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Background: Lifestyle medicine (LM) is a contemporary scientific discipline with a multidisciplinary approach. Case Management offers a viable alternative for the care of patients with Type 2 Diabetes (T2D). This study aimed to identify the role and clinical applications of the lifestyle medicine case manager nurse (LMCMN) for T2D patients internationally and to analyze the role of specialist nurses in Italy through a narrative review. A secondary objective was to define a job description (JD) for a future Delphi method. Methods: A narrative review of the literature was conducted using PubMed/Medline, Scopus, and grey literature sources to analyze the international and Italian regulatory contexts. Subsequently, a JD for the LMCMN was developed for application in a future Delphi Study. Results: Nurses play a strategic role in managing T2D, and the LM approach has demonstrated strong evidence of effectiveness. This study developed a specific JD for the LMCMN suitable for both Italian and international contexts. Conclusions: The specific role of the LMCMN is still underdeveloped internationally. In the context of territorial assistance and chronic disease management, this professional is crucial for delivering quality care and shaping health policies that meet community needs.

Most job reforms in terms of digitalisation stem from technology and information. The changes and developments that take place in this sector of activity subsequently determine what will be the changes in the labor market for all bald areas of activity (Aleksynska et al., 2019). Thus, there can be no discussion about the digitalisation of agriculture itself as an individual sector, nor about other isolated areas. Digitalization takes place among employees, the workforce and acts in the direction of changing the job description of a particular profession (De Stefano et al., 2018). Digitalisation does not depend only on the way of automation and technology of technical processes (Asmer et al., 2022). It also largely depends on the ability of individuals to adapt and educate themselves digitally (Veselko and Gaurav, 2021). In this way, jobs do not change only as a structure, but are modernized and make way for the emergence of new jobs, new specializations that require training from several fields of activity or a greater deepening of a certain field (Graham et al., 2017). The statement is valid for all fields of activity, starting from the financial sector of activity where the activity is aimed at processing large databases, to activities specific to the humanities, sociological field (Horton et al., 2017). This paper is concerted on the interpretation of those elements that alter a certain structure of the labor market, as well as the way in which these changes propagate.

Objective: to analyze the sociodemographic and training profile of nursing professionals in the state of São Paulo in relation to Integrative and Complementary Practices in Health. Method: cross-sectional study, developed with 3,794 nursing professionals in the state of São Paulo, from 645 municipalities. To collect data, an online questionnaire was used containing sociodemographic and professional training variables. A hierarchical multiple Poisson regression model was constructed, considering training in practices as the dependent variable, with a significance level of 5%. Results: of the 3,794 (100%) participants, 479 (12.62%) had training in Integrative and Complementary Health Practices. The most frequent practices were auriculotherapy, Traditional Chinese Medicine/acupuncture and Reiki. The predominant training modalities were free, face-to-face and theoretical-practical courses. The variables age, no formal religion, higher education and specialization level, working hours and knowledge and previous experience on integrative practices were significant. Conclusion: the results indicate the need to encourage and expand the training of Integrative and Complementary Health Practices for nursing professionals, in order to strengthen their performance in health services.

The research aims to analyze the application of the job description of the boarding school management and its implications for work discipline at the Riyadhus Sholihin Orphan and Dhuafa Boarding School in Bandar Lampung. This research uses Dessler's theory of job description indicators and a descriptive qualitative approach. Data collection was done by conducting interviews, observation, and documentation. Data analysis was carried out by reducing data, after which it was presented in the form of descriptions and verified by conclusion. The results of this study indicate the success of job descriptions and their implications for work discipline that can be seen through job identification, job summary, duties and responsibilities, authority, work standards, working conditions, and job specifications. [ABSTRACT FROM AUTHOR]

