Current Job Research Articles

Psychosocial work environment in Swedish primary healthcare: a cross-sectional survey of physicians’ job satisfaction, turnover intention, social support, leadership climate and change fatigue

BackgroundPrimary healthcare, the first line of care in many countries, treats patients with diverse health problems. High workload, time pressure, poor job control and negative interpersonal experiences with supervisors have been documented in primary healthcare. The work environment in primary healthcare is also affected by several types of changes.AimWe aimed to explore the levels of job satisfaction, turnover intention, social support, leadership climate and change fatigue according to physicians in Swedish primary healthcare. We also aimed to identify and characterize physicians exhibiting both high turnover intention and low job satisfaction, i.e., “discontent with current job”.MethodsA cross-sectional survey based on a random sample of physicians working in Swedish primary healthcare.ResultsApproximately one-quarter of the respondents were discontented with their current job. Discontent was negatively associated with poor general health and change fatigue among the respondents; social support from colleagues and a favorable leadership climate showed positive associations in terms of reducing the levels of discontent with current job.ConclusionsThe findings of this study highlight the association between low levels of job satisfaction and high levels of turnover intention (i.e., discontent with current job) among physicians in primary healthcare. Moreover, these variables exhibited a strong association with physicians’ general health; poor health significantly increased the likelihood of discontent with current job. Our findings also show that experiencing change fatigue is associated with discontent with current job among physicians in primary healthcare. This knowledge can help identify and improve shortcomings within the psychosocial work environment in Swedish primary healthcare.

Infrastructure development, inequality, and employment in Sub-Saharan Africa from the professional perspectives of Kenya, Ghana, and Tanzania

This study investigates the challenges and opportunities in infrastructure development, inequality, and employment in Sub-Saharan Africa. There is a critical gap between infrastructure planning and execution, exacerbated by inadequate funding, bureaucratic hurdles, and a lack of technical expertise, leading to profound inequality in infrastructure and employment opportunities, particularly affecting rural and marginalized communities. The study aims to identify the mismatch between current job market needs and the workforce's skills, analyse the impact of rapid population growth and insufficient educational initiatives, and propose solutions for integrated infrastructure planning and equitable policy development. This research employs qualitative semi-structured interviews and thematic analysis using NVivo to gain in-depth insights into the institutional characteristics influencing infrastructure development, inequality, and employment. Findings reveal significant disparities in infrastructure and employment opportunities, with rural and marginalized communities being disproportionately affected. There is a notable mismatch between job market needs and the available workforce skills, further complicated by rapid population growth and inadequate educational initiatives. The study recommends an integrated approach to infrastructure planning that encompasses sustainability, accessibility, and equitable distribution. Policies should address inequality, ensure equitable access to infrastructure benefits, and align education and skill development with the evolving job market. Leveraging public–private partnerships is also suggested to accelerate infrastructure development efficiently. This paper contributes to the discourse on infrastructure, inequality, and employment in Sub-Saharan Africa, providing a roadmap for addressing these intertwined challenges through integrated policy initiatives.

Exploring Employee Satisfaction, Feedback, and Retention: The Impact of Workplace Support and Alignment

Any firm must prioritize employee retention if it is to survive and grow its workforce in the current cutthroat job market. The paper's main objective is to concentrate on The Well-being of the personnel in the business and their retention in the organization. This review paper offersa thorough analysis of the subject at hand. The difficulties in balancing work and life in the modern world are discussed in the paper. It also discusses the significance of retention and well-being in the workplace and how much emphasis should be placed on them by a business.

