China, Email huyunsy@shsmu.edu.cnBackground: The nursing workforce faces substantial challenges, particularly in the aftermath of the COVID-19 era. Developing an effective strategy for workforce maintenance and the strategic deployment of nurses is crucial.Purpose: This study aimed to explore and categorize nurses’ personality traits, with a focus on analyzing differences in their perceptions of the nursing work environment.Participants and Methods: Between January 2023 and February 2023, a multi-center cross-sectional study was carried out involving nurses from 12 tertiary hospitals actively engaged in frontline COVID-19 response duties. Through cluster sampling, surveys were distributed among eligible nursing staff, comprising a general information questionnaire, the Chinese Big Five Personality Questionnaire-Short Form, subjective evaluations of emergency nursing management, and the Chinese Nursing Work Environment Scale for Public Health Emergencies. Various statistical analyses, such as descriptive analysis, cluster analysis, non-parametric tests, and general linear model analysis, were employed to investigate the correlation between personality types and the perception of nursing work environments.Results: The analysis encompassed 1059 valid questionnaires, reflecting the experiences of frontline nurses. The majority of these nurses possessed 1– 5 years of experience, held junior professional titles, volunteered for their roles, and served as attending nurses. Categorization based on personality traits revealed three groups: resilient (35.60%), ordinary (16.15%), and distressed (48.25%) types. Significantly distinct perceptions of nursing work environments emerged among these categories, with resilient and ordinary types expressing notably higher satisfaction compared to the distressed group (H value = 256.487, p < 0.001).Conclusion: This study illustrates the connection between nurses’ perceived working environment and their personality traits. Nursing managers should factor in nurses’ personality traits when choosing and deploying frontline responders during public health emergencies. Prioritizing resilient-type nurses and crafting a supportive work environment that aligns with nurses’ characteristics is indispensable for an effective emergency response.Keywords: workforce management, cross-sectional studies, human resources, health system

Background: Community pharmacists face challenges in job retention due to compensation, work–life balance, and career growth concerns. With pharmacists' evolving roles in healthcare, retaining them becomes crucial for maintaining quality service. Addressing their needs is vital for a skilled healthcare workforce. This study evaluates job retention among community pharmacists, considering various workforce management domains and demographic characteristics. Materials and Methods: A cross-sectional study was employed with a self-administered questionnaire among community pharmacists in Kuala Lumpur and Selangor, Malaysia. Spearman's correlations and ordinal logistic regression analysed job retention relationships with workforce domains and predicted the demographic characteristics. Results: A total of 414 participants attempted the survey, of which 311 completed the study. Strong correlations linked job retention with value, trust, and work–life balance. Female pharmacists had higher retention odds, while younger pharmacists had lower retention odds. Pharmacists with over 10 years of experience showed higher retention odds. Discussion: 'Value and trust' and 'work–life balance' were pivotal for the job retention of community pharmacists. Strategies boosting value, trust, and work–life balance was vital. Gender, age, and experience also predicted job retention. Conclusions: Cultivating trust, valuing contributions, and providing a work–life balance can enhance job retention and commitment. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to investigate the mediating role of lean management on the relationship between workforce management and value-added time in private hospitals. This study also investigates the direct influences of workforce management and lean management on the value-added time of the hospitals. Design/methodology/approach: This study applied a quantitative approach to obtain data from the private hospitals' staff in Peninsular Malaysia. A self-administered survey questionnaire was used to collect data from 287 hospital staff using a stratified random sampling method. The partial least squares structural equation modeling (PLS-SEM) approach was used to determine the internal consistency, reliability, validity of the constructs. The PLS-SEM method was also used to test the hypothesised research model via SmartPLS 3.3.4 version. Findings: The findings of the study indicate that lean management has a direct and significant effect on the value-added time of private hospitals. The findings also revealed that lean management significantly mediates the relationship between workforce management and value-added time in private hospitals. The analysis of the results indicates that both workforce and lean management have a significant impact on the value-added time of the hospitals. Practical implications: This study provides empirical contributions to enhance the quality of workforce management, lean management and value-added time. The findings of this study provide valuable insights into how effectively managing the workforce and providing guidelines to augment the lean management practices can ensure value-added time in Malaysian hospitals and the overall health-care industry. The lean management framework provides useful insights for the policymakers to understand the significance of workforce management, lean management on ensuring value-added time through reducing waiting times, unnecessary delays, generating a higher degree of patient safety, satisfaction and loyalty. Originality/value: The research findings provide some essential indications for the health-care service providers to understand how the lean management approach can be implemented to enhance value-added time and how lean management can play a mediating role in creating a link between workforce management and value-added time in hospitals. This study also contributes to the theoretical and practical perspectives. The present study contributes to a better understanding of workforce management and lean management in health-care sectors from theoretical and practical perspectives. [ABSTRACT FROM AUTHOR]