The Objective of this study was mainly to analyze the effectiveness of the fair recruitment and selection procedures in the public sector universities of Pakistan. In order to achieve the objective, the current hiring practices were studies from 50 respondents of university of Sindh Jamshoro, through non - probability sampling method. The careful attention was given in data collection and was collected through personally administered questionnaire from heads of the teaching departments who are actually operating academic departments and are a vital part of recruitment and selection. Data was analyzed through SPSS by applying Pearson correlation and regression analysis and some needed descriptive statistics. Study found that Job description and job specification have the greater influence on the effectiveness of fair recruitment and selection procedures. Secondly, fairness of recruitment and selection procedures proved interconnected and interrelated. Finally, based on the discussion in detail, the authors have jotted down brief followed by future directions, which authors believe will not only help the researchers to conduct future research but also practitioners in the relevant recruitment and selection section can take the benefits from this research. [ABSTRACT FROM AUTHOR]

Purpose: Students' transition from education to employment is influenced by factors like the length and calibre of their education, demography, labour market conditions, and the general state of the economy. Regardless of the economy, education systems should seek to ensure that students have the skills required for the labour market. This will help them better transition from school to work. This study examines the work skills that companies require for entry-level positions in Romania. Need for Study: Previously, text analysis studies treated the job market only for the IT industry in Romania. To understand the demand-side opportunities and restrictions, assessing the employment opportunities for young people in the Romanian labour market is necessary. Methodology: A text mining approach from 842 unstructured data of the existing job positions in October 2022 for fresh graduates or students is used in this chapter. The study uses data from LinkedIn job descriptions in the Romanian job market. The methodology involved is focused on text retrieval, text-pre-processing, word cloud analysis, network analysis, and topic modelling. Findings: The empirical findings revealed that the most common words in job descriptions are experience, team, work, skills, development, knowledge, support, data, business, and software. The correlation network revealed that the most correlated pairs of words are gender–sexual–race–religion–origin–diversity–age–identity–orientation–colour–equal–marital. Practical Implications: This study looked at the job market and used text analytics to extract a space of skill and qualification dimensions from job announcements relevant to the Romanian employment market instead of depending on subjective knowledge. [ABSTRACT FROM AUTHOR]

Educational neuroscience can be viewed in a twofold manner: as a field of study and as a profession. This review is specifically focused on exploring educational neuroscience as a profession, arguing that depicting its professional landscape is of equal significance to the understanding of its disciplinary boundaries. Accordingly, when educational neuroscientists have the necessary training and skills to provide educational services to individuals, groups, or organizations, they should be legally authorized and receive the same licensure and recognition benefits as their peers from other disciplines. It is not argued that every educational neuroscientist is or should be a professional practitioner. However, providing a specific job description for educational neuroscience professionals may facilitate their efforts to secure positions that fully utilize their skills and expertise.

Sariraya Co., Ltd is a pioneer Indonesian halal food chain based in Aichi, Japan. Sariraya specializes in halal food chains in Japan with several business units such as tempeh factories, restaurants, and halal marts. As a company with many units, workload is one of the main factors in work efficiency that influences work productivity. This research aims to determine the workload conditions. Analysis is carried out to find the optimal amount by considering the volume of work, the number of workers, and the time needed to complete a job. Job analysis is also conducted in the form of structure organization and job description of Sariraya Co., Ltd Warehouse Unit. This research uses descriptive techniques through a qualitative approach with all warehouse employees as the main source of data research. The Full-Time Equivalent Method is used as the data analysis technique. Data was collected using questionnaires and structured interviews with permanent employees of the Sariraya Warehouse Co., Ltd. unit. Based on the results of the Full-Time Equivalent calculation, it was found that there were employees who had an excessive workload (overload) of 2 people, a shortage (underload) of 1 person and there was no optimal employee workload (inload). Apart from that, it was also found that there was a backlog of work for 1 person with an FTE score > 2.2. The final score for the total workload received by warehouse employees was 6.2691046. So, management should add 2 more people so that the existing workload can be optimal. Hence, this research can be used as a consideration for management in determining the appropriate job descriptions and number of employees so that employees receive optimal workloads to achieve optimal employee performance.

