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Voluntary occupational turnover is rampant within the economy and, thus, a timely line of inquiry within sport management. However, sport management literature has primarily explored turnover intentions rather than the realized experience of voluntary occupational turnover. Thus, the purpose of this study was to understand sport management employees' experiences of voluntary occupational turnover using the Transtheoretical Model of Change as a guiding theoretical framework. Interpretative qualitative inquiry guided the research design with 12 former Division I swimming coaches. Findings illustrated themes aligning with the Transtheoretical Model of Change. However, an additional theme was identified: the tipping point, occurring between contemplation and preparation when a discernible event occurred which prompted the participant to move from contemplation to preparation. This study further extends the Transtheoretical Model of Change and its applicability within sport while providing implications regarding the retention of sport management employees. [ABSTRACT FROM AUTHOR]

This systematic review of literature aimed to synthesize the multilevel factors related to physical activity (PA) among adults (age 18–65) with intellectual disability living in group homes. Keyword searches were used to identify articles from electronic databases, resulting in the inclusion of 10 articles for full-text review. Data were extracted relating to study and sample characteristics and study findings. Methodological quality of the studies was also evaluated. Factors related to PA in group homes were identified at all levels of the social–ecological model. Intrapersonal factors (e.g., health and functional status, attitude to PA), interpersonal factors (e.g., staff attitude, encouragement for PA, and coparticipation in PA), and organizational factors (e.g., program offerings, staff education, and staff–client ratios) were prominent findings in the reviewed studies. The findings support a social–ecological approach for PA promotion in group homes that target intrapersonal, interpersonal, and organizational factors. [ABSTRACT FROM AUTHOR]

Employer of choice (EOC) is a relatively new phenomenon, particularly in Human Resources Management. Existing employees and prospective talent have reasons and expectations to designate an employer as an EOC. While EOC has received extensive attention from both academics and practitioners over the past few years, the work has mostly focused on managerial and marketing perspectives, and thus far lacks a strong theoretical foundation. Drawing on Social Exchange Theory (SET), based on Human Resources and employees' perceptions and experiences, this research aims to explore and investigate the factors that constitute/designate an employer as an Employer of Choice EOC. Two qualitative triangulated data sets were collected from existing full-time employees at a Saudi multinational corporation: open interviews and document analysis (cross-sectional and longitudinal). Thematic analysis (TA) was employed to analyze both methods. The findings reveal that company image, training, and development, satisfaction, involvement and commitment, fairness, work culture, reward, opportunities for growth, teamwork, motivation, and corporate social responsibility are the factors that lead employees to designate an employer as an EOC. This research contributes to knowledge conceptually, theoretically, and empirically, mainly in the area of Human Resources Management. This research represents one of the first studies to empirically identify and investigate employee-related factors and evaluate them all together in a multinational Saudi organization. Recognizing the findings of this empirical-based research assists HR managers in designating their organizations as an EOC for current employees and prospective talents. [ABSTRACT FROM AUTHOR]

With the continuous development of education level and the downturn of economic situation, employment competition is intensifying, more and more high-quality talents appear, and the misfit between people and posts has become a common phenomenon. However, there is no consensus on the relationship between perceived overqualification and employee creativity. Based on the conservation of resource theory, this study reveals the micro mechanism and boundary conditions of the influence of excessive qualification on employee creativity. This study analyzed 487 valid samples obtained in three stages. The results show that: (1) Job crafting has a positive mediating effect on perceived overqualification and creativity, and the path of the two halves is positive; (2) Work withdrawal behavior plays a negative mediating role between the perceived overqualification and creativity. The path in the first half is positive, and the path in the second half is negative; (3) Organizational identity moderates the effect of perceived overqualification on job crafting and work withdrawal behavior. Specifically, the higher the sense of organizational identification, the stronger the positive effect of perceived overqualification on job crafting and the weaker the positive effect on work withdrawal behavior; (4) Organizational identification moderates the mediating role of job crafting and work withdrawal behavior in the relationship between overqualification and creativity. Specifically, the higher the organizational identity, the stronger the indirect positive effect of perceived overqualification on creativity through job crafting, and the weaker the indirect negative impact of perceived overqualification on creativity through work withdrawal behavior. The study conclusion deepens the research on the mechanism of the influence of the perceived overqualification on employees' work behavior, and provides practical enlightenment for the organization and management of employees with excess qualification. [ABSTRACT FROM AUTHOR]

Since the 18th National Party Congress, many high-ranking business executives and regulators from China’s financial system have been appointed as the so-called ‘airlifted’ vice-provincial governors in financial affairs. This article presents a systematic biographic profile of this group of rising technocrats. It argues that in appointing these central financial elites to provinces, the Party centre has used the cadre personnel management system to promote governance capability building through technocratic professionalization of local administrative leadership, and drive the recentralization of financial governance as Chinese political economy overall shifts towards prioritizing risk management, systemic stability and national security. It also constitutes a venue for cadre grooming. Moreover, this personnel control via airlifting technocratic appointments has often been prompted, and also constrained, by a short-term crisis management imperative to deal with local financial turbulence and restore market stability. [ABSTRACT FROM AUTHOR]

The article highlights considerations and practical support for new pharmacy leaders when faced with managing the unexpected. Topics discussed include action that can help new pharmacy leaders detect when actual operations deviate from expected outcomes, role of new pharmacy leaders in the execution of operational and clinical strategies to ensure order across departmental teams, and difficult aspects of leadership for a new pharmacy leader.

