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The retention of international graduates has been deemed a viable approach to redressing skill shortages in many countries mainly owing to their local academic credentials. Notwithstanding, there is growing, albeit fragmented, evidence that international graduates who stayed on after course completion struggle to integrate into the host labour market. Building on this evidence, this study examines patterns, trends and changes in the labour market outcomes of international graduates who remained in Australia at four months after course completion between 1998 and 2015. Drawing on the Australian Graduate Survey, this study shows that the share of international graduates who stayed on with the intention to work more than doubled during this period. The more recent cohorts, however, tended to come from non-English-speaking backgrounds, stay on with temporary visas and lack local work experience, all of which have been linked to poorer outcomes in the Australian labour market. In fact, this study reveals a clear trend of increasing economic inactivity, unemployment, part-time employment and qualification mismatch amongst international graduates who remained in Australia over the years. The worsening labour market outcomes highlight the vulnerability of international graduates against a backdrop of socio-political and economic changes in Australia. These findings point to a need to review and strengthen existing policies and interventions to help international graduates integrate into the host labour market.

In many parts of the world, the rewards attached to a university degree vary significantly according to the name of the institution one attends, particularly in countries with highly stratified postsecondary systems. Because the Canadian higher education system is relatively homogenous and non-hierarchical, it has been generally accepted that Canadian graduates enter the labour market on equal footing regardless of where they matriculate. We test this assumption through an experimental audit study that compares employers' responses to fictitious matched job applications from equally qualified bachelor's degree recipients from three Ontario universities: Brock, Queen's, and Waterloo. Not all employers make a distinction between the paired applications; but when they do, Waterloo is favoured. In these cases, even though applicants had the same field of study, academic achievement and work experience, employers singled out Waterloo applicants for a response 84% more often than those from Brock. These findings indicate that institutional affiliation matters in Canada, and suggests that graduates from some institutions fare significantly better in the labour market than their equally accomplished peers from other institutions. We conclude that even in relatively non-hierarchical systems with comparatively minimal structural or resource variation, status hierarchies emerge that privilege some graduates over others.Dans de nombreuses régions du monde, les récompenses liées à un diplôme universitaire varient considérablement selon le nom de l'établissement fréquenté, en particulier dans les pays où les systèmes postsecondaires sont très stratifiés. Le système d'enseignement supérieur canadien étant relativement homogène et non hiérarchisé, il est généralement admis que les diplômés canadiens entrent sur le marché du travail sur un pied d'égalité, quel que soit leur établissement d'enseignement. Nous testons cette hypothèse par le biais d'une étude de vérification expérimentale qui compare les réponses des employeurs à des demandes d'emploi fictives appariées provenant de titulaires de baccalauréats également qualifiés de trois universités ontariennes : Brock, Queen's et Waterloo. Tous les employeurs ne font pas la distinction entre les candidatures jumelées, mais lorsqu'ils le font, c'est Waterloo qui est favorisée. Dans ces cas, même si les candidats avaient le même domaine d'études, les mêmes résultats scolaires et la même expérience professionnelle, les employeurs ont répondu 84% plus souvent aux candidats de Waterloo qu'à ceux de Brock. Ces résultats indiquent que l'affiliation institutionnelle a de l'importance au Canada, et suggèrent que les diplômés de certains établissements réussissent beaucoup mieux sur le marché du travail que leurs pairs tout aussi accomplis d'autres établissements. Nous concluons que, même dans des systèmes relativement non hiérarchiques présentant des variations structurelles ou de ressources relativement minimes, des hiérarchies de statut émergent et privilégient certains diplômés par rapport à d'autres.

AIMS AND OBJECTIVES This study aimed to determine the knowledge and current practices of ICU nurses regarding aerosol therapy for patients with invasive mechanical ventilation in China. BACKGROUND Aerosol therapy is a routine operation for intensive care unit (ICU) nurses; however, evidence of the knowledge and current practices of ICU nurses regarding aerosol therapy for patients with invasive mechanical ventilation is insufficient in China. DESIGN A total of 433 hospitals in 92 cities (including 31 capital cities) in 31 provinces in China participated in the study. METHODS A questionnaire was used to investigate the knowledge and current practices of ICU nurses regarding aerosol therapy for patients treated with invasive mechanical ventilation, including 42 questions covering five aspects: sociodemographic information, aerosolisation devices, atomised drugs, atomisation operation and atomisation-related knowledge. Descriptive analyses of the distribution of the sample are reported as percentages and medians. Univariate and multivariate analysis was used to detect the factors of the interviewee's atomisation knowledge and practices scores. A STROBE checklist was used to guide the reporting of the research. RESULTS Of the 1995 questionnaires that were returned, 1978 were analysed. Bronchodilators and glucocorticoids were the most frequently administered drugs. Seventy-four per cent of the total respondents reported placing a filter on the expiratory limb during aerosol therapy, and 47% of these reported that the filter was changed once a day. Only 13% of the respondents reported always turning the heating humidifier off during aerosol therapy, and 48% never did. Knowledge about the optimal droplet size or atomisation yield was poor. Work experience in the ICU and frequency of atomisation training were the independent influencing factors for atomisation knowledge and practice scores (F = 279.653, p

Aim The study aimed to describe and explain the self‐assessed gerontological nursing competence levels of Finnish nursing students and factors relating to it. Design A cross‐sectional study design, reported by The Strengthening the Reporting of Observational studies in Epidemiology guidelines. Methods Data were collected with the GeroNursingCom instrument, which features 53 items relating to 11 competence factors. The K‐clustering technique and the Chi‐squared, Kruskal‐Wallis and Mann Whitney tests were used to analyse the data. Results Seven hundred and ninety‐nine nursing students from nine randomly selected higher education institutions were invited to participate in 2019. Three distinct student profiles were identified according to the data (N = 274): Profile A—lower intermediate competence (23.1% of students), Profile B—intermediate competence (45.8%) and Profile C—high competence (31.1%). The strongest competence area for all students was appreciative encounter and interaction, and the weakest was supporting the older person’s sexuality. Nursing students have diverse backgrounds and their overall competence in gerontological nursing is shaped in part by their previous education, motivations and work experience. Relevance to clinical practice Recognizing students’ different gerontological nursing competence profiles enables the implementation of targeted education to improve competence in clinical practice.