This paper discusses the current medical sonographer status in the United Arab Emirates (UAE). The paper explores the current education, skills, job description, and challenges towards developing sonography professions and a sonographer framework. The study employed a quantitative descriptive research approach using a cross-sectional study design to collect and analyse data from sonographers in the UAE. Data was collected through a structured survey that included sections addressing demographic information, education, skills, current practices, and challenges. The data showed a relatively even distribution across different age groups, with a higher proportion falling in the 31–40 age range. Females constitute a slightly higher percentage (55.9 %) than males (44.1 %). The study found that sonographers have the necessary skills and knowledge to interpret the scan results and provide a formal report. A significant percentage of participants taught ultrasound to others and participated in research activities. The survey responses indicate difficulty in reporting sonograms. The study found that sonographers possess the necessary expertise and skills to pass on their knowledge to trainees and colleagues. The participants expressing a desire to increase their knowledge and skills indicate that sonographers recognised that continuous professional development is crucial for staying updated with advancements in the field. The participant's "Advanced Practitioners" title recommendation suggests a desire for professional recognition, career progression, and specialisations in sonography. Effective interdisciplinary collaboration is important for providing quality patient care. The paper emphasises the importance of recognising sonography as a vital healthcare profession. It aims to raise awareness about the crucial role of sonographers in patient care. The study also stresses the need for a well-defined career progression framework to guide professional growth and acknowledgement. [ABSTRACT FROM AUTHOR]

Copyright of Médicas UIS is the property of Universidad Industrial de Santander and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Labor and employment are important issues in social life. The demand for online job searching and searching for labor regulations in legal documents, particularly regarding the policy for unemployment benefits, is essential. Nowadays, each function has some programs for its working. However, there is no program that combines both functions. In practice, when users seek a job, they may be unemployed or want to transfer to another work. Thus, they are required to search for regulations about unemployment insurance policies and related information, as well as regulations about workers working smoothly and following labor law. Ontology is a useful technique for representing areas of practical knowledge. This article proposes an ontology-based method for solving labor and employment-related problems. First, we construct an ontology of job skills to match curriculum vitae (CV) and job descriptions (JD). In addition, an ontology for representing labor law documents is proposed to aid users in their search for legal labor law regulations. These ontologies are combined to construct the knowledge base of a job-searching and labor law-searching system. In addition, this integrated ontology is used to study several issues involving the matching of CVs and JDs and the search for labor law issues. A system for intelligent resume searching in information technology is developed using the proposed method. This system also incorporates queries pertaining to Vietnamese labor law policies regarding unemployment and healthcare benefits. The experimental results demonstrate that the method designed to assist job seekers and users searching for legal labor documents is effective. [ABSTRACT FROM AUTHOR]

AbstractPhenomenonApproachFindingsInsightsDespite the nearly universal presence of chief residents within U.S. and Canadian residency programs and their critical importance in graduate medical education, to our knowledge, a comprehensive synthesis of publications about chief residency does not exist. An understanding of the current state of the literature can be helpful to program leadership to make evidence-based improvements to the chief residency and for medical education researchers to recognize and fill gaps in the literature.We performed a scoping review of the literature about chief residency. We searched OVID Medline, PsycINFO, ERIC, and Web of Science databases through January 2023 for publications about chief residency. We included publications addressing chief residency in ACGME specialties in the U.S. and Canada and only those using the term “chief resident” to refer to additional responsibilities beyond the typical residency training. We excluded publications using chief residents as a convenience sample. We performed a topic analysis to identify common topics among studies.We identified 2,064 publications. We performed title and abstract screening on 1,306 and full text review on 208, resulting in 146 included studies. Roughly half of the publications represented the specialties of Internal Medicine (n = 37, 25.3%) and Psychiatry (n = 30, 20.5%). Topic analysis revealed six major topics: (1) selection of chief residents (2) qualities of chief residents (3) training of chief residents (4) roles of chief residents (5) benefits/challenges of chief residency (6) outcomes after chief residency.After reviewing our topic analysis, we identified three key areas warranting increased attention with opportunity for future study: (1) addressing equity and bias in chief resident selection (2) establishment of structured expectations, mentorship, and training of chief residents and (3) increased attention to chief resident experience and career development, including potential downsides of the role. [ABSTRACT FROM AUTHOR]

