Social distancing causing crises: learning from workforce adaptation by e-tailers

PurposeThis study explores workforce related adaptation by e-tailers during social distancing causing crises (SDCC) and provides a conceptual framework.Design/methodology/approachA grounded theory based approach has been used wherein about 120 news articles were analyzed to understand the real-world measures taken. 50 journal papers were also referred to. A typical qualitative methodology, including open, and axial was used.FindingsIn the early stages, panic buying emerged as the key disrupting factor which necessitated staff shortage management. In the long term, e-tailers can adapt to prevent reverse worker migration and modify their hiring and training processes.Research limitations/implicationsThis study synthesizes knowledge on workforce-related adaptation by e-tailers and offers considerable potential for future research as well as the development of case studies and consulting services for the industry. Two research propositions are offered that can guide hypothesis generation and further studies can be conducted in sectors other than retail also.Practical implicationsThis study puts forward propositions based on theoretical dimensions for managers adapting to workforce-related problems during SDCC. The pandemic has led to vast unemployment and the shutting down of a number of businesses across the globe due to economic downfall. Hence, this study has economic and social implications.Originality/valueThis study is unique as it is one of the few that delves into e-tailers' workforce- related adaptation as SDCC evolves and contributes to a body of literature which is scarce.

Demonstrating a Nurse-Driven Model for Interprofessional Academic-Practice Partnerships

The World Health Organization (WHO) describes interprofessional practice (IPP) as "...multiple health workers from different professional backgrounds working] together with patients, families, caregivers, and communities to deliver the highest quality of care" (WHO. 2010. The WHO deemed that interprofessional education and practice (IPEP) is vital to attain a workforce that Is ready and able to care for local health needs through teamwork and collaboration (WHO. 201 Oh Interprofessional teams are critical in the care of acute, chronic, and complex health and social support needs of COVID-19 patients (Michalec & Lamb. 20201.1 PE and IPP are so essential to care that accreditation bodies have come together to provide guidance about how to embed these activities throughout all health professions programs (Health Professions Accreditors Collaborative. 2019). When delivered Intentionally, IPEP has the potential to achieve the Quadruple Aim (i.e., Improved quality, Increased population health, reduced costs, and improved clinician experience), with teamwork playing a large part In the achievement of the fourth aim: addressing the needs of healthcare workers, and reducing stressors experienced by the past, current, and future healthcare workforce, including nurses (Bachvnskv. 2020: Nurses have demonstrated that they are In an ideal position on the healthcare team to meet the additional demands placed on health services (e.g., contact tracing, testing, vaccine administration) and increased demand for staff, resources, policies, and supplies by the COVID-19 pandemic, all of which threaten an already overtaxed system (Diabv et al„ 2021).

Culture meets commitment: how organizational culture influences affective commitment

PurposeOrganizational culture has been identified as an important factor in increased employee commitment. Particularly during a shortage of skilled workers, commitment is a meaningful indicator of higher loyalty and retention. However, limited research has studied the relationship between organizational culture and commitment from a global perspective. Most research focuses on specific aspects of culture and examines the aspects' effects on commitment separately. The author's objective is to identify influential organizational culture's dimensions and assess dimensions' relationship to commitment holistically.Design/methodology/approachFor this purpose, the author analyzed a data set with 241,648 participants from 9 industries in Germany. The survey captures individual attitudes toward certain aspects of organizational culture and assesses workers' commitment to their organizations.FindingsThe results of a linear regression show that all cultural dimensions considered, namely transformational leadership behavior, team cohesion, compensation, fairness and caring attitude, if well-developed, positively and significantly influence organizational commitment. Interestingly, team cohesion has the greatest effect on commitment, followed by transformational leadership behavior, compensation, caring attitude and fairness.Originality/valueThis paper aims to examine the relationship between organizational culture and commitment holistically, thereby revealing which aspects of corporate culture are particularly important for increasing workers' commitment.