BACKGROUND While information evaluation is an essential component of evidence based practice, it remains unclear how nurses perceive their own source evaluation skills and what evaluation criteria they typically apply. OBJECTIVES This study aims to determine nurses' self-reported confidence in their evaluation skills and their actual source evaluation ability. The findings will guide information literacy instruction. METHODS A questionnaire asked recently graduated nurses from four institutions in the Intermountain West (USA) to rate their confidence in evaluating information and to provide examples of evaluation criteria they typically applied. The quality of these criteria was rated by nursing librarians, then compared with reported confidence in evaluation, years employed as a nurse and highest degree level. RESULTS While nurses' self-reported confidence levels about source evaluation largely matched their ability, their evaluation criteria showed a low level of sophistication and did not match the recommended criteria by professional organizations. Graduate education, not years of work experience, was predictive of the quality of criteria used by nurses, suggesting the importance of more instruction on source evaluation for nursing students. CONCLUSIONS Nursing educators, including librarians, need to teach evaluation skills at the undergraduate level. Further investigation into building evaluation skills in nurses is warranted.

Research Summary We examine the effects of founder teams' firm- and industry prior work experience on startup growth in the context of high technology industries. We study these effects both on the early growth of startups and on their growth, after accumulating experiential knowledge. Integrating the literatures on human capital, imprinting and competency traps, we develop a typology of four combinations of founder prior experience: founder same firm and same industry experience, founder same industry but other firm experience, founder same firm but other-industry experience, and founder other-industry and other firm experience. Using data from 153 Israeli high technology startups, we find significant variations in the effects of these combinations on startup growth, which also vary between the early and later years of these startups.Managerial SummaryFounders play a key role in the lives of their startups, applying their resources, knowledge and experience. Therefore, we ask: how does founder experience influence high technology startups’ growth? To answer this question, we examine four combinations of founder prior experience: founder same firm and same industry experience, founder same industry but not same firm experience, founder same firm but other-industry experience, and founder other-industry and not same firm experience. Our analyses show significant differences in startup growth based on these combinations of founder prior experience and, importantly, the effect of these four combinations on startups’ growth in their early years of existence differs significantly from later years, when these firms can increasingly draw on their own experiential learning.

Internal migration patterns in China are characterised by rapid urbanisation and cross‐regional movement and more recently by the return of migrants to their native counties. This study investigates the drivers of migrants' permanent return and their likelihood of starting new businesses in their counties of origin. The results suggest that migrants are discouraged from permanent resettlement in urban areas because of family ties and the aspiration to start businesses in their villages of origin. The study also provides evidence that the probability of starting a business upon return is affected by the migrants' accumulation of work experience, business experience, the savings earned while away, financial stability, and the social capital they have in their home counties. The results provide important insights for emerging countries in overcoming rapid urbanisation and imbalanced regional economic growth.

AIMS AND OBJECTIVES To examine transition shock in newly licensed nurses and the association of work environment and resilience with nurses' transition shock. BACKGROUND Although work environment is related to transition shock in newly licensed nurses, little is known about the factors of nursing work environment associated with transition shock. Furthermore, resilience is known to help nurses positively face workplace challenges; however, there is little evidence on the associations between resilience and transition shock in new nurses. DESIGN A cross-sectional, descriptive study. METHODS Data from 163 new nurses with

Germany and Canada differ significantly regarding their migration policy as well as the structures of the national labour markets and their educational systems. This paper aims to analyse how these differences affect the labour market outcomes of immigrants and the usability of foreign qualifications and work experiences by using the health and [information and communications technology] ICT sectors as example. The comparison focuses on the question how qualifications and work experience serve as signals and are screened for in the recruiting process of enterprises. The results show clear differences as well as several commonalities between the two compared countries.

BACKGROUND/AIM Injuries to the primary dentition affect children's esthetics, function, and mental health. They may also affect the development of the permanent teeth. The knowledge of dentists about deciduous tooth trauma is rarely evaluated. The aim of this study was to evaluate the knowledge and attitude of dentists in China regarding traumatic dental injuries to primary teeth. MATERIAL AND METHODS A self-administered online questionnaire containing questions on demographic data and knowledge based on a clinical scenario was given to a purposive sample of dentists, recruited by a non-probability convenience sampling method. The chi-square test was used for statistical analysis, with the significance level set at P