Background Knowledge about determinants of workability is crucial for designing interventions to increase the participation of older employees in the workforce and maintain or increase their productivity levels at work. Aims This study explored the impact of health conditions and job characteristics on poor work ability. Methods This study used data from the Korean Longitudinal Study of Aging (KLoSA) from 2014 to 2020, which is a nationally representative population-based panel study of Korean citizens aged ≥45 years. The KLoSA survey assessed subjective work ability using work ability score. The participants were asked if they had been diagnosed with any underlying diseases by a physician. The job characteristics were assessed in terms of working conditions and satisfaction. Generalized estimating equations were used to calculate the odds ratios (ORs) and 95% confidence intervals for workers' health-related variables and job characteristics associated with poor work ability. Results The results showed that workers' health-related factors were associated with poor work ability; poor vision (OR = 1.52) and bad hearing ability (OR = 2.37); low gripping strength (OR = 2.29); poor self-rated health (OR = 3.77) and various diseases such as hypertension, diabetes, cancer, chronic lung disease, liver disease, heart disease, cerebrovascular disease, mental illness, arthritis, prostate disease, gastrointestinal disease and disc disease. Additionally, high physical work demands (OR = 1.51) and low job satisfaction (OR = 4.23) were highly correlated with poor work ability. Conclusions The findings addressing poor work abilities caused by individuals' health- and job-related factors can help prioritize worker health management and the development of more effective human capital investment strategies at the workplace. [ABSTRACT FROM AUTHOR]

This study aims to test and analyze the effect of job description, job training and work experience on the work productivity of employees of PT XYZ partially or simultaneously. The data collection method used is interview techniques and distributing questionnaires to respondents. The sample in this study was Non Probability Sampling. The data analysis technique used is multiple linear regression with the SPSS program. Based on the partial test results, job description has a negative and significant effect while job training and work experience have a positive and significant effect on the work productivity of employees of PT XYZ. In simultaneous testing, job description, job training and work experience together have a positive and significant effect on the work productivity of employees of PT XYZ. The coefficient of determination shows that job description, job training and work experience are able to explain the contribution of the influence of job description, job training and work experience on the work productivity of employees of PT XYZ, which is 70.8%, while the remaining 29.2% is influenced by other variables not examined. [ABSTRACT FROM AUTHOR]

AbstractThe performance of employees is important for all organizational stakeholders. Prior research concentrated on how well workers performed in private-sector businesses in developed nations, with the public sector in emerging nations receiving little attention. This study’s goal is to investigate how job description (JD) influences employee performance (EP) in Omani public sector, and it is to examine the moderating role of leadership style in the relationship between JD and EP. Organizations in Oman’s governmental sphere make up the study’s population. However, five designated ministries are chosen to represent the public sector. Stratified random sampling is used to gather the data using a questionnaire. A total of 420 responses were collected. Data were analyzed using analysis of a moment structures (AMOS). The findings demonstrated that JD has a significant positive impact on EP. In addition, transactional leadership but not transformational leadership moderated positively the effect of JD on EP of the Omani public sector. Decision makers are advised to simplify and accurately design the job of employees and to link pay with performance.

Prior studies have demonstrated inconsistent development and utilisation of radiographers in the reporting of radiographs, and there is ongoing consideration of the level at which such radiographers should be educated to and operating at. This study aimed to explore and evaluate expectation and utilisation of radiographers currently, or training in, reporting in projection radiography across one integrated care system (ICS). A multi-method approach was utilised, with document analysis of projection radiography reporting role job descriptions and person specifications and an online survey of managers and clinical leads. A single ICS in the north of England formed the setting for the study. This study demonstrated variation in implementation and utilisation of the role across trusts within the ICS. Inconsistencies in scope, expected underpinning education and role activity were identified. Radiographers autonomously reporting in projection radiography were titled advanced practitioners, however are not expected to achieve national educational standards for such roles and are not empowered to work at this level of practice by their employers. It was acknowledged that staffing pressures hinder appropriate role utilisation and reporting capacity. Inconsistent development and utilisation of radiographers in such roles may hamper collaboration and service delivery across a network. Identifying variation and working towards role standardisation could promote cross-organisational working and improve career progression opportunities. Scoping the reporting radiographer workforce may assist and guide future imaging service and workforce planning. [ABSTRACT FROM AUTHOR]

