Background: Tinnitus is the phantom aural perception of sound lacking an exterior stimulus, a sub-type of auditory hallucination and it is a common sensation among noise-exposed employees. It is a symptom, not an illn...Background: Tinnitus is the phantom aural perception of sound lacking an exterior stimulus, a sub-type of auditory hallucination and it is a common sensation among noise-exposed employees. It is a symptom, not an illness. Tinnitus can be extremely perplexing for its subjects and it may perhaps dis-turb their health-related quality of life (HR-QoL) if exposed to extreme noises in many ways. Objective: This study is intended to discover the effects and pattern of tinnitus on health-related quality of life (HR-QoL) amid noise-exposed saw mill workforces. Method: This study was a prospective and public-centered cross-sectional study, including 510 sawmill personnel. 510 directorial staff was used as the control. Health-related quality of life (HR-QoL) of all subjects was assessed with the WHO Quality of Life brief questionnaire. Self-reported tinnitus morbidity was assessed by means of the Tinnitus Handicap Inventory. A correlation was established amid health-related quality of life scores and tinnitus severity scores. Result: There were 510 sawmill employees enlisted into the study, out of which 490 were men and 20 were women with control of the same age and sex. The mean age was 36.85 ± 7.68 years for the sawmill workers and 35.75 ± 8.65 years for the control group (t = 1.02, P = 0.275). The mean tinnitus score for the sawmill workers was 20.80 ± 2.56. Out of the 510 sawmill workers, 52 (10.2%) had tinnitus and one of the controls had tinnitus. The mean health-related quality of life scores were 62.20 ± 8.62 and 72.56 ± 5.98 for the sawmill workers and control group respectively. There was a substantial and remarkable difference between the health-related quality of life of the sawmill workers and the control group (P Conclusion: The prevalence of tinnitus from this study was found to be 10.20% and an upsurge in tinnitus rigorousness was seen to be related with a substantial drop in physical, psychological and social domains of the health related quality of life. We highly endorse hearing conservation programmes and use of personal protective equipments for sawmills workers which will aid to decrease the effects of exposure to loud noise. Those sawmill labors already having tinnitus must attempt to go for treatment.展开更多
Demography plays a fundamental role in shaping the landscape of human resources.The interdependent relationship between these two fields is observable in the workforce composition,labor market trends,talent management...Demography plays a fundamental role in shaping the landscape of human resources.The interdependent relationship between these two fields is observable in the workforce composition,labor market trends,talent management strategies and on learning.Changes perceived in demographic changes are shaping and transforming human resources management.In an era marked by demographic shifts,technological advancements,and evolving work preferences,organizations are facing the need to understand and adapt to the changing demographics to effectively manage their human resources.This article explores how demography influences human resource(HR)with a special highlight on the management of multigenerational workforce.展开更多
Purpose:To examine variations in Chinese nurses’Actual Scope of Practice(ASCOP)by educational qualifications and professional titles,and to identify regulatory gaps in competency-based role assignments within China’...Purpose:To examine variations in Chinese nurses’Actual Scope of Practice(ASCOP)by educational qualifications and professional titles,and to identify regulatory gaps in competency-based role assignments within China’s evolving healthcare system.Method:A nationwide cross-sectional study using the validated Chinese Nurses’ASCOP Questionnaire is used.Data from 1,540 nurses were analyzed through descriptive statistics,independent t-tests,one-way ANOVA,and Bonferroni correction.ASCOP scores(1–5 scale)were compared across education levels(diploma,bachelor’s,postgraduate)and titles(junior/senior).Results:The overall ASCOP score was 3.95,with significant disparities in high-complexity tasks:postgraduate nurses(4.25)and senior nurses outperformed diploma holders(3.71)and juniors(p<0.01).Low-complexity tasks showed no educational differences(p>0.05),though bachelor’s or postgraduate nurses reported higher frequencies(4.12 vs.3.89).Alarmingly,37.6%of junior nurses routinely performed high-risk procedures beyond their competency.Conclusion:A systemic mismatch exists between nurses’qualifications and assigned responsibilities,reflecting inadequate regulatory oversight.To address this,this study recommends:(1)competency-based tiered authorization systems,(2)legal framework updates aligning with China’s healthcare reforms,and(3)dynamic monitoring mechanisms.These measures could standardize practice boundaries,mitigate occupational risks,and optimize nursing workforce utilization,particularly in resource-constrained settings.展开更多
High dropout rates in short-term job skills training programs hinder workforce development.This study applies machine learning to predict program completion while addressing class imbalance challenges.A dataset of6548...High dropout rates in short-term job skills training programs hinder workforce development.This study applies machine learning to predict program completion while addressing class imbalance challenges.A dataset of6548 records with 24 demographic,educational,program-specific,and employment-related features was analyzed.Data preprocessing involved cleaning,encoding categorical variables,and balancing the dataset using the Synthetic Minority Oversampling Technique(SMOTE),as only 15.9% of participants were dropouts.six machine learning models-Logistic Regression,Random Forest,SupportVector Machine,K-Nearest Neighbors,Naive Bayes,and XGBoost-were evaluated on both balanced and unbalanced datasets using an 80-20 train-test split.Performance was assessed using Accuracy,Precision,Recall,F1-score,and ROC-AUC.XGBoost achieved the highest performance on the balanced dataset,with an F1-score of 0.9200 and aROC-AUC of0.9684,followed by Random Forest.These findings highlight the potential of machine learning for early identification of dropout trainees,aiding in retention strategies for workforce training.The results support the integration of predictive analytics to optimize intervention efforts in short-term training programs.展开更多
