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Fiona Ellwood looks at the current recruitment landscape.
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The purpose of this quantitative study was to examine the relationship between workplace design (WPD) and current and future employees' decision to work at an organization (DTW), and to determine whether person-organization fit (POF) moderated or mediated that relationship. Two theories framed this study: the interior design theory of supportive design and the person-organization fit theory. Data were collected among 155 U.S. residents from The Chicago School of Professional Psychology students and alumni, as well as SurveyMonkey subscribers. This study used a questionnaire with WPD as independent variable, DTW as dependent variable, POF as moderating / mediating variable, and demographic variables (age, gender, race/ethnicity, and level of education) as control variables. One research question and three hypotheses guided this study. Data were assessed using Factor Analysis, and analyzed using descriptive statistics, correlations, and regressions. Results suggested that WPD was a significant predictor of DTW, but that POF did not moderate that relationship. On the other hand, results suggested that POF significantly predicted DTW and that it also mediated the relationship between WPD and DTW. The study concluded that current and future employees' DTW at an organization was influenced by WPD via POF. It was recommended that organizations' executives consider both WPD and POF in their recruitment strategies to attract and retain better employees. This research was the first of its kind in linking the constructs of WPD and POF. This study is timely as organizations' leaders are still figuring out strategies to recruit and retain better employees in this COVID-19 pandemic era. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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This article reports findings from a study on the effect of the adjustments or 'easements' that were made to the 2014 Care Act when measures to manage the impact of COVID-19 were introduced in England in 2020. Only eight local authorities (LAs) implemented the changes permitted. The experiences of five are explored in this article. Data were collected in 2021 through interviews with Directors of Adult Social Services and other senior managers in these LAs and analysed using a thematic approach. Participants referred to the challenges under which they were working pre-pandemic, including resource pressures and problems recruiting and retaining staff. Despite the conditions attached to adopting easements these LAs had done so because of the uncertainties they were facing. All ceased to use them within a short time because they could manage without them. They had been shocked by the concerted opposition to easements and the time necessitated in responding to this. They contrasted their experiences with the apparent ease with which NHS colleagues had been able to change their practices. The experiences of these LAs may contribute to planning for the continuity of social care in any future emergency.
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In this article author focuses on perspective and context on various international pharmacopoeias and regulatory requirements, monographs, reference standards, and protocols.
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An excerpt from the article "Nursing Shortages and the Tragedy of the Commons: The Demand for a Morally Just Global Response" by M-J. Johnston, that was published in the "Australian Journal of Advanced Nursing," is presented.
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The article addresses the global shortage of nurses and midwives. Topics discussed include the COVID-19 pandemic, the early retirement of nurses, and the international recruitment of nurses and midwives. Also mentioned are the emigration rates for native-born nurses, investment in nursing education, and the need for governments to commit more resources for workforce planning.
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Inequities between nursing workforce supply and demand continue to challenge nurse executives in creating the vision for a postpandemic nursing workforce. Health system's workforce redesign strategies must prioritize the changing needs of the multigenerational workforce to maximize the available supply of nurses willing to remain in the workforce. A test of a newly designed flexible workforce framework, aimed to meet the needs of the multigenerational workforce, resulted in increased fill rates and decreased costs of labor.
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In this article, author discusses about the impacts of the dental staffing crisis, poor management and bad leadership on the dentistry, increased amid the Covid-19 pandemic in Australia.
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Tele-assessments may enable specialist evaluation of students in schools and their progress following intervention. The aim of this project was to evaluate the feasibility of using videoconferencing technology to assess students with reading difficulties in the school setting and obtain the perspectives of teachers supporting the students during the assessment. Teachers (n = 57) of 71 primary school age students participated in the study. Teachers provided feedback on the tele-assessment by completing questionnaires about students' behaviours and the quality of the technology and assessment process. Randomly selected teachers (n = 24) were invited to participate in a semi-structured interview to provide qualitative feedback. Tele-assessments were completed in 93.4% of the sample. Support teachers reported satisfaction with the audio and visual quality as well as the assessment process. The majority of students completed the tele-assessment with good compliance, engagement and attention. Feedback from support teachers also reflected the strengths of tele-assessments, such as better access to service, cost saving and convenience. Barriers to tele-assessments included technical difficulties, assessment limitations and equipment issues at schools. Tele-assessment is a feasible method of objectively measuring outcomes of students following an intervention. Tele-assessment at school is largely accepted by teachers who supported students in this study. Feedback obtained from this research may be used to offer guidance on undertaking tele-assessments with students in the school setting.
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The insufficient number of nurses required to serve a growing and diverse population remains a challenge worldwide. In our feature (page 16), Nick Evans reminds us that, as the UK continues to respond to the impact of Brexit, the recent pandemic and world events, many healthcare organisations are once again looking to international recruitment to help address the national shortfall of nurses.
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Luke Moore asks what it means for dentistry
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Lisa McCusker discusses the issues affecting the hiring of dental nurses