Library is an institution that collects printed and recorded knowledge, manages it in a particular way to meet the intellectual needs of its users through various ways of knowledge interaction. In 2021, Indonesia provided 4605 active educational institutions, ranging from universities to community academies. All these institutions are obliged to provide library to create a better learning environment, by providing source of references for each course delivered by the institution. This obligation is encouraged by the government by considering library support within the accreditation system. In this accreditation system, a library should allocate books as a source of reference to each course. This establishes a paradigm that library is where we store books and where a member of the institution may borrow, learn, and return those aforementioned books. Today, educational institution deals with not only books but also thesis, dissertation, technical report, training/workshop report, research paper, etc. Authors believe it will be prudent to leave all these documents of knowledge to librarians, by changing the library's paradigm from managing books to managing knowledge. This study proposes a model of Knowledge Management System as a transformation from Library Management System. This study also explains about expected opportunities and benefits after the transformation.

In modern workforce management, the demand for new ways to maximize worker satisfaction, productivity, and security levels is endless. Workforce movement data such as those source data from an access control system can support this ongoing process with subsequent analysis. In this study, a solution to attaining this goal is proposed, based on the design and implementation of a data mart as part of a dimensional trajectory data warehouse (TDW) that acts as a repository for the management of movement data. A novel methodological approach is proposed for modeling multiple spatial and temporal dimensions in a logical model. The case study presented in this paper for modeling and analyzing workforce movement data is to support human resource management decision-making and the following discussion provides a representative example of the contribution of a TDW in the process of information management and decision support systems. The entire process of exporting, cleaning, consolidating, and transforming data is implemented to achieve an appropriate format for final import. Structured query language (SQL) queries demonstrate the convenience of dimensional design for data analysis, and valuable information can be extracted from the movements of employees on company premises to manage the workforce efficiently and effectively. Visual analytics through data visualization support the analysis and facilitate decision-making and business intelligence.

Background: Within a few months coronavirus disease 2019 (COVID-19) spread around the world. Some studies showed a significant reduction in medical consultations. Due to new discussions about restrictions in the case of rising COVID-19 case numbers, this study investigated the consequences of the COVID-19 pandemic on surgical emergencies at the Rostock University Medical Center and compared the results to the years before. Material and methods: The aim of the study was to compare the case numbers of the surgical emergency department of the Rostock University Medical Center from the period 2020 and 2021 to the years before (2018, 2019). Furthermore, the consequences of COVID-19 case numbers for the case numbers of the surgical emergency department were investigated. Results: A total of 74,936 patient cases could be included in this study. The results showed a significant reduction of surgical emergencies during the COVID-19 pandemic (p < 0.001). There was a significant negative correlation with the COVID-19 case numbers (p < 0.001). The restrictions of the government showed a direct influence on COVID-19 case numbers and emergency visits. Conclusion: The results showed a correlation of COVID-19 case numbers with the case numbers of the surgical emergency department. Due to difficult workforce planning during a pandemic, this can be important information for workforce management in similar future events. [ABSTRACT FROM AUTHOR]