PURPOSE/OBJECTIVES School nutrition (SN) assistants/technicians are vital to the operation of successful school nutrition programs. The objective of this study was to update the 2006 Competencies, Knowledge, and Skills (CKS) needed by effective SN assistants/technicians. Changes in SN programs since 2006, including the implementation of Professional Standards for School Nutrition professionals, necessitated the research process and updates to this essential piece of information used by SN professionals. METHODS Research was conducted in three phases with a diverse group of SN directors and supervisors (n= 41) from all seven United States Department of Agriculture (USDA) Food and Nutrition Service regions as follows: Phase I included a literature review, four case study site visits, collection and review of job descriptions, and an expert work group of SN directors (via email) whose members identified functional areas for SN assistants/technicians. Phase II included a face-to-face, expert work group tasked with developing CKS statements for the identified functional areas. Phase III included a review panel who evaluated a CKS draft resource (via email), a face-to-face expert work group who identified content for instructing users on how to best utilize the CKS resource, and a review panel who evaluated a nationwide, web-based survey for training needs. RESULTS The expert work group recommended six functional areas: Equipment Care & Use, Food Production, Food Safety & Sanitation, Personal Characteristics, USDA Meal Program Requirements, and Workplace & Employee Safety. The expert work group reached a consensus to include 15 competencies and 36 knowledge and skill statements within the functional areas. APPLICATION TO CHILD NUTRITION PROFESSIONALS The updated CKS resource developed from this project is available on the Institute of Child Nutrition (ICN) website and is useful to SN directors and managers in interviewing, training, mentoring, and evaluating SN assistants/technicians. The customizable tools within the updated CKS resource include a job description template, job interview template, individual mentoring plan form for use by SN managers, and competencybased performance appraisal. [ABSTRACT FROM AUTHOR]

Aim: The aim of this study is to profile the contemporary advanced clinical practitioner (ACP) role through standardized document sets. Design: Documentary analysis of job descriptions (JDs), person specification and advertisements. Data Sources: England based jobs advertised on NHS jobs website from 22 January to 21 April 2021. Results: A toatal of 143 trainee and qualified ACP roles were identified. A wide range of sectors and specialities were represented from across all English regions. The most common roles were urgent care, emergency medicine and primary care. Most qualified roles were agenda for change band 8A, although this did vary across specialities. Many roles were restricted to a small number of professions, notably nursing, physiotherapy and paramedic. Inconsistent role titles were noted. A lack of understanding of regulation across different professions was noted. Conclusion: The ACP role has become an accepted across healthcare providers in England. Implementation remains varied across specialities and organizations. Eligibility criteria may relate to professional bias. Implications for the Profession and/or Patient Care: ACP roles are expanding but this may be at the detriment to advanced nursing posts. Inconsistency in role eligibility suggests some professional bias exists. Impact: This was scoping of ACP roles across England using job advertisements. ACP roles are common across sectors and specialities but eligibility varies. The research will have impact on those looking to recruit to ACP roles as well as those refining JDs. Reporting Method: No EQUATOR guideline exists for document analysis. Patient or Public Contribution: No Patient or Public Contribution. The research relates to organizational human resource information only. [ABSTRACT FROM AUTHOR]

Objective: The purpose of this study was to determine the current scope of practice of sonographers in the United States and ascertain if sonographers' daily responsibilities align with the Society of Diagnostic Medical Sonography's (SDMS) Sonographer's Scope of Practice and Clinical Standards. Materials and Methods: A survey was disseminated to SDMS members and clinical sonographers with at least 5 years experience. The survey addressed demographics, education, certification, specialties practiced, job title, work environment, and scope of practice. Results: Of the 613 sonographers who responded, 90% were female and 10% male; the most common age group was 55–64 (36.7%). Most sonographers had a Bachelor's or Associate's degree. Eighty-three percent of respondents were White, 5.4% Hispanic, Latino, or Spanish origin, 3% Black or African American, and 3% Asian. While 63% of sonographers have read the SDMS Scope of Practice, 52% reported they perform tasks not included or addressed, in their job description. Many teach sonography in the workplace and provide oral and/or written preliminary impressions and diagnoses. Conclusion: There are regional differences in scope of practice and gender differences in place of employment and job title. Sonographers reported to practice within the SDMS parameters. The guidelines can be expanded to include educating health professionals in sonography and having an increased role in providing diagnoses. [ABSTRACT FROM AUTHOR]

