Management and standardization of hemodialysis centers in lockdown areas under the epidemic of coronavirus disease 2019.

Maintenance hemodialysis patients need to return to hospital 3 times a week for routine hemodialysis treatment. In the case of coronavirus disease 2019 (COVID-19) and regional lockdown, a set of management systems and standardizations has been established in our hemodialysis center, including forward movement of the critical nodes of treatment, specialists pooling program for hemodialysis technology, and dynamic bubble personnel management, to implement dynamic prevention and control strategies, precise management of inpatient wards and closed-loop management of outbreaks. While improving the management of our own hemodialysis center, it is recommended to strengthen multi-center collaboration to build a municipal grid management system for hemodialysis and explore different dialysis strategies for end-stage renal disease to meet the treatment needs and safety management of maintenance hemodialysis patients in lockdown areas under the epidemic.Copyright © 2022, Second Military Medical University Press. All rights reserved.

Digital Supply Chain Capabilities: Mitigating Disruptions and Leveraging Competitive Advantage Under COVID-19

Researchers and practitioners have highlighted the importance of supply chain analytic capabilities in managing risk while maintaining a competitive advantage (COA). However, the importance of digital supply chain capabilities (DSCCs) in improving resilience, agility, and robustness practices to foster the implementation of sustainable supply chain practices and any resulting COA remains unclear. Based on the dynamic capabilities view, we propose a research model for achieving a COA in contexts of uncertainty, such as the COVID-19 pandemic. A survey of Indian small and medium-sized enterprises in the original equipment manufacturing industry, comprising 310 respondents, was administered. Using structural equation modeling, we examine the proposed model. The findings show a significant positive effect of DSCCs on supply chain resilience and agile practices. The findings also indicate that supply chain resilience, robustness, and agile practices positively affect sustainable supply chain practices. Moreover, sustainable supply chain practices positively influence COA. Furthermore, the study reveals that the effect of DSCCs on sustainable supply chain practices is mediated by supply chain resilience, robustness, and agile practices. Managers concerned with investment in sustainable supply chain practices can obtain a COA through the successful implementation of supply chain resilience, robustness, and agile practices.

Understanding Safety Management Practices and Safety Performance amid Coronavirus (Covid-19) Pandemic among Nurses in Public Hospitals

The study aims to examine the role of safety management practices and safety performance among nurses working in public hospitals amid the Coronavirus (Covid-19) pandemic in Nigeria. Self-administered questionnaires were distributed for data collection and a total of 229 nursing staff from the public health facilities in Abuja, Nigeria participated in the study. The results demonstrated that the level of safety performance was moderately high. These findings support the influence of management commitment on safety, safety training, and employees' involvement on safety compliance. It was also found that management commitment to safety, safety training, and safety promotion policies posed significant effects on safety participation. This study provides empirical support for the assertion that safety management practices are of paramount importance in improving safety performance among nurses in public hospitals, especially during the Covid-19 Pandemic.

Management and standardization of hemodialysis centers in lockdown areas under the epidemic of coronavirus disease 2019

Maintenance hemodialysis patients need to return to hospital 3 times a week for routine hemodialysis treatment. In the case of coronavirus disease 2019 (COVID-19) and regional lockdown, a set of management systems and standardizations has been established in our hemodialysis center, including forward movement of the critical nodes of treatment, specialists pooling program for hemodialysis technology, and dynamic bubble personnel management, to implement dynamic prevention and control strategies, precise management of inpatient wards and closed-loop management of outbreaks. While improving the management of our own hemodialysis center, it is recommended to strengthen multi-center collaboration to build a municipal grid management system for hemodialysis and explore different dialysis strategies for end-stage renal disease to meet the treatment needs and safety management of maintenance hemodialysis patients in lockdown areas under the epidemic.Copyright © 2022, Second Military Medical University Press. All rights reserved.