This study investigates the motivations, career decisions, and decision-making processes of a group of female engineers who decided to pursue their PhD degree in engineering and the understand women's experience challenges and difficulties during their career voyage in South Korea. Engineering is considered as a maleoriented profession. Although women may join the profession, no more than 16% of registered engineers are women in South Korea. Employing the phenomenological approach with semi-structured interview and focus group activity, 12 participants joined the study. Based on the social cognitive career and motivation theory, this study is guided by two research questions: 1) Why do female engineers decide to pursue their PhD degree in engineering in South Korea? What are the motivations and reasons? 2) How do female engineers describe their experiences and challenges in the engineering profession, particularly as female engineers in South Korea? The findings indicated that the relationship between gender and the engineering profession, we need to educate the new generation and conduct and exercise our academic goals and dreams were the main themes. The results of this study provided references to university leaders, department heads, government agencies, and policymakers to reform and upgrade the current regulations and policies to close the social stigma and bias gaps for women and minorities in engineering education and profession. [ABSTRACT FROM AUTHOR]

Our empirical research involved organisations operating in South Transdanubia (n = 241). The study aims to investigate the practices and methods adopted in the region to maintain the workforce during the pandemic. The research (questionnaire) sought to answer the question of how firms in the region, depending on their organisational size, adopt different HR practices to retain their workforce. In our study we confirmed all three hypotheses, regarding how organisations apply different HR practices to retain their workforce depending on their size, which is related to the different ways they develop their employees’ skills and the different programmes they use to deal with labour shortages. The sample is criticized for not being representative, although it seeks to be as heterogeneous as possible, which calls into question the generalisability of the results. In the future, we would like to examine whether the trends observed in South Transdanubia can be perceived in other parts of the country as part of a comparative study.

Background: Community pharmacists face challenges in job retention due to compensation, work–life balance, and career growth concerns. With pharmacists’ evolving roles in healthcare, retaining them becomes crucial for maintaining quality service. Addressing their needs is vital for a skilled healthcare workforce. This study evaluates job retention among community pharmacists, considering various workforce management domains and demographic characteristics. Materials and Methods: A cross-sectional study was employed with a self-administered questionnaire among community pharmacists in Kuala Lumpur and Selangor, Malaysia. Spearman’s correlations and ordinal logistic regression analysed job retention relationships with workforce domains and predicted the demographic characteristics. Results: A total of 414 participants attempted the survey, of which 311 completed the study. Strong correlations linked job retention with value, trust, and work–life balance. Female pharmacists had higher retention odds, while younger pharmacists had lower retention odds. Pharmacists with over 10 years of experience showed higher retention odds. Discussion: ‘Value and trust’ and ‘work–life balance’ were pivotal for the job retention of community pharmacists. Strategies boosting value, trust, and work–life balance was vital. Gender, age, and experience also predicted job retention. Conclusions: Cultivating trust, valuing contributions, and providing a work–life balance can enhance job retention and commitment.

Workforce management represents a crucial element of today's warehouse operations. Due to volatile market dynamics and uncertain customer demands, the need for flexible and adaptive warehouse practices is especially urgent in the retail sector. High fluctuation rates in workforce demand are just one side effect of these developments. The current paper analyzes the application and perception of Workforce Management Systems (WMS) in practice as one approach to counteract these issues and enable flexible warehouse operations. By means of an online survey and a detailed set of expert interviews, we analyze the current use of WMS and information items in retail. We investigate design and time horizons of workforce planning processes as well as forecasts and summarize main expectations and requirements of WMS from practitioners' point-of-view. Our results show highly diverse usage patterns of systems with a strong emphasis on spreadsheet tools like MS Excel. The integration of legislation on working hours, qualification of employees and individual working time arrangements / contract details were mentioned as exemplary key information items of WMS. The typical time horizon of workforce planning for most participants was three months. Key requirements for an ideal WMS include the depiction of qualification profiles, productivity of individual employees, forecasting features, simulation-optimization tools to find best possible solutions with given workforce, automated planning as well as bottleneck reduction and handling. The results of our paper provide practitioners with an overview of expert opinions, present opportunities for system development, and provide future research tasks in WMS for warehouse operation. [ABSTRACT FROM AUTHOR]