The aim of the present study was to investigate emotional exhaustion, work engagement, and turnover intention in the nursing profession by exploring the antecedent effects of ethical leadership and job components such as decision authority.Emotional exhaustion, low work engagement, and high turnover intention are prevalent issues in the nursing profession. The experience of feeling overworked has led to feelings of burnout and low morale among nurses in Ireland, which has prompted the authors to identify potential variables that reduce these outcomes-in this case, ethical leadership and decision authority.A descriptive, cross-sectional survey design was used across three hospital sites.A cross-sectional sample of 89 nurses was recruited from three Irish hospitals to capture the experience of nurses between December 2017 - February 2018. Hypotheses were tested using path model analysis.Ethical leadership positively predicted decision authority among nurses. Ethical leadership also had an indirect effect on all three outcome variables (work engagement, exhaustion, and turnover intention). Further effects were noted in relation to the mediators in relation to the three outcome variables. Decision authority had a positive effect on work engagement and related to lower turnover intention.The present study demonstrated the role of ethical leadership as a mechanism to positively affect job control and work experience outcomes for nurses at work. Ethical leadership style in hospitals and providing nurses with the authority to make decisions can improve their work experience and help to engage, support, and retain nurses.The study found support for the positive role of ethical leadership in relation to decision authority and as a positive predictor of work engagement, negative predictor of emotional exhaustion, and turnover intention among nurses.目标: 本研究旨在探讨道德领导与决策权等工作因素对护士职业的精疲力竭、工作投入与离职倾向的影响。 背景: 精疲力竭、工作投入低、离职倾向高是护理行业普遍存在的问题。在爱尔兰,工作中过度劳累的感受导致护士对职业产生倦怠感,士气低落,促使作者找出降低这种结果的潜在变量--在本例中所指道德领导和决策权。 设计: 在三个医院使用描述性横断面调查设计。 方法: 从三家爱尔兰医院招募了89名护士作为横断面样本,以收集2017年12月至2018年2月期间护士的工作感受。使用路径模型分析对各项假设进行检验。 结果: 道德领导会积极影响护士中的决策权。此外,其对所有三个结果变量(工作投入、精疲力竭和离职倾向)也存在间接的影响力。在与这三个结果变量相关的中介因素中,观察到更多的影响作用。决策权对工作投入会带来积极的影响力,且能降低离职倾向。 结论: 本研究探讨将道德领导作为一种机制对护士的留任与工作体验结果具有积极的影响作用。医院的道德领导风格和赋予护士决策权可以改善他们的工作体验,有助于做好护士的聘用、支持和挽留工作。 影响: 本研究发现道德领导对决策权的积极作用,是一种促进护士工作投入的积极因素,同时能降低护士对工作精疲力竭和离职倾向。.

Human capital is the set of productive knowledge, skills, and traits that individuals possess. Productive knowledge and skills are typically learned through education and work experience. Character traits matter both for the application of knowledge and skills and for their acquisition in the first place. In the past 100 years—and with enormous social consequences—the economy has transitioned to human capital being the most important resource for individual and social outcomes. Societies responded by emphasizing schooling as the means to develop this resource. In recent decades, however, researchers have discovered that human capital acquisition depends on certain character skills best developed early in life before schooling starts, typically within families. Current research and policy are investigating which combination of early life schooling and improvement in family circumstances can best help people acquire the character skills, and then human capital, needed to flourish. These changes have important implications for the social teachings of the Catholic Church, including moral insights into the distribution of resources, emphasis on the active subject in human work, and the role of civil society in promoting ideas and institutions conducive to an ideal human ecology.

Objective Many who choose to work in oncology manage an ongoing tension-the work is rewarding, yet simultaneously challenging. Given the need for psychosocial professionals to provide treatment for the increasing number of cancer survivors in our aging society, it is important to consider what helps and hinders professionals in their work. Therefore, this study sought to understand the work experiences of psychologists working in psycho-oncology, specifically clarifying the rewards and challenges they experience as a result of their occupation. Methods Twenty psychologists with oncology work experience in the United States completed semi-structured interviews; data were analyzed using the Consensual Qualitative Research method. Results In this paper, findings are presented for two of the domains that emerged from the data. In the domain of Sustaining Factors and Rewards, six themes were identified: (a) making a difference, (b) personal impact of the work on psychologists' lives and personal enrichment, (c) sense of purpose and fit with the work, (d) important relationships, (e) unique aspects of psycho-oncology, and (f) benefits derived from the workplace. In the domain of Challenges, five themes were identified: (a) job-related challenges, (b) emotional intensity, (c) financial challenges, (d) ambiguity in professional roles and psycho-oncology, and (e) ethical dilemmas. Conclusion Psychologists employed in psycho-oncology found great meaning and purpose in their jobs, but also struggled with challenges related to the work and their workplaces. These findings can lead to better training, supervision, retention initiatives, and administrative policies to support productive employees.

Purpose To assess Taiwanese nurses' attitudes toward and knowledge about sexual minorities, and their awareness and behavior of providing care to sexual minority patients. Design A cross-sectional descriptive design was employed. Methods A total of 323 Taiwanese nurses 20 years of age or older completed an online questionnaire between September and November 2019. It included five sections: demographics, the Attitudes Toward Lesbians and Gay Men Scale, Knowledge About Homosexuality Questionnaire, Gay Affirmative Practice Scale, and nurses' needs for promoting culturally competent care. Results Taiwanese nurses held positive attitudes, and demonstrated high levels of awareness and behaviors of providing care to sexual minority patients. However, they had limited knowledge regarding homosexuality. More so, nurses who were older, self-identified as heterosexuals, were married, had more than 10 years' work experience, and were Buddhists had poor knowledge about homosexuality. Nurses reported that for providing culturally competent care they required knowledge about sexual minorities' physical and mental health issues; the populations' social and welfare resources; communication skills training; privacy; and safe space. Conclusions Information on homosexuality and health issues among sexual minority populations, communication skills training, privacy, and safe space should be provided to Taiwanese nurses to improve their abilities to provide culturally competent care and to reduce health inequalities among sexual minorities. Clinical relevance This study's results could be used as evidence for designing and providing training programs for nurses regarding culturally competent care, and thus promote quality nursing care and decrease difficulties of accessing healthcare services among sexual minority patients.

Although sustainability may have previously appeared to business leaders primarily as an additional cost, today there are many signs of a change where sustainability appears to business leaders as a source or driver of value instead. Prior research shows that solving sustainability challenges should lead to innovations, yet we do not see widespread changes across companies. One reason may be that sustainability professionals do not share the same knowledge about the drivers and benefits of innovations that emerge when people solve sustainability challenges. To study this, we ran a cultural consensus analysis with sustainability professionals to test whether those with more sustainability expertise—that is, those with longer work experience in sustainability or to those that worked in companies where sustainability was embedded into core business operations—had different perspectives than those with less expertise. We found an overwhelming agreement among professionals regardless of expertise. We then followed up and conducted interviews with expert sustainability professionals to understand more about the business practices that drive sustainability‐driven innovation in their organizations.