The VRA Identity Task Force was formed in 2018 in response to the Visual Resources Association Strategic Plan (2018-2022), which recommended that the VRA reflect upon its identity with regard to both its legacy and future. To address this charge, the Task Force engaged in a comprehensive analysis of the Association that ultimately resulted in a set of recommendations related to the VRA's mission, core values, and vision. A key component of the work of the Task Force was the development of the Life Cycle of Visual Assets infographic, organized into categories that reflect the complex workflows and diversity of tasks performed by visual asset professionals: conceptualization, capture, description, management, access, preservation, and use. This article focuses on the Life Cycle, including the models that inspired it, what it consists of, and how it can be used as a tool to advocate for the importance of the profession. [ABSTRACT FROM AUTHOR]

Rationale: Self‐management of a chronic illness is a struggle for many patients. There is substantial evidence that patients are not as successful as they and their providers would like. Considering patient self‐management through an innovative and diverse lens could help patients, providers and the health care system to consider novel changes to improve success. Aims and Objectives: To provide a complete view of patient work by utilizing the human resources management practice of job analysis to develop an initial job description for patients suffering from chronic illness. Methods: Study design was descriptive qualitative with analysis aiming to identify those reoccurring ideas from the data. Thirty patients, with at least one chronic illness, in three focus groups were assembled for this study. Verbatim recordings and notes were used to categorize the data provided. Five coders analyzed the data independently, and jointly met to discuss the themes identified. Demographic data was collected via surveys. Results: Patients with chronic illness engage in five primary 'job' duties including self‐care (actions taken to effectively manage physical and psychological symptoms), managing relationships (effective management of relationships with employers, family, friends and providers to ensure the best outcomes), managing resources (understanding and managing finances, health and prescription medication insurance), coordination (managing and scheduling visits to providers) and research/education (gathering information and conducting research relative to all aspects of managing one's illness). Relevant knowledge, skills, abilities (KSAs) and other resources were identified that are necessary for patients to effectively perform the five job duties. Conclusions: Creating a job description for the 'job' of patient is a crucial step in understanding the work chronically ill patients undertake. Knowing the duties, their associated tasks and KSAs, and resources required to perform those tasks enables patients and their providers and advocates to better identify ways to assist, relieve and encourage these patients in order to maximize patient success. [ABSTRACT FROM AUTHOR]

At present, the category of job duties of the employees becomes especially relevant. This is due to the transformation of views on the organization of the labour process, relations between the parties of the employment agreement. Job duties are the key element of the enterprise’s internal work schedule, and their proper performance by the employees is an important condition for the successful business of their employers. An unambiguous interpretation of the relevant concepts and categories of the institution of disciplinary liability, legal certainty in the nature of non-performance or improper performance of job duties, in qualifying the reasons for such non-performance as valid, excluding the fault of the employee, are very important. The authors concluded that the employee’s job duties as the object of disciplinary misconduct, which is the ground of disciplinary liability, could be considered as obligations connected with performance of the job function specified in the employment agreement. To certain categories of employees the duties to comply with moral and ethical norms, which is due to the position held or work performed, could also be considered as job duties. To avoid litigation, as well as abuse by both the employee and the employer, the employee’s job duties should be consolidated in his/her job description and other local regulations of the enterprise. In order to apply to the employer the legitimate disciplinary sanction for non-performance or improper performance of his/her job duties, a set of the following conditions should be met: the violation should relate only to those duties which are part of the employee’s job function or follow from the enterprise’s internal work schedule and which the employee should be duly informed about. Non-performance or improper performance of the job duties should be the culprit, committed without good reason intentionally or negligently.

The job description as an act of the managerial and control function of the employer has a recommendation character. But many employers use it to determine the scope of an employee’s duties, qualification requirements, and responsibilities. In practice, there are many questions and disputes about the possibility of changing job descriptions. Judicial practice on the dismissal legitimacy’s recognition because of the job description change develops in different ways. In this regard, it is important to determine in the legal aspect what a “job description” is. The purpose of the study is to determine the meaning of the job description in the content of labor relations, its role in the personnel management system. The analysis of the job description as a legal phenomenon is implemented by the author through the definitions of labor function and freedom of labor. Analytical, comparative legal methods and a systematic approach made it possible to see the job description as an integral part of the labor function.