Workforce management has always been an essential consideration by businesses worldwide to improve organizational efficiency. The measurement of diversified labor present in modern Philippine companies has never been viable as generational and cultural differences shape and influences one's leadership behavior, decision-making, and style. Employee motivation, multigenerational cohort, interpersonal skills, work values, and organizational culture significantly affect company leaders' perceived effectiveness, resulting in varying management styles and approaches applicable to service companies. This study aimed to determine significant variables affecting the perceived leadership effectiveness and metacognition between multigenerational management clusters among service companies integrating behavioral theories such as Generational Cohort Theory (GCT) and Theory of Planned Behavior (TPB). Through self-administered questionnaires, data was utilized for multivariate analysis through structural equation modeling using the SPSS statistical software and SPSS AMOS 29 software and random forest classifier utilizing Python 5.1. Results showed that Motivation, Managerial Cohort, Organizational Culture, and Work values have a high-level relationship with Perceived Behavioral Control, Attitude Towards Behavior, and Social Norms. The results presented could be utilized in evaluating the management sector in service industries to provide and develop an optimum approach to leadership management. Managerial insights and suggestions are shown in the study. [ABSTRACT FROM AUTHOR]

An increasing number of companies are using corporate online communities, a new information technology tool, to facilitate internal knowledge sharing. The corporate online community also offers companies a novel source to understand employee's behaviors such as voluntary turnover, an important part of workforce management. Little is known, however, about whether and to what extent an employee's voluntary turnover is related to their knowledge‐sharing activities in the corporate online community. In this study, we address this critical issue by jointly considering in‐degree ties (i.e., knowledge acquisition) and out‐degree ties (i.e., knowledge contribution), which we combine into two novel knowledge‐sharing indicators: (i) the existence of bidirectional (vs. unidirectional) knowledge‐sharing ties and (ii) the equivalence of knowledge‐sharing ties (i.e., the balance between in‐degree centrality and out‐degree centrality). We theorize the relationships between these two indicators and the likelihood of voluntary employee turnover, and we test our hypotheses by collaborating with a large company to collect official voluntary turnover records and a unique dataset of detailed knowledge‐sharing behaviors in its corporate online community. A survival model and a series of robustness checks consistently indicate that voluntary turnover is less likely among employees who establish bidirectional knowledge‐sharing ties (rather than unidirectional ties) and that voluntary turnover is less likely among those with a higher equivalence of knowledge‐sharing ties. In light of the critical role of workforce management and the extensive use of online communities, our study offers important managerial implications and can help companies better understand or predict employees' voluntary turnover from their online knowledge‐sharing activities. [ABSTRACT FROM AUTHOR]

Abstract Background The increasing nursing shortages worldwide has focused attention on the need to find more effective ways to recruit and retain nurses. The aim of this study was to gain understanding of factors that keep German nurses in nursing and explore their perceptions of factors that contribute to nurses leaving or staying in the profession. Methods An explorative qualitative study was undertaken at four different hospitals (two university hospitals and two public hospitals) in Baden-Wuerttemberg, a state in South Germany. Semi-structured face-to-face or telephone interviews were conducted with 21 state-qualified nurses who had graduated from a German nursing program. Each interview was pseudonymized and transcribed. Transcripts were coded according to Qualitative Content Analysis with data structured into themes and subthemes. The study was reported according to the Consolidated Criteria for Reporting Qualitative Studies (COREQ) checklist for qualitative research. Results Two themes emerged from the analysis and each theme had several subthemes: a) PUSH FACTORS i.e. factors that may push nurses to consider leaving the profession included limited career prospects, generational barriers, poor public image of nursing, and workplace pressures; b) PULL FACTORS i.e. factors that nurses wished for and could keep them in the profession included professional pride, improved remuneration, recognition of nursing, professionalisation, and improving the image of nursing as a profession. Conclusion The decision to leave or stay in nursing is influenced by a complex range of dynamic push and pull factors. Nurse Managers responsible for stabilizing the workforce and maintaining their health system will continue to have to navigate challenges until working conditions, appropriate wages and career development opportunities are addressed. A key to tackling nursing shortages may be focusing on pull factors and nurse managers listening in particular to the perspectives of junior nurses directly involved in patient care, as giving them opportunity to further develop professionally, reinforcing a strong and supportive workplace relationships, paying an appropriate salary, and improving the public image of nursing profession. Registration number The study has been prospectively registered (27 June 2019) at the German Clinical Trial Register ( DRKS00017465 ).