The pandemic highlighted significant gaps in the public health infrastructure impacted by shortages of public health workers, an undertrained workforce, and years of disinvestment. These gaps required innovative probl...The pandemic highlighted significant gaps in the public health infrastructure impacted by shortages of public health workers, an undertrained workforce, and years of disinvestment. These gaps required innovative problem-solving by public health agencies (PHAs), including local health departments (LHDs), to respond to rapidly changing community conditions during and after the pandemic. Many schools and programs of public health (SPPH) worked with PHAs to mobilize public health (PH) students through practice-based teaching (PBT). Current research indicates PBT benefits all stakeholders—PHAs, students, faculty, SPPH, and ultimately the community served. However, more research is needed on the utility of PBT in addressing a community’s systemic public health issues, the extent to which the academic-community collaboration enhances a PHA’s capacity, and the impact of the pedagogy on preparing the workforce for an evolving PH landscape. This paper examines the process of a semester-long PBT course, guided by the PBT STEPS framework, which includes five steps from collaboration to implementation to evaluation of a PBT course. The collaborating PHA and its student group addressed community trauma and resilience issues during the semester. Additionally, it examines the longer-term impacts after the semester for the PHA, community, and the workforce by 1) conducting a formative evaluation to understand needs and gaps in the community;2) redesigning an intervention that merged the results of the formative evaluation with the intervention developed during the semester;and 3) securing funding and resources for intervention sustainability. Through the documentation of a post-course partnership between an LHD and faculty at a large school of public health, this case study illustrates the potential for PBT to lay the foundation for ongoing research that supports more impactful interventions for PHAs while bolstering the workforce abilities of students as future practitioners.展开更多
As the world faces increasing energy demands and concerns about climate change,nuclear power is experiencing a resurgence as a viable and sustainable energy source.This article explores the strategic initiatives conce...As the world faces increasing energy demands and concerns about climate change,nuclear power is experiencing a resurgence as a viable and sustainable energy source.This article explores the strategic initiatives concerning the advancement of nuclear technologies,highlighting the prompt adoption of SMRs(small modular reactors),the ongoing advancements in Generation IV reactors in the medium term,and the long-term aspirations linked to nuclear fusion.SMRs offer enhanced safety,economic viability,and flexible deployment alternatives,making them an attractive solution for meeting pressing energy demands.In the medium term,Generation IV reactors are anticipated to improve efficiency,sustainability,and safety,effectively tackling the challenges associated with conventional fission reactors.However,significant challenges lie ahead,including public perception,regulatory hurdles,financial barriers,and the need for a skilled workforce.By addressing these challenges,nuclear power can play a pivotal role in creating a sustainable and reliable energy future,contributing significantly to global efforts in climate change mitigation.展开更多
Introduction: Pakistan has a large number of professional nurses but a higher rate of turnover contributes towards the shortage of nurses which is intensified by nurses’ immigration, lack of recruitment of new nurses...Introduction: Pakistan has a large number of professional nurses but a higher rate of turnover contributes towards the shortage of nurses which is intensified by nurses’ immigration, lack of recruitment of new nurses and retirement of senior nurses. Aim: The study aimed at examining the factors that increase retention of nurses. Research Method: The study is descriptive cross sectional with a sample of 150 nurses including both the genders, from 3 private hospitals located in Pakistan. A convenient sampling technique was used. The data collection was done through close ended questionnaires based on 20 questions. Data collection was done quantitatively and then data was entered in SPSS. Correlation and regression tests were performed. Findings: The analysis revealed that 91.3% nurses are loyal to their hospitals but, 8.7%nurses can switch the hospital for different reasons. It was also found that the idea of leaving the job based on the intention of moving to abroad and public sector was higher than the retirement and other causes. Resultantly, enhancements in nurses’ work environments have the ability to decrease nurses’ job burnout and turnover and increase patients’ satisfaction. Recommendations: Hospital leaders should implement effective strategies to encourage nurses to continue their job by motivation, strengthening management skills within the hospital and improving a positive work environment by promoting teamwork, continuous learning, trust, respect and flexible arrangements which can lead towards achieving better results.However, further studies quantitatively and qualitatively can explore more factors related to dissatisfaction of nurses. Health systems policy makers should lead by developing related strategies for the retention of nurses.展开更多
The research consistently highlights the gender disparity in cybersecurity leadership roles, necessitating targeted interventions. Biased recruitment practices, limited STEM education opportunities for girls, and work...The research consistently highlights the gender disparity in cybersecurity leadership roles, necessitating targeted interventions. Biased recruitment practices, limited STEM education opportunities for girls, and workplace culture contribute to this gap. Proposed solutions include addressing biased recruitment through gender-neutral language and blind processes, promoting STEM education for girls to increase qualified female candidates, and fostering inclusive workplace cultures with mentorship and sponsorship programs. Gender parity is crucial for the industry’s success, as embracing diversity enables the cybersecurity sector to leverage various perspectives, drive innovation, and effectively combat cyber threats. Achieving this balance is not just about fairness but also a strategic imperative. By embracing concerted efforts towards gender parity, we can create a more resilient and impactful cybersecurity landscape, benefiting industry and society.展开更多
