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1.
J Nurs Manag ; 2022 Oct 03.
Article in English | MEDLINE | ID: covidwho-2052808

ABSTRACT

AIMS: The aims of this work are to (1) investigate the work environment, resilience, burnout, and turnover intention and (2) examine how work environment and personal resilience impact burnout and turnover intention among nurse leaders in the midst of the COVID-19 crisis. BACKGROUND: The COVID-19 pandemic introduced tremendous stressors to nurse leaders, for example, managing the complex staffing situation while balancing patients' and family's needs. METHODS: During May to September 2021, an electronic survey was sent out to nurse leaders in Birmingham, Alabama, USA, and surrounding areas. RESULTS: Fifty-six respondents were included in the study. The composite score of the work environment measure was moderately to highly related to resilience [ρ (rho) = .59] and burnout [ρ = -.63 to -.68] but had small association to intent to leave [ρ = -.30]. The resilience was highly correlated to burnout [ρ = -.53 to -.59] and moderately associated to intent to leave [ρ = -.32]. CONCLUSIONS: A better work environment for nurse leaders is related to higher resilience, lower burnout, and lower turnover intention. Resilience impacts burnout and turnover intention among nurse leaders. IMPLICATIONS FOR NURSING MANAGEMENT: Health care organizations and stakeholders should implement effective strategies to improve the work environment, which could lead to enhanced resilience, reduced burnout, and lower turnover intention of their nurse leaders especially during and following this pandemic.

2.
Aust N Z J Public Health ; 2022 Oct 03.
Article in English | MEDLINE | ID: covidwho-2052161

ABSTRACT

OBJECTIVES: To describe patterns of SARS-CoV-2 transmission in non-healthcare workplace settings during the first six months of COVID-19 spread, in New South Wales (NSW), Australia. METHODS: Locally acquired COVID-19 cases between February 2020 and August 2020 were reviewed to determine the: total number of workplace-associated cases and clusters; workplace type; and modes of transmission. RESULTS: There were 72 COVID-19 workplace clusters with 231 cases and an additional 11 workplace-acquired cases who were not part of a cluster. Workplaces most associated with clusters included construction, manufacture and trade (31%, 22 clusters), office and clerical (25%, 18 clusters) and retail (14%, 10 clusters). Most transmission events were best explained by direct transmission, with two workplace clusters demonstrating evidence of partial indirect spread. CONCLUSIONS: Findings demonstrate workplace settings, particularly construction, office and retail settings have heightened risk of transmission. IMPLICATIONS FOR PUBLIC HEALTH: The risk of infectious disease transmission is well understood for healthcare workers, despite other workplace types representing higher volumes of workers with less risk controls. This study should assist policy makers and the public to understand COVID-19 transmission in workplaces and the heightened risks associated with certain workplace settings.

3.
American Journal of Public Health ; 112:S226-S230, 2022.
Article in English | ProQuest Central | ID: covidwho-2047119

ABSTRACT

Of more than 6100 Commissioned Corps officers in the USPHS, nurses comprise the largest percentage of health professionals.4 Nurses have also been part of CDC's Epidemic Intelligence Service program, a globally recognized fellowship program renowned for its response efforts to investigate outbreaks of infectious disease and environmental and occupational health and safety issues throughout the program's 70-year history.5 RESPONSE TO THE COVID-19 PANDEMIC Since the onset of the COVID-19 pandemic, the nursing profession has been in the world's spotlight as nurses have been on the front lines providing care for COVID-19 patients, performing key functions in state and local health departments, and preventing severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) transmission in health care facilities, workplaces, and communities.6 At the CDC, nurses have been at the forefront of CDC's response to the pandemic. Most inquiries came from clinical sites in which clinicians inquired about exposure risk, regarding both their own safety and transmission risk to patients.7 In addition, frequent inquiries included risk assessment after a known or potential exposure, implementing the correct return-to-work strategy for exposed personnel, isolation and quarantine guidance, and guidance on personal protective equipment (PPE) use in a health care setting. Providing Personal Protective Equipment Guidance The COVID-19 pandemic created an unprecedented need for respirators as well as immediate guidance and information dissemination related to the use, disinfection, reuse, and optimization of respiratory protection devices for health care and public safety workers. [...]nurses were deployed to the CDC's Vaccine Task Force to monitor the safety of the COVID-19 vaccines through the Vaccine Adverse Event Reporting System, the Myocarditis Outcomes After mRNA COVID-19 Vaccination Investigation Team, and v-safe, a smart phone-based app that contains links to Web-based surveys where individuals can report any adverse effects after vaccination.8 On the Vaccine Task Force, nurses reviewed and replied to vaccine-related inquiries;performed ion of medical records for reports of adverse events, including myocarditis and cerebral sinus venous thrombosis;and called clinicians to conduct surveys about myocarditis.