Addressing HLA Laboratory Vacancy Challenges: Insights from a Survey-Based Analysis

Abstract Introduction/Objective Laboratory vacancies pose significant challenges to institutions across diverse sectors. Understanding the landscape of these vacancies is crucial for developing effective strategies on how best to address them. The American Society of Histocompatibility & Immunogenetics (ASHI) Laboratory Professionals Recruitment Initiative (LPRI) was created to help address these issues by promoting and raising awareness of Histocompatibility and Immunogenetics (HLA) labs. This poster presents findings from a comprehensive survey conducted among various types of institutions to explore the prevailing dynamics surrounding HLA laboratory job vacancies. The primary purpose of this study is to provide a comprehensive overview of the HLA laboratory job vacancy landscape, including current vacancy rates, time taken to fill vacancies, and the perceived underlying causes attributed to these vacancies. Methods/Case Report The ASHI LPRI developed structured survey was administered to HLA laboratories represented in different service sectors, including hospital based, reference, organ procurement and independent laboratories. The survey collected data on the type of institution, current laboratory job vacancy rates, average time taken to fill vacancies, and perceived primary causes for vacancies. Data analysis was conducted to identify patterns and insights into the HLA laboratory vacancy challenges. Results (if a Case Study enter NA) The majority of respondents were from hospital-based or independent HLA laboratories, with few identifying as reference or organ procurement laboratories. Licensure or required certification was not a restricting factor in filling the vacancies. Vacancy rates for the varying institutions range between 10%- 25% with few reporting greater than 25% vacancy rate. A majority (54%) report their vacancies remain open for > 6 months. Predominant vacancy perpetuation was most attributed to lack of applicants (58%) and insufficient pay offered (41%). Conclusion The findings of this study offer valuable insights into the complexities surrounding laboratory job vacancies in the clinical HLA space. Understanding the underlying causes and dynamics of these vacancies is essential for developing targeted strategies to mitigate the problem. By addressing these challenges, institutions can enhance workforce stability and ensure optimal laboratory operations. This poster serves as a foundation for further research and policy interventions aimed at addressing laboratory vacancy challenges.

Organizational learning programs to fulfilling basic needs at work: significance for work attractiveness and turnover in strained sectors

Purpose This study aims to explore whether participation in employer-provided skills and learning programs can strengthen older workers’ abilities to carry out their work in a meaningful way so that it increases work attractiveness and a willingness to remain in the current job position. Design/methodology/approach A survey was distributed to assistance nurses, nurses and teachers, aged 55 years and older in a Swedish City (n = 1,342), analyzed descriptively and with structural equation modeling. Findings This paper showed positive relationships between active participation in organizational learning programs (OLPs) and autonomy, relatedness, competence and also attractive work. Associations are observed between participation in learning programs, e.g. mentorship, through the strengthened basic needs at work with work attractiveness and lower intention to leave, but not prolonged retirement preference. Research limitations/implications The cross-sectional quantitative design restricts drawing causal conclusions about associations. Practical implications OLPs at work may be seen as potential measures to strengthen work conditions, fulfilling basic psychological needs at work and increase work attractiveness in strained welfare sectors. Social implications There are some welfare sectors that – more than others – are strained by challenges to maintain, sustain and develop quality, knowledge and staff due to poor economic and social resources with regard to sustainability, e.g. in the educational and caring sectors. Strengthening organizational measures is needed to support sustainable development. Originality/value This study applies advanced statistical methods, in a large empirical sample, and shows the importance of skills and learning programs for job attractiveness among older workers in female-dominated, strained welfare sectors.

Burnout Syndrome among Emergency Physicians and Residents: A Systematic Review

Objectives: To study the risk factors and prevalence of burnout and its dimensions among emergency physicians in Saudi Arabia. Methods: PubMed, SCOPUS, Web of Science, and Science Direct were systematically searched for relevant literature. Rayyan QRCI was employed throughout this comprehensive process. Results: We included fourteen studies with a total of 1810 patients, and 1068 (59%) were males. The MBI-HSS was the scale used to assess burnout. The prevalence of burnout ranged from 15.57% to 76%. The following factors were associated with higher burnout risk: smokers, people using medication for sleep disorders, number of vacation days annually, number of workdays per week, female sex, single status, early medical practice participants, resident physician/surgeon employment category participants, people whose current job negatively impacted their family life, and people with back pain. Conclusion: Saudi physicians in emergency medicine have the highest burnout rates of any profession, making them particularly vulnerable to burnout. Nonetheless, there remains a high level of job satisfaction among emergency physicians, and further research is necessary to fully understand the intricate relationship between burnout and job satisfaction. Because burnout is linked to particular personality traits and particularly coping mechanisms, doctors who are at high risk of experiencing burnout should be recognized early on and appropriately consulted. In order to make progress toward the goal of effectively treating burnout syndrome in the future, more case-control studies pertaining to behavioural intervention and the promotion of healthy lifestyles are required.