International audience; The interpersonal skills and personalities of the front‐office employees have become key resources in maximizing service quality in hospitality business. This chapter discusses how new human resource practices, resulting from the strategic imperatives of the competitive environment of hotel companies, are changing the perception of front‐office jobs. The question of professionalization is now a central issue in the emergence of soft skills in front‐office jobs. Based on Piot's work, the chapter considers the front‐office jobs as an integral part of the professions of relationship with others whose activities require the subject's support and which aim to transform him, like other professions of human interaction. The hotel service experience that the customer retains comes from the direct interaction between the customer and the front‐line employees. The chapter discusses consequences of professionalization on the work experience of the employees concerned, as well as the recruitment and appraisal practices.

WHAT IS KNOWN ON THE SUBJECT?: Coercive interventions (CI) in emergency psychiatry face increasing criticism, as they can be an emotional, even traumatic event for all persons involved. They are thus considered the last resort. The use of coercive interventions differs widely with regard to type and frequency of measures across different countries and institutions. Individual staff characteristics, such as attitudes towards coercion, may play a vital role in the management of aggression. Little is known about the influence of emotions of staff members on CI, but they are likely to play an important role. WHAT THE PAPER ADDS TO EXISTING KNOWLEDGE?: Most staff members surveyed had a rather critical view of coercion and considered it a "necessary evil." Staff members with the most work experience had a more critical view of coercion in comparison with less experienced staff. Nurses rated coercion more positively than did psychiatrists or psychologists. Emotions play an important role in decision-making processes. The current study systematically asked for accompanying emotions during the application of CI and looked for individual differences. A majority of the participants experienced compassion; about half felt helplessness, grief or anxiety. Almost 20% stated that they felt a sense of power. Older staff members more often felt anger or guilt; women felt less power than men did. Nurses felt more desperation than other occupational groups. Staff members consider reflective interventions, such as team supervisions or post-seclusion/restraint debriefings with the patient, as important. Nevertheless, only half reported that these interventions are carried out routinely. Staff members believe that certain risk factors (including stress, low staffing, a fully occupied ward and the presence of particular staff members) enhance the probability of CI. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: To reduce the use of coercive interventions, we recommend that psychiatric teams include highly experienced staff members as work experience has a positive effect on the attitudes towards coercive interventions. Structured post-seclusion/restraint debriefings and team supervisions are considered helpful by staff members and are relatively easy to implement on acute wards. Enhancing staff members' ability to reflect on their own attitudes, emotions and actions is likely to reduce coercive interventions. ABSTRACT: Introduction Little is known about staff attitudes towards coercive interventions (CI) and emotions accompanying these measures. Aim The current study assessed attitudes, views on reflective interventions and accompanying emotions of different occupational groups towards CI, as well as factors, that increase the probability of CI. Method Staff members (N = 138) of a large psychiatric hospital in Germany were assessed using the Staff Attitude to Coercion Scale (SACS) and newly developed items assessing staff members' emotions and views on coercion. Results Experienced staff members were most critical of coercion. Nurses rated coercion significantly more positively than other staff. A majority experienced compassion; about half felt helplessness, grief or anxiety. Almost 20% felt a sense of power. Nurses felt the most desperation. Participants strongly desired reflective measures such as post-seclusion/restraint debriefings with patients. According to staff members, stress on the wards and low staffing increases the probability of CI. Discussion The study assessed accompanying emotions during the application of CI. Attitudes towards coercion and emotions are associated with individual staff characteristics (e.g. profession, work experience). Implications The presence of experienced staff members may help prevent CI. Staff consider reflective interventions helpful in reducing CI.

We develop and analyse comprehensive, multi‐item scales of the quality of Australian jobs, using the rich measures of job characteristics from the Household, Income and Labour Dynamics in Australia Survey. Through exploratory methods and multidimensional item response theory modelling, we uncover four gender‐specific scales that describe the autonomy, demands/engagement, compensation adequacy and security of jobs. From 2001 to 2016, women's job demands/engagement and compensation adequacy grew noticeably, and men's job demands/engagement grew somewhat. Since the mid‐2000s, job security has fallen for both women and men. Job quality rises with job tenure, work experience and health, and falls following involuntary job changes. [ABSTRACT FROM AUTHOR]

BACKGROUND: This study examined implementation of district sun safety policy in schools and tested correlates of implementation in California public school districts. METHODS: Principals (N = 118) and teachers (N = 113) in California public elementary schools (N = 118) were recruited and completed a survey on sun protection policies and practices. The sample contained schools whose districts subscribed to the California School Boards Association and adopted Board Policy 5141.7 for sun safety. Principals and teachers reported on implementation of ten school practices related to BP 5141.7 indicating which practices were implemented in the school. RESULTS: Years in public education (Exponentiated Score (ES)=0.51, p < .001), years worked in the current district (ES = 0.49, p < .001), perception that parents should take action to protect children from the sun (ES=0.43, p < .01), and personal skin phenotype (Low Risk ES = 0.55; High Risk ES = 0.09, p < .05) were associated with number of practices implemented in the school using multiple Poisson regression. CONCLUSIONS: Policy implementation is more likely among schools with experienced faculty, when parents are seen as important partners in student skin cancer prevention, and when school principals and teachers have a lower personal risk phenotype.