4.
Revista de Ciencias Sociales ; (174)2021.
Article in Spanish | ProQuest Central | ID: covidwho-2044770

ABSTRACT

SOCIAL SCIENCES · POLICY · POWER · CITY · ASYLUM · WORKPLACE HARASSMENT · INDIGENOUS POPULATION · AUDIOVISUAL · SEXUALITY INTRODUCCIÓN HUELGA SOBRE LA REFORMA FISCAL EN COSTA RICA STRIKE ON FISCAL REFORM IN COSTA RICA El tema central de este número ha sido escrito por la M. Sc. Sin embargo, entre 1973 a 1976, la provincia de Córdoba sufre un golpe de estado, con lo cual entra el grupo paramilitar Alianza Anticomunista Argentina, que inicia la persecución, el asesinato y la desaparición de activistas sociales y políticos. Jiménez presenta un estudio sobre la creación del paseo peatonal denominado "Barrio Chino" ubicado en San José, Costa Rica, como parte de las acciones implantadas por el gobierno local para la regeneración y revaloración de la capital. El lenguaje visual nos permite evidenciar muchas veces la percepción cultural y la cognición social de una temática específica.

5.
BMC Public Health ; 22(1): 1747, 2022 09 15.
Article in English | MEDLINE | ID: covidwho-2029703

ABSTRACT

BACKGROUND: Workplace programmes to test staff for asymptomatic COVID-19 infection have become common, but raise a number of ethical challenges. In this article, we report the findings of a consultation that informed the development of an ethical framework for organisational decision-making about such programmes. METHODS: We conducted a mixed-method consultation - a survey and semi-structured interviews during November-December 2020 in a UK case study organisation that had introduced asymptomatic testing for all staff working on-site in its buildings. Analysis of closed-ended survey data was conducted descriptively. An analysis approach based on the Framework Method was used for the open-ended survey responses and interview data. The analyses were then integrated to facilitate systematic analysis across themes. Inferences were based on the integrated findings and combined with other inputs (literature review, ethical analysis, legal and public health guidance, expert discussions) to develop an ethical framework. RESULTS: The consultation involved 61 staff members from the case study organisation (50 survey respondents and 11 interview participants). There was strong support for the asymptomatic testing programme: 90% of the survey respondents viewed it as helpful or very helpful. Open-ended survey responses and interviews gave insight into participants' concerns, including those relating to goal drift, risk of false negatives, and potential negative impacts for household members and people whose roles lacked contractual and financial stability. Integration of the consultation findings and the other inputs identified the importance of a whole-system approach with appropriate support for the key control measure of isolation following positive tests. The need to build trust in the testing programme, for example through effective communication from leaders, was also emphasised. CONCLUSIONS: The consultation, together with other inputs, informed an ethical framework intended to support employers. The framework may support organisational decision-making in areas ranging from design and operation of the programme through to choices about participation. The framework is likely to benefit from further consultation and refinement in new settings.


Subject(s)
COVID-19 , Workplace , COVID-19/diagnosis , COVID-19 Testing , Decision Making, Organizational , Humans , Public Health
6.
Public Administration Quarterly ; 46(3):238-257, 2022.
Article in English | ProQuest Central | ID: covidwho-2026735

ABSTRACT

Public management practices that take a holistic approach are increasingly necessary;trauma-informed care, when embedded within public service, recognizes histories, experiences, and emotions of individuals. Many public servants experience vicarious trauma, by the very nature of their work, and there is a need to recognize this reality and use tools and techniques that are appropriately trauma-informed. Many organizations utilize trauma-informed care principles to engage with clients or citizens in arenas like social work, mental health, or addiction care, yet fewer organizations take a traumainformed approach with their own employees to provide a safe and supportive workplace. Trauma-informed public management, conceptualized as embedding the six principles of trauma-informed practices into an organizational ethos, represents an opportunity to center the affective needs of public and nonprofit employees and managers who often bring their own traumatic experiences with them to their role and/or experience vicarious trauma in their jobs. The authors use applied examples from public sector responses to the COVID-19 pandemic - a prolonged and traumatic experience shared by public servants and citizens alike - to demonstrate these six principles and outline how trauma-informed techniques can be implemented now to benefit the public sector workforce.