Artificial Intelligence and Employee Well-Being: Balancing Technological Progressions with Human-Centric Workplace Strategies, a Research Agenda

Artificial intelligence (AI) enabled technologies are now corporate organisations' top priorities due to the availability of large data and the advent of the Internet of Things during the past ten years. AI is becoming a crucial component of business model innovation, process transformation, disruption, and gaining a competitive edge for companies adopting digital and data-centric cultures. This study investigates the implications of smart technology, artificial intelligence, robotics, and algorithms (STARA) on the future of work, with a particular emphasis on employee well-being and workplace dynamics. As futurists project that by 2025, 52% of all work functions will be automated, replacing one-third of current jobs, the rapid advancement of STARA creates both opportunities and risks. While automation has the potential to produce 133 million new jobs, it also threatens to eliminate 75 million employments, raising employee anxieties about job security and future roles. Despite the rising volume of studies on smart automation, there is still a major vacuum in our understanding of its implications on employees' mental health, well-being, and the entire workplace. This study investigates STARA's dual influence: while technology reduces physical strain and automates tedious jobs, it also raises new difficulties such as job displacement concerns and shifts in worker dynamics. The study emphasizes the need of human resource professionals to develop methods that strike a balance between technological integration and employee assistance. Key areas of focus include providing reskilling opportunities, adopting mental health initiatives, and encouraging open conversation regarding AI's expanding role in the workforce. By addressing these concerns, organisations may build a more resilient workforce that is better suited to the fourth industrial revolution. The study intends to contribute to a better understanding of how organisations may safeguard and improve employee well-being in the face of fast technological change, ensuring that STARA integration encourages innovation while simultaneously supporting a healthy and engaged workforce

Predictors of receiving work accommodations among employed breast cancer survivors with adult and child dependents at home.

211 Background: Many cancer survivors experience challenges returning to work, yet there is limited knowledge about factors that influence receiving accommodations in their jobs (e.g., flexible work hours and reduced workloads), which could affect the ability to maintain employment In the current study, we analyze if having adult and/or child dependents at home is associated with receiving accommodations and if this association is modified by occupational factors (e.g., having taken a work leave, job tenure). Methods: We analyzed self-reported, cross-sectional survey data from the PinkWorks Study consisting of 150 female breast cancer survivors. Participants were ≥18 years of age, fluent in English, had completed treatment within the past 36 months, and were working ≥ 20 hours per week both at the time of their cancer diagnosis and currently. Univariate and multiple Logistic Regressions were performed to identify job, personal, and demographic correlates with receipt of work accommodations (yes=67, no=87). Structural Equation Modelling will be performed to identify direct and indirect effects with the outcome. Results: About half of the participants were granted work accommodations. In multivariate logistic regression, we observed suggestive evidence that receiving accommodations was associated with having adult dependents at home compared to those without dependents and, identifying as Caucasian compared to non-Caucasian (aOR=1.69 CI 0.76-3.72, p=0.20; aOR=3.12 CI 0.91-10.87, p=0.07; respectively). In stratified analyses by having taken a leave from work or not, the association with adult dependents at home and receipt of work accommodations reached statistical significance among those who worked continuously (aOR=4.85, CI 1.15-20.44, p=0.03). However, for those who had taken a leave, job tenure of ≥5 years was associated with receipt of accommodations compared to those with <5 years of employment at their current job (aOR = 9.68, CI 2.00-46.91, p=0.005). The suggestive finding of a disparity by race in the full sample was maintained in both strata. Conclusions: We observed that receipt of work accommodations varied whether or not a leave of absence was taken. Additional analyses will be presented regarding other potential work-related influences on receipt of accommodations such as employer size, job type (i.e., clerical vs managerial). Familiarity of physicians with potential needs for workplace accommodations can help survivors maintain employment and subsequent quality of life. Interpretation of findings from these analyses is limited by the cross-sectional design and small sample sizes in this exploratory study.