The effects of supply chain viability on supply chain performance and marketing performance in case of large manufacturing firm in Ethiopia

Goal: COVID-19 has put the supply chain (SC) through exceptional shocks and disruptions that have never been seen before. It put existing SCs' capabilities to a severe test. Moreover, due to the pandemic, demand and supply have been imbalanced, which has led to questions about societal and SC survivability. This study examines the effects of firms' SC viability on SC and marketing performance.<br />Design/Methodology/Approach: An explanatory research design was employed to examine the relationship between the antecedents of SC viability, SC, and marketing performance using partial least squares (PLS) structural equation modeling (SEM). Moreover, 5-point Likert scale questionnaires are used as a data collection instrument.<br />Results: The finding shows that both SC resilience, SC agility, and sustainable SC have a positive effect on SC performance. Further, SC viability [SC resilience + SC agility + sustainable SCJ has a positive effect on SC performance. SC performance also play partial mediation between SC viability and marketing performance.<br />Limitations of the investigation: The study focused only on a limited number of large manufacturing companies in Ethiopia, which excluded other medium- and small-sized firms due to the ongoing war in the northern part of the country. Moreover, the study focused only on one dimension of sustainability (social aspect).<br />Practical Implications: The study shows firms that the traditional risk assessment methods are insufficient and will no longer be enough to overcome severe disruption. Instead, the study recommends firms work using anticipatory failure determination (AFD) and a red teaming approach to prepare for 'unknown unknown' events. Besides, the study brings a practical and holistic model that shows the relationship between SC viability and SC and marketing performance.<br />Originality/Value: None of the studies so far in SC have tested the concepts of viability systems in SCM by adopting from disciplines such as ecological modeling, biological, and cybernetics using PLS-SEM. Consequently, it contributes to existing literature by showing new empirical evidence of a strong relationship between SC viability, SC performance, and marketing performance.

Resilience Based on Management Practices in Higher Education Institutions in an Emerging Economy

Although the potential benefits of management practices have been widely publicized, less is known about how management practices affect resilience in Higher Education Institutions (HEIs) in emerging economies. In this article, we test a research framework capable of capturing the relationships between management practices and resilience in HEIs in Brazil, in a context of post-pandemic SARS-CoV-2 (new normal). Primary survey-based data were collected from HEI managers using a scalar-type questionnaire (Likert). Data Mining, Spearman Correlation and Ordinal Regression techniques were applied. The calculations were developed using R software. The results of our research cover expected and unexpected results and suggest that the adoption of management practices in HEIs pays off in terms of economic and social resilience. Strategic planning and human resources are the most prominent practices. Our findings can be useful for HEIs from emerging economies that share similar characteristics with Brazil. This study is original, fills a gap in the literature and makes contributions to theory and practice: (i) it serves as a guide for managers in the formulation and implementation of management practices;(ii) advances the arguments of the literature on management in HEIs.

Doing good or looking good: how socially responsible human resource management practices influence employees' CSR-specific performance

PurposeThis study examines whether, how and when socially responsible human resource management (SRHRM) practices increase employees' in-role and extra-role corporate social responsibility (CSR) performance.Design/methodology/approachThis study uses data from 422 employees of 68 companies.FindingsSRHRM improves employees' in-role CSR-specific performance via impression management motivation and enhance extra-role CSR-specific performance via prosocial motivation. Moral identity symbolization strengthens the relationship between SRHRM and impression management motivation, and moral identity internalization reinforces the relationship between SRHRM and prosocial motivation. The authors also propose mediated moderation models.Practical implicationsThis study indicates that company can adopt SRHRM practices to improve employees' in-role and extra-role CSR-specific performance.Originality/valueThis study reveals how and when SRHRM practices influence employees' CSR-specific performance and sheds light on the social impacts of SRHRM.