7.
Relations Industrielles ; 77(2), 2022.
Article in French | ProQuest Central | ID: covidwho-2025307

ABSTRACT

L’épidémie de COVID-19 a entraîné des vagues de confinement dans le monde entier et obligé des milliers de salariés à travailler isolés les uns des autres. Cette situation inédite a engendré de lourds inconvénients en matière de conditions de travail et de hauts niveaux d’épuisement professionnel chez les salariés. Dans ce contexte, les organisations ont essayé d’accompagner au mieux leurs collaborateurs, notamment en renforçant le rôle du manager direct. L’objectif de cette recherche est de déterminer si le soutien social du manager a été en mesure de modérer les effets négatifs de la charge de travail et de la charge mentale sur l’épuisement professionnel des salariés sous l’angle du modèle exigences/ressources de Bakker et Demerouti (2007). Pour cela, nous avons réalisé une enquête par questionnaire auprès de 5 495 salariés d’une branche de la Sécurité sociale française durant le confinement de novembre et décembre 2021. Nos résultats montrent que le soutien social du manager direct n’est pas en mesure de modérer l’effet des conditions de travail sur l’épuisement professionnel des salariés à domicile, et n’y arrive que modestement pour les salariés uniquement sur site. Néanmoins, ce soutien a un impact direct fort sur l’épuisement professionnel, quel que soit le lieu de travail, bien que cet effet soit nettement plus fort pour les salariés uniquement sur site. Nos conclusions viennent donc interpeller les travaux antérieurs qui présentent le soutien social du manager direct comme une ressource modératrice efficace face aux problématiques de santé au travail (Karasek et Theorell, 1990 ;Häusser et al., 2010 ;Aronsson et al., 2017 ;Hager, 2018). Toutefois, le contexte inédit de la crise sanitaire semble confirmer que l’isolement réduit le soutien social ressenti par les télétravailleurs et oblige les managers à fournir des efforts supplémentaires pour leur en prodiguer (Winkler, 2001). Précis Durant la crise sanitaire liée à l’épidémie de COVID-19, des milliers de salariés français ont été contraints de travailler isolés les uns des autres. Cette situation inédite a engendré de lourds inconvénients en matière de conditions de travail, entraînant de hauts niveaux d’épuisement professionnel. L’objectif de cette recherche est de déterminer si le soutien social du manager direct est en mesure de modérer les effets négatifs des conditions de travail sur l’épuisement professionnel des salariés en période de crise sanitaire. Les résultats montrent que ce soutien a un impact direct sur l’épuisement professionnel, quel que soit le lieu de travail. Cependant, il n’est pas en mesure de modérer l’effet des conditions de travail sur l’épuisement professionnel des salariés à domicile, et n’y arrive que modestement pour les salariés sur site.Alternate :The COVID-19 pandemic has caused lockdowns worldwide and compelled thousand employees to work isolated from each other. This unprecedented situation has caused heavy drawbacks in terms of work conditions and high levels of professional exhaustion. The purpose of this research is to determine if social support of direct supervisors was able to moderate negative effects of workload and mental load on professional exhaustion, from the point of view of the Job Demands Resources Model of Bakker and Demerouti (2007) To do this, we conducted a digital questionnaire survey with 5,495 workers of a branch of the French social security services during the lockdown of winter 2021. Our results show that social support of a direct supervisor does not moderate negative effects of work conditions for teleworkers and can only moderate them modestly for on-site workers. Nevertheless, this support has a strong direct impact on professional exhaustion, whatever the place of work, although this effect is much stronger for on-site workers. Our conclusions challenge previous research which presents social support of direct supervisors as an effective moderator resource against occupational health problems (Karasek and Theorell, 1990 ;Häusser et al., 2010 ;Aronsson et al., 2017 ;Hager, 2018). However, the unprecedented context of the COVID-19 sanitary crisis seems to validate that isolation reduces the social support felt by teleworkers and compels supervisors to provide additional efforts to provide it to them (Winkler, 2001).