The most important step in creating a teaching force for physical education(PE)is finding enough qualified teachers.In order to better absorb the PE teaching talents who aremore suitable for the job requirements,the a...The most important step in creating a teaching force for physical education(PE)is finding enough qualified teachers.In order to better absorb the PE teaching talents who aremore suitable for the job requirements,the ability variables of sports talents,the expected regional social and economic status,and historical data are considered,the intelligent matching of talents and positions is made,and the Bayesian variational network recommendation model considering the needs is constructed.According to the experimental findings,this model’s highest recommendation accuracy in the normal scenario is 0.5888 and its maximum recommendation accuracy in the training and test sets is roughly 0.6 and 0.68.The model has good convergence and high accuracy of recommendation,which is conducive to matching PE teaching talents and teaching positions,providing job seekers with positions that meet their needs,providing teaching talents to meet the requirements,and creating a team of PE teachers that match people and posts.展开更多
Objective Allocation of human resources to address inequalities in the public health system has increasingly attracted societal and political attention.Using the Centers for Disease Control and Prevention(CDCs)system ...Objective Allocation of human resources to address inequalities in the public health system has increasingly attracted societal and political attention.Using the Centers for Disease Control and Prevention(CDCs)system of China as an example,we evaluated inequality in the public health workforce distribution across different regions in China between 2008 and 2017,with the aim of providing information for policymakers to support resource allocation and address growing health inequities.Methods We used three standard public health workforce inequality indices-Gini coefficient,Theil L,and Theil T-and spatial autocorrelation analysis to explore spatial clusters of the workforce in different provinces,visualized with geographical tools.Results The aggregate workforce-to-population ratio decreased from 1.47 to 1.42 per 10,000 population from 2008 to 2017,and was consistently lower than the National Health Commission’s(NHC)recommended critical shortage threshold of 1.75.The workforce distribution inequality indices varied by regional socioeconomic and health system development.Geographic clustering of CDCs workforce distribution was evident,with H–H and L–L clusters in western China and the Guangdong-Fujian region,respectively.Conclusions Our study addressed key issues for government and policymakers in allocation of public health human resources.There is an urgent need for careful identification of analytic questions that will help carry out public health functions in the new era,alongside policy implications for an equitable distribution of the public health workforce focusing on the western region and low–low cluster areas.展开更多
Return to active and productive life is a key goal of modern liver transplantation(LT). Despite marked improvements in quality of life and functional status, a substantial proportion of LT recipients are unable to res...Return to active and productive life is a key goal of modern liver transplantation(LT). Despite marked improvements in quality of life and functional status, a substantial proportion of LT recipients are unable to resume gainful employment. Unemployment forms a threat to physical and psychosocial health, and impairs LT cost-utility through lost productivity. In studies published after year 2000, the average postLT employment rate is 37%, ranging from 22% to 55% by study. Significant heterogeneity exists among studies. Nonetheless, these employment rates are lower than in the general population and kidneytransplant population. Most consistent employment predictors include pre-LT employment status, male gender, functional/health status, and subjective work ability. Work ability is impaired by physical fatigue and depression, but affected also by working conditions and society. Promotion of post-LT employment is hampered by a lack of interventional studies. Prevention of pre-LT disability by effective treatment of(minimal) hepatic encephalopathy, maintaining mobility, and planning work adjustments early in the course of chronic liver disease, as well as timely post-LT physical rehabilitation, continuous encouragement, self-efficacy improvements, and depression management are key elements of successful employment-promoting strategies. Prolonging LT recipients' working life would further strengthen the success of transplantation, and this is likely best achieved through multidisciplinary efforts ideally starting even before LT candidacy.展开更多
AIM: To retrospectively collect inpatient and outpatient data and to assess the use of endoscopic procedures during the years 1991, 1997 and 2003 to analyse for trends. METHODS: This retrospective survey was conducted...AIM: To retrospectively collect inpatient and outpatient data and to assess the use of endoscopic procedures during the years 1991, 1997 and 2003 to analyse for trends. METHODS: This retrospective survey was conducted in a University-associated Gastroenterology Unit offering secondary and tertiary health care services for a population of approximately 182 000 people in Southern New Zealand. Data collected included patient contacts (inand outpatients), gastroscopic and colonoscopic investigations. RESULTS: We observed a significant increase in the absolute numbers of patient contacts over the years (1991: 2308 vs 1997: 2022 vs 2003: 2783, P < 0.0001) with inflammatory bowel disease, other diseases of the colon, anus and rectum and iron studies related disorders decreasing significantly but liver disease and constipation increasing linearly over time. The use of endoscopy services remained relatively stable but colonoscopic investigations for a positive family history of colorectal cancer increased significantly while more gastroscopies were performed for unexplained anaemia. CONCLUSION: The whole spectrum of gastroenterology contacts was studied. A substantial proportion of colonoscopies and outpatient consultations were undertaken to screen for colorectal cancer. This proportion is likely to grow further. Our fi ndings have implications for the recruitment and training of the next generation of gastroenterologists.展开更多