Objectives: The oak processionary moth (OPM) (Thaumetopoea processionea) is a species of moth (order: Lepidoptera) native to parts of central Europe. However, in recent years, it has become an invasive species in various countries, particularly in the United Kingdom and the Netherlands. The larvae of the OPM are covered with urticating barbed hairs (setae) causing irritating and allergic reactions at the three last larval stages (L3-L5). The aim of our study was to generate a de novo transcriptomic assembly for OPM larvae by including one non-allergenic stage (L2) and two allergenic stages (L4 and L5). A transcriptomic assembly will help identify potential allergenic peptides produced by OPM larvae, providing valuable information for developing novel therapeutic strategies and allergic immunodiagnostic assays. Data: Transcriptomes of three larval stages of the OPM were de novo assembled and annotated using Trinity and Trinotate, respectively. A total of 145,251 transcripts from 99,868 genes were identified. Bench-marking universal single-copy orthologues analysis indicated high completeness of the assembly. About 19,600 genes are differentially expressed between the non-allergenic and allergenic larval stages. The data provided here contribute to the characterization of OPM, which is both an invasive species and a health hazard. [ABSTRACT FROM AUTHOR]

Aim: This study aimed to investigate the influence of green transformational leadership educational intervention on nurse managers' green behavior and creativity. Background: Organizational creativity is greatly influenced by leaders and their personality attributes. Additionally, innovative employee behavior is crucial for organizational performance and survival, which in turn promotes long-term organizational growth. Method: A quasi-experimental design was conducted by using pre-test, post-test, and follow-up for a group that included 116 nurse managers who completed the intervention. Data were collected through the green transformational leadership knowledge questionnaire, green transformational leadership scale, green behavior questionnaire, and green creativity scale. Results: Following the implementation of the Green Transformational Leadership educational intervention, there was an improvement in responses connected to the nurse manager's use of green behavior and creativity. Three months after the intervention ended, the improvement was still present. Conclusion: Nurse managers who had good knowledge about green transformational leadership showed increased green behavior and green creativity, which enhanced the organization's success. This study showed the significance of developing and improving the skills of managerial creativity for the nurse supervisor of a hospital through training in transformational leadership. Implications for nursing management: The concept of "green transformational leadership" refers to leadership behaviors and strategies aimed at promoting environmental sustainability and responsibility within an organization or a specific context. In the case we mentioned, it involves implementing educational interventions targeted at nurse managers to enhance their understanding and adoption of green practices, as well as fostering green behavior and creativity among them. [ABSTRACT FROM AUTHOR]

Context: Managing people outside the farm family unit is a new issue for many Irish dairy farmers. In the context of rapid growth, the demand for employees has increased, creating the need for Irish dairy farmers to have human resource management (HRM) skills. Aims: This paper explores the extent and type of HRM practices adopted by Irish dairy farmers and the factors that influence their adoption. Methods: A questionnaire was developed, piloted, and issued to farmers on the basis of herd size and location. Data from 203 dairy farmers who employ people were analysed to examine the adoption of different HRM practices and the influence of farm characteristics, farmer demographics and farmer attitudes on their adoption. HRM practices included compliance with employment legislation, health and safety, different approaches to recruitment, workforce management and retention. The questionnaire included one or more variables for each of these HRM practices. Where more than one variable was included, an aggregate variable was developed for that practice. Key results: Whereas, overall, there was a low level of adoption of best HRM practices, farm characteristics such as herd size and number of employees had a significant influence on farmers' adoption of compliance with employment legislation, health and safety, recruitment, workforce management and retention practices. Demographic factors such as age, level of education, and average hours worked influenced farmers compliance with employment law legislation, workforce management practices and retention practices. Conclusions: The study highlighted an overall low compliance with employment legislation and low adoption of best practices in managing staff among dairy farmers in Ireland. Implications: This study highlighted that improvement is needed in all areas of HRM on Irish dairy farms. The findings of this study would be useful to farm advisors who support dairy farmers in improving their management of their businesses. Overall, this study has contributed to a greater understanding of the challenges in managing people in agriculture and how certain factors influences the adoption of HRM practices on dairy farms. The dairy industry's recent growth in Ireland has resulted in a high demand for additional workers, increasing the requirement for farmers to be skilled in Human Resource Management (HRM). This study identified that the adoption of HRM practices is influenced by farm characteristics, in particular herd size, the number of employees on the farm. This study has contributed insights into the prevalence of specific HRM practices on Irish dairy farms, and indicated that there is a significant scope for improvement. A novel aspect of this study was the focus on the potential factors that influence the adoption of HRM practices on Irish dairy farms. The findings of this study could be used by agricultural advisors and those working in HRM to provide tailored advice to support dairy farmers and other small business owners in managing their employees. [ABSTRACT FROM AUTHOR]

Magnetoencephalography (MEG) non-invasively provides important information about human brain electrophysiology. The growing use of optically pumped magnetometers (OPM) for MEG, as opposed to fixed arrays of cryogenic sensors, has opened the door for innovation in system design and use cases. For example, cryogenic MEG systems are housed in large, shielded rooms to provide sufficient space for the system dewar. Here, we investigate the performance of OPM recordings inside of a cylindrical shield with a 1 × 2 m2 footprint. The efficacy of shielding was measured in terms of field attenuation and isotropy, and the value of post hoc noise reduction algorithms was also investigated. Localization accuracy was quantified for 104 OPM sensors mounted on a fixed helmet array based on simulations and recordings from a bespoke current dipole phantom. Passive shielding attenuated the vector field magnitude to 50.0 nT at direct current (DC), to 16.7 pT/√Hz at power line, and to 71 fT/√Hz (median) in the 10–200 Hz range. Post hoc noise reduction provided an additional 5–15 dB attenuation. Substantial field isotropy remained in the volume encompassing the sensor array. The consistency of the isotropy over months suggests that a field nulling solution could be readily applied. A current dipole phantom generating source activity at an appropriate magnitude for the human brain generated field fluctuations on the order of 0.5–1 pT. Phantom signals were localized with 3 mm localization accuracy, and no significant bias in localization was observed, which is in line with performance for cryogenic and OPM MEG systems. This validation of the performance of a small footprint MEG system opens the door for lower-cost MEG installations in terms of raw materials and facility space, as well as mobile imaging systems (e.g., truck-based). Such implementations are relevant for global adoption of MEG outside of highly resourced research and clinical institutions. [ABSTRACT FROM AUTHOR]