Background Improving patient safety culture in healthcare organization is the first step in reducing medical errors and improving patient safety. The aim of the study was to determine and to compare patient safety culture dimensions in emergency departments of selected educational hospitals of Kerman University of Medical Sciences. Methods This descriptive-analytical study was conducted in 2018 in the emergency departments Shahid Bahonar, Afzalipour, Shahid Beheshti, and Shafa hospitals. Data collection was carried using the Hospital Survey of Patient Safety Culture questionnaire which includes 42 questions and 12 dimensions. Data were analyzed using descriptive and analytical statistics. Results The highest and lowest mean related to the organizational learning (3.96 ± 0.34) and handoffs and transitions (2.27 ± 0.55). According to independent t test, there was a significant relationship between nurse's gender and patient safety culture. Also, according to analysis of variance test, there was a significant relationship between work experience and patient safety culture. Conclusions The situation of patient safety culture was average at a moderate level. Development of reporting system and encouraging staff to report errors and adjusting nursing number and workload is suggested.

Background Differential item functioning (DIF) means the interference of some demographic characteristic or grouping of the tight relationship between trait levels. DIF threatens precise interpretations of survey results and makes them unreliable. The aim of this study was to examine whether the succinct version of Taiwan Patient Safety Culture (TPSC-S) survey is free from DIF and to mitigate its impact if needed. Methods The TPSC-S survey results of 2964 respondents in a public hospital in Taiwan were analyzed. The existence, type, and effect size of DIF were examined for each TPSC-S item using a proportional-odds logistic regression method between characteristic groups, including gender, work experience, job types, management roles, employment status, and safety reporting experiences. Results The study results revealed that several items of TPSC-S showed statistically significant DIF between characteristic groups. Nevertheless, the magnitude of these DIF was small, and their influence to TPSC-S survey was not significant. The domain-level DIF impact was completely insignificant for all characteristic groups. Conclusion This study revealed that the 24-item TPSC-S survey was free from DIF in six characteristic groups. The difference in survey scores between groups stems from the real difference that hospital safety managers want to measure.

Background Prior research has underlined the meaningful function of humour in nursing settings. Nonetheless, most of the empirical evidence on humour and nursing derives from approaches that mainly considered the potential beneficial effects of humour, neglecting potential detrimental effects of the dark side of humour. Moreover, little is known about whether the specific repercussions of humour on healthcare professionals' well-being would go beyond empathy-a construct robustly related to psychological well-being. Aims To examine whether distinctive humour styles (affiliative, self-enhancing, aggressive and self-defeating) are differentially associated with the psychological well-being of nursing professionals. Importantly, we also analysed whether these potential humour effects go over and above the influence of empathy-related traits (perspective-taking and personal distress). Method A cross-sectional, descriptive correlational design was used. A convenience sample of 104 nursing professionals with a minimum work experience of one year was recruited. Results Our results revealed that a greater inclination to affiliative and self-enhancing humour styles was strongly related to higher scores on happiness, sociability, hope and life satisfaction among nursing professionals. Concerning maladaptive humour styles, aggressive humour was related to low life satisfaction and high nursing stress. By contrast, self-defeating humour-a theoretically detrimental humour style-was related to higher scores on health among these professionals. These effects emerged even after controlling for the influence of demographics (i.e., gender, age and years of experience), perspective-taking and personal distress. Conclusions Our results suggest that adaptive humour styles may promote positive indicators of well-being, but they might not protect against negative indicators. Moreover, differential effects of maladaptive humour styles emerged. Whereas aggressive humoristic expressions can be interpreted as a sign of a poor psychological functioning, self-defeating humour may boost positive psychological outcomes among nursing professionals. These data can help to design more efficient humour-based intervention programmes aimed at minimising potential negative consequences of nursing activity.

[EN] Interest is growing towards including business ethics in university curricula, aiming at improving ethical behaviour of future managers. Extant literature has investigated the impact of ethics education on different ethics-related students' cognitive and/or behavioural outcomes, considering variables related to training programmes and students' demographic aspects. Accordingly, we aim at assessing students' understanding of business ethics issues, by focusing on the differences in students' perceptions depending on gender, age, work experience, and ethics courses taken. Testing our hypotheses on a sample of 307 management students at a Polish university, and controlling for social desirability bias, we obtained mixed and partially surprising results. We found significant differences in students' understanding of business ethics depending on their gender and age (female and older students showed more ethical inclinations), but not depending on having taken ethics courses-actually perceptions of such courses worsened after taking them. Besides, work experience was not a significant variable. Moreover, course exposure intensiveness (i.e., number of ethics courses completed), and time passed since completion of the latest course, did not confirm hypothesized effects on most of the dependent (sub)variables. These findings stimulate further questions and challenges for future research (e.g., around course design and methodology, and social/cultural/contextual issues).

Aims and objectives The purpose of this study was to examine the extent to which staffing adequacy predicts nursing teamwork, controlling for demographic and background variables. Background Findings from former studies indicate that hospital, unit and staff characteristics may be related to nursing teamwork, such as type of hospital and unit, role, gender, age, work experience, type of shift worked, shift length, number of working hours per week, overtime and staffing adequacy. Teamwork as well as staffing is identified as significant contributors to patient and staff safety in hospitals. However, the contribution of staffing to the quality of nursing teamwork is scarcely studied. Design This was a quantitative descriptive cross-sectional study using the paper-and-pencil questionnaire Nursing Teamwork Survey-Icelandic. Methods The study was conducted in 27 inpatient units in eight hospitals in Iceland with a sample of 925 nursing staff members. Participants were 567 registered nurses, practical nurses, unit secretaries and nurse unit managers. The Strengthening the Reporting of Observational Studies in Epidemiology checklist was used for this paper. Results When controlling for unit type, role, experience on current unit and intent to leave, perceived adequacy of staffing alone explains up to 10% of overall teamwork. Unit type, role, years of experience on current unit and perceived staffing adequacy correlated significantly with overall teamwork. Conclusions The findings of this study indicate that unit and staff characteristics, including perceived adequacy of staffing, are associated with and explain the variability in nursing teamwork on inpatient hospital units. The findings of this study provide important information for clinical nurses, nurse managers, policymakers and instructors in health care. Relevance to clinical practice The findings underline the importance of adequate staffing for nursing teamwork in inpatient hospital units.

