The Benefits of an Employee-Friendly Company on Job Attitudes and Health of Employees: Findings from Matched Employer-Employee Data.

BACKGROUND: This study explored the association of an employee-friendly work environment with employees' job attitudes (engagement, commitment, turnover intentions, and job satisfaction), and health (mental and general health), applying matched employer-employee data. METHODS: The German Linked Personnel Panel (LPP; n = 14,182) survey simultaneously captures the data of employees and the human resources (HR) management of companies. A two-step cluster analysis of 16 items of the HR valuation identified relatively more- and less-employee-friendly companies (EFCs). Logistic regressions tested differences between these companies in the assessment of job attitudes and health of their employees. RESULTS: Compared to less-EFCS, more-EFCS had a reduced risk of poorer job attitudes and substandard health of their employees. For example, the risk for higher turnover intentions was reduced by 33% in more-EFCS (OR = 0.683, 95% C.I. = 0.626-0.723), and more-EFCS had an 18% reduced chance of poor mental health reporting of their employees (OR = 0.822, 95% C.I. = 0.758-0.892). CONCLUSIONS: More-EFCS have more motivated and healthier employees. The most distinct factors for more-EFCS were: the existence of development plans for employees, opportunities for advancement and development, and personnel development measures.

HRM models of online labor platforms: Strategies of market and corporate logics.

Studies on online labor platforms (OLPs) have revealed that OLPs can have extensive managerial control over independent workers, which affects their autonomy and precariousness. The permeability of the management makes some OLPs' roles as neutral intermediaries in labor exchanges questionable. While there are several platform work studies on the effects of human resource management (HRM) activities, earlier studies have focused more on certain types of OLP companies. Earlier OLP classifications did not make systematic distinctions between HRM activities either. This paper offers a classification to view how HRM activities manifest in OLPs. The study utilizes terms of service and webpage data from 46 multinational and Finland-based OLPs. Based on these data, OLPs have been classified into six models with five governance principles and institutional logic. The study uses the idea of institutional complexity and claims that OLPs balance their operations between the complexity of two institutional logics, market, and corporation, by using varying strategies with their HRM activities. Differently managed OLPs are also often marketed to different worker groups. This indicates that workers' levels and quality of autonomy differ between OLPs. Hence, could be expected that platform workers' expectations toward OLPs, perceptions of fairness, and experiences of wellbeing may be influenced by the HRM activities in which they engage. The results contribute to the ongoing discussions of power asymmetries between OLPs and platform workers, and thus OLPs' roles as either marketplaces or hierarchical corporations. Formed models can be utilized to enrich studies on key issues of platform workers' autonomy, precariousness, and experiences in different types of OLPs.

Retention of doctors in emergency medicine: a scoping review of the academic literature.

INTRODUCTION: Workforce issues prevail across healthcare; in emergency medicine (EM), previous work improved retention, but the staffing problem changed rather than improved. More experienced doctors provide higher quality and more cost-effective care, and turnover of these physicians is expensive. Research focusing on staff retention is an urgent priority. METHODS: This study is a scoping review of the academic literature relating to the retention of doctors in EM and describes current evidence about sustainable careers (focusing on factors influencing retention), as well as interventions to improve retention. The established and rigorous JBI scoping review methodology was followed. The data sources searched were MEDLINE, Embase, Cochrane, HMIC and PsycINFO, with papers published up to April 2020 included. Broad eligibility criteria were used to identify papers about retention or related terms, including turnover, sustainability, exodus, intention to quit and attrition, whose population included emergency physicians within the setting of the ED. Papers which solely measured the rate of one of these concepts were excluded. RESULTS: Eighteen papers met the inclusion criteria. Multiple factors were identified as linked with retention, including perceptions about teamwork, excessive workloads, working conditions, errors, teaching and education, portfolio careers, physical and emotional strain, stress, burnout, debt, income, work-life balance and antisocial working patterns. Definitions of key terms were used inconsistently. No factors clearly dominated; studies of correlation between factors were common. There were minimal research reporting interventions. CONCLUSION: Many factors have been linked to retention of doctors in EM, but the research lacks an appreciation of the complexity inherent in career decision-making. A broad approach, addressing multiple factors rather than focusing on single factors, may prove more informative.

Abilities, Motivations, and Opportunities of Furloughed Employees in the Context of Covid-19: Preliminary Evidence From the UK.