Resumen: En este artículo se estudia la relación entre la voz de los trabajadores individuales (en defensa de sus propios intereses) y su voz promotora (en favor de los intereses de su organización empleadora). Se comprueba la validez de las hipótesis aplicando modelos de ecuaciones estructurales a un conjunto de datos único sobre la conducta de la voz de los trabajadores en los Países Bajos (N = 3 159). Se constata que la respuesta de los supervisores a la voz de los trabajadores tiene un efecto indirecto en la voz promotora, de modo que las experiencias de defensa de los propios intereses de los trabajadores repercuten en su contribución al funcionamiento organizacional. [ABSTRACT FROM AUTHOR]

Objectives: This study aimed to evaluate patient outcomes from a 12-month pilot program establishing specialist surgical services in a small rural (Modified Monash Model, MM4) hospital on the south coast of NSW. Methods: Suitable patients for ambulatory surgery were selected based on strict anaesthetic, surgical and social criteria. Skills shortfalls among nursing staff, usually with emergency or inpatient experience, were addressed by appropriate re-training and in-service training in scrub, scout and anaesthetic duties. An anonymous post-operative patient survey was administered during the pilot program, which assessed patient experiences and outcomes. Of 162 patients undergoing surgery during the pilot, 50 consecutive participants completed the survey. Results: Of the 161 procedures during the pilot program, 100 were performed under sedation and locoregional anaesthesia and 62 under general anaesthesia. Half (n = 86, 53.4%) were complex excisions of malignant skin lesions, and of these 63% also required either a skin graft or local flap repair. Survey respondents reported adequate information and pain relief upon discharge (n = 45, 96%) and 100% were satisfied with the care received. No respondents needed to see a doctor following discharge. There were no mortality events or major issues of morbidity during the study period or subsequently, no further overnight admissions or return to theatre and no re-presentations within 48 h of operating. Two superficial surgical site infections were reported. Conclusions: There is merit in drawing on underutilised resources in small rural hospitals in support of initiatives to reduce surgical waitlists. Appropriate outpatient surgeries can be safely performed with high levels of patient satisfaction. What is known about the topic? Waitlist reduction strategies are required to deal with long surgical waitlists. Rural surgical services are declining due to centralisation of these services in larger hospitals. What does this paper add? Significant positive benefits arise from providing an ambulatory, rural surgical service. This paper provides an evidence base for rural hospitals to explore the benefits of re-activating, or increasing utilisation of, existing operating theatre facilities. What are the implications for practitioners? Significant reductions in surgical waitlists within health services can be safely achieved by servicing rural patients at their local hospital for some ambulatory procedures. [ABSTRACT FROM AUTHOR]

Faculty Development (FD) has become essential in shaping design, delivery and quality assurance of health professions education. The growth of FD worldwide has led to a heightened expectation for quality and organizational integrity in the delivery of FD programmes. To address this, AMEE, An International Association for Health Professions Education, developed quality standards for FD through the development of the AMEE ASPIRE to Excellence criteria. This guide uses the ASPIRE criteria as a framework for health professions educators who wish to establish or expand approaches to FD delivery and scholarship within their institutions. [ABSTRACT FROM AUTHOR]

The pandemic has impeded Austrian NPHSOs on multiple levels: service delivery, income streams, costs, and human resources. To analyze the consequences, we tackle two questions: How has the neo-corporatist welfare-partnership between the government and NPHSOs passed this stress-test? What are the potential effects on the overall composition of the sector? Theoretically, we draw on social origins theory to explain the welfare-partnership in Vienna. Empirically, we analyze online-survey-data and interviews with NPHSO-executives from 2021. The results indicate that Vienna's welfare-partnership has passed this stress-test successfully, but overall in favor of large NPHSOs, thus forwarding concentration in the sector. [ABSTRACT FROM AUTHOR]

Service providers and researchers often describe people affected by homelessness as hidden. This study aims to study social relationships and implications for outreach services through a qualitative content analysis of reports written by field investigators for the New Mexico Office of the Medical Investigator that involve people affected by homelessness who died between 2014 and 2019 across the state (N = 512). Findings describe variation in what is newly conceptualized as the aspects of the visibility framework, which organizes people as most engaged and surveilled, most visible and exposed, or most hidden. Recommendations include facilitating greater engagement with hotel/motel management and staff about harm reduction and engaging more with local business communities and first responders (including the criminal-legal system). This research also conceptualizes subsistence ties, acquaintances that both provide longer-term support and further hide people who are precariously housed. Future research and policy recommendations are described. [ABSTRACT FROM AUTHOR]

Precarious economic conditions, low pay, layoffs, and dwindling job security motivated journalists to organize in record numbers in the 2010s and 2020s. Cohen and De Peuter's 2020 research on newsworkers' motives and organizing strategies in digital newsrooms finds that economic, political, and cultural factors play a role. Pay equity, a more diverse and inclusive newsroom, and a voice in editorial and strategic decision-making are often cited as arguments for union membership. This monograph asks how newsworkers assess the effect of unionization and guild membership on their work, working conditions, and culture. Interviews with 45 journalists in 16 U.S. newsrooms with unions, both established and recently organized, suggest that several goals, such as pay equity, diversity, and inclusion, have not been achieved. Nevertheless, the act of organizing and the managerial work accomplished by union leadership in the newsroom is creating both institutional change and opportunity. A parallel organizational culture is emerging that mitigates poor leadership and human resource management and serves as training ground for a new class of journalists. [ABSTRACT FROM AUTHOR]