The Effects of Field-of-Education Job Mismatch on the Current Earnings of the Recent Graduates of the University of Gambia

Access to decent and well-paid jobs is increasingly challenging for many college graduates. As a result, these graduates often turn to "nonstandard" employment, which is typically outside their field of study. This study examined the impact of field-of-education-job mismatch on the current earnings of recent graduates from the University of the Gambia. It specifically investigated how working in mismatched jobs has affected their earnings. The research focuses on the 2016-2019 cohort of graduates from the School of Arts, Sciences, and Humanities at the University of the Gambia. An explanatory sequential mixed-method design was used to examine the effects of field-of-education-job mismatch on these graduates. The quantitative phase consisted of three hundred (n=300) graduates who were selected through the use of simple random selection techniques, while the qualitative phase consisted of twenty (n=20) cases who were purposively selected from the quantitative phase based on the severity of the mismatch. The Chi-square analysis and multivariate linear regression analysis were used to ascertain the effects of field-of-education-job mismatch on the current earnings of the graduates. The results obtained from the quantitative phase revealed that the self-evaluation of participants who are currently working showed that more than half (56.4%) of the participants indicated that their field-of-study did not at all match with their current job. Only 13.3% indicated that their field of study perfectly matched their current job. The analysis showed one variable significantly related to current earnings (income) at p<0.05. However, two more variables (females and Ph.D. graduates) showed a significant relationship with current earnings among graduates at p<0.1.

Job Satisfaction and Career Happiness of Physical Education Teachers in Vocational Colleges in Sichuan Province, China

This dissertation explores the job satisfaction and career happiness of physical education teachers in vocational colleges within Sichuan Province, China. It investigates various factors contributing to job satisfaction, including work environment, wage compensation, benefits, fairness, and promotion criteria, as well as the challenges teachers face regarding workload and career progression. The research provided insights into how physical education teachers’ job satisfaction and career happiness can be enhanced, with a focus on how improving teacher management programs could foster better working conditions. This, in turn, could lead to increased teacher retention and improved educational outcomes for students. Based on the research findings, the institution offers a low financial benefits and are not able to pay the teachers a salary that meets the responsibilities they have. Generally, the teachers feel that their current job position does not align with their skill set, the promotion system in the school is not transparent, and does not reflect the proper performances and merit of the employees. Differences in demographic profiles has proved to not affect the extent of satisfaction of the physical education teachers as all teachers feel the same way towards their department’s work environment, fairness and promotion, workload, autonomy and decision-making, and job satisfaction. However, when it comes to wage, compensation and benefits, the teachers who earn more tend to be more satisfied with the wages and compensation more than the teachers who earn lesser than them. Moreover, the evaluation of the career happiness of the physical education teachers is at a high level, which suggests that the teachers are generally happy with their level of personal growth opportunities, work relationships, and attitude towards work. Hence, it could be inferred that respondents profile did not play crucial role in assessing satisfaction and career happiness but it could facilitate in social interactions that could be enriched by a supportive climate for collective sharing and foster a culture of attaining satisfaction and career fulfilment.

Work Environment, Burnout, and Intent to Leave Current Job Among Cardiologists and Cardiology Health Care Workers: Results From the National Coping With COVID Survey.