Incentive payments and wellbeing snub ignites fury for Te Whatu Ora nurses

National director hospital and specialist services Fionnagh Dougan said no decision has been made "on whether winter payments will be made as part of Te whatu Ora's winter staffing arrangements", in response to enquiries by Kaitiaki. Data provided to Kaitiaki, after a complaint to the Ombudsman, showed the demand for additional shifts did not evaporate, as predicted. Mccallan said winter, and related illnesses, had always increased pressure on health services - but it had just got a lot worse as a result of the crisis of short-staffing.

AN ANALYSIS OF THE ONGOING CLINICAL LABORATORY SCIENCE WORKFORCE SHORTAGES IN THE U.S

Laboratory medicine and the services provided throughout the healthcare system remain critical components in the ability to deliver quality patient care. Over the years and as of recently, due to COVID-19, delivery of proper care has been challenged with continual staffing constraints within the clinical laboratory. While this is not a new issue, its exacerbation poses an ongoing threat to clinical laboratories nationwide and has many healthcare administrators and executives searching for viable solutions. This paper focuses on exploring the depth and breadth of the issue to get to the root of the cause(s) of the critical shortage. Once these keys issues are identified, then realistic and effective solutions can be proposed and implemented throughout the laboratory field.

The Effect of Work Engagement and Perceived Organizational Support on Turnover Intention among Nurses: A Meta-Analysis Based on the Price–Mueller Model

Aim. To elaborate on the relationship between work engagement, perceived organizational support, and the turnover intention of nurses by analysing some potential moderators. Background. Nurses' turnover intention is negatively impacted by their level of work engagement and perceptions of organizational support. However, it is challenging to reach a consistent conclusion. Methods. Data were acquired from six electronic databases. Each study was evaluated using the quality assessment tool for cross-sectional studies of the Agency for Healthcare Research and Quality (AHRQ). STATA 15.0 was used to analyse the data, and a random effects model was used. The groups that included two or more studies were added to the moderator analysis. Results. A total of 40 study articles involving 23,451 participants were included. The turnover intention of nurses was inversely associated with work engagement (coefficient: −0.42) and perceived organizational support (coefficient: −0.32). A substantial moderating role was played by cultural background, economic status, working years, and investigation time (P<0.05). Conclusion. Work engagement and organizational support significantly reduced turnover intention among nurses. Considering the acute shortage of nurses worldwide, nurses with lower wages, fewer working years, and lower levels of work engagement should be given more attention and support from their organizations. Implications for Nursing Management. The meta-analysis suggested that managers should give their employees a more organizational support and promote their work engagement to motivate nurses' retention intention and maintain a stable workforce with little employee turnover.

Dual-Eligible Beneficiaries and Inadequate Access to Primary Care Providers

Known as "dual-eligible beneficiaries," they account for 20% of Medicare beneficiaries and 15% of those receiving Medicaid, but account for one-third of total expenditures for each program.1 Most qualify for Medicare on the basis of age or a disability, and all dual-eligible beneficiaries have incomes below or near the federal poverty level. AHRF data were also used to identify PAs in each county. Because the HPSA designation only considers PCPs, to identify primary care NPs (PCNPs) we used methods previously developed, based on National Provider Identifier numbers from CMS.4 We calculated the county-level number of PCNPs and PAs per 1000 population and categorized them into the highest (ie, ≥ 75th percentile) and lowest (ie, < 25th percentile) supply density quartiles. [...]in the face of the competing challenge of the coronavirus disease 2019 (COVID-19) pandemic, we observed the prevalence of infection rates in counties with a high density of dual-eligible beneficiaries to understand the challenge of coordinating care for these beneficiaries. The quality of care provided to vulnerable populations, such as dual-eligible beneficiaries, by PCNPs and PAs has been proved to be comparable with that delivered by PCPs.11-13 However, at the state level, scope-of-practice regulations often restrain the flexibility of having care furnished by nonphysician providers.