Copyright of Texto & Contexto Enfermagem is the property of Universidade Federal de Santa Catarina, Programa de Pos-Graduacao de Enfermagem and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of BH Economics Forum / BH Ekonomski Forum is the property of University of Zenica, Faculty of Economics and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of International Journal of Educational Psychological Studies (EPS) is the property of Refaad for Studies, Research & Development and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article attempts to summarize the main job description of the resource teacher, bringing to the fore the mandatory professional competencies that the representatives of this profession must have, as well as the main functions they perform in school in the context of receiving education. Participation in the assessment of students with special needs, support and consultation with parents, support and consultation with general education teachers, preparation of various didactic materials and adaptation of the general education curriculum with only a small part of the rich palette of activities and functions of the resource teacher in the receiving education . The profession gained strong popularity during the implementation of inclusive education in Bulgaria, introduced with the Ordinance on Inclusive Education in 2017. Being relatively new to the concept of society, the question often arises: Are the resource teacher and the evaluating pedagogue the same person, and what is the actual difference between them? The article tries to bring clarity to these concepts and make a clear differentiation in the activities of the specialists behind the professional resource teacher. [ABSTRACT FROM AUTHOR]

Taiju Miyagami,1 Toru Yamada,2 Yohei Kanzawa,3 Shunsuke Kosugi,4 Kazuya Nagasaki,5 Hiroyuki Nagano,6 Taro Shimizu,7 Kazutoshi Fujibayashi,1 Gautam A Deshpande,1 Toshio Naito1 1Department of General Medicine, Juntendo University Faculty of Medicine, Tokyo, Japan; 2Department of Family Medicine, Graduate School of Medical and Dental Sciences, Tokyo Medical and Dental University, Tokyo, Japan; 3Department of General Internal Medicine, Akashi Medical Center, Hyogo, Japan; 4Department of General Internal Medicine, Iizuka Hospital, Iizuka, Fukuoka, Japan; 5Department of Internal Medicine, Mito Kyodo General Hospital, Ibaraki, Japan; 6Emergency Medicine and General Internal Medicine, Rakuwakai Marutamachi Hospital, Kyoto, Japan; 7Department of Diagnostic and Generalist Medicine, Dokkyo Medical University Hospital, Tochigi, JapanCorrespondence: Toru YamadaDepartment of Family Medicine, Graduate School of Medical and Dental Sciences, Tokyo Medical and Dental University, 1-5-45 Yushima, Bunkyo-ku, Tokyo, 1138519, Japan, Tel +81 3 5803 5229, Fax +81 3 5803 0276, Email toru.y.fmed@tmd.ac.jpPurpose: To identify the current ambiguous status of general medicine (GM) and assess current problems and weaknesses for further development of GM.Patients and Methods: This study adopted an observational design. GM practitioners were selected from the mailing lists of two primary professional associations for Japanese GM doctors. We included physicians currently working in a GM department, those self-described as GM doctors, and those board-certified in family medicine or general internal medicine. Respondents replied to survey questions about their sociodemographic data, job descriptions, and the requisite skills for practice. GM doctors’ job description and required skills were categorized into “clinical,” “management,” “education,” and “research.” Participants (n = 971) were compared based on job descriptions and important skills in each category by facility type, size, and position.Results: “Clinical” was indicated as the most important category for both job description and important skills, followed by “management,” “education,” and “research.” For job description details, “follow-up outpatient” (35.6%) ranked first for “clinical,” and “resident education” (57.3%) ranked first for “education.” By facility type and size, job description and important skills decreased for clinical and management categories as facility sizes increased; the opposite was true for “education.” “Research” was generally rated low. By position, no significant difference was found in effort or importance given to research.Conclusion: This study is the first survey on GM physicians across Japan. The results show that while Japanese GM physicians focus on and place importance on clinical practice, they are less involved in research and do not consider research skills to be important. The challenge for the future development of GM lies in research.Keywords: general medicine doctors, job description, observational study, research skills