Background: Despite the many advantages of flipped learning, it is challenging for educators to ensure that students complete the pre‐class learning assignments before the in‐class session. Objectives: Using a learning analytics approach, this study analysed students' pre‐class video‐watching behaviour in flipped learning with a focus on learners' resource management strategies, procrastination, and repeated video‐watching. Methods: For the empirical study, three types of data (i.e., log data, survey and exam) were obtained from 70 undergraduate students who were enrolled in pre‐service teacher program designed in a flipped classroom including pre‐class videos and in‐class session. Results and conclusions: The findings showed significant differences between the non‐procrastination group and procrastination group in their video watching time and resource management strategies. Those who watched the pre‐class videos at home/dorm greatly outnumbered those who did not, and they performed better than students who watched the pre‐class videos in other locations. What are the major takeaways from the study?: This finding highlights the importance of resource management strategies in terms of the time and study environment to promote success in flipped learning courses. However, the number of times students accessed the pre‐class videos or watched the videos before class was not correlated with learning achievement. The reason for re‐watching pre‐class videos is a suggested future direction so instructors can design effective flipped learning courses. Lay Description: What is already known about this topic?: Flipped learning is a type of blended learning that combines two teaching and learning modes: face‐to‐face learning and online learning. The effectiveness of flipped learning has also been demonstrated in many empirical studies and meta‐analyses.Despite the many advantages of flipped learning, it is challenging to ensure that students complete the pre‐class materials before class.Data‐driven decisions based on the learning analytics approach can help instructors revise the in‐class activities more adoptively and individual learners can be more engaged in flipped learning. What this paper adds?: Using a learning analytics approach, this study analysed students' pre‐class video‐watching behaviour in flipped learning with a focus on learners' resource management strategies, procrastination, and repeated video‐watching.We also examined the correlations among pre‐class video‐watching behaviour variables and learning achievement.This study highlights the following: (1) The no‐procrastination group had better resource management strategies than the procrastination group; (2) students who watched pre‐class videos at home outperformed those who watched them in other locations: (3) the number of times students accessed pre‐class videos was not correlated with learning achievement; and (4) whether or not students watched pre‐class videos prior to the in‐class sessions was not correlated with learning achievement. Implications for practise and/or policy: Although flipped learning gives students considerable autonomy in terms of when and where to watch pre‐class videos at their convenience, it is necessary to help students develop resource management strategies by providing role models, best practises, and statistics in previous flipped learning classes.Research findings suggest that instructors should provide guidelines and learning strategies on how to review or repeat the pre‐class videos to improve the quality of learning.To encourage students to repeat the videos, the pre‐class videos should be short and concise. [ABSTRACT FROM AUTHOR]

As organizations have recognized their cause/solution relationship with the environment, increasing attention is being given to the role of employees make in achieving green organizational objectives. Even though, business sustainability initiatives are often led by leaders; employee green behavior (EGB) plays a vital role in success of such initiatives. The current paper focuses on relatively less researched topic of EGB. It uses a narrative review approach to develop a multi‐level conceptual framework that draws upon the connectivity of leadership influence at firm and team levels, and how this influences individual level EGB. The paper offers a holistic approach to influencing effective green strategies in organizational contexts. By doing so, it contributes to the larger debate on different dimensions, mechanisms, and levels of environmentally responsible behavior in organizational settings and opens up new avenues for multi‐level and cross‐layer empirical research. [ABSTRACT FROM AUTHOR]

This paper focuses on the channel impairments separability of two histogram-based features, asynchronous amplitude histograms (AAH) and asynchronous delay-tap plot (ADTP), commonly used in direct-detection optical performance monitoring (OPM) techniques. This paper presents an in-depth study of the conditions under which these two histogram features are applicable in OPM. These high-dimensional features, AAH and ADTP, are dimensionally reduced using a state-of-the-art data visualization algorithm called Uniform Manifold Approximation and Projection (UMAP) algorithm. After data visualization, it can be found these two histogram-based features have some limitations in distinguishing between different levels of impairments in some specific cases. These features cannot achieve high accuracy in monitoring optical performance in these given situations, no matter how complex the classifier is designed. Extensive simulation experiments were performed to study the classification performance of the two histogram features in the single and multiple impairments cases. The results show that both AAH and ADTP can be used to monitor cumulative dispersion (CD) and optical signal to noise ratio (OSNR) in the case of the single impairment. In addition, the monitoring performance of both features is better for dispersion in the case of multiple impairments coexistence, while both have limitations for OSNR monitoring. However, the anti-dispersion interference ability of ADTP is better than that of AAH. The plausibility of the study results is verified by estimating the channel impairments under different conditions using a deep neural network-based (DNN) identifier. The impairments separation visualization results of UMAP are highly consistent with the estimation results of the DNN-based classifier, achieving the interconnection of usefulness and practicality. [ABSTRACT FROM AUTHOR]

Background: It is necessary to find ways to mediate the relationship between role overload and missed nursing care in settings where nursing staffing is inadequate. This study aimed to identify the single and multiple sequential mediation effects of organizational support, nurse-physician collaboration, and nurse-nurse collaboration on the relationship between role overload and missed nursing care. Methods: Data were collected from 237 registered Korean nurses working in general wards in October 2022. The measures used were the modified role overload scale, nurse-physician collaboration scale, nurse-nurse collaboration scale, a short version of the Perceived Organizational Support Scale, and the modified Missed Nursing Care Scale. Data were analyzed using PROCESS macro in SPSS. A hypothesis test was performed using Model 81, proposed by Hayes, which includes serial multiple mediators. Results: Organizational support, nurse-physician collaboration, and nurse-nurse collaboration showed a mediation effect on missed nursing care. Organizational support, nurse-physician collaboration, and nurse-nurse collaboration showed significant multiple sequential mediation effects on the relationship between role overload and missed nursing care. When the indirect effect sizes of nurse-physician collaboration were compared with those of nurse-nurse collaboration in both single and multiple sequential mediation paths, the indirect effect of nurse-physician collaboration was greater than that of nurse-nurse collaboration on the relationship between role overload and missed nursing care. Conclusions: As an alternative strategy to reduce missed nursing care in situations with insufficient nursing staffing, organizational support should precede nurse-physician and nurse-nurse collaboration. In particular, improving nurse-physician collaboration shows promise in mitigating missed nursing care. [ABSTRACT FROM AUTHOR]