8.
Relations Industrielles ; 77(2), 2022.
Article in French | ProQuest Central | ID: covidwho-2025305

ABSTRACT

Le Québec est reconnu comme étant la province dont la politique familiale se rapproche le plus de celle des pays nordiques en raison de ses prestations parentales généreuses et de ses services de garde à faible coût. Outre les interventions de l’État, d’autres mécanismes comme l’engagement des grands-parents et le soutien organisationnel contribuent à faciliter la conciliation emploi-famille. C’est sur ce dernier mécanisme que nous nous penchons en documentant la conciliation des mères et des pères dans les organisations québécoises sur la base de l’analyse de données de deux enquêtes menées en 2020 d’une part auprès des employés, et d’autre part, des entreprises. Nous montrons d’abord que les parents rapportent une conciliation le plus souvent « facile », même en temps de pandémie, et que la perception des hommes et des femmes face au soutien organisationnel offert par leur employeur ne varie pas significativement selon le genre. Nous brossons ensuite un portrait des mesures de conciliation emploi-famille offertes dans les organisations qui emploient majoritairement des hommes, celles où travaillent majoritairement des femmes, et celles qui sont mixtes. Nous montrons que les milieux majoritairement masculins ont une perception plus négative des effets des mesures de conciliation dans les organisations, alors que les milieux féminins perçoivent plus positivement ses effets sur la rétention des employés et l’attractivité de l’entreprise notamment. Nous observons que la présence d’une majorité de femmes dans un milieu de travail correspond à une offre plus diversifiée de mesures de conciliation emploi-famille. La discussion permet de faire le lien entre le contexte national québécois, qui valorise la symétrie des rôles familiaux, la manière dont les parents perçoivent leur conciliation emploi-famille et l’attitude des employeurs à l’égard de cet enjeu. Précis Les organisations, tout comme les membres de la famille et l’État, peuvent contribuer à faciliter la conciliation emploi-famille. Nous nous penchons ici sur la conciliation des vies personnelle et professionnelle des parents québécois sur la base de l’analyse de données de deux enquêtes menées auprès de parents et d’employeurs en 2020. Nous documentons et comparons l’expérience de conciliation en temps de pandémie des mères et des pères;puis, tout en tenant compte de l’importance des politiques familiales au Québec, nous montrons qu’il existe une correspondance entre le genre de la majorité de la main-d’oeuvre et l’offre de mesures de conciliation emploi-famille, les milieux de travail qui emploient majoritairement des femmes manifestant plus d’ouverture à l’égard de ces mesures et y voyant plus d’avantages.Alternate :Quebec is recognized as the province whose family policy most closely resembles that of the Nordic countries, thanks to its generous parental benefits and low-cost childcare. In addition to state intervention, other mechanisms such as grandparent involvement and organizational support contribute to facilitate the work-family reconciliation. We examine this last mechanism by documenting the work-family reconciliation of mothers and fathers in Quebec on the basis of data analysis of two surveys conducted in 2020 with employees on the one hand and with employers on the other. First, we show that most parents report an “easy” reconciliation, even during the early months of the COVID-19 pandemic, and that the perception of men and women regarding the organizational support offered by their employer does not vary significantly by gender. We then provide a portrait of the work-family reconciliation measures offered in organizations that employ a majority of men, those that employ a majority of women, and those that are mixed. We show that organizations that employ a majority of men have a more negative perception of the effects of work-family reconciliation measures, while organizations with a majority of women have a more positive perception the effects of work-family reconciliation measures on employee retention and the attractiveness of the company in particular. We observe that the presence of a majority of women in a workplace corresponds to a more diversified supply of measures to support work-family reconciliation. The discussion highlights the links between Quebec’s national context that values the symmetry of family roles, the way parents perceive their work-family reconciliation and the attitude of employers towards this issue.

9.
Sustainability ; 14(17):10479, 2022.
Article in English | ProQuest Central | ID: covidwho-2024173

ABSTRACT

Due to the rapid expansion of the leisure industry, there were about 32,000 golf caddies in South Korea in 2020, an increase of 18.5% compared to 2016. Consequently, they face an increasing industrial accident rate, which is presumed to be the result of exposure to various harmful factors. Through a survey and oral interview of 221 caddies across more than 20 golf courses, health protective measures, protective measures for caddies, preparation for golf cart operation, physical burden, compliance with golf cart safety during games, and golf course responses to emotional labor were investigated in this study to identify safety and health problems of caddies and suggest prevention measures. Preliminary interviews were conducted to confirm golf courses’ safety and health status and participants’ characteristics. Golf caddies’ health and safety were confirmed using frequency analysis, independent sample t-test, one-way analysis of variance (ANOVA), Pearson correlation analysis, and multiple regression analysis. The results showed that caddies’ workplaces were relatively vulnerable to safety and health issues and caddies were exposed to various harmful risk factors. In addition, it was confirmed that golf caddy protective measures, golf cart safety compliance, physical burden, and health protection affect golf courses’ response level to caddies’ emotional labor.

