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Starting from the traces contained in the 1709-10 ledger of the Banco 2° di Moneta Corrente opened at the Casa di San Giorgio, the essay reconstructs the presence in Genoa of the Scottish economist and financier and his connections with the city’s business community.

Additional file 1: Appendix A-I. Classification and identification of Health workforce according to NIC and NCO codes. Appendix A-II. Percentage distribution of health workforce across states. Appendix A-III. State-wise density of the Health workforce in India-2018. Appendix Table A-IV. Forecasted number of seats available annually from 2020 to 2030. Appendix Figure A-I. Distribution of HWF in India 2018 across rural and urban. Appendix Figure A-II. Distribution of HWF in India 2018 across private public settings. Appendix Figure A-III. Percentage distribution of male and female with technical education in medicine and out of labor force by age groups

BACKGROUND: Mounting evidence suggests that holding multiple concurrent jobs in public and private (dual practice) is common among health workers in low- as well as high-income countries. Nurses are world's largest health professional workforce and a critical resource for achieving Universal Health Coverage. Nonetheless, little is known about nurses' engagement with dual practice. METHODS: We conducted a scoping review of the literature on nurses' dual practice with the objective of generating hypotheses on its nature and consequences, and define a research agenda on the phenomenon. The Arksey and O'Malley's methodological steps were followed to develop the research questions, identify relevant studies, include/exclude studies, extract the data, and report the findings. PRISMA guidelines were additionally used to conduct the review and report on results. RESULTS: Of the initial 194 records identified, a total of 35 met the inclusion criteria for nurses' dual practice; the vast majority (65%) were peer-reviewed publications, followed by nursing magazine publications (19%), reports, and doctoral dissertations. Twenty publications focused on high-income countries, 16 on low- or middle-income ones, and two had a multi country perspective. Although holding multiple jobs not always amounted to dual practice, several ways were found for public-sector nurses to engage concomitantly in public and private employments, in regulated as well as in informal, casual fashions. Some of these forms were reported as particularly prevalent, from over 50% in Australia, Canada, and the UK, to 28% in South Africa. The opportunity to increase a meagre salary, but also a dissatisfaction with the main job and the flexibility offered by multiple job-holding arrangements, were among the reported reasons for engaging in these practices. DISCUSSION AND CONCLUSIONS: Limited and mostly circumstantial evidence exists on nurses' dual practice, with the few existing studies suggesting that the phenomenon is likely to be very common and carry implications for health systems and nurses' welfare worldwide. We offer an agenda for future research to consolidate the existing evidence and to further explore nurses' motivation; without a better understanding of nurse dual practice, this will continue to be a largely 'hidden' element in nursing workforce policy and practice, with an unclear impact on the delivery of care. publishersversion published

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Community justice in Scotland – the system of agencies that deliver community punishments and related services – is being restructured for the second time in a decade. The current system of administration by regional Community Justice Authorities (CJAs) will be replaced by a two-tier model, with local planning passing to Community Planning Partnerships (CPPs) and a new national body providing leadership for the sector. This thesis, the only empirical study of the restructuring, draws on interviews with politicians and practitioners to analyse the policy, its historical background and the ways in which – without directly affecting practice – it connects to major questions about Scottish politics and penal policy. Using the theoretical concept of the ‘penal field’, the thesis discusses the effects on community justice of struggle and compromise between Scottish local and national government. The birth of CJAs from this compromise caused them to be structurally flawed, but they were nonetheless not without certain achievements. Community justice is also considered in relation to historical narratives of a distinctive Scottish penal identity, and efforts to reaffirm it by reorienting the justice system towards community penalties rather than prison. Recent scholarship which highlights the role of local democratic structures in penal policy informs an analysis of CPPs (whose limited success has produced concern about their ability to fulfil justice responsibilities) and the relationship between their development (including the recent Community Empowerment (Scotland) Act) and the community justice redesign; the thesis argues that the community justice and community empowerment agendas are being allowed to converge but not meet. The new system, it is argued, is another structurally flawed compromise. The proliferation of agencies will likely hinder partnership working, while the new national body will have little power to fulfil some difficult and complex responsibilities around legitimacy and accountability. The policy will disrupt lines of communication despite efforts to smooth the transition, and the length of its development has already caused disruption. The restructuring, it is further argued, is insufficient to fulfil a deeply felt need for major reorientation of Scotland’s penal field.