Oncology practices struggle 'to run at all levels' amid workforce shortage

"More than 300,000 health care providers dropped out of the workforce in 2021, including physicians, nurse practitioners, physician assistants and other clinicians who left the workforce that year," Shikha Jain, MD, FACP, associate professor of medicine with tenure in the division of hematology and oncology at University of Illinois Cancer Center in Chicago, consulting editor for Healio Women in Oncology and host of Healio's Oncology Overdrive podcast, told Healio ;HemOnc Today. In a nationwide survey of 1,000 U.S. health care professionals, more than half (57%) of respondents reported concerns about burnout from repetitive tasks and required documentation, 28% reported quitting a job in health care due to burnout and 48% reported concerns about the health care systems ability to retain and hire staff if automation is not prioritized. According to SITC, 95% of cancer centers reported personnel issues resulting from the "great resignation" and a poll of 44 NCI-designated cancer centers showed clinical trial accrual rates down 20% from January 2020 levels. Ongoing staffing issues have affected not only clinical trials at academic medical centers but also all stakeholders in the development of cancer therapies, including contract research organizations and trial sponsors, summit co-chair Leisha A. Emens, MD, PhD, SITC vice president, professor of medicine in hematology and oncology at University of Pittsburgh School of Medicine, and co-leader of UPMC Hillman Cancer Centers cancer immunology and immunotherapy program, told Healio ;HemOnc Today at the time of the summit.

The Importance of Monitoring the Work-Life Quality during the COVID-19 Restrictions for Sustainable Management in Nursing

The aim of this study was to investigate the work-life quality and related workplace factors of nursing employees working in hospitals during the COVID-19 restrictions. Employees in nursing carry out nursing care at various levels of healthcare. Work-life quality refers to an individual's feelings concerning work and outcomes and depends on different working characteristics and conditions. Quantitative research based on a cross-sectional study was used. This cross-sectional study included 486 employees in nursing from four Slovenian acute care hospitals. The results showed that most employees in nursing assessed the work-life quality on a moderate level: 76% were satisfied with their work, and 89% assessed their well-being at the workplace as positive. Considering the leaders' support, the number of patients, adequate information, teamwork, working position, use of days off, and equipment for safe work, we can explain the 53.5% of the total variability of work-life quality. We also found that work-life quality had an essential effect on well-being at the workplace (β = 0.330, p < 0.001) and work satisfaction (β = 0.490, p < 0.001) of employees in nursing. Work-life quality refers to an employees' feelings about their workplace, and its monitoring is important for higher employees' well-being and health. For management and policymakers in nursing, it is important to design strategies to ensure an adequate number of competent employees and establish a supportive leadership system. Work-life quality is an important factor in the recruitment and retention of the nursing workforce. Flexible working conditions and policy changes can improve work-life quality and balance. Nursing management must understand the influencing factors of work-life quality to improve nursing employee retention strategies.

Foreign Healthcare Workers and COVID-19 in Europe: The Paradox of Unemployed Skilled Labour

This report provides an overview of the skilled migrant health workforce and their contribution to health systems in European countries, particularly in relation to the COVID-19 pandemic. Migrant workers at all skill levels have worked in key areas during the pandemic. Skilled migrant health workers, particularly medical practitioners and nurses, make up a significant portion of the frontline health workforce and are essential to keeping health systems in developed countries running. While skilled migrants often face fewer hard barriers (entry control policies: visa policy, work permit schemes, labour migration quotas), this workforce faces soft barriers (e.g., lack of recognition of foreign educational credentials and other restrictive or discriminatory measures) in accessing the host nation's labour market, as evidenced during the COVID-19 pandemic. This article explores this phenomenon, focusing on Italy's health sector and foreign health professionals' dynamics. The report concludes by proffering some practical policy recommendations to promote the inclusion of migrant health professionals in the health and social care systems in the context of the COVID-19 pandemic.