Economic empowerment (EE) services promote survivors' economic stability and well-being. A target for intervention and prevention, then, is to offer more effective EE services. The study purpose was to develop a clearer picture of what EE services agencies offer, and how prepared staff are to provide these services. We collected data from 154 providers. Survivors most requested, and agencies most frequently provided, housing services. EE services offered did not differ by agency location, staff size, or number of clients. Providers' confidence was greater if they completed high school; their agency offered more EE services; and they completed voluntary training. [ABSTRACT FROM AUTHOR]

Background: People with intellectual disabilities are living longer and are increasingly diverse, with health and care needs that are varied and complex. Without changes to funding, services have found it difficult to respond to needs and wishes. Method: A descriptive mixed methods design study, data were collected through questionnaire, focus groups and individual interviews from intellectual disability service managers, direct care staff and older people with intellectual disabilities and family members. Results: Continued reticence on the part of some community healthcare providers to treat people with intellectual disability was noted. Although some service innovations were noted, housing, staffing levels, staff mix and the timely provision of equipment were all reported to impact the ability of services to respond to changing needs. Current per‐capita funding practices were reported as unresponsive to growing age‐related complexity and fundamentally unsustainable. Conclusions: The health inequalities experienced by people with intellectual disabilities are compounded as they age with complex age‐related health needs. There is an urgent need for revision of the service model in Ireland and instigation of flexible and responsive approaches to funding. Accessible summary: More people with intellectual disabilities are living into old age and may experience age related ill health.In this study, we interviewed older people with intellectual disability, family members and staff and managers in intellectual disability services. We also surveyed staff from the services.We found that there is a concern that as people with intellectual disability age and have different health and social needs, the way that services are provided and staffed may no longer suit the needs of the individuals.Most intellectual disability services are now based in the community and most staff are social care rather than healthcare staff and may not have the skills and experience to provide care to older adults with healthcare needs. Accommodation in the community may not be suitable for older adults with healthcare needs.A new model of care and different model of funding intellectual disability services is needed to meet the needs of older people with intellectual disability. [ABSTRACT FROM AUTHOR]

Grief is everywhere and affects individuals and teams in many different ways. The negative effects may not only be felt by the individual, but they can disrupt a team or an entire organization. While grief is common, understanding how to interact with others who are grieving is not. As leaders within healthcare institutions, pharmacists encounter many individuals and teams that are experiencing grief. The sources of grief can arise from pharmacy team members, other healthcare providers, patients, or our own personal experiences. This literature review introduces grief, where it comes from, and how it is emotionally and physically expressed in individuals. It discusses grief's disruptive nature and how to effectively communicate with those grieving to limit disturbances to individual, team, and organizational performance. Understanding what grief is, how it manifests in individuals and teams, and how to navigate a grieving workplace are vital skills for pharmacy leaders and will enable a more productive workplace. [ABSTRACT FROM AUTHOR]

Providing flexibility at work is the most pervasive tool for organizations to help employees manage the work–family (WF) interface. Extant research, however, indicates that flexibility does not consistently reduce WF conflict. This paper reports on two studies that contribute to our understanding of how, and for whom, perceived work flexibility improves these outcomes. We extend work on the mechanisms by which flexibility influences outcomes and extend conservation of resources theory using choice overload theory to understand the boundaries of flexibility as a positive resource, specifically, in the form of procrastination. In Study 1, we found that perceived work flexibility was negatively related to subjective work demand for those low on procrastination. In Study 2, we replicate these effects and extend them by finding that effects of flexibility on WF conflict were mediated by its influence on subjective work demand. We discuss the implications of these findings for future research and practice around flexibility in the WF interface. [ABSTRACT FROM AUTHOR]

The use of seclusion to manage conflict behaviours in psychiatric inpatient settings is increasingly viewed as an intervention of last resort. Many protocols have, thus, been developed to reduce the practice. We conducted a systematic review to determine the effectiveness of protocols to reduce seclusion on process outcomes (e.g., seclusion, restraint), patient outcomes (e.g., injuries, aggressive incidents, satisfaction), and staff outcomes (e.g., injuries, satisfaction). We searched Medline, Embase, the Cochrane Register of Clinical Trials, PsycINFO, CINAHL, cairn.info, and ClinicalTrials.gov for protocols to reduce seclusion practices for adult patients on inpatient mental health units (from inception to September 6, 2022). We summarised and categorised reported elements of the protocols designed to reduce seclusion using the Behaviour Change Wheel Intervention Functions and resources needed to implement the protocol in psychiatric units. We assessed risk of bias and determined certainty of evidence using GRADE. Forty‐eight reports addressed five approaches to reduce seclusion: hospital/unit restructuring (N = 4), staff education/training (N = 3), sensory modulation rooms (N = 7), risk assessment and management protocols (N = 7), and comprehensive/mixed interventions (N = 22; N = 6 without empirical data). The relationship between the various protocols and outcomes was mixed. Psychiatric units that implement architecturally positive designs, sensory rooms, the Brøset Violence Checklist, and various multi‐component comprehensive interventions may reduce seclusion events, though our certainty in these findings is low due to studies' methodological limitations. Future research and practice may benefit from standardised reporting of process and outcome measures and analyses that account for confounders. [ABSTRACT FROM AUTHOR]