The need for institutional long-term care(LTC)services,including nursing homes(NHs),is increasing in China's Mainland in part due to the aging population and changing family structures.In developing NH staff train...The need for institutional long-term care(LTC)services,including nursing homes(NHs),is increasing in China's Mainland in part due to the aging population and changing family structures.In developing NH staff training programs,a review is needed to synthesize knowledge about staff and resident characteristics,and care provided in NHs.This systematic review aims to describe,in Chinese NHs,(1)NH staff characteristics and the care they provide,(2)resident characteristics and care needs,and (3)the role of family members.The 45 articles included in this review covered both urban and rural areas of China's Mainland.We found that staff in Chinese NHs were older and had lower education levels in comparison with those in western countries.Most direct caregivers in urban areas were migratory workers from rural area.Chinese NHs had few qualification standards for staff preparation for their roles in NHs.Also,functional levels of residents in Chinese NHs were higher compared to NH residents in western countries.In addition,family members played important roles in caring for NH residents.These findings suggest a need for staff development programs that tailor for lower educated NH staff and care needs of residents with widely varying levels in function from independent to bedbound in China's Mainland.The findings also suggest that staff qualification standards require critically policy development to improve the capacity of Chinese NHs to provide competent and safe care.展开更多
We aimed to describe the distribution of tuberculosis （TB） health workers in China and provide evidences of potential inequity for policy development. We used Lorenz curves and Gini index to characterize the distrib...We aimed to describe the distribution of tuberculosis （TB） health workers in China and provide evidences of potential inequity for policy development. We used Lorenz curves and Gini index to characterize the distribution of TB health workers by population size, geographical area and number of annual registered TB cases. An additional stratified analysis was done by three economic regions. The Gini index were 0.33 for population size, 0.62 for geographical area and 0.30 for number of registered tuberculosis cases that indicated an acceptable average, significant inequity and a relative average distribution nationwide respectively.展开更多
This paper is concerned with the optimization of the workforce scheduling for solving maintenance problems. To achieve this aim an optimsation software for (5, 7) problem was developed. The programme was written in Qu...This paper is concerned with the optimization of the workforce scheduling for solving maintenance problems. To achieve this aim an optimsation software for (5, 7) problem was developed. The programme was written in Quick Basic. The software was designed to produce a seven day schedule for organization operating a seven day week. Hence organization operating a five day schedule wishing to change to a seven day schedule we find this software very useful. The Quick-Basic computer programme was based on Alfares [1, 2] algorithm for solving (5,7) schedule problem. Data collected from Afam power station, Nigeria was used as input data. The test result shows the software is capable of determining workforce size and assigning workers to day-off pattern. The seven-day schedule produced savings of 11% maintenance labour cost when compared with the 5-day schedule currently being practiced by the Power station [3].展开更多
The necessity of lowering the mean power consumption of various facilities, due to the lack of their enormous future energy needs, led to an ongoing advance of various technologies. These technologies have been orient...The necessity of lowering the mean power consumption of various facilities, due to the lack of their enormous future energy needs, led to an ongoing advance of various technologies. These technologies have been oriented towards the concept of a Reduced Ecological Footprint. Massive structures (such as building complexes and hospitals) have been redesigned and upgraded;many interior designs have been dramatically altered while new electronic devices are constantly being produced in order to revolutionize a long term perspective towards a “Green Planet” while they exhibit astonishing signal processing. Consequently, an enormous technology already exists which needs to be properly combined to a proposed methodology and to new ideas relevant to systems’ administration through automatic wireless control. This paper intends to reduce the gap between design and realization of the aforementioned research. Consequently, the primary contribution of this research is the proposal of a complete design protocol with minimized defects relevant to Reduced Ecological Footprints of Facilities (REFF) along with its beneficial advantages relevant to providing a healthy and productive work environment. This protocol consists of four main parts which are 1) the main key points-guidelines, 2) its objectives, 3) the know-how methodology for implementation in existing installations and 4) the description of the imminent benefits in workforce/human resources.展开更多
Shortage of nurses is a major concern across healthcare systems. One contributing factor that has received little attention is the shortage of adequately prepared nurse faculty. The nurse shortage will be exacerbated ...Shortage of nurses is a major concern across healthcare systems. One contributing factor that has received little attention is the shortage of adequately prepared nurse faculty. The nurse shortage will be exacerbated if the supply of adequately prepared nurse faculty is insufficient. Little is known about the factors that influence nurse faculty to remain employed. Focus groups were conducted in 2011 with nurse faculty from both colleges and universities in Ontario, Canada. Six focus groups including 37 participants were held with different groups of nurse faculty in geographically diverse areas of the province. Focus group transcripts were reviewed by five members of the research team using thematic analysis strategies to identify factors related to nurse faculty intention to remain employed. Nurse faculty members’ intention to remain employed was influenced by factors that fell into four thematic categories: personal characteristics, work environment and organizational support, job content, and external characteristics. Each thematic category includes several factors reported to influence nurse faculty intention to remain employed. The “Determinants of Nurse Faculty Intention to Remain Employed” Model is hypothesized. Strategies to address modifiable factors and support non-modifiable factors are suggested to promote retention of nurse faculty. Additional research is needed to test the hypothesized model of nurse faculty intention to remain employed.展开更多