Championing Nursing Workforce Through Innovative Dialogues and Collaborations

Cumulatively, it has had a hand in the great resignation, pushed hospitals profit margins into the nether regions, and reached into the ranks of nursing students, as well as their faculty, the academic workforce (Leaver et al., 2022). [...]the public, while grateful at least in the most difficult days of the pandemic, not only failed to translate these actions into strong policies that would result in much tangible change on a national level (Aiken et al., 2022), they have seemingly turned their own frustrations with health care delivery upon their former heroes, nurses themselves, resulting in episodes of nurse-directed assaults and violence, with an average of two nurses assaulted each hour in the United States (Press Ganey, 2022). According to Becker's Hospital Review (2022), an industry news source, "hospital margins are collapsing, and some organizations wonder if it's even possible to make money in the acute care space." Left unabated, shortages will result in patients receiving less face time with health care workers, lengthening current delays in diagnosis, reducing quality of care, burdening the health system (and patients) with our medical errors, and regretfully, increasing disparities and failure to adequately address social determinants of health.

LEARNING THROUGH A PANDEMIC: INNOVATIONS IN LABORATORY MEDICINE

Pooling Through the Waves JARED BULLARD MD, FRCPC Jared Bullard is an Associate Professor in the Departments of Pediatrics & Child Health and Medical Microbiology & Infectious Diseases at the Max Rady College of Medicine, Rady Faculty of Health Sciences and Associate Medical Director, Cadham Provincial Laboratory Investigator, Children's Hospital Research Institute of Manitoba, in Winnipeg. [...]NH has recently developed a pathway for internationally educated MLTs (IEMLTs), who may start as laboratory clerks or MLAs and be able to secure MLT positions once they gain CSMLS certification. Rethinking Safety DAVID GOLDFARB MD, FRCPC David Goldfarb, MD, FRCPC, is a Clinical Associate Professor in the Department of Pathology and Laboratory Medicine at the University of British Columbia, Associate Head of the Department of Pathology and Laboratory Medicine at BC Children's Hospital and BC Womens Hospital and Health Centre, and Medical Microbiologist and Pediatric Infectious Disease Physician at BC Children's Hospital in Vancouver.

Sources of Stress, Burnout, and Career Decisions of Male Health and Nursing Professionals: A Qualitative Inquiry of the Challenges During the COVID-19 Pandemic

The human resources and workforce shortage of registered health and nursing professionals has been a long-term problem in health systems internationally, particularly during the COVID-19 pandemic. Many health and nursing professionals face stress and burnout, which may influence their career decisions and long-term human resources development. The purpose of this study is to investigate and understand the relationship(s) between sources of stress and the reasons why male health and nursing professionals decide to leave the profession within the next six months. With the employment of the social cognitive career and motivation theory and general inductive approach with 40 male health and nursing professionals, the results outlined personal considerations: my physical and mental health conditions, surrounding environments and individuals: pressure from my co-workers, and political considerations: unsupportive government policies, were categorized. The study provides recommendations to healthcare leadership, government agencies, human resources planners, and researchers to establish sustainable human resources strategies to solve the ongoing and long-term workforce shortage internationally.