Green initiative-taking, an employee's self-starting opportunity-seeking action to improve environmental performance is a desirable outcome of organizations' green policies. Given prior inattention to this area of study, it is unclear what fosters green initiative-taking, and why. This study attempts to answer these questions using a mixed-methods approach. First, an exploratory qualitative study was conducted. Green human resource management, eco-silence, supervisor bottom-line mentality, and co-worker voice emerged as the major themes of employees' experiences when seeking to engage in green initiative-taking. Second, building on social information processing and social learning theories, a quantitative study proposes a conceptual model of the inter-relationships between the themes that emerged from the first study. Results from a multinational multisource time-lagged quantitative study support most of the hypotheses and shed light on avenues for future research. It suggests that supervisor bottom-line mentality inhibiting green initiative-taking might be standard procedure bottom-line mentality rather than profit bottom-line mentality. Post-hoc, to enhance the study's applicability, a fuzzy-set analysis was conducted to offer managers the configurations that best yield green initiative-taking among hospitality employees. [ABSTRACT FROM AUTHOR]

Accessible Summary: What is known on the subject: Self‐harm by ligature is common within inpatient mental healthcare settings and is a dangerous method of self‐harm. Most fatal and non‐fatal suicidal behaviours in inpatient settings are a result of ligature use.There is a lack of research which has explored the experiences of staff members who work within inpatient settings where patients may self‐harm by ligature. What the paper adds to existing knowledge: Key issues related to self‐harm by ligature reported by staff included (1) understaffing increasing risk of ligature incidents, (2) spreading of self‐harm by ligature within inpatient settings and (3) negative attitudes of staff related to patients who self‐harm by ligature.Working with self‐harm by ligature can have negative impacts on staff's personal (e.g. fear of blame) and professional lives (e.g. increased cautiousness). Many staff members currently feel underprepared by training related to working with self‐harm by ligature, and unsupported after responding to a ligature incident. What are the implications for practice: Training about self‐harm by ligature needs to be improved and be accessible for all inpatient mental healthcare staff. Training should be coproduced, and could include practical components, education on potential reasons for self‐harm, and acknowledgement of the emotional impact on staff.Support for staff members who respond to ligature incidents should be available for all staff members who respond to self‐harm by ligature incidents. Stigma associated with accessing support should be challenged, alongside blame cultures within the workplace. Introduction: Self‐harm by ligature is a common form of self‐harm within inpatient mental health services in England, where most suicides within inpatient settings involve hanging or suffocation. However, little research has examined the experiences of staff members working with this method of self‐harm. Aim: We explored the experiences of clinical staff who work with patients who self‐harm by ligature. Method: A staff survey was developed and disseminated to clinical staff working in inpatient settings in England. Quantitative data were analysed using descriptive statistics, and qualitative data using the framework approach. The study was STROBE checklist compliant. Results: 275 staff members participated. Challenges most frequently reported about working with self‐harm by ligature included understaffing (210, 76.6%), spreading of ligature incidents (198, 72.8%) and negative attitudes held by clinical staff towards such patients (185, 68.5%). Participants' responses indicated that this work could have significant impacts on their professional and personal lives. Staff often reported inadequate training and lack of preparedness, alongside insufficient support opportunities following ligature incidents. Discussion: Staff had a diverse range of professional and personal experiences and identified multiple challenges associated with working with patients who have self‐harmed by ligature. Implications for Practice: There is a need to improve accessibility, format and content of training and support for staff working within inpatient settings where patients may self‐harm by ligature. [ABSTRACT FROM AUTHOR]

Persistence, defined as a trait‐like characteristic, reflects the personal tendency to endure different hardships. In a recently developed model, three dimensions—persistence despite difficulties, persistence despite fear, and inappropriate persistence—were proposed to cover distinct facets of this ability, along with goal‐time preferences as a persistence‐related construct. The Multidimensional Persistence Scale (MPS) and the Goal‐Time Preferences Scale (GTPS) were created to gauge these two separate constructs. In the current study, we conducted two studies using the Polish version of the scales (MPS‐PL and GTPS‐PL, respectively), with the aim of evaluating both measures. We also proposed a profile model as better reflecting the multidimensionality of persistence as opposed to the original superordinate model. In Study 1, the three‐factor structure of the MPS‐PL was supported by a confirmatory factor analysis. In contrast, the GTPS‐PL showed a poor fit to the data as well as a vague factor structure. In Study 2, we tested the nomological network of the MPS‐PL, providing evidence for its construct validity as well as the distinctiveness of its dimensions. Finally, we conducted a latent profile analysis, which revealed the three qualitatively different configurations of persistence dimensions in the total study sample. Overall, the evidence we gathered supports our proposal about persistence as a multidimensional profile construct. Practitioner points: Understood as the personal tendency to endure through hardships, persistence is an important aspect of human resource management processes, including employee selection and assessment.Defining persistence as a multidimensional construct is a relatively new approach that allows for the identification of adaptive and nonadaptive persistence profiles at the individual differences level.It provides a theoretical framework and a tool (the Multidimensional Persistence Scale) that may improve forecasting of person‐to‐organization and person‐to‐job fit in employee selection in various areas and in relation to different professional groups. [ABSTRACT FROM AUTHOR]

The main objective of this research is to examine whether the implementation of new human resource management practices (NHRM) can enhance innovative performance (IP) by fostering innovation capability (NC). Additionally, it examines the moderating influence of an innovative climate (IC) and its associated attributes on the association with new human resource management and innovation capability, a factor that has been relatively overlooked in prior research. The study's data was obtained from 398 employees in the pharmaceutical sector of Pakistan, and hierarchical regression analysis was utilized to analyze the data. The results from the mediating and moderating analyses underscore the significance of NHRM practices, innovation capability, and an innovative climate, along with its specific attributes, in promoting innovative performance through factors such as operational efficiency, suitable practices, and employees' willingness to participate in organizational endeavors. Furthermore, the moderated mediation analysis findings reveal that the influence of innovation capability as a mediator is strengthened when the workplace climate is more conducive to innovation. These findings have implications for both theoretical understanding and practical application, particularly in similar developing countries. The study offers insights that can be generalized to developing nations with comparable economic and social structures. [ABSTRACT FROM AUTHOR]