Lean is a powerful management system aimed at improving efficiency and operational effectiveness. Since its emergence in the automotive industry, lean has been adapted for use in almost all manufacturing and service industries. And yet, most lean implementations fail to achieve their efficiency goals and many have deleterious impacts on the workforce. We trace both failures to a historical departure of lean practices from known principles of factory physics and job design. By leveraging these principles, we describe how lean practices can be designed to promote both operational efficiency and increased workforce satisfaction. [ABSTRACT FROM AUTHOR]

The Coronavirus pandemic has badly affected everyone on the earth. Apart from losing thousands of lives, businesses and individuals are going to be affected by the long-lasting financial effects due to an expected global recession. The impact of the financial crises can, however, be reduced if proper measured are put in place. This article aims to investigate the impact of Coronavirus on the construction industry in the Gulf Cooperation Council (GCC) member countries and provide recommendations to help the industry to sustain during this period of crisis. A qualitative research method involving face-to-face online interviews held with the construction industry professionals was adopted to achieve the aims and objectives of the research. Four main aspects of the impact on the construction industry are derived from analysis of interviews: 1) delays, 2) workforce management, 3) health and safety, and 4) legal issues. Recommendations are provided so that construction organizations in the GCC region can reduce the impact of Coronavirus on its businesses. [ABSTRACT FROM AUTHOR]

Background: The increasing nursing shortages worldwide has focused attention on the need to find more effective ways to recruit and retain nurses. The aim of this study was to gain understanding of factors that keep German nurses in nursing and explore their perceptions of factors that contribute to nurses leaving or staying in the profession. Methods: An explorative qualitative study was undertaken at four different hospitals (two university hospitals and two public hospitals) in Baden-Wuerttemberg, a state in South Germany. Semi-structured face-to-face or telephone interviews were conducted with 21 state-qualified nurses who had graduated from a German nursing program. Each interview was pseudonymized and transcribed. Transcripts were coded according to Qualitative Content Analysis with data structured into themes and subthemes. The study was reported according to the Consolidated Criteria for Reporting Qualitative Studies (COREQ) checklist for qualitative research. Results: Two themes emerged from the analysis and each theme had several subthemes: a) PUSH FACTORS i.e. factors that may push nurses to consider leaving the profession included limited career prospects, generational barriers, poor public image of nursing, and workplace pressures; b) PULL FACTORS i.e. factors that nurses wished for and could keep them in the profession included professional pride, improved remuneration, recognition of nursing, professionalisation, and improving the image of nursing as a profession. Conclusion: The decision to leave or stay in nursing is influenced by a complex range of dynamic push and pull factors. Nurse Managers responsible for stabilizing the workforce and maintaining their health system will continue to have to navigate challenges until working conditions, appropriate wages and career development opportunities are addressed. A key to tackling nursing shortages may be focusing on pull factors and nurse managers listening in particular to the perspectives of junior nurses directly involved in patient care, as giving them opportunity to further develop professionally, reinforcing a strong and supportive workplace relationships, paying an appropriate salary, and improving the public image of nursing profession. Registration number: The study has been prospectively registered (27 June 2019) at the German Clinical Trial Register (DRKS00017465). [ABSTRACT FROM AUTHOR]