Coronavirus disease 2019 (COVID-19) can be diagnosed as occupational disease by an occupational health physician (OHP), if supported by relevant work-related and medical documentation. The aim of this study was to analyse such documentation submitted by Croatian healthcare workers (HCWs) and discuss its relevance in view of European and Croatian guidelines. The study included 100 Croatian HCWs who were SARS-CoV-2-positive and requested that their infection be diagnosed as occupational disease by their OHPs from 1 May 2020 to 10 March 2021. As participants they were asked to fill out our online Occupational COVID-19 in Healthcare Workers Questionnaire. For the purpose of this study we analysed answers about the type of close contact at the workplace, COVID-19 symptoms, and enclosed work-related (job description, employer statement about exposure to SARS-CoV-2) and medical documentation (positive SARS-CoV-2 polymerase chain reaction test and patient history confirming the diagnosis of COVID-19). Most participants were working in hospitals (N=95), mostly nurses (N=75), who became infected by a patient (N=68) or colleague (N=31), and had at least one COVID-19 symptom (N=87). Eighty participants did not enclose obligatory documents, 41 of whom failed to submit job description and 31 both job description and employer statement. These findings confirm that the major risk of occupational COVID-19 in HCWs is close contact with patients and colleagues, and points out the need for better cooperation between OHPs, occupational safety experts, employers, and diseased workers.

Municipal health secretaries are strategic actors in the construction of the Brazilian national health system - SUS, actively participating in the system's governance. The comparative analysis of the profile of municipal secretaries over three decades (1996, 2006, and 2017) was carried out using the database of three cross-sectional surveys carried out at the national level with structured questionnaires aimed at all municipal health secretaries in the country. The increase in female participation, greater diversity in ethnic and racial terms, greater professional qualification of managers, and the renewal of the generational profile, reiterates the advance of the democratization of these management spaces. Despite the renewal of the profile during SUS's construction, the challenge remains to make the public machine more representative of Brazilian society as a whole. [ABSTRACT FROM AUTHOR]

at the Nursing School of the University of São Paulo who acted as managers at the University Hospital of the University of São Paulo, who experienced the Teaching-Assistance Integration process, between 1978 to 2015. Method: Descriptive and exploratory study, with retrospective collection of sociodemographic data and components referring to the professional trajectory of 11 participants. For the characterization, a tabulated data base has been elaborated in Microsoft Excel, in which it was possible to analyze the profiles by means of simple frequencies. Results: The majority declared themselves white; catholic; from the State of São Paulo, Brazil; most have training in nursing; have between 1 and 5 years of experience in nursing care and in the management of the University Hospital of the University of São Paulo. Conclusion: The sociodemographic and professional profile of nursing professors who acted as managers and teachers, gave possibilities to constitute essential units to define the reality of the study participants, in order to clarify and concatenate with the individual and social structures. [ABSTRACT FROM AUTHOR]

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While schools have become settings for the delivery of mental health supports to students, mental health nursing has not yet described its practice in schools. In the absence of this mental health nursing literature, a quantitative self-reporting job analysis methodology was used to describe the tasks of mental health nursing in a specialist school as an observant-participator in a single-case holistic case study. Additional aims were to compare the results with the general school nursing and the disability nursing literatures and interpret these findings for mental health nursing. Categories of tasks from general school nursing were used to deductively interpret the results. Tasks were recorded across all categories of school nursing. The greatest number of tasks were recorded in the professional performance category, followed by planning, then personnel. The least number of tasks were recorded in the health education and promotion category, followed by practice and treatments, assessment and diagnosis, and management. These results differ from tasks in general school nursing but share similarities with intellectual and developmental disability nursing, particularly related to relationships and communication. Practising effectively as a mental health nurse in a specialist school requires capabilities for working with people with disability, particularly communicating and establishing relationships, in addition to clinical mental health skills. Mental health nursing in schools is an area of practice that requires further exploration to capitalise on emerging policy developments to support student mental health., (© 2024 The Authors. International Journal of Mental Health Nursing published by John Wiley & Sons Australia, Ltd.)