Background: Evidence-based health workforce policies are essential to ensure the provision of high-quality health services and to support the attainment of universal health coverage (UHC). This paper describes the main characteristics of available health workforce data for 74 of the 75 countries identified under the 'Countdown to 2015' initiative as accounting for more than 95% of the world's maternal, newborn and child deaths. It also discusses best practices in the development of health workforce metrics post-2015. Methods: Using available health workforce data from the Global Health Workforce Statistics database from the Global Health Observatory, we generated descriptive statistics to explore the current status, recent trends in the number of skilled health professionals (SHPs: physicians, nurses, midwives) per 10 000 population, and future requirements to achieve adequate levels of health care in the 74 countries. A rapid literature review was conducted to obtain an overview of the types of methods and the types of data sources used in human resources for health (HRH) studies. Results: There are large intercountry and interregional differences in the density of SHPs to progress towards UHC in Countdown countries: a median of 10.2 per 10 000 population with range 1.6 to 142 per 10 000. Substantial efforts have been made in some countries to increase the availability of SHPs as shown by a positive average exponential growth rate (AEGR) in SHPs in 51% of Countdown countries for which there are data. Many of these countries will require large investments to achieve levels of workforce availability commensurate with UHC and the health-related sustainable development goals (SDGs). The availability, quality and comparability of global health workforce metrics remain limited. Most published workforce studies are descriptive, but more sophisticated needs-based workforce planning methods are being developed. Conclusions: There is a need for high-quality, comprehensive, interoperable sources of HRH data to support all policies towards UHC and the health-related SDGs. The recent WHO-led initiative of supporting countries in the development of National Health Workforce Accounts is a very promising move towards purposive health workforce metrics post-2015. Such data will allow more countries to apply the latest methods for health workforce planning. publishersversion published

Annex: Table S1. Summary of the papers included in the review. (DOC 120 kb)

Initial (either 2004 or closest year before 2004) and latest year with data on SHP numbers in WHO Global Health Workforce Statistics database and most recent estimate of SHP density for 74 Countdown countries. (DOC 86Â kb)

The two main themes of this thesis are: firstly, the development of a typology of management style in the context of British industrial relations; and, secondly, the utilisation of this typology in the examination of management and industrial relations in the North East of Scotland. The typology of management style that was developed in the early part of the thesis threw into relief the basic variations in approach of management to industrial relations, with specific reference being made to the centrality of collective bargaining to establishment industrial relations. Six categories of management style were determined, and the indicators of each category were identified. The examination of management and industrial relations in the North East of Scotland was based on a survey of establishments in six non-oil related "traditional" manufacturing industries - food processing, fish processing, textiles, papermaking, manufacturing engineering and fabrication engineering - and four oil-related industries - offshore drilling, offshore catering, oil exploration and production, and oil-related service/engineering. The nature of management-workforce relations in each establishment was examined and the management style in each establishment was identified in terms of one of the six predetermined categories, in order that inter-establishment and inter-industry comparisons could be undertaken. The survey revealed that the nature of industrial relations in the "traditional" manufactucing sector of the North East economy did not differ, in general, from that portrayed in comparable national studies - collective bargaining was the norm, irrespective of the level or levels of negotiation, the scope of bargaining and the formality with which industrial relations were conducted. In contrast, the results of the survey demonstrated that the operational nature of the oil-related industries was such that industrial relations were predominarttly non-negotiatory; however, where collective bargaining was utilised, it was distinguished by the formality with which it was conducted.

Though reforms in the health sector have recently been common around the world, their success has, for a variety of reasons, been mixed. The paper aims to examine and explain the importance of human resources (HR) to the success or failure of health reforms using case studies from Russia, Zambia and the United Kingdom. Health sector reform often focuses on changes in financing or organisational structure, but neglects a key resource - the staff. This may result in inappropriately skilled staff for new tasks, poorly motivated staff, or even serious opposition to the reforms. Though reforms present many challenges in relation to the management of human resources, they also provide opportunities for alleviating long-standing staffing problems - such as the management of staff performance. Better staffing will contribute to the success of health reforms. The complexity of managing staff is greatly increased at times of reforms and the reasons for failure to meet challenges and take up opportunities are many. However, based on experience of reforms around the world the authors suggest that the root of the problem is in the general lack of experience and relevant skills around managing HR in the context of reforms.\ud The priority actions proposed are:\ud 1. Awareness raising: creating better understanding of policy makers and managers of human resource management and planning, especially in relation to reforms.\ud 2. Capacity building: creating the structures and capacities to implement appropriate HR strategies to support health reforms.\ud 3. Adequate preparation of the workforce for changes due to reforms - especially where conditions of employment are affected.

The Australian Nursing and Midwifery Federation has published the Australian Journal of Advanced Nursing since 1983. In 2020, the World Health Organization-designated Year of the Nurse and Midwife, we are pleased to introduce the new-look journal along with new guidance for authors for preparing their publications for submission. The Australian Journal of Advanced Nursing will continue the journal’s previous character and aligns and advances the Australian Nursing and Midwifery Federation’s overall strategic objectives as Australia’s largest professional nursing and midwifery organisation. The Australian Nursing and Midwifery Federation’s diverse and dispersed membership works in many sectors including but not limited to public and private health, aged care, schools, tertiary education, research, the community, and disability care across a wide variety of metropolitan, regional, and remote locations. Accordingly, the Australian Journal of Advanced Nursing will seek to showcase and promote a wide variety of original research and scholarly work to inform and empower nurses, midwives, and other healthcare professionals to improve the health and wellbeing of all communities and be prepared for the future. We look forward to working with authors, readers, and our Editorial Board to enhance the reach, readership, and profile of the Australian Journal of Advanced Nursing. https://doi.org/10.37464/2020.371.1