The current issues in workforce development are on high competence not only in technical skills, but also in non-technical skills. The term of non-technical skills is also called as employability skills. The research ...The current issues in workforce development are on high competence not only in technical skills, but also in non-technical skills. The term of non-technical skills is also called as employability skills. The research with topic analysis and development ofemployability skills of polytechnic students aims to： describe supervisors＇ perceptions of the importance of the employability skills needed in the workplace; describe supervisors＇ perceptions of the students＇ level of competence at performing the employability skills; and find the attributes of employability skills that are need to prioritize for development. Research sample has been selected by using a stratified random sampling from the supervisor of last year students when they are on the job training in industry. Total 146 supervisors participated in this research. The Employability Skills Questionnaire with a five-point Liken scale was used to assess perceptions level of importance of identified employability skills and students＇ level of competence. Data were analyzed by descriptive statistics, means and standard deviations, and priority development analysis. Three main groups of the employability skills with highest important level are： workplace health and safety, self-management, and team working. Students have a high level of competence in occupational health and safety, self-management and learning skills. There are three attributes of employability skills in high priority category for developed： knowing the benefits of computer application programs are needed in the work, taking the initiative in organizing activities, and participating in learning activities to gain new experience.展开更多
文摘Background: Tinnitus is the phantom aural perception of sound lacking an exterior stimulus, a sub-type of auditory hallucination and it is a common sensation among noise-exposed employees. It is a symptom, not an illness. Tinnitus can be extremely perplexing for its subjects and it may perhaps dis-turb their health-related quality of life (HR-QoL) if exposed to extreme noises in many ways. Objective: This study is intended to discover the effects and pattern of tinnitus on health-related quality of life (HR-QoL) amid noise-exposed saw mill workforces. Method: This study was a prospective and public-centered cross-sectional study, including 510 sawmill personnel. 510 directorial staff was used as the control. Health-related quality of life (HR-QoL) of all subjects was assessed with the WHO Quality of Life brief questionnaire. Self-reported tinnitus morbidity was assessed by means of the Tinnitus Handicap Inventory. A correlation was established amid health-related quality of life scores and tinnitus severity scores. Result: There were 510 sawmill employees enlisted into the study, out of which 490 were men and 20 were women with control of the same age and sex. The mean age was 36.85 ± 7.68 years for the sawmill workers and 35.75 ± 8.65 years for the control group (t = 1.02, P = 0.275). The mean tinnitus score for the sawmill workers was 20.80 ± 2.56. Out of the 510 sawmill workers, 52 (10.2%) had tinnitus and one of the controls had tinnitus. The mean health-related quality of life scores were 62.20 ± 8.62 and 72.56 ± 5.98 for the sawmill workers and control group respectively. There was a substantial and remarkable difference between the health-related quality of life of the sawmill workers and the control group (P Conclusion: The prevalence of tinnitus from this study was found to be 10.20% and an upsurge in tinnitus rigorousness was seen to be related with a substantial drop in physical, psychological and social domains of the health related quality of life. We highly endorse hearing conservation programmes and use of personal protective equipments for sawmills workers which will aid to decrease the effects of exposure to loud noise. Those sawmill labors already having tinnitus must attempt to go for treatment.
文摘Demography plays a fundamental role in shaping the landscape of human resources.The interdependent relationship between these two fields is observable in the workforce composition,labor market trends,talent management strategies and on learning.Changes perceived in demographic changes are shaping and transforming human resources management.In an era marked by demographic shifts,technological advancements,and evolving work preferences,organizations are facing the need to understand and adapt to the changing demographics to effectively manage their human resources.This article explores how demography influences human resource(HR)with a special highlight on the management of multigenerational workforce.
基金Central Universities Basic Research Fund(Science,Engineering,and Medicine)of Jinan University:“Development of a Nursing Work Time Tracking System Based on the Fourth-Generation Nursing Workload Theory”(Project No.:21619326)。
文摘Purpose:To examine variations in Chinese nurses’Actual Scope of Practice(ASCOP)by educational qualifications and professional titles,and to identify regulatory gaps in competency-based role assignments within China’s evolving healthcare system.Method:A nationwide cross-sectional study using the validated Chinese Nurses’ASCOP Questionnaire is used.Data from 1,540 nurses were analyzed through descriptive statistics,independent t-tests,one-way ANOVA,and Bonferroni correction.ASCOP scores(1–5 scale)were compared across education levels(diploma,bachelor’s,postgraduate)and titles(junior/senior).Results:The overall ASCOP score was 3.95,with significant disparities in high-complexity tasks:postgraduate nurses(4.25)and senior nurses outperformed diploma holders(3.71)and juniors(p<0.01).Low-complexity tasks showed no educational differences(p>0.05),though bachelor’s or postgraduate nurses reported higher frequencies(4.12 vs.3.89).Alarmingly,37.6%of junior nurses routinely performed high-risk procedures beyond their competency.Conclusion:A systemic mismatch exists between nurses’qualifications and assigned responsibilities,reflecting inadequate regulatory oversight.To address this,this study recommends:(1)competency-based tiered authorization systems,(2)legal framework updates aligning with China’s healthcare reforms,and(3)dynamic monitoring mechanisms.These measures could standardize practice boundaries,mitigate occupational risks,and optimize nursing workforce utilization,particularly in resource-constrained settings.