10.
Catalysts ; 12(8):856, 2022.
Article in English | ProQuest Central | ID: covidwho-2023199

ABSTRACT

Legionella pneumophila (L. pneumophila) is the causative agent of Legionnaires’ disease and Pontiac fever, collectively known as legionellosis. L. pneumophila infection occurs through inhalation of contaminated aerosols from water systems in workplaces and institutions. The development of disinfectants that can eliminate L. pneumophila in such water systems without evacuating people is needed to prevent the spread of L. pneumophila. Photocatalysts are attractive disinfectants that do not harm human health. In particular, the TiO2 photocatalyst kills L. pneumophila under various conditions, but its mode of action is unknown. Here, we confirmed the high performance of TiO2 photocatalyst containing PtO2 via the degradation of methylene blue (half-value period: 19.2 min) and bactericidal activity against Escherichia coli (half-value period: 15.1 min) in water. Using transmission electron microscopy, we demonstrate that the disinfection of L. pneumophila (half-value period: 6.7 min) by TiO2 photocatalyst in water is accompanied by remarkable cellular membrane and internal damage to L. pneumophila. Assays with limulus amebocyte lysate and silver staining showed the release of endotoxin from L. pneumophila due to membrane damage and photocatalytic degradation of this endotoxin. This is the first study to demonstrate the disinfection mechanisms of TiO2 photocatalyst, namely, via morphological changes and membrane damage of L. pneumophila. Our results suggest that TiO2 photocatalyst might be effective in controlling the spread of L. pneumophila.

11.
Journal of Epidemiology and Community Health ; 76(Suppl 1):A16-A17, 2022.
Article in English | ProQuest Central | ID: covidwho-2020149

ABSTRACT

BackgroundTrade union membership has massively declined in economically advanced economies. In addition, considerable variation exists between indicators of unionization, including trade union membership or presence rates. However, trade union membership and collective bargaining rates have recently risen in the UK. Yet, studies on the association between collective bargaining and workers’ mental health are sparse and non-existent in the current pandemic context. This study examines whether the impact of the COVID-19 pandemic on UK workers’ mental health is moderated by the presence of trade unions within their industrial sector.MethodsWe used UK Household Longitudinal Study (Understanding Society) data from adults in paid employment, who participated in at least: one pre-COVID-19 Wave (9 or 10/11) and one COVID-19 wave. Primary outcome was probable psychological distress, defined by ‘caseness’ (score≥4) in the General Health Questionnaire-12 (GHQ-12). In model 1, exposure was trade union presence in workplaces, interacting with a variable splitting time between the pre and pandemic periods. In model 2, industry was added to the exposure in model 1 (3-way interaction). We fitted mixed-effects logistic regression models, adjusting for age, gender, ethnicity, UK country of residence and dummy variables for Understanding Society waves.ResultsOur final sample included 69,348 observations across 9,075 individuals. Pre-pandemic, odds of GHQ-12 caseness were almost 11% (OR:1.11 95%CI:0.98,1.26) higher for workers in unionised compared to non-unionised workplaces;however post-pandemic there was no difference between the two groups. Examining changes over the pre- to pandemic period, showed that odds of GHQ-12 caseness for those in non-unionised workplaces increased by 42% (OR:1.42 95%CI:1.23,1.64), whereas for those in unionised workplaces odds increased by 28% (OR:1.28 95%CI:1.11,1.47). Overall, industrial classification did not modify the relationship between trade union presence and GHQ-12 caseness, except for workers in Manufacturing (OR:0.61 95%CI:0.40,0.95) where we found a protective effect but the opposite stands for those in Transportation and Storage (OR:1.89 95%CI:1.18,3.03). Pre-pandemic, odds of GHQ-12 caseness for education sector workers were considerably higher in unionised workplaces (OR:1.70 95%CI:1.15,2.53) but declined during the pandemic period (OR:0.62 95%CI:1.05,2.47).ConclusionTrade union presence appears to have a protective effect for worker mental health during the pandemic. However, apart from Manufacturing, Transportation and Storage and Education, there is no evidence that type of industry modifies this effect. Therefore, policies should be designed to encourage and facilitate trade union presence across industries as they are likely to mitigate adverse mental health effects in times of extreme uncertainty.