The planning of human resources and the management of enterprises consider the organization's size, the amount of effort put into operations, and the level of productivity. Inefficient allocation of resources in organizations due to skill-task misalignment lowers production and operational efficiency. This study addresses organizations' poor resource allocation and use, which reduces productivity and the efficiency of operations, and inefficiency may adversely impact company production and finances. This research aims to develop and assess a Placement-Assisted Resource Management Scheme (PRMS) to improve resource allocation and usage and businesses' operational efficiency and productivity. PRMS uses expertise, business requirements, and processes that are driven by data to match resources with activities that align with their capabilities and require them to perform promptly. The proposed system PRMS outperforms existing approaches on various performance metrics at two distinct levels of operations and operating levels, with a success rate of 0.9328% and 0.9302%, minimal swapping ratios of 12.052% and 11.658%, smaller resource mitigation ratios of 4.098% and 4.815%, mean decision times of 5.414s and 4.976s, and data analysis counts of 6387 and 6335 Success and data analysis increase by 9.98% and 8.2%, respectively, with the proposed strategy. This technique cuts the switching ratio, resource mitigation, and decision time by 6.52%, 13.84%, and 8.49%. The study concluded that PRMS is a solid, productivity-focused corporate improvement method that optimizes the allocation of resources and meets business needs. [ABSTRACT FROM AUTHOR]

Aims. Building on conservation of resources theory, our study investigates how inclusive human resource management (IHRM) promotes nurses' innovative behavior through job crafting and further examines the moderating role of shared leadership. Background. Nurses' involvement in innovation is essential to improve nursing care delivery and accommodate changing medical environments, especially in the face of crisis events like the COVID-19 outbreak. However, knowledge about the relationship between human resource management and nurses' innovative behavior remains scarce. Methods. We collected three-wave data from 338 on-duty registered nurses at four public hospitals in China from November 2022 to January 2023. We used SPSS 22 to conduct hierarchical regressions to test our hypotheses. Results. IHRM positively predicted innovative behavior of nurses with the mediating role of job crafting. In addition, we found that IHRM was more effective in promoting job crafting and subsequent innovative behavior when nurses perceived high levels of shared leadership. Conclusion. IHRM initiated by the organization and shared leadership style are two collaborative approaches to facilitating nurses' job crafting, thereby responding to the imperative need to foster nurses' innovative behavior. Implications for Nursing Management. The present study emphasizes the important roles of IHRM and shared leadership in promoting nurses' job crafting and subsequent innovative behavior, providing theoretical and practical implications for nursing management in the current dynamic and challenging environment. [ABSTRACT FROM AUTHOR]

Unsafe behavior among construction personnel poses significant risks in petroleum engineering construction projects. This study addresses this issue through the application of a multi-field coupled homogeneous analysis model. By conducting case analyses of petroleum engineering construction accidents and utilizing the WSR methodology, the influencing factors of unsafe behaviors among construction personnel are systematically categorized into organizational system factors, equipment management factors, and construction personnel factors. Subsequently, employing Risk coupling theory, the study delves into the analysis of these influencing factors, discussing their coupling mechanisms and classifications, and utilizing the N-K model to elucidate the coupling effect among them. Furthermore, a novel approach integrating coupling analysis and multi-agent modeling is employed to establish an evolutionary model of construction personnel's unsafe behavior. The findings reveal that a two-factor control method, concurrently reinforcing equipment and construction personnel management, significantly mitigates unsafe behavior. This study provides valuable insights into the evolution of unsafe behavior among construction personnel and offers a robust theoretical framework for targeted interventions. Significantly, it bears practical implications for guiding safety management practices within petroleum engineering construction enterprises. By effectively controlling unsafe behaviors and implementing targeted safety interventions, it contributes to fostering sustainable development within the petroleum engineering construction industry. [ABSTRACT FROM AUTHOR]

Although there is a growing literature on the use of telepresence robots in institutional dementia care settings, limited research focused on the perspectives of frontline staff members who deliver dementia care. Our objective was to understand staff perspectives on using telepresence robots to support residents with dementia and their families. Guided by the Consolidated Framework for Implementation Research, we conducted four focus groups and 11 semi-structured interviews across four long-term care (LTC) homes and one hospital in Canada. We included 22 interdisciplinary staff members (e.g., registered nurses, social workers, occupational therapists, recreational therapists) to understand their experiences with telepresence robots. Thematic analysis identified three key themes: 1) Staff Training and Support; 2) Robot Features; 3) Environmental dynamics for Implementation. Our results underscore the imperative of structural support at micro-, meso- and macro-levels for staff in dementia care settings to effectively implement technology. This study contributes to future research and practice by elucidating factors facilitating staff involvement in technology research, integrating staff voices into technology implementation planning, and devising strategies to provide structural support to staff, care teams, and care homes. [ABSTRACT FROM AUTHOR]