文摘High dropout rates in short-term job skills training programs hinder workforce development.This study applies machine learning to predict program completion while addressing class imbalance challenges.A dataset of6548 records with 24 demographic,educational,program-specific,and employment-related features was analyzed.Data preprocessing involved cleaning,encoding categorical variables,and balancing the dataset using the Synthetic Minority Oversampling Technique(SMOTE),as only 15.9% of participants were dropouts.six machine learning models-Logistic Regression,Random Forest,SupportVector Machine,K-Nearest Neighbors,Naive Bayes,and XGBoost-were evaluated on both balanced and unbalanced datasets using an 80-20 train-test split.Performance was assessed using Accuracy,Precision,Recall,F1-score,and ROC-AUC.XGBoost achieved the highest performance on the balanced dataset,with an F1-score of 0.9200 and aROC-AUC of0.9684,followed by Random Forest.These findings highlight the potential of machine learning for early identification of dropout trainees,aiding in retention strategies for workforce training.The results support the integration of predictive analytics to optimize intervention efforts in short-term training programs.
文摘The pandemic highlighted significant gaps in the public health infrastructure impacted by shortages of public health workers, an undertrained workforce, and years of disinvestment. These gaps required innovative problem-solving by public health agencies (PHAs), including local health departments (LHDs), to respond to rapidly changing community conditions during and after the pandemic. Many schools and programs of public health (SPPH) worked with PHAs to mobilize public health (PH) students through practice-based teaching (PBT). Current research indicates PBT benefits all stakeholders—PHAs, students, faculty, SPPH, and ultimately the community served. However, more research is needed on the utility of PBT in addressing a community’s systemic public health issues, the extent to which the academic-community collaboration enhances a PHA’s capacity, and the impact of the pedagogy on preparing the workforce for an evolving PH landscape. This paper examines the process of a semester-long PBT course, guided by the PBT STEPS framework, which includes five steps from collaboration to implementation to evaluation of a PBT course. The collaborating PHA and its student group addressed community trauma and resilience issues during the semester. Additionally, it examines the longer-term impacts after the semester for the PHA, community, and the workforce by 1) conducting a formative evaluation to understand needs and gaps in the community;2) redesigning an intervention that merged the results of the formative evaluation with the intervention developed during the semester;and 3) securing funding and resources for intervention sustainability. Through the documentation of a post-course partnership between an LHD and faculty at a large school of public health, this case study illustrates the potential for PBT to lay the foundation for ongoing research that supports more impactful interventions for PHAs while bolstering the workforce abilities of students as future practitioners.
文摘As the world faces increasing energy demands and concerns about climate change,nuclear power is experiencing a resurgence as a viable and sustainable energy source.This article explores the strategic initiatives concerning the advancement of nuclear technologies,highlighting the prompt adoption of SMRs(small modular reactors),the ongoing advancements in Generation IV reactors in the medium term,and the long-term aspirations linked to nuclear fusion.SMRs offer enhanced safety,economic viability,and flexible deployment alternatives,making them an attractive solution for meeting pressing energy demands.In the medium term,Generation IV reactors are anticipated to improve efficiency,sustainability,and safety,effectively tackling the challenges associated with conventional fission reactors.However,significant challenges lie ahead,including public perception,regulatory hurdles,financial barriers,and the need for a skilled workforce.By addressing these challenges,nuclear power can play a pivotal role in creating a sustainable and reliable energy future,contributing significantly to global efforts in climate change mitigation.
文摘Introduction: Pakistan has a large number of professional nurses but a higher rate of turnover contributes towards the shortage of nurses which is intensified by nurses’ immigration, lack of recruitment of new nurses and retirement of senior nurses. Aim: The study aimed at examining the factors that increase retention of nurses. Research Method: The study is descriptive cross sectional with a sample of 150 nurses including both the genders, from 3 private hospitals located in Pakistan. A convenient sampling technique was used. The data collection was done through close ended questionnaires based on 20 questions. Data collection was done quantitatively and then data was entered in SPSS. Correlation and regression tests were performed. Findings: The analysis revealed that 91.3% nurses are loyal to their hospitals but, 8.7%nurses can switch the hospital for different reasons. It was also found that the idea of leaving the job based on the intention of moving to abroad and public sector was higher than the retirement and other causes. Resultantly, enhancements in nurses’ work environments have the ability to decrease nurses’ job burnout and turnover and increase patients’ satisfaction. Recommendations: Hospital leaders should implement effective strategies to encourage nurses to continue their job by motivation, strengthening management skills within the hospital and improving a positive work environment by promoting teamwork, continuous learning, trust, respect and flexible arrangements which can lead towards achieving better results.However, further studies quantitatively and qualitatively can explore more factors related to dissatisfaction of nurses. Health systems policy makers should lead by developing related strategies for the retention of nurses.
文摘The research consistently highlights the gender disparity in cybersecurity leadership roles, necessitating targeted interventions. Biased recruitment practices, limited STEM education opportunities for girls, and workplace culture contribute to this gap. Proposed solutions include addressing biased recruitment through gender-neutral language and blind processes, promoting STEM education for girls to increase qualified female candidates, and fostering inclusive workplace cultures with mentorship and sponsorship programs. Gender parity is crucial for the industry’s success, as embracing diversity enables the cybersecurity sector to leverage various perspectives, drive innovation, and effectively combat cyber threats. Achieving this balance is not just about fairness but also a strategic imperative. By embracing concerted efforts towards gender parity, we can create a more resilient and impactful cybersecurity landscape, benefiting industry and society.