12.
IOP Conference Series. Earth and Environmental Science ; 1056(1):012009, 2022.
Article in English | ProQuest Central | ID: covidwho-2017610

ABSTRACT

The spread of COVID-19 has been recorded as one of the most severe worldwide pandemics. Workplaces are a germicidal environment for spreading viruses due to their high occupation. As a response, international health, safety, and architectural organizations have published pandemic-related guidelines to create a safe working environment for the employees. Covid-19 has impacted reshaping the internal architectural workspace design. The research shall review the published international organizations’ guidelines on workspace design and its architectural interpretations established by international design companies, which seek to create safer designs for workplaces post-pandemic. This study is a concise review of the workplace-related guidelines and precautions published by health and safety and architectural organizations such as WHO, CDC, OSHA, ASHARE, AIA, AHIA, and ILO. Secondly, aggregate data has been developed to frame and compile the design interpretations of the published pandemic guidelines recognized by several international architecture and furniture companies which has been interpreted into architectural plans of the common spaces of the office buildings. As a result, a matrix table was created which includes the common spaces in office buildings and their post-COVID architectural solutions. This matrix shall be used as a tool to be employed as a guide for design consultants in designing healthy workplaces that are resilient to airborne pandemics, which shall benefit in revisiting the architectural standards according to the published workplaces Pandemic guidelines.

13.
Midwives ; 25:25-27, 2022.
Article in English | ProQuest Central | ID: covidwho-2010808

ABSTRACT

Better Births followed on the heels of the Kirkup report (2015), which found "avoidable harm" had caused the deaths of 11 babies and one mother at University Hospitals of Morecambe Bay NHS Foundation Trust, at a time when England had higher maternal and infant mortality rates than both the EU and OECD averages (Papanicolas et al, 2019). Deteriorating conditions Following the Better Births report, change was incremental but positive: between 2016 to 2019, the CQC (2021) found "year-on-year improvement" for women giving birth. At local level, workplace reps will be able to access toolkits and resources through the RCM website, and the RCM will provide training that will empower them to ask for changes in their workplaces. "With our experience from the start of Caring for You in 2016 - the issues that it's raised, the conversations we've had, the improvements we've seen - it really will lead us onto improving actual working conditions."

14.
Relations Industrielles ; 76(3):429-453, 2021.
Article in English | ProQuest Central | ID: covidwho-2002650

ABSTRACT

Our empirical analysis is based on Statistics Canada’s worker-firm matched data set, the 2003 Workplace and Employee Survey (WES). The sample size is substantial: about 4,000 workers over the age of 50 and 12,000 between the ages of 25 and 49. Training was a focus of the survey, which offers a wealth of worker-related and firm-related training variables. We found that the mean probability of receiving training was 9.3 percentage points higher for younger workers than for older ones. Almost half of the gap is explained by older workers having fewer training-associated characteristics (personal, employment, workplace, human resource practices and occupation/industry/region), and slightly more than half by them having a lower propensity to receive training, this being the gap that remained after we controlled for differences in training-associated characteristics. Their lower propensity to receive training likely reflects the higher opportunity cost of lost wages during the time spent in training, possible higher psychological costs and lower expected benefits due to their shorter remaining work-life and lower productivity gains from training, as discussed in the literature. The lower propensity of older workers to receive training tended to prevail across 54 different training measures, with notable exceptions discussed in detail. We found that older workers can be trained, but their training should be redesigned in several ways: by making instruction slower and self-paced;by assigning hands-on practical exercises;by providing modular training components to be taken in stages;by familiarizing the trainees with new equipment;and by minimizing required reading and amount of material covered. The concept of “one-size-fits- all” does not apply to the design and implementation of training programs for older workers.Alternate :Notre analyse empirique est fondée sur l’ensemble des données appariées entre les travailleurs et les entreprises de Statistique Canada, le Workplace and Employee Survey (WES) de 2003. La taille de l’échantillon est importante, environ 4 000 travailleurs de plus de 50 ans et 12 000 qui ont entre 25 et 49 ans. Cette enquête est centrée sur la formation, de sorte qu’elle comporte une multitude de variables sur ce sujet tant pour les travailleurs que pour les entreprises. Notre analyse économétrique a révélé que la probabilité moyenne de recevoir une formation était de 9,3 points de pourcentage plus élevée chez les jeunes que chez les travailleurs plus âgés. Près de la moitié de cet écart peut être attribué au fait que les travailleurs âgés ont moins de caractéristiques associées à la réception de la formation (c’est-à-dire caractéristiques personnelles, d’emploi, du milieu de travail, des pratiques en matière de ressources humaines et de la profession/industrie/région). D’autre part, un peu plus de la moitié de l’écart est attribué au fait qu’ils ont moins tendance à recevoir des formations après avoir pris en compte leurs caractéristiques. Cela reflète probablement un coût d’opportunité plus élevé des salaires perdus pendant la formation et des coûts psychiques possiblement plus élevés pour les travailleurs plus âgés. Comme le révèle la littérature, cela reflète aussi le fait qu’il y a moins d’avantages à former les personnes plus âgées en raison de leur horizon de vie professionnelle plus court et des gains de productivité plus faibles associés à la formation. La faible tendance des travailleurs âgés à recevoir une formation s’exprime dans 54 mesures de la formation, avec quelques exceptions notables. Nous constatons que les travailleurs âgés peuvent être formés, mais cela nécessite une formation conçue pour répondre aux besoins des travailleurs âgés. Ces caractéristiques comprennent une instruction plus lente et auto-rythmée, des exercices pratiques, des composants de formation modulaires qui se construisent par étapes, les familiariser avec de nouveaux équipements et minimiser la lecture requise et la quantité de matériel couvert. Le concept d’uniformité ne s’applique pas à la conception et à la mise en oeuvre de formations pour les travailleurs âgés.