Background. In addition to the usual difficulty of managing human capital in any organization, healthcare institutions have other problems to solve arising from the circumstances and the very nature of the work they perform, such as the ethical pressure on staff, emotional exhaustion, the distribution of work shifts, or the general shortage for nurses. In many cases, this situation has an impact on the quality of care. Objective. The main objective of this research is to compile, in a single document, human resource practices that help health centre managers improve results in terms of performance and quality of care, as well as avoid the intention of abandoning the job, specifically related to the work of nurses. Methods. To this end, a systematic literature review has been performed based on 229 papers published in the Web of Science database, from which the practical implications for nurses proposed by these authors have been extracted. Results. The main results suggest that developing affective commitment helps to improve organizational performance and enhance patient safety culture. Furthermore, improving communication and meaningfulness of work, recognition by superiors, or job flexibility would improve the quality of outcomes, for the work of nurses. Conclusions and Implications for Nursing. Stimulating normative commitment, reducing excessive control, and paying attention to job burnout and job stress help combat the intention of voluntary turnover or leaving the job, especially in the case of nurses. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP). Design/methodology/approach: Time-lagged and multisource data were collected from employee–coworker dyads (n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique. Findings: Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE. Originality/value: This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to address four interrelated questions: what is the prevalence of ageism amongst employers? What are the factors conditioning employers' age stereotypes? To what extent are ageist attitudes among employers translated into discriminatory recruitment, retention and firing practices? And what factors can moderate the stereotype–discrimination interaction? Design/methodology/approach: The paper draws on a survey conducted among Danish employers; 2,525 completed the survey questionnaires; response rate 25 per cent. Findings: The major finding is that ageist stereotypes among employers do not translate into discriminatory personnel management practices. Research limitations/implications: The findings may be specific to Denmark. Denmark is renowned to be a non-hierarchical, egalitarian society, which may have implications for personnel management practices. Originality/value: Contrary to this study, most studies analysing ageist stereotypes do not assess the extent to which stereotypes are translated into discriminatory personnel management practices in the workplace. [ABSTRACT FROM AUTHOR]

This descriptive or Husserlian phenomenological study explored the lived experiences of the human resource management managers and supervisors among the selected hotels in Mandaue and Cebu cities. It also presented the meaning or the essence of the said lived experiences. These became the feeders for proposals for improvement. Using purposive sampling, ten (10) key informants who are managers in different hotels were selected as the source of information. The findings indicated that the human resources management components in planning, recruitment, maintenance development, and research were practiced with the guidance of HRM objectives. Moreover, some factors facilitated improving HR practices focused on managing human energy and capabilities to improve productivity. Further, there are challenges encountered by the organization that need to be addressed, for if unabated, it will have negative consequences. All the preceding became the basis for the crafting of recommendations for improvement. It was reflected that while the data generally lean toward the positive side, there is still room for further improvement. These opportunities for improvement are the take-off points for management to craft programs to further the practice of human resources management [ABSTRACT FROM AUTHOR]

BACKGROUND: BACKGROUND: Research investigating the implicit bias of employers towards individuals with disabilities emphasizes the importance of increased attention to implicit bias in the workplace. Previous research supports the use of trainings to promote awareness and education of implicit and explicit bias toward people with disabilities among employers. OBJECTIVE: The purpose of the current study was to better understand employers’ stigmatizing attitudes toward individuals with disabilities and develop effective strategies to increase awareness and knowledge related to these negative attitudes. METHODS: Two focus groups of HR professionals were conducted to investigate guidelines and content areas that should be included in training. Data was analyzed using qualitative content analysis (QCA) methodology. RESULTS: Researchers identified four major themes regarding guidelines for training development: 1) educational information on implicit and explicit bias, 2) disability inclusion information and strategies, 3) consideration of multiple learning modalities, and 4) case studies. CONCLUSION: Training interventions incorporating these needs and preferences of HR professionals may more effectively increase awareness of implicit bias in the workplace. Sharing evidence regarding implicit and explicit bias, along with current information on disability inclusion, while using varied instructional strategies may lead to a reduction in disability-related stigma and discrimination in the workplace. [ABSTRACT FROM AUTHOR]

Patient experience is the sum of all interactions that influence a patient's perception across the continuum of care. Hospital executive leaders' leadership competencies impact their organizations' patient experience performance. This national, cross-sectional, qualitative study aimed to identify what health care leadership competencies mattered most to patient experiences in U.S. inpatient acute care hospitals. The target population encompassed all inpatient acute care hospitals. A purposive sampling method was used to select n = 28 executive leaders who represented 28 hospitals of the target population. Results from thematic analyses indicated 15 leadership competencies that matter most to patient experience: change leadership, self-awareness, self-confidence, human resources management, collaboration, team leadership, initiative, accountability, professional and social well-being, verbal communication, process and quality improvement, community collaboration, analytical thinking, achievement orientation, and organizational awareness. [ABSTRACT FROM AUTHOR]

The Hospital Value-based Purchasing program is a financial incentive program for U.S. acute-care hospitals. Its unique challenges call for hospital executives to possess unique leadership competencies. In this national, cross-sectional qualitative study, primary demographic, and textual data were collected using a self-developed survey instrument and analyzed using Minitab and MAXQDA. Final sample size was n = 190. Three major findings emerged. First, executive leadership competencies were perceived to impact U.S. acute-care hospitals' Value-based Purchasing (HVBP) organizational performance. Second, the top five executive leadership competencies that mattered most to these HVBP organizational performance were: organizational awareness, collaboration, team leadership, human resource management, and information and technology management. Finally, U.S. acute-care hospitals' executive leaders recognized managing the HVBP program's specific challenges and thus urged to provide executive leadership competency development programs. [ABSTRACT FROM AUTHOR]

This article discusses the importance of assessing organizational culture within Australian healthcare settings, particularly in relation to training and accreditation. The authors explain that culture reflects the collective behaviors and values of an organization, and it extends beyond the organization to interactions with patients, the community, and other stakeholders. They argue that assessing organizational culture is crucial for accreditation because it can impact the trainee experience, patient outcomes, and the community's expectations. The authors suggest that qualitative data, such as interviews and surveys, are essential for assessing culture, and they emphasize the need for organizations to align their culture with explicitly stated values. They also propose that regular assessment of organizational and clinical culture should become a standard feature of hospital and training program accreditation. [Extracted from the article]