A framework to build a resilient supply chain: a case study of Javanese tea in Indonesia

PurposeDetermining vulnerability and resilience is necessary to develop sustainable agribusiness. The purpose of this study is to clarify and understand the current condition and problems in the tea supply chain and to develop a framework on how to build a sustainable and resilient tea supply chain.Design/methodology/approachThis study is a case study analysis which develops an integrated framework to build a resilient tea supply chain. It evaluates and extends the current knowledge of Javanese tea by applying business process analysis to understand the situation.FindingsThis paper develops an integrated and conceptual framework on how to build resilient supply chain by considering five broad factors: vulnerability analysis, assessment of assets, supply chain collaboration, control mechanism from government and outcome.Research limitations/implicationsThe framework provides a conceptual view but limited to field surveys in Central Java Province. This study could increase the general understanding of tea supply chain in Indonesia and its major problems and challenges.Practical implicationsThe framework also highlights different stakeholder's organizational constraints and issues, especially during the COVID-19 pandemic.Originality/valueThe business process analysis and conceptual framework offer an expanded and in-depth explanation on how organizations respond to the changing conditions, especially during the COVID-19 pandemic.

Employee engagement: systematization of approaches to the definition and measurement

The popularity of the concept of employee engagement in the scientific community has grown significantly over the past few decades, many large companies have implemented it in practice, conducting regular engagement surveys. However, there is still no common understanding of the essence of this phenomenon, what it consists of, what factors influence its formation and how to measure it. Purpose. The purpose of the article is to systematize the approaches to defining and measuring employee engagement, proposed in scientific and professional publications, as well as to discuss methodological challenges and prospects in connection with the transformation of the context of work. Method. The first part of the article examines the most famous scientific approaches to the definition of engagement at work and related constructs, factors, and models of involvement, including applied ones, used by consulting companies. The second part focuses on the measurement of engagement. The third part discusses the new challenges facing employee engagement researchers and practitioners in the face of changing working conditions, most notably the widespread use of digital technology and remote working accelerated by COVID-19 pandemic. The article is based on a review of scientific and professional literature and contains several elements of novelty. Findings. For the first time, a detailed analysis of the main theoretical approaches to interpreting and measuring the "employee engagement" construct presented in foreign and domestic literature was carried out;the characteristics of the employee engagement models of consulting companies, which are used by practitioners in the field of organizational psychology, and human resource management, are given;the challenges in the field of conceptualization and methodology for measuring the employee engagement in the new conditions of doing business and organizing work were described. Value of results. The scientific significance of the article lies in the systematization of various areas of theoretical and empirical studies in foreign and domestic literature on employee engagement. HR managers can get from the article valuable information about the specific approaches of consulting companies involved in conducting employee engagement surveys, which can be used to interpret their results, and to design their own engagement surveys taking into account the company's characteristics.

Do talent management practices improve organizational resilience? An empirical study within Tunisian companies

Purpose: The purpose of this research is to study the impact of talent management practices on organizational resilience in Tunisian firms in times of the sanitary crises due to COVID-19. Design/methodology/approach: A hypothetico-deductive approach is adopted. First, it is hypothesized that four talent management practices positively affect organizational resilience. Then, the hypotheses were tested by using quantitative methods. Data were collected through questionnaires and analyzed with PLS-SEM techniques. Findings: Results show that talent identification positively affects organizational resilience operationalized through the three dimensions of agility, integrity and robustness. Talent development and talent succession planning positively influence the firms' agility only, whilst talent retention had no effect on the three organizational resilience dimensions. Practical implications: The findings of this research may be helpful for human resources managers to recognize among talent management practices those that are mostly associated with organizational resilience and its dimensions. This could help them revise some talent management practices and implement those that are lacking to ensure strong and resilient firms, especially in a context characterized by the occurrence of crises of different natures. Originality/value: The literature review showed that talent management practices and organizational resilience relationships are understudied. This research empirically highlights the relevance of the linkage between them. It contributes to the rare existent works by identifying a significant effect of talent identification on all organizational resilience dimensions and a positive effect of talent development and succession planning on agility. © 2023, Emerald Publishing Limited.

Mashhad urban management practices during the COVID-19 pandemic: a qualitative study to identify challenges, current and future measures

This study aims to make a qualitative assessment of the urban management practices in Mashhad, the second largest metropolis of Iran, during the COVID-19 pandemic, and identify challenges, current measures, and future actions. A grounded theory approach has been used. The data was collected using semi-structured interviews, and MAXQDA-12 software was used for the analysis. The results showed that Mashhad urban management practices have faced 11 main obstacles during this pandemic. Current measures and future actions are presented by taking into account the identified obstacles and challenges. The findings can help urban managers to make decisions based on strong evidence. [ FROM AUTHOR] Copyright of Urban Research & Practice is the property of Routledge 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 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 . (Copyright applies to all s.)