15.
Sustainability ; 14(15):9024, 2022.
Article in English | ProQuest Central | ID: covidwho-1994150

ABSTRACT

Intercultural Virtual Collaboration (IVC) has been a growing field in recent decades as it allows students from different cultures to work together without having to move physically. Besides providing students with an authentic experience that they are going to encounter in their future professional careers in increasingly globalised and digitised workplaces, more recently, IVC has also been used as a means to engage university students from different cultures in social and political issues that are common across societies. In this paper, we present an analysis of an IVC project that involved undergraduate Business students from a university in Spain and a university in the Netherlands where students from both universities were asked to collaborate online to develop a business case to analyse how companies communicate about the way they integrate SDGs in the different cultures involved. A content analysis of group reports delivered by students was carried out. In addition, intercultural competence development was measured through a questionnaire. Results show that the IVC project contributed to raising students’ awareness of how companies approach SDGs and adapt their products to different cultures. Students were also perceived to have developed intercultural knowledge, intercultural virtual teamwork, intercultural attitudes and intercultural awareness.

16.
Wireless Communications & Mobile Computing (Online) ; 2022, 2022.
Article in English | ProQuest Central | ID: covidwho-1986448

ABSTRACT

The COVID-19 pandemic has severely impacted various aspects of life, where countries closed their borders, and workplaces and educational institutions shut down their premises in response to lockdowns. This has adversely affected the lives of everyone, including millions of students worldwide, socially, mentally, and physically. Governments and educational authorities worldwide have taken preventive measures, such as social distancing and mask wearing, to control the spread of the virus. This paper proposes an AI-powered autonomous robot for deep mask-wearing detection to enforce proper mask wearing in educational settings. The system includes (1) Simultaneous Localization and Mapping framework to map and navigate the environment (i.e., laboratories and classrooms), (2) a multiclass face mask detection software, and (3) an auditory system to identify and alert improper or no mask wearing. We train our face mask detector using MobileNetV2 architecture and YOLOv2 object detector classification. The results demonstrate that our robot can navigate an educational environment while avoiding obstacles to detect violations. The proposed face mask detection and classification subsystem achieved a 91.4% average precision when tested on students in an engineering laboratory environment.

17.
IZA Journal of Labor Economics ; 11(1), 2022.
Article in English | ProQuest Central | ID: covidwho-1974578

ABSTRACT

The COVID-19 pandemic has had a dramatic impact on families’ lives because of the increased demands of housework and childcare. Much of the additional burden has been shouldered by women. Yet, the rise in remote working also has the potential to increase paternal involvement in family life and thus to reduce gender role inequalities. This effect depends on the working arrangements of each partner, whether working remotely, at their usual workplace, or ceasing work altogether. Using two waves of an ad-hoc survey conducted in April and November 2020, we show that the time spent by women in domestic activities did not depend on their partners’ working arrangements. Conversely, men spent fewer hours helping with housework and home schooling when their partners were at home. Although men who worked remotely or did not work at all devoted more time to household activities during the second wave of COVID-19, the increased time they spent at home did not seem to lead to a reallocation of couples’ time.