Aims and objectives To summarise the evidence about patient-related risk factors for difficult intravenous access in adults, and at identifying nurses' beliefs and their consistency with evidence. Background Peripheral intravenous cannulation is a common procedure for nurses, but rates of failure at first attempt of peripheral intravenous cannulation range 10%-40%. Nurses' beliefs about difficult intravenous access factors might influence their clinical practice more than current evidence. Design The study included a literature review of the evidence on patient-related risk factors for difficult intravenous access, the development of an instrument to investigate nurses' beliefs about this topic and a cross-sectional multicentre survey on clinical nurses. Methods The quality of the studies included was evaluated through the Quality Assessment Tool for Observational Cohort and Cross-Sectional Studies. A synthesis of evidence for each risk factor was produced. A survey instrument was developed including 26 risk factors, which were then rated by nurses as perceived predictors of difficult intravenous access. The STROBE guidelines for study reporting were followed. Results Four hundred and fifty clinical nurses working in four hospitals in Italy were surveyed. Nurses' beliefs were in line with evidence in considering body mass index, drug abuse, lymphadenectomy and chemotherapy as difficult intravenous access factors. Beliefs about difficult intravenous access factors were influenced by nurses' work experience and frequency of peripheral intravenous cannulation. Nurses also identified as risk factors for difficult intravenous access oedema, thrombophlebitis, hypovolaemia, skin lesions and irritant therapies, which have been minimally investigated by research. Conclusions An overall congruence between nurses' beliefs and evidence about risk factors for difficult intravenous access was found. With their expertise, nurses may fill the knowledge gap of clinical evidence and open new paths for clinically meaningful research. Relevance to clinical practice Nurses' beliefs about difficult intravenous access factors can be influenced by their work experience and clinical setting. Integrating nurses' beliefs with scientific evidence can increase the quality of care.

AIMS AND OBJECTIVES To explore the differences in clinical practice activities and work-related burden between nurses with past work experience other than nursing (second career nurses: SCNs) and nurses without any past work experience (nonsecond career nurses: NSCNs). BACKGROUND The number of SCNs is increasing. Some studies note that SCNs must perform additional clinical practice activities and experience more work-related burden than NSCNs. However, there are no quantitative studies exploring SCNs' clinical practice and work-related burden. DESIGN A cross-sectional survey. METHODS Research was conducted according to the STROBE statement. Participants were 2,013 nurses working at 56 hospitals in Japan. A 30-item questionnaire was developed to capture clinical practice activities using clinical ladders, asking about the types of clinical practice activities participants had practiced. Every practiced activity received a score of 1. The total count of each clinical practice activity was then summed. The quantitative workload (QW) scale score was used to investigate levels of QW. Higher QW scores indicated higher levels of work-related burden. These variables were then compared between SCNs and NSCNs, and the factors that were associated with high QW among SCNs were examined. RESULTS Altogether, 961 participants (328 SCNs and 633 NSCNs) were included in the analyses. No significant differences were shown in clinical practice activities between the groups; however, SCNs' QW was significantly higher than was NSCNs' after controlling for demographic variables. SCNs' high QW was associated with the following variables: unmarried marital status, not having role model nurses and previous employment as a care worker. CONCLUSIONS Quantitative workload was significantly higher among SCNs than among NSCNs. Tailored support for SCNs' high QW based on their specific needs should be considered. RELEVANCE TO CLINICAL PRACTICE These results can help nurse managers reduce SCNs' work-related burden and illustrate future research directions for this minority group.

Aim To gain insight into the decision processes of dentists when requesting a cone beam computed tomography (CBCT) examination in endodontic settings. Methodology Fourteen dentists (eight female) 33-58 years of age (mean = 44) practising in Sweden were interviewed. Ten of the dentists were specialists in Endodontics. The absolute inclusion criterion was experience of referring patients for CBCT for endodontic reasons. The included dentists comprised a strategically selected diverse sample in terms of gender, age, work experience, educational background, location of practice, service affiliation and accessibility to CBCT. Data were obtained through semistructured interviews exposing the context of their last three self-reported referrals. Dentists were encouraged to describe their experiences of the circumstances in their own words, aided by the interviewer's open-ended questions. The interviews were audio-recorded and transcribed verbatim. The text was analysed by qualitative content analysis. Results The manifest content was organized into three categories that were defined as visualization as a desire, facilitating tough decisions and allocating responsibility. Conclusion An overall theme (covering the latent content) was identified: A balance between clinical common sense and a 'better safe than sorry' attitude guides the use of CBCT in endodontic settings. Informants had high clinical standards, knowledge concerning radiation risks and good sense, which could compensate for their lack of knowledge of guidelines. The national radiation regulatory system was perceived to work as a slightly porous gatekeeper for over-usage.

Aim The purpose of this project was to analyse the level of satisfaction with life amongst Polish oncology nurses compared to their system of values. Background There are a large number of scholarly reports on job satisfaction and occupational burnout among oncologic nurses, and hardly any impact on their level of life satisfaction. Introduction Satisfaction with life, positive feelings and lack of negative feelings are the three important elements of subjective well-being. Methods A cross-sectional survey study design was used. One hundred and forty registered nurses working at oncology centres in Poland were surveyed during the 21st Annual Polish Oncology Nursing Conference. The study used a diagnostic survey method utilizing the Satisfaction With Life Scale, the List of Personal Values and an original survey questionnaire for collecting socio-demographic data. Results There was significant relationship between the level of satisfaction with life in oncology nurses and their age, work seniority, the working system and family life. Discussion Satisfaction with life and work is interconnected, and oncology nursing is characterized by significant physical and mental strain. The level of satisfaction depends on many variables, such as preferred system of values, work organization, age and work seniority. Conclusions Age and years of work experience affect oncology nurses' satisfaction with life. Working on a shift system and having a second job lower their satisfaction with life. Nurses who identify happiness symbols in the category of happy family life present a higher level of satisfaction with life. Implications for nursing policy and practice The low level of satisfaction with life among Polish oncology nurses is an important factor in the contemporary threats in nursing, and commitment to the improvement of the quality of life in this professional group should become a priority of shaping the image of the profession.