文摘The most important step in creating a teaching force for physical education(PE)is finding enough qualified teachers.In order to better absorb the PE teaching talents who aremore suitable for the job requirements,the ability variables of sports talents,the expected regional social and economic status,and historical data are considered,the intelligent matching of talents and positions is made,and the Bayesian variational network recommendation model considering the needs is constructed.According to the experimental findings,this model’s highest recommendation accuracy in the normal scenario is 0.5888 and its maximum recommendation accuracy in the training and test sets is roughly 0.6 and 0.68.The model has good convergence and high accuracy of recommendation,which is conducive to matching PE teaching talents and teaching positions,providing job seekers with positions that meet their needs,providing teaching talents to meet the requirements,and creating a team of PE teachers that match people and posts.
基金funded by China CDC’s Public Health and Emergency Response Mechanism Programme[131031001000150001]。
文摘Objective Allocation of human resources to address inequalities in the public health system has increasingly attracted societal and political attention.Using the Centers for Disease Control and Prevention(CDCs)system of China as an example,we evaluated inequality in the public health workforce distribution across different regions in China between 2008 and 2017,with the aim of providing information for policymakers to support resource allocation and address growing health inequities.Methods We used three standard public health workforce inequality indices-Gini coefficient,Theil L,and Theil T-and spatial autocorrelation analysis to explore spatial clusters of the workforce in different provinces,visualized with geographical tools.Results The aggregate workforce-to-population ratio decreased from 1.47 to 1.42 per 10,000 population from 2008 to 2017,and was consistently lower than the National Health Commission’s(NHC)recommended critical shortage threshold of 1.75.The workforce distribution inequality indices varied by regional socioeconomic and health system development.Geographic clustering of CDCs workforce distribution was evident,with H–H and L–L clusters in western China and the Guangdong-Fujian region,respectively.Conclusions Our study addressed key issues for government and policymakers in allocation of public health human resources.There is an urgent need for careful identification of analytic questions that will help carry out public health functions in the new era,alongside policy implications for an equitable distribution of the public health workforce focusing on the western region and low–low cluster areas.
文摘Return to active and productive life is a key goal of modern liver transplantation(LT). Despite marked improvements in quality of life and functional status, a substantial proportion of LT recipients are unable to resume gainful employment. Unemployment forms a threat to physical and psychosocial health, and impairs LT cost-utility through lost productivity. In studies published after year 2000, the average postLT employment rate is 37%, ranging from 22% to 55% by study. Significant heterogeneity exists among studies. Nonetheless, these employment rates are lower than in the general population and kidneytransplant population. Most consistent employment predictors include pre-LT employment status, male gender, functional/health status, and subjective work ability. Work ability is impaired by physical fatigue and depression, but affected also by working conditions and society. Promotion of post-LT employment is hampered by a lack of interventional studies. Prevention of pre-LT disability by effective treatment of(minimal) hepatic encephalopathy, maintaining mobility, and planning work adjustments early in the course of chronic liver disease, as well as timely post-LT physical rehabilitation, continuous encouragement, self-efficacy improvements, and depression management are key elements of successful employment-promoting strategies. Prolonging LT recipients' working life would further strengthen the success of transplantation, and this is likely best achieved through multidisciplinary efforts ideally starting even before LT candidacy.
文摘AIM: To retrospectively collect inpatient and outpatient data and to assess the use of endoscopic procedures during the years 1991, 1997 and 2003 to analyse for trends. METHODS: This retrospective survey was conducted in a University-associated Gastroenterology Unit offering secondary and tertiary health care services for a population of approximately 182 000 people in Southern New Zealand. Data collected included patient contacts (inand outpatients), gastroscopic and colonoscopic investigations. RESULTS: We observed a significant increase in the absolute numbers of patient contacts over the years (1991: 2308 vs 1997: 2022 vs 2003: 2783, P < 0.0001) with inflammatory bowel disease, other diseases of the colon, anus and rectum and iron studies related disorders decreasing significantly but liver disease and constipation increasing linearly over time. The use of endoscopy services remained relatively stable but colonoscopic investigations for a positive family history of colorectal cancer increased significantly while more gastroscopies were performed for unexplained anaemia. CONCLUSION: The whole spectrum of gastroenterology contacts was studied. A substantial proportion of colonoscopies and outpatient consultations were undertaken to screen for colorectal cancer. This proportion is likely to grow further. Our fi ndings have implications for the recruitment and training of the next generation of gastroenterologists.