BUILDING FUTURE ONCOLOGY NURSES WITH A NURSE TECHNICIAN PROGRAM

The COVID-19 pandemic created limited hands-on clinical experience for nursing students due to challenging staffing shortages and restrictions of non-essential personnel. Future nurses require engagement with patient care to develop hands-on skills, cultivate clinical judgment and build critical thinking. The role of a nurse technician allows centers to hire students enrolled in an accredited nursing program into a nursing supportive role. Nurse technician programs can help with staffing needs while also providing opportunity for future nurses to learn the care of oncology patients. The purpose was to develop and implement a program for nurse technicians to be incorporated into care delivery for patients in an ambulatory oncology clinical setting. An NCI-designated cancer care center identified an opportunity to leverage nurse technicians originally brought into the temporary vaccination clinic to transition to a formal oncology nurse technician role. The staff education team partnered with clinic leaders to assess needs and feasibility for the nurse technician role and partnered with local universities to recruit nursing students interested in oncology to apply to the program. Upon closure of the vaccine clinic, two junior nursing student technicians were retained and transitioned into hands-on patient care in ambulatory oncology clinics. A comprehensive orientation plan was built for subsequent nurse technician cohorts to assist registered nurses in the specialized care of oncology patients. The first cohort of nurse technicians were hired to assist in a temporary vaccine clinic in March 2021 (6). Two subsequent cohorts were hired in January 2022 (4) and June 2022 (4) to exclusively train into Infusion and Bone Marrow Transplant clinics. Of the 14 total nurse technicians hired between March 2021 and June 2022, 7 have graduated nursing school and obtained their RN licenses. Upon follow up with these 7 graduates, 5 (71%) were hired into oncology nursing roles upon graduation. Previous nursing supportive roles in the center only included certified nursing assistants and medical assistants. Incorporating nurse technicians is an innovative approach that has mitigated nursing support staffing shortages while providing future nurses with hands-on patient care experience at a time when clinical exposure has been seriously limited by the pandemic. Although nurse technicians are temporary roles while candidates complete nursing school, the program has demonstrated promising recruitment opportunity to captivate and inspire the next generation of future oncology nurses.

Ethnocultural long-term care homes in Canada: a place for cultural inheritance and community building

This article discusses the overlooked role of recreation programmes in the ethnocultural and cultural-specific long-term care home from my standpoint as a recreation worker. First, the policy during the pandemic that prohibited visits by family members and volunteers revealed that they are important informal caregivers to fill in for the limitations of workers. Second, recreational programmes can also be considered as a practice of cultural inheritance: staff and volunteers learn their history and reconstruct them as collective memory. Third, the interaction between residents, volunteers, families and workers generates a sense of belonging to the ethnic community. Therefore, it can be considered a practice of community building for minority ethnic groups. By presenting the significant role of recreation workers in a long-term care home, I aim to question the meaning and value of care work in long-term care facilities.

Improving Safety by Evaluating the Impact of the Supply Chain and Drug Shortages on Health-Systems.

Background: The COVID-19 pandemic has shown how fragile our healthcare supply chain is with product delays, drug shortages, and labor shortages being exacerbated in recent years. Objective: This article reviews current threats to the healthcare supply chain that impact patient safety and highlights potential solutions for the future. Method: A review of the literature was conducted, and important up-to-date resources associated with drug shortages and supply chain were analyzed to build foundational knowledge. Potential supply chain threats and solutions were then explored through further literature analyses. Conclusions: The information provided in this article helps to brief pharmacy leaders on current supply chain issues and solutions that can be integrated throughout the healthcare supply chain in the future.

Strategies to Mitigate Moral Distress in Oncology Nursing

Because of prolonged exposure to ethical dilemmas, including the inability to control pain, uncertainties in goals of care, and transition to end-of-life care, moral distress remains a problem for oncology nurses. Caring for patients and families under these uncertainties takes an emotional toll on oncology nurses. These work-related experiences inherent in the oncology setting are associated with moral distress in nurses that may lead to burnout and have a detrimental effect on their health and well-being.