The Covid-19 global pandemic is a crisis like no other, forcing governments to implement prolonged national lockdowns in an effort to limit the spread of the disease. As organizations aim to adapt and remain operational, employers can suspend or reduce work activity for events related to Covid-19 and claim government support to subsidize employee wages. In this way, some employees are placed on furlough (i.e., temporary unemployment) as opposed to being made redundant. While the impact of such schemes on global economy attracted much attention, their micro-level impact on individual employees is still unknown. Building on the ability-motivation-opportunity (AMO) framework, this pilot study explores how employees' perceptions of abilities, motivation, and opportunities are affected as a result of furlough. Rapid ethnography including interviews, observations, and document analysis in a British organization provided insights into the perceptions and experiences of employees put on furlough and highlighted that all three elements of AMO are affected by the current situation, either positively or negatively. We identify theoretical contributions and suggest a number of AMO enhancing practices in the context of furlough.

Emergency department 'outbreak rostering' to meet challenges of COVID-19.

The COVID-19 outbreak has posed unique challenges to the emergency department rostering. Additional infection control, the possibility of quarantine of staff and minimising contact among staff have significant impact on the work of doctors in the emergency department. Infection of a single healthcare worker may require quarantine of close contacts at work. This may thus affect a potentially large number of staff. As such, we developed an Outbreak Response Roster. This Outbreak Response Roster had fixed teams of doctors working in rotation, each team that staff the emergency department in turn. Members within teams remained constant and were near equally balanced in terms of manpower and seniority of doctors. Each team worked fixed 12 hours shifts with as no overlapping of staff or staggering of shifts. Handovers between shifts were kept as brief as possible. All these were measures to limit interactions among healthcare workers. With the implementation of the roster, measures were also taken to bolster the psychological wellness of healthcare workers. With face-to-face contact limited, we also had to maintain clear, open channels for communication through technology and continue educating residents through innovative means.

Double Jeopardy-Analyzing the Combined Effect of Age and Gender Stereotype Threat on Older Workers.

In this study we aim to analyze the combined effect of age-based and gender stereotype threat on work identity processes (and in particular on authenticity and organizational identification) and on work performance (self-rating performance). The research utilizes an ample sample of over fifty-year-old workers from diverse organizations in Italy. Using a person-centered approach four clusters of workers were identified: low in both age-based and gender stereotype threat (N = 4,689), high in gender and low in age-based stereotype threat (N = 1,735), high in age-based and low in gender stereotype threat (N = 2,013) and high in both gender and age-based stereotype threat (N = 758). Gender was significantly associated with these clusters and women were more frequently present in those groups with high gender stereotype threat. ANOVA results show that workers in the last two clusters score significantly lower in authenticity, organizational identification and self-rate performance. All in all, if ageism is undoubtedly problematic for older workers' identity processes, ageism and gender-stereotypes represent a double risk for women over fifty in the workplace. The analysis of the results can be beneficial both for the theoretical advancement and for the practical insights offered in the organizational and management field, where new policies of HR management can be elaborated, in order to value and to improve the workers experience.

The Organizational Commitment in the Company and Its Relationship With the Psychological Contract.

Business organizations in their work environment, aspire to create a high level of performance and low levels of absenteeism and turnover. Organizational commitment is considered a key factor in achieving this objective, however, it can be conditioned by several factors, among which is the psychological contract. The literature has related the organizational commitment with the fulfillment of the psychological contract framing it as one of the explanatory variables. This work aims to investigate research trends on psychological contract and organizational commitment. For this purpose, bibliometric techniques and the software SciMAT have been used. 220 journal articles indexed in Web of Science (WoS) were analyzed. The findings indicate that the theme chosen for this review is valid. Based on the relationship between the two concepts, as the most recurrent themes, issues such as the sense of justice and the consequences of the violation of the psychological contract, normative commitment, HR management or job insecurity are addressed. However, in the last period analyzed (2015-2018), publications related to more sensitive topics to the present time emerge, such as the employability or the impact of these two concepts in the new generations (millennial and generation-Y) or the retention of talent. On the other hand, shortcomings are detected in the research on the ideologically charged psychological contract, the analysis of the organizational context or cultural and demographic factors in relation to both theoretical constructs. The contribution of this work lies in giving visibility to scientific results, which will serve business organizations as instruments for decision making in their labor management and, for the scientific community, as knowledge of the research spaces to explore.

Emergency medicine: what keeps me, what might lose me? A narrative study of consultant views in Wales.

EDs are currently under intense pressure due to increased patient demand. There are major issues with retention of senior personnel, making the specialty a less attractive choice for junior doctors. This study aims to explore what attracted EM consultants to their career and keeps them there. It is hoped this can inform recruitment strategies to increase the popularity of EM to medical students and junior doctors, many of whom have very limited EM exposure. METHODS: Semistructured interviews were conducted with 10 consultants from Welsh EDs using a narrative approach. RESULTS: Three main themes emerged that influenced the career choice of the consultants interviewed: (1) early exposure to positive EM role models; (2) non-hierarchical team structure; (3) suitability of EM for flexible working. The main reason for consultants leaving was the pressure of work impacting on patient care. CONCLUSION: The study findings suggest that EM consultants in post are positive about their careers despite the high volume of consultant attrition. This study reinforces the need for dedicated undergraduate EM placements to stimulate interest and encourage medical student EM aspirations. Consultants identified that improving the physical working environment, including organisation, would increase their effectiveness and the attractiveness of EM as a long-term career.