The inefficiency of state‐owned enterprises, followed by the economic reform in urban China, resulted in large‐scale retrenchment during the late1990s. The laid‐off workers were middle‐aged, not well educated and had accumulated a lot of firm‐specific human capital that was unlikely to be of value in the product market. In this study, we investigate how differently human capital affects laid‐off workers’ occupation choices: self‐employment, re‐employment and remaining unemployed. Using 2002 Chinese Household Income Project and 2009 Urban Household Survey datasets, we find that although general human capital measured by education is positively related to the probability of finding a job, it is negatively associated with the probability of self‐employment. Displaced workers with more sector‐specific work experience are more likely to be self‐employed than to be employed by others. Government‐sponsored training significantly increases the likelihood of finding a job. Health is positively associated with re‐employment.

Aim and objectives This study aimed to determine the influence of work excitement, workplace violence and the violence prevention climate on professional commitment and turnover intention. Background Workplace violence can easily cause the quality of nursing care to decline. Improvements in the working environment and working conditions can improve nurses' professional commitment and satisfaction. Design A cross-sectional multicentre study with convenience sampling was conducted. We have complied with the guidelines of STROBE Checklist in presenting this research. Methods Out of 900 questionnaires, 696 were deemed valid for analysis (77.33%). This study collected data on sociodemographic information, experiences of workplace violence, professional commitment, work excitement, violence prevention climate and turnover intention. Results The results show that professional commitment has a significant effect on turnover intention. Professional commitment positively influences work excitement, especially when the work is challenging and varied. It also indirectly influences turnover intention by generating work excitement. Workplace violence introduces an interactive moderating effect on the relationship between professional commitment and work excitement. A violence prevention climate changes the interactive moderating effect of workplace violence on professional commitment, which in turn influences turnover intention. Conclusions Positive work experience, institutional organisational policies and support systems are the mediating and moderating factors in the relationship between professional commitment and turnover intention. Nurses expect organisations to maintain good staff relations, provide a positive working environment and learning opportunities and strengthen communication channels, all of which affect nurse retention. Relevance to clinical practice Workplace violence is a serious crisis that can lead to turnover intention among hospital nurses. To enhance interpersonal relationships in the workplace and improve nurse retention, hospitals should schedule an adequate amount of staff and provide sufficient equipment and supplies to create a safe and positive work environment.

Young people who are unable to find and sustain employment are at risk for long‐term social and economic exclusion. Active labour market policies (ALMPs) addressing the problem of youth unemployment have focused on building the employability skills of young job seekers to expand their employment opportunities. Yet research exploring how young people navigate the job‐search process is limited. Drawing on interviews with young Australian job seekers and their employment consultants, this article addresses the questions of how young people navigate entry into employment through the job‐search process and what challenges they face. The study revealed three common frustrations experienced by the young people during their job‐search: employers' expectations of relevant work experience in the young person's preferred occupation, being required to apply for jobs not aligned with their career aspirations, and the impact of personal factors on their ability to confidently present themselves to prospective employers. The findings highlight the need for ALMPs and employers to facilitate positive employability support mechanisms that will build a stable platform from which young people can build a trajectory towards sustainable employment to reduce long‐term youth unemployment.

Using elicited expectations of future gross salaries, we evaluate characteristics causing German students to make larger or smaller estimation errors. While students seem to underestimate actual salaries by 18 percent, we show that these errors are highly attributable to misconceptions of the progressive income tax. Developing a suitable adjustment procedure, we correct students’ estimates and find that errors decline by 12 percentage points. Conducting regression analyses, we reveal strong connections with students’ age, gender, work experience, secondary school track, and knowledge about student loans. These results change notably if not controlling for students’ misconceptions of the tax system.

Aims and objectives To describe which nursing activities are observed during the discharge of older patients with chronic diseases and to investigate the consistency between the nursing activities actually observed and those documented. Background The discharge from hospital of older patients with chronic diseases is a critical transition that can lead to dissatisfaction, delays in discharge, re-admission, adverse events and increased mortality. Although nurses' interventions during discharge are important for patient outcomes, little is known about the nursing activities actually performed as compared with those documented. Design An observational study of the nursing activities performed during patients' discharge and a retrospective audit of the nursing records of the same patients and nurses. Methods Structured nonparticipant observations were conducted of the activities performed by nurses at discharge. A retrospective audit of the nursing records relating to patient discharge, including the nursing diary and the assessment of critical issues at hospital discharge, was also conducted. The STROBE guidelines were followed (See Supporting Information Appendix S2). Results During hospital discharge of 102 patients, 1,224 nursing activities were observed. The number of activities was not related to patients' age, gender and educational level, nor to nurses' postgraduate education. Statistically significant correlations emerged between the number of activities observed and the nurses' work experience. Conclusions A predefined discharge plan guiding nurses' activities during discharge would enable them to respond better to the care needs of elderly patients. Relevance to clinical practice Results from the study could help clinical nurses to address care priorities of patients at discharge, by using appropriate plans and checklists and improving recording rates. Novice nurses should be supported when caring for elderly patients with chronic disease at discharge.