18.
Accounting, Auditing & Accountability Journal ; 35(6):1485-1486, 2022.
Article in English | ProQuest Central | ID: covidwho-1973363

ABSTRACT

How do you genuinely show that you care about the elderly, management of COVID-19 vaccinations, education, funding for the arts, healthcare, remediation after fire and flood, Indigenous representation, pork-barrelling, establishing an Independent Commission Against Corruption (ICAC), unemployment and how it is measured, sexual harassment in the corridors of power and workplaces elsewhere, domestic violence, homelessness, the environment, destruction of native animal habitats, the National Disability Scheme (NDIS), climate policy, rorts and much more? “Guilty Me!” by MD Shoaib Ahmed deals, as he has said, with “the precarity of workers in the global supply chains of fast fashion, cocoa farming, and coffee production around the world”. Creative writing in the form of poetry and short prose pieces is edited for the Literature and Insights Section only and does not undergo the refereeing procedures required for all research papers published in the main body of AAAJ.

19.
The Qualitative Report ; 27(7):1426-1444, 2022.
Article in English | ProQuest Central | ID: covidwho-1965178

ABSTRACT

The results of this study will help form guidelines for developing students' capacities for learning in authentic workplace settings to better prepare them to be effective and efficient in their chosen careers. This phenomenological study examined factors influencing practice-based learning and how participants learned from their practice. Six fourth-year students majoring in sports science who had recently returned from their internships took part in this study. Data were collected through semi-structured interviews. Thematic analysis was performed on the transcripts to characterize the participants' shared experiences, which yielded the following seven themes of factors influencing their practice-based learning: (a) clear career goals and identification of an appropriate internship facility;(b) self-efficacy;(c) reflective practice;(d) good workplace relationships;(e) organizational leaders as agents transferring knowledge;(f ) knowledge-sharing behavior;and (g) impact of the COVID-19 pandemic. Internship students also learned to identify their weaknesses in this study, communication skills, group fitness instructor skills, and a professional exercise instructor image.

20.
Zeitschrift für Soziologie ; 51(1):41-65, 2022.
Article in English | ProQuest Central | ID: covidwho-1951643

ABSTRACT

Der Beitrag verbindet die Forschung zu den Auswirkungen der Corona-Pandemie mit der Debatte über die Relevanz sozialer Klasse. Mit einem klassenanalytischen Zugang (Oesch-16) und auf der Basis eines Mixed-Methods-Designs mit Erwerbstätigensurvey und qualitativen Interviews aus der Frühphase der Pandemie werden die Auswirkungen von Covid-19 auf die Arbeitswelt in fünf Themenfeldern untersucht: Infektionsrisiken am Arbeitsplatz, wirtschaftliche Lasten, mobiles Arbeiten, Arbeitsbedingungen sowie Vereinbarkeit von Erwerbsarbeit und Kinderbetreuung. Dabei zeigen sich im Bereich der Erwerbsarbeit ausgeprägte vertikale und horizontale Klassenungleichheiten, die punktuell auch auf die Schnittstelle zur unbezahlten Sorgearbeit ausstrahlen und die zudem in den Alltagserfahrungen vieler Erwerbstätiger präsent sind. Die Ergebnisse verdeutlichen die Bedeutung der Klassenlage für das Arbeitserleben in der Pandemie, verweisen jedoch auch auf Grenzen der Erklärungskraft klassenanalytischer Perspektiven.Article NoteAlternate :This paper links the research on the impact of the Corona pandemic to the debate on the relevance of social class. Using a class analytic approach (Oesch-16) and based on a mixed-methods design with an employee survey and qualitative interviews from the early phase of the pandemic, the impact of Covid-19 on the world of work is examined in five thematic areas: Infection risks at the workplace, economic burdens, mobile working, working conditions, and reconciliation of paid work and child care. The results reveal pronounced vertical and horizontal class inequalities in the sphere of paid work, which partially also spill into the sphere of unpaid care work, and which are also present in the everyday experiences of many working people. The results highlight the importance of class for work experience in the pandemic, but also point to limitations of the explanatory power of class analytic perspectives in the sphere of care work.

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