文摘The need for institutional long-term care(LTC)services,including nursing homes(NHs),is increasing in China's Mainland in part due to the aging population and changing family structures.In developing NH staff training programs,a review is needed to synthesize knowledge about staff and resident characteristics,and care provided in NHs.This systematic review aims to describe,in Chinese NHs,(1)NH staff characteristics and the care they provide,(2)resident characteristics and care needs,and (3)the role of family members.The 45 articles included in this review covered both urban and rural areas of China's Mainland.We found that staff in Chinese NHs were older and had lower education levels in comparison with those in western countries.Most direct caregivers in urban areas were migratory workers from rural area.Chinese NHs had few qualification standards for staff preparation for their roles in NHs.Also,functional levels of residents in Chinese NHs were higher compared to NH residents in western countries.In addition,family members played important roles in caring for NH residents.These findings suggest a need for staff development programs that tailor for lower educated NH staff and care needs of residents with widely varying levels in function from independent to bedbound in China's Mainland.The findings also suggest that staff qualification standards require critically policy development to improve the capacity of Chinese NHs to provide competent and safe care.
基金supported by Ministry of Health,China and the Swedish International Development Cooperation Agency granted project "Evidence for Policy and Implementation (EPI-4) Intensifying efforts to achieve the health-related MDGs in four countries with developing economies"
文摘We aimed to describe the distribution of tuberculosis （TB） health workers in China and provide evidences of potential inequity for policy development. We used Lorenz curves and Gini index to characterize the distribution of TB health workers by population size, geographical area and number of annual registered TB cases. An additional stratified analysis was done by three economic regions. The Gini index were 0.33 for population size, 0.62 for geographical area and 0.30 for number of registered tuberculosis cases that indicated an acceptable average, significant inequity and a relative average distribution nationwide respectively.
文摘This paper is concerned with the optimization of the workforce scheduling for solving maintenance problems. To achieve this aim an optimsation software for (5, 7) problem was developed. The programme was written in Quick Basic. The software was designed to produce a seven day schedule for organization operating a seven day week. Hence organization operating a five day schedule wishing to change to a seven day schedule we find this software very useful. The Quick-Basic computer programme was based on Alfares [1, 2] algorithm for solving (5,7) schedule problem. Data collected from Afam power station, Nigeria was used as input data. The test result shows the software is capable of determining workforce size and assigning workers to day-off pattern. The seven-day schedule produced savings of 11% maintenance labour cost when compared with the 5-day schedule currently being practiced by the Power station [3].
文摘The necessity of lowering the mean power consumption of various facilities, due to the lack of their enormous future energy needs, led to an ongoing advance of various technologies. These technologies have been oriented towards the concept of a Reduced Ecological Footprint. Massive structures (such as building complexes and hospitals) have been redesigned and upgraded;many interior designs have been dramatically altered while new electronic devices are constantly being produced in order to revolutionize a long term perspective towards a “Green Planet” while they exhibit astonishing signal processing. Consequently, an enormous technology already exists which needs to be properly combined to a proposed methodology and to new ideas relevant to systems’ administration through automatic wireless control. This paper intends to reduce the gap between design and realization of the aforementioned research. Consequently, the primary contribution of this research is the proposal of a complete design protocol with minimized defects relevant to Reduced Ecological Footprints of Facilities (REFF) along with its beneficial advantages relevant to providing a healthy and productive work environment. This protocol consists of four main parts which are 1) the main key points-guidelines, 2) its objectives, 3) the know-how methodology for implementation in existing installations and 4) the description of the imminent benefits in workforce/human resources.
文摘Shortage of nurses is a major concern across healthcare systems. One contributing factor that has received little attention is the shortage of adequately prepared nurse faculty. The nurse shortage will be exacerbated if the supply of adequately prepared nurse faculty is insufficient. Little is known about the factors that influence nurse faculty to remain employed. Focus groups were conducted in 2011 with nurse faculty from both colleges and universities in Ontario, Canada. Six focus groups including 37 participants were held with different groups of nurse faculty in geographically diverse areas of the province. Focus group transcripts were reviewed by five members of the research team using thematic analysis strategies to identify factors related to nurse faculty intention to remain employed. Nurse faculty members’ intention to remain employed was influenced by factors that fell into four thematic categories: personal characteristics, work environment and organizational support, job content, and external characteristics. Each thematic category includes several factors reported to influence nurse faculty intention to remain employed. The “Determinants of Nurse Faculty Intention to Remain Employed” Model is hypothesized. Strategies to address modifiable factors and support non-modifiable factors are suggested to promote retention of nurse faculty. Additional research is needed to test the hypothesized model of nurse faculty intention to remain employed.
文摘The current issues in workforce development are on high competence not only in technical skills, but also in non-technical skills. The term of non-technical skills is also called as employability skills. The research with topic analysis and development ofemployability skills of polytechnic students aims to： describe supervisors＇ perceptions of the importance of the employability skills needed in the workplace; describe supervisors＇ perceptions of the students＇ level of competence at performing the employability skills; and find the attributes of employability skills that are need to prioritize for development. Research sample has been selected by using a stratified random sampling from the supervisor of last year students when they are on the job training in industry. Total 146 supervisors participated in this research. The Employability Skills Questionnaire with a five-point Liken scale was used to assess perceptions level of importance of identified employability skills and students＇ level of competence. Data were analyzed by descriptive statistics, means and standard deviations, and priority development analysis. Three main groups of the employability skills with highest important level are： workplace health and safety, self-management, and team working. Students have a high level of competence in occupational health and safety, self-management and learning skills. There are three attributes of employability skills in high priority category for developed： knowing the benefits of computer application programs are needed in the work, taking the initiative in organizing activities, and participating in learning activities to gain new experience.