Background Patients discharged from the hospital with skilled home healthcare (HHC) services have multiple comorbidities, high readmission rates, and multiple care needs. In prior work, HHC nurses described that patients often express expectations for services beyond the scope of skilled HHC. Objective The objective of this study is to evaluate and compare expectations for HHC from the patient, caregiver, and HHC perspectives after hospital discharge. Design/participants This was a descriptive qualitative case study including HHC patients, caregivers, and clinicians. Patients were discharged from an academic medical center between July 2017 and February 2018. Results The sample (N = 27) included 11 HHC patients, eight caregivers, and eight HHC clinicians (five nurses and three physical therapists). Patient mean age was 66 years and the majority were female, white, and had Medicare. We observed main themes of clear and unclear expectations for HHC after discharge. Clear expectations occur when the patient and/or caregiver have expectations for HHC aligned with the services received. Unclear expectations occur when the patient and/or caregiver expectations are uncertain or misaligned with the services received. Patients and caregivers with clear expectations for HHC frequently described prior experiences with skilled HHC or work experience within the healthcare field. In most cases with unclear expectations, the patient and caregiver did not have prior experience with HHC. Conclusions To improve HHC transitions, we recommend actively engaging both patients and caregivers in the hospital and HHC settings to provide education about HHC services, and assess and address additional care needs.

Internally‐promoted CEOs should have a deep understanding of their firm's products, supply chain, operations, business climate, corporate culture, and how to navigate among employees to get the information they need. Thus, we argue that internally‐promoted CEOs are likely to produce higher quality disclosure than outsider CEOs. Using a sample of US firms from the S&P1500 index from 2001 to 2011, we hand‐collect whether a CEO is hired from inside the firm and, if so, the number of years they worked at the firm before becoming CEO. We then examine whether managers with more internal experience issue higher quality disclosures and offer three main findings. First, CEOs with more internal experience are more likely to issue voluntary earnings forecasts than those managers with less internal experience as well as those managers hired from outside the firm. Second, CEOs with more internal experience issue more accurate earnings forecasts than those managers with less internal experience as well as those managers hired from outside the firm. Finally, investors react more strongly to forecasts issued by insider CEOs than to those issued by outsider CEOs. In additional analysis, we find no evidence that these results extend to mandatory reporting quality (i.e., accruals quality, restatements, or internal control weaknesses), perhaps because mandatory disclosure is subjected to heavy oversight by the board of directors, auditors, and regulators. Overall, our findings suggest that when managers have work experience with the firm prior to becoming the CEO, the firm's voluntary disclosure is of higher quality.

Despite the presumed importance of interview etiquette, research examining its relationship with hiring outcomes has been relatively limited. As a step toward validating its importance, two studies were conducted to assess the influence of interview etiquette on hiring outcomes relative to other predictors. In the first study, the impact of interview etiquette was demonstrated to be similar to that of interview answer quality in influencing recruiters’ perceptions of employment suitability. Moreover, a significant interaction was found, whereby interview etiquette mattered more when interview answer quality was also high. In the second study, interview etiquette was demonstrated to explain incremental variance in job offers beyond other impression management strategies (i.e., ingratiation and self‐promotion) and biographical data (i.e., work experience, academic achievement, and extracurricular involvement). Overall, these findings provide evidence that interview etiquette bears a significant relationship with hiring outcomes, signaling its value beyond other credentials and impression management tactics.

Objective COVID‐19 significantly altered our routine, lifestyle, and stress level across the globe. This study investigated the psychological impact of COVID‐19 on healthcare workers in China Xi'an Center hospital. Methods A modified online questionnaire of Psychological Status and the General Health Questionnaire (GHQ‐12) was provided to 1,967 healthcare workers during the COVID‐19 pandemic. Participation was voluntary, and the responses were anonymous. The survey lasted for 2 weeks, and the GHQ‐12 was completed every other day. The data were collected automatically and electronically and then statistically analyzed. Results The 431 (21.9%) responders included 214 nurses (49.7%), 146 clinicians (33.9%), 29 pharmacists (6.7%), 15 medical technicians (3.5%), 17 administrative staff (3.9%), and 10 other departments (2.3%). Of these, 46.2% had 10 years of work experiences or more and 78.2% were married. Work experience increased emotional stress as 23% of participants with 10 years or more of experience exhibited higher stress compared to those with fewer than 3 years of work experience (7.5%). Moreover, 33.3% of participants who worked in or were exposed to the affected areas of the pandemic experienced psychological stress. Overall, this study identified four factors that were significantly associated with psychological stress: (a) work experience (OR 2.99; 95% CI: 1.06 to 8.41); (b) change in job position (OR 1.99; 95% CI: 1.10 to 3.59); (c) change in lifestyle (OR 4.06; 95% CI: 1.81 to 9.10); and (d) need for psychological counseling (OR 3.07; 95% CI: 1.62 to 5.82). Conclusions The COVID‐19 pandemic has increased psychological stress among healthcare workers with 10 years or more work experiences and who recently experienced a career position change., For the epidemic of COVID‐19, more attention should be paid to the mental health of healthcare workers with more work experience and changing job positions; in addition to providing interventions for psychological impact, more personal and family support for healthcare workers is necessary.

All healthcare professionals, especially nurses, are affected psychosocially due to reasons such as uncertainty and work intensity experienced during the COVID‐19 pandemic. In this descriptive study, it was aimed to determine the stress, depression and burnout levels of front‐line nurses. Data were obtained from 705 nurses who worked at hospitals during the COVID‐19 pandemic between May and July 2020, using a Personal Information Form, the Perceived Stress Scale, Beck Depression Inventory and Maslach Burnout Inventory. The data collection tools were sent online to nurse managers, requesting front‐line nurses to answer the forms and scales. The nurses were mostly women and had bachelor’s degrees, single and worked as nurses for between 1 and 10 years. They had high levels of stress and burnout and moderate depression. Those who were younger and had fewer years of work experience felt inadequate about nursing care and had higher levels of stress and burnout. More burnout was detected in nurses who had a positive COVID‐19 test and did not want to work voluntarily during the pandemic. The authors suggest that preventive and promotive interventions in mental health should be planned and implemented to improve the mental health and maintain the well‐being of front‐line nurses during the pandemic, and to prepare nurses who may work during pandemics in the future.