Enhancing workforce performance is the key to success for professional firms. Firms often evaluate workers based on their performance compared with their peers or against an objective standard. Which of these rating systems leads to higher workforce performance? To answer this question, we construct game-theoretic models of two performance rating systems: (i) a Relative rating system where workers compete with each other for a constrained number of high ratings, and (ii) an Absolute rating system where workers are awarded high ratings by performing at or above a standard threshold. We derive the workers' equilibrium performance as a function of their ability and the characteristics of the rating pool. From a firm's perspective, we find that an Absolute rating system can lead to higher performance than a Relative rating system when the rating pool size is small or the workers' cost of effort relative to their efficiency rate is low, and the reverse holds true otherwise. When considering the workers' perspective, we find that higher ability workers prefer an Absolute system due to its predictable nature, while lower ability workers prefer a Relative system as it provides them an opportunity to outperform other workers. [ABSTRACT FROM AUTHOR]

The purpose of the article is to study the principles of managing staff working time to reduce costs and increase efficiency, optimize labor processes, manage and predict the workload of staff, and implement methods and tools to improve efficiency. The article describes the main prerequisites for the implementation of the Workforce Management system (WFM), which is a methodology for planning employees’ working hours, which is a component of the personnel management concept. As a metric for evaluating the effect of using WFM systems, the planned or actual number of employees` hours per month is used – a comparison of the planned schedules before and after using the system is made. The effect of implementing WFM is as follows: increased staff efficiency, improved service level, revenue growth as a result of lower costs and more competent traffic coverage, increased staff involvement and saving management time.

In the educational institution, the workforce management system is very important for the growth of student knowledge and wisdom. It can be increased only by a proper set of services, resources and by some tools like websites, link and information and communications technology etc., who can reduce students' stress and seek behaviours. The researcher felt the importance of workforce management in academic institutions for the growth of students' knowledge and also behaviour of staff?s services. Therefore, the study found a case study of Vivekananda College, Delhi University with the help of the topic of "Exploring the Workforce Management in the College Library for Growth of Students Knowledge." This research paper found four objectives with the help of the ratio of college staff and students discipline wise and library management facility with students? feedback, different facilities which are provided by library management and also collection, uses, environment situation and websites and ICT facility and their conclusion of the study. [ABSTRACT FROM AUTHOR]

Workforce management has always been an essential consideration by businesses worldwide to improve organizational efficiency. The measurement of diversified labor present in modern Philippine companies has never been viable as generational and cultural differences shape and influences one’s leadership behavior, decision-making, and style. Employee motivation, multigenerational cohort, interpersonal skills, work values, and organizational culture significantly affect company leaders’ perceived effectiveness, resulting in varying management styles and approaches applicable to service companies. This study aimed to determine significant variables affecting the perceived leadership effectiveness and metacognition between multigenerational management clusters among service companies integrating behavioral theories such as Generational Cohort Theory (GCT) and Theory of Planned Behavior (TPB). Through self-administered questionnaires, data was utilized for multivariate analysis through structural equation modeling using the SPSS statistical software and SPSS AMOS 29 software and random forest classifier utilizing Python 5.1. Results showed that Motivation, Managerial Cohort, Organizational Culture, and Work values have a high-level relationship with Perceived Behavioral Control, Attitude Towards Behavior, and Social Norms. The results presented could be utilized in evaluating the management sector in service industries to provide and develop an optimum approach to leadership management. Managerial insights and suggestions are shown in the study.

This study describes how the Workforce management evaluation at Adinda Parinring Makassar kindergarten is specifically the implementation of the management of the teaching staff. To obtain answers to these problems, the authors use three methods of data collection; Observations, interviews and documentation. In field research the author uses observation and interview instruments. Qualitative data processing and data analysis techniques that I use are; Data reduction, data discovery and data verification. The samples in this study were all educators in Adinda Parinring Makassar kindergarten. The results of the study show that the evaluation and follow-up of educators in Adinda Parinring Kindergarten are conducted regularly, ie every week and at the end of each semester.