Are there too few women presenting at emergency medicine conferences?

INTRODUCTION: There is a perception that women are under-represented as speakers at emergency medicine (EM) conferences. We aimed to evaluate the ratio of male to female speakers and the proportion of presenting time by gender at major international EM conferences. METHODS: Conference programmes of the major English-speaking EM conferences occurring from 2014 to 2015 were obtained. The number of presentations, the gender of the speaker and the duration of each presentation were recorded. RESULTS: We analysed eight major EM conferences. These included 2382 presentations, of which 29.9% (range 22.5%-40.9%) were given by women. In total, 56 104 min of presentations were analysed, of which 27.6% (range 21%-36.7%) were delivered by women. On average, presentations by women were 95 s shorter than presentations by men (23 vs 21 min 25 s). CONCLUSIONS: Male speakers exceed female speakers at major EM conferences. The reasons for this imbalance are likely complex and multifactorial and may reflect the gender imbalance within the specialty.

Analysis on the size and income of off-staff medical workers at county-level hospitals in China / 中华医院管理杂志

Objective To learn the size and income of off-staff medical workers in a survey of public county-level general hospitals in China.Methods Human resources investigation of public county-level general hospitals,with SPSS data analysis of the outcomes.Results From 2011 to 2013,the proportion of off-staff medical workers increased from 31.44% to 36.69%,of whom the highest proportion was found in China′s western region,accounting for 40.69%;the ratio of off-staff practicing physicians increased from 14.24% to 16.64%,of whom China′s central region accounted for 19.92%;the ratio of off-staff nurses increased from 43.03% to 49.77%,of whom China′s western region accounted for 55.88%.In 13.7% of the hospitals,income of off-staff medical workers was less than a half of that for permanent staff;41.32% and 26.31% of the hospitals surveyed were fully covered with social insurance and housing fund account respectively.Conclusions Off-staff labor is a distinct feature at such hospitals,making imperative a HR system reform of public hospitals.The discriminative income and welfare between permanent and off-staff medical workers calls for a fundamental change to the income and welfare system.

Perfil das equipes gestoras de RH qualificadas no ProgeSUS / Profile of HR management teams qualified in the ProgeSUS

Este artigo traça de forma preliminar o perfil das equipes gestoras de RH que foram qualificadas no ProgeSUS, no período entre 2006 e 2011. Busca conhecer o perfil dos profissionais e entender as especificidades de cada modalidade de formação e clientela. Mestrado Profissional em Gestão do Trabalho e da Educação em Saúde; Curso de Especialização em Gestão do Trabalho e da Educação em Saúde; Curso de Atualização em informação e informática em Gestão do Trabalho no SUS; Curso de atualização em Legislação do Trabalho no SUS e atualização em Legislação Educacional no SUS. Este perfil preliminar utilizou tanto dados referentes à origem do curso (estado e região em que se realizou) como aqueles concernentes aos egressos sobre: sexo, idade e profissão.

This article provides a preliminary profile outline of the HR management teams qualified in the ProgeSUS program, between 2006 and 2011. It investigates the professional profile and specifics of each training modality and client base: professional Masters in Health Education and Work Management; Specialization in Health Education and Work Management; Refresher Course in Information Technology in SUS Work Management: Refresher Course in Information Technology in SUS Work Management; Refresher Course in Work Legislation in the SUS and Refresher Course in Educational Legislation in the SUS. This preliminary profile drew on data regarding the course origin (state and region where it was conducted) and about the students; their gender, age and profession.

ERG theory in analysis of work satisfaction of nurses in general hospitals / 中华医院管理杂志

Objective Investigation of satisfaction of clinical nurses and analysis of the influence factors.Methods The ERG theory of Clayton Alderfer is used as the framework to design the questionnaires,for questionnaire investigation of 249 nurses in the hospital in a stratified sampling,Results The score of general satisfaction of nurses for their work is 3.40±0.58;the satisfaction of nurses for the management of their leaders and teamwork is high,as the satisfaction scores are 4.01±0.76 and 3.60±0.71 respectively;their satisfaction for salary,welfare and social identity is low,as the scores are 2.46±0.86 and 2.50±1.02 respectively.Work satisfaction varies with departments,academic levels,monthly income,work shifts,age,seniority,and objectives for their choice of nursing as profession.Conclusion Managers are prompted to enhance their work in view of the satisfaction scores on survival,mutual relations and growth,as well as factors affecting satisfaction,and take various incentives to improve overall satisfaction of nurses.