Little is known about factors contributing to burnout and intent to leave in cardiologists and other cardiology health care workers. The Coping With COVID survey assessed work conditions, burnout, and intent to leave among physicians, nurses, advanced practice providers, and other clinical staff (OCS) from April 2020 to December 2020. Single-item measures assessed work conditions, burnout (emotional exhaustion), and intent to leave. Multilevel logistic regression examined work life variables' relationships to burnout among role types and feeling valued as a mediator. Open-ended comments analyzed via grounded theory contributed to a conceptual model. Coping With COVID was completed by 1199 US cardiology health care workers (354 physician/520 nurses/198 advanced practice providers/127 OCS). Nurses were most likely to report burnout (59% nurses, 57% OCS, 46% advanced practice providers, 40% physicians, P<0.0001). Workload correlated with burnout in all groups (adjusted odds ratios [aORs], 4.1-17.4; Ps<0.005), whereas anxiety/depression related to burnout in all except OCS (aORs, 3.9-8.3; Ps≤0.001). Feeling valued was related to lower burnout in most groups. Intent to leave was common (23%-45%) and was lower in physicians and advanced practice providers who felt valued (aORs, 0.26 and 0.22, respectively; Ps<0.05). Burnout was highest for nurses in practice 16 to 20 years, and intent to leave was highest for OCS in practice 16 to 20 years. Themes contributing to burnout included personal and patient safety, leadership, and financial issues. Burnout was prevalent among cardiology health care workers and highest in nurses and OCS. Addressing factors associated with burnout in different role types may improve work life sustainability for all cardiology health care workers.

Screening for Anxiety, Depression and Panic in older adults in a Family Medicine Unit in Sinaloa, Mexico

Introduction: The most prevalent mental disorders in Primary Care are Anxiety, Depression and Panic. These are one of the main causes of health demand in hospital stay services. Objective: to determine the frequency of mental disorders in older adults at the Family Medicine Unit No. 35, Culiacán, Sinaloa, México in the period from March to November 2024. Methods: Descriptive cross-sectional study. Older adults aged 60 to 75 years without a diagnosis of any mental disorder or syndrome were included. Sample of 379 participants. Simple random probabilistic sampling. A socio-demographic data sheet and the PHQ-4 + PHQ-TP scale were used. Descriptive and inferential statistics (Chi square) p ≤0,05 were used, it adhered to ethical and legal criteria. Results: The average age was 65,59 years. 53,3 % were men, 52 % were married, 50,7 % were currently working, 35,1 % had primary education and 76 % lived in urban areas. 34 % had anxiety, 28,2 % depression and 30,6 % panic. A significant relationship was found between anxiety and marital status (χ²=5,814, p=0,05) and schooling (χ²=12,845, p=0,00). Depression was related to schooling (χ²=18,479, p=0,00) and current job (χ²=8,528, p=0,003). Panic was related to sex (χ²=17,688, p=0,00), marital status (χ²=10,935, p=0,004), current job (χ²=6,273, p=0,001) and education (χ²=13,092, p=0,004). Conclusions: Anxiety was the most common mental disorder among older adults, highlighting the need to promote accessible and effective mental health programs that address the particular needs of this age group.

Asthma control in severe asthma and occupational exposures to inhalable asthmagens

IntroductionWork-related asthma accounts for ≥25% of asthma in working-age populations, though the relationship between work exposures and symptoms is frequently missed, leading to poor health and employment outcomes. We hypothesised...

Perceptions of the current and future emergency medicine workforce.

The objectives of the study were to assess emergency medicine (EM) physician perceptions of the EM job market 2 years after "The Emergency Medicine Physician Workforce: Projections for 2030" was published in Annals of Emergency Medicine and to examine how the workforce report may have influenced perceptions about job prospects. A cross-sectional survey was conducted in 2022 of EM residents, fellows, and attendings at 21 practice sites. Main outcomes were perceptions of the likelihood of currently finding any job, currently finding a desirable job, and confidence in the future EM job market. Note that 831 of 1938 physicians (42.9%) responded. A total of 92.4% reported a high likelihood of finding any job currently, 49.8% reported a high likelihood of finding a desirable job currently, and 44.4% reported future confidence. Workforce report familiarity was associated with greater likelihood of finding a desirable job. Fellows were least confident in the future. Residents with desired Midwest location were twice as confident in the future job market; those with desired West location were less confident. Attendings 20 or more years post-training were more than twice as likely to report a high likelihood of finding a desirable job and almost twice as likely to report future confidence. Attendings in leadership were nearly three times as likely to report high a likelihood of finding a desirable job and future confidence. EM trainees and attendings have favorable perceptions of the current job market but are less confident in future prospects. As the projected surplus of EM physicians appears to have had an impact, updated projections are needed for more accurate assessments of the future of the specialty.