Managing Human Resources: The New Normal

This book volume crafts an exciting, original account on the changes and requirements on managing human resources within the context of the new normal. Chapters in this book report on current research on the key constructs and processes underlying the management of human resources, both on an organisational strategic level as well as an individual employee level. Chapters compare current research trends in terms of future potential directions for the management of human resources within the context of the new normal. The book also critically evaluates the relevance, applicability and utility of the research findings and theoretical premises in various classical, current and potential emerging issues for research and practice in the smart digital technological world of work for human resource management. This volume approaches the concept of managing human resources with the new normal working context from a number of different angles. The authors have categorized them as conceptualizing human resource management in the context of the new normal (Part I), the critical issues in understanding the dynamics of strategic human resources management (Part II), critical issues in understanding the impact of the new normal on the psychology of employees (Part III), and the impact of the new normal on individuals with special needs (Part IV). The book ends in Part V of the volume, with an integrated reflection and conclusion on emerging issues for research and practice. The primary audience for this book volume is advanced undergraduate and postgraduate students in human resource management, as well as scholars in both academic and new normal working contexts. Human resource management practitioners will also have an interest in this book volume. © The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022.

Task Content and Job Losses in the Great Lockdown

The author examines the short-term labor market effects of the COVID-19 pandemic (aka the Great Lockdown recession) in the United States. Findings show that the task content is an important predictor of job losses;jobs with a high non-routine cognitive content are especially well-protected, even if they are not teleworkable. Teleworkability matters more for low-paying jobs. The importance of task content, particularly for non-routine cognitive tasks, is strong even after controlling for demographics and for differential sector and location shocks, while effects persist in the medium run. Jobs subject to higher structural turnover rates were much more likely to be terminated, suggesting that easier-to-replace employees were at a particular disadvantage, even within sectors. At the same time, labor hoarding may occur for more valuable matches. Individuals in low-skilled jobs fared comparatively better in industries with a high share of high-skilled workers, suggesting complementarities across skill types. © The Author(s) 2023.

Psychologists' experiences who managed waitlists in mental-health services during the COVID-19 lockdown: A mixed-method study

Introduction: The COVID-19 pandemic increased the demand for mental-health services worldwide. Consequently, it also increased the length of the waitlists for mental-health services, putting a strain on adult mental-health services (AMHS) and the healthcare professionals dealing with these lists. There is little research about how psychologists managed waitlist practices, e.g., scheduling screening appointments, determining clients' availability in an offered appointment, providing evidence-based bibliotherapy, or using priority waiting scales. It remains unclear what their experiences were with these practices and how effective these practices were during the pandemic. Method: The current convergent, concurrent mixed-method study investigated waitlist-management practices, synthesizing quantitative and qualitative data from an online survey (n = 20 participants) applied in two local AMHS in Ireland. Results: The most common practices used by psychologists were opt-in systems, maintaining regular contact with clients, informing them about the waiting time, and providing evidence-based bibliotherapy. Screening was the least-used practice. The qualitative analysis highlights the emotional burden psychologists experienced from the use of waitlist practices, particularly when they had to inform the client of the waiting time or put a client back onto a waitlist. Discussion: Psychologists reported a lack of resources and increases in administrative workload as barriers to implementing practices. Managerial, organizational, and policy-based recommendations are proposed. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

The impact of family business brand trust and crisis management practices on customer purchase intention during Covid-19