IZAZOVI S TRŽIŠTA RADA I UPRAVLJANJE LJUDSKIM RESURSIMA: PRIMJER VELIKIH HRVATSKIH PODUZEĆA IZ USLUŽNIH DJELATNOSTI

Cilj ovoga rada je istražiti na koji način velika hrvatska poduzeća iz uslužnih djelatnosti u svojoj praksi upravljanja ljudskim resursima reagiraju na utjecaje sa tržišta rada, odnosno kako prilagodavanju praksu upravljanja ljudskim resursima tim utjecajima. Istraživanje je provedeno 2021. godine, posebno dizajniranim anketnim upitnikom na uzorku od 33 poduzeća iz uslužnih djelatnosti. Analizirani su sljedeći utjecaji sa tržišta rada: starenje stanovništva, nedostatak visokokvalificiranijih radnika sa specifičnim deficitarnim znanjima i nedostatak niskokvalificiranih radnika, rastući broj žena na tržištu rada, mobilnost radne snage, automatizacija i robotizacija, promjene u načinu rada izazvane korona virusom, različitosti zaposlenika i njihovo prihvaćanje, te karakteristike i specifičnosti mladih zaposlenika. Rezultati istraživanja pokazuju da su aktivnosti poduzeća iz područja upravljanja ljudskim resursima vezano uz pojedine utjecaje sa tržišta rada vrlo skromne. Razlozi za ovo mogu biti dvojaki. Ili navedeni utjecaji sa tržišta rada u praksi nemaju toliko negativne konotacije, kao što statistički podaci sugeriraju, ili poduzeća iz uzorka imaju odredene poteškoće u njihovom anticipiranju i inkorporiranju u praksu upravljanja ljudskim resursima, odnosno njihovo strateško upravljanje ljudskim resursima nije dovoljno razvijeno. Medutim, navedeni zaključci bi se trebali uzeti s odredenom rezervom s obzirom na ograničenja ovoga istraživanja. Za njihovo verificiranje, potrebno je provesti daljnja istraživanja ove problematike, posebno kvalitativna istraživanja kojima bi se objasnili i uzroci nedovoljnih aktivnosti poduzeća u području upravljanja ljudskim resursima u pogledu utjecaja sa tržišta rada.Alternate :The aim of this paper was to explore how large Croatian companies engaged in service industry in their HRM practice deals with labour market challenges. The empirical research has been conducted in 2021 via specially designed questionnaire on the sample of 33 large Croatian companies from the service industry. The labour market challenges that have been explored were: aging population, shortage of workers, growing number of women at the labour market, labour mobility, process automation, workplace changes caused by COVID-19, employment diversity, characteristics of young people. The research results showed that the activities of companies in the field of human resource management related to certain influences from the labour market are very modest. The reasons for this could be twofold. The observed influences from the labour market do not have as many negative implications in practice as the statistics suggested, or the companies from the sample have some difficulties in anticipating and incorporating labour market influences into human resource management practice, and their strategic human resource management is not sufficiently developed. However, this conclusion should be taken with some reservations due to the research limitations. In order to verify it, it is necessary to conduct further research on this issue, especially qualitative research.

IoT-Based Touchless Remote Control for Robotic Arm Using Kinect

Due to the current labor shortage situation, combined with the spread of COVID-19, the researchers came up with the idea of developing a contactless remote robotic arm system based on IoT. This research focuses on developing prototypes of remote control three-axis robotic arm via the Internet that can be applied in industrial, medical, and other applications. Abiding by the new normal situation, the Kinect sensor control input, a device capable of receiving commands from human gestures without touching, is used to alleviate the spread of the virus. From the development and experiment, it can be shown that the developed artifact can receive commands from human gestures to remotely control the robotic arm via the Internet in accordance with the intended purpose. © 2021 IEEE.

Is this full employment? assessing global labor force dynamics

How do we define full employment? It depends on things such as demographics and the particulars of why or why not people are looking for work. Also, have we achieved full employment when some groups are clearly not fully employed? The behavior of earnings and hours also need to be considered. In the US, some groups are not fully employed. Europe appears to be fully employed, but that in part reflects reductions in hours. China shows a substantial mismatch where skilled youth have problems in finding appropriate jobs. Finally, in Saudi Arabia and other Gulf states, there is sharp difference between the labor markets for nationals and non-nationals.