PurposeThe aim of the current study is to investigate the effect of consumers' brand trust in family businesses and the impact of crisis management practices on customer purchase intention during the period of Covid-19.Design/methodology/approachThis is a primary quantitative research on a sample of 817 consumers who bought products from 20 food and beverage family companies. Simple random sampling was used to collect the primary data. Data collection was made with the use of questionnaires. The questionnaires were developed based on previous studies and were tested in terms of reliability and validity.FindingsThe research findings indicate, among others, that there is a positive significant relationship between brand trust and purchase intention. As a result, the higher the trust of the consumers in a family business brand name, the higher their intention to make purchases. Additionally, it was found that the higher the performance of family businesses on crisis management practices, the more the consumers intent to make purchases.Research limitations/implicationsNonetheless, there are some limitations in the current research. First, the research sample consists of companies and consumers from a specific location, which can create issues regarding the generalization of the findings. Thus, to ensure improved research implications, a future research should include sample units from different locations and countries in order to reinforce the research findings and enable comparisons and more easily generalized outcomes. Moreover, a future research could assess additional factors that potentially affect purchase intention within a family business environment. Factors such as human resources and the relationship between customers and companies as well as communication and promotional efforts will allow the creation of a more stable and holistic framework and the prediction of consumer behavior. This potential follow-up research will further contribute to the theoretical argumentation of the findings and highlight the connection among purchase intention, trust and crisis managements practices within the family business environment.Practical implicationsRegarding the managerial and practical implications, the research outcomes can lead to specific strategies related to brand trust and crisis management practices. Specifically, family companies should invest on their brand name and their relationship with the consumers by reinforcing any action which can potentially affect the trust of the consumers. This could be realized by providing a safe purchase environment according to health and safety standards and through their response strategy and adaptability to the current pandemic conditions through the use of crisis management practices. Finally, a practical response to social and physical distancing measures would increase brand trust, and the performance on crisis management practices could also lead to sufficient financial outcomes since all these factors positively affect consumers' purchase intention.Originality/valueThe outbreak of the pandemic directly affected the profitability but also the viability of companies, regardless of industry. In particular, the impact that the pandemic had on family businesses, financially, organizationally and operationally, was massive and in many cases, catastrophic. Several studies have focused on family businesses, analyzing their structure, advantages and disadvantages. However, in these studies, there is little focus on the brand's influence on consumer behavior and market intention, especially compared to nonfamily businesses and under unique circumstances such as those of a pandemic.

Promoting remote workers' psychological health: Effective management practices during the COVID‐19 crisis: Revue Canadienne des Sciences de l'Administration

The aim of this study was to identify specific management practices that promote the psychological health of remote workers in the context of the COVID‐19 crisis. A two‐round Delphi study was conducted among 28 teleworkers and 22 managers. A list of 60 specific management practices was presented and participants had to identify whether each one could be used in the current remote working context and, if so, how useful it was to promote psychological health at work. Results indicate that most specific management practices usually used in a face‐to‐face setting can also be used in a remote context (85%). Practices that show consideration, establishing work structure, and allowing flexibility were also identified as the most useful to promote remote workers' psychological health during the pandemic. This study contributes to the advancement of knowledge about specific management practices, remote working, and crisis management. It also suggests specific practices that managers can adopt to promote the psychological health of their employees during a period of crisis, even while managing from a distance.Alternate :RésuméCet article a pour objectif d'identifier les pratiques de gestion favorisant la santé psychologique des télétravailleurs durant la crise de la COVID‐19. Une étude Delphi a été réalisée auprès de télétravailleur·euses et de gestionnaires (n = 50). Parmi 60 pratiques de gestion, les participant·es devant identifier celles qui s'appliquent en travail à distance et leur utilité afin de promouvoir la santé psychologique au travail, le cas échéant. Les résultats révèlent que les pratiques de gestion orientées vers la considération, la structure de travail et la flexibilité seraient les plus utiles pour promouvoir la santé psychologique. Cette étude suggère les pratiques de gestion à instaurer par les gestionnaires afin de favoriser la santé psychologique au travail dans un contexte de gestion à distance.

Women's groups and seaweed cultivation in Kenya during times of COVID-19

This article reports on a Food and Agriculture Organization (FAO) technical assistance project entitled "Support to the implementation of mariculture in Kenya within an ecosystem approach", which supported pilot seaweed culture sites, with a specific focus on best management practices for production, post-harvest management and value addition. The article highlights the benefits reaped by the Kibuyuni Seaweed Women, one of five seaweed groups supported by the project.

Working from Home and Worker Well-being: New Evidence from Germany

The COVID-19 pandemic piqued interest in remote work, but research yields mixed findings on the impact of working from home on workers' well-being and job attitudes. The authors develop a conceptual distinction between working from home that occurs during regular work hours (replacement work-from-home) and working from home that occurs outside of those hours (extension work-from-home). Using linked establishment-employee survey data from Germany, the authors find that extension work-from-home is associated with lower psychological well-being, higher turnover intentions, and higher work-to-family and family-to-work conflicts. By contrast, replacement work-from-home is associated with better well-being and higher job satisfaction, but higher work-to-family conflict. Extension work-from-home has more negative effects for women's well-being and work-to-family conflict. This distinction clarifies the conditions under which remote work can have positive consequences for workers and for organizations. © The Author(s) 2023.

A Pilot Survey: Retention in Pain Medicine Among Fellowship Trained Anesthesiologists

Background: We aim to explore the factors related to job satisfaction among pain physicians and identify the reasons why individuals minimize or stop practicing outpatient pain medicine.Objectives/Study Design: This is a survey-based study with the primary goal to identify factors determining job satisfaction and dissatisfaction among pain medicine fellowship graduates who continue to practice and those who are no longer practicing interventional pain. A secondary goal is to elucidate reasons for anesthesiologists trained in pain medicine to leave pain medicine, despite an additional year of training, and to work as general anesthesiologists.Methods: In this study, all 114 pain program directors listed on the Accreditation Council for Graduate Medical Education (ACGME) website, or their administrative assistants were directly contacted via email. All email addresses were obtained from the ACGME website. The survey opened in September 2021, with reminder emails sent before the closing of the survey in December 2021. A final reminder email was sent 4 weeks prior to the closing of the survey.Results: Of all the respondents, 79 (89.77%) were currently practicing pain medicine, and 9 (10.23%) were no longer practicing pain medicine.Limitations: Our study has a major limitation as we are unable to determine the response rate and are limited in the data points gathered.Conclusion: We hope this study will allow for pain medicine fellowship program directors to improve recruitment and retention of pain fellows in the field while addressing the pros and cons of future career aspirations with anesthesiology residents prior to fellowship selection. A larger, more thorough study with an exact response rate can compare the various outcomes based upon different types of settings, such as private practice, partnership, and academia, as well as geographical locations.

Employee engagement: systematization of approaches to the definition and measurement

The popularity of the concept of employee engagement in the scientific community has grown significantly over the past few decades, many large companies have implemented it in practice, conducting regular engagement surveys. However, there is still no common understanding of the essence of this phenomenon, what it consists of, what factors influence its formation and how to measure it. Purpose. The purpose of the article is to systematize the approaches to defining and measuring employee engagement, proposed in scientific and professional publications, as well as to discuss methodological challenges and prospects in connection with the transformation of the context of work. Method. The first part of the article examines the most famous scientific approaches to the definition of engagement at work and related constructs, factors, and models of involvement, including applied ones, used by consulting companies. The second part focuses on the measurement of engagement. The third part discusses the new challenges facing employee engagement researchers and practitioners in the face of changing working conditions, most notably the widespread use of digital technology and remote working accelerated by COVID-19 pandemic. The article is based on a review of scientific and professional literature and contains several elements of novelty. Findings. For the first time, a detailed analysis of the main theoretical approaches to interpreting and measuring the employee engagement construct presented in foreign and domestic literature was carried out;the characteristics of the employee engagement models of consulting companies, which are used by practitioners in the field of organizational psychology, and human resource management, are given;the challenges in the field of conceptualization and methodology for measuring the employee engagement in the new conditions of doing business and organizing work were described. Value of results. The scientific significance of the article lies in the systematization of various areas of theoretical and empirical studies in foreign and domestic literature on employee engagement. HR managers can get from the article valuable information about the specific approaches of consulting companies involved in conducting employee engagement surveys, which can be used to interpret their results, and to design their own engagement surveys taking into account the company's characteristics.