Gender differences in the attitudes toward cutting people vs pay

PurposeThe current research investigates the gender difference in the attitudes of current employees and job seekers (or “future” employees) to payroll cost reduction methods (downsizing vs cutting pay).Design/methodology/approachTwo studies were conducted. In Study 1, we analyzed a secondary dataset (survey data) of 2,139 employees in Ireland. In Study 2, we conducted an online experiment on 384 people in the US.FindingsStudy 1 reveals that, for males, downsizing survivors' commitment and job satisfaction levels are higher than those of employees whose pay is cut. In contrast, there were no differences in the commitment and job satisfaction levels between survivors of downsizing and pay-reduced employees for females. The analysis in Study 2 indicates that females are more attracted to organizations that utilize pay cuts over downsizing to overcome financial difficulties. In contrast, males demonstrated no differences in job-seeker attraction outcomes to organizations that chose either of these two payroll cost reduction methods. Thus, the results of the two studies indicate that females, compared to males, form less negative (or more favorable) attitudes toward pay cuts over downsizing.Practical implicationsThe findings urge organizations to consider gender differences and develop relevant mitigation plans when one method must be chosen to reduce payroll costs.Originality/valueThe outcomes of this research indicate that the selection of a payroll cost reduction method may lead to a disparate impact on gender composition in an organization.

Pengaruh Job Insecurity dan Work Stress Terhadap Turnover Intention dengan Job Satisfaction Sebagai Variabel Mediasi: Studi pada Karyawan Kantor PT Semarang Garment

Turnover Intention is a person's desire to leave their current job to get a better job than their previous workplace High turnover rate can result in problems for the company. The purpose of this study is to determine the effect of Job Insecurity and Work Stress on Turnover Intention with Job Satisfaction as a Mediation Variable at PT Garment Semarang. This study was conducted at PT Garment Semarang, with a sample taken as many as 50 people using the saturated sample method, where this saturated sample method used the entire population as respondents in the study. Data collection was carried out by distributing questionnaires using a Likert scale. The results of the study show that there is a positive influence of job insecurity on turnover intention. There is a positive influence of work stress on turnover intention There is a negative influence on job insecurity on job satisfaction. There is an influence of work stress on job satisfaction. There is an influence of job satisfaction on turnover intention. There is an effect of job insecurity on turnover intention mediated by job satisfaction. There is an effect of work stress on turnover intention mediated by job satisfaction. . Employees who have feelings of insecurity at their jobs and feel high work stress do not directly have the intention to leave the company. This is because one of the most important factors that affect the decision is work performance. This study is expected to be a reference and supporting evidence regarding the influence of each variable discussed in this study. Keywords: Job Insecurity; Work Stress ; Turnover Intention; Job Satisfaction

Nurses' Knowledge and Attitudes about Adult Post-Operative Pain Assessment and Management: Cross Sectional Study in Qatar.

Pain is a complex and challenging phenomenon. People have different pain experiences, but everyone has the right to effective pain management. Pain assessment and management are integral components of a nurse's role. To assess the knowledge and attitudes of nurses in Qatar about adult post-operative patients' pain assessment and management, and the factors that may be associated with such knowledge and attitudes. Post-operative registered nurses from all peri-operative areas at Hamad Medical Corporation participated in a cross-sectional online survey using a self-administered questionnaire. A knowledge and attitudes (K&A) score was calculated. Associations between K&A and potential explanatory variables were assessed using t-tests and one-way ANOVA. A total of 151 post-operative nurses participated in the study. The mean knowledge and attitudes (K&A) score was 19.6 ± 4.5 out of 41 (48%), indicating a large deficit in nurses' knowledge and attitudes about adult post-operative pain. There were no statistically significant differences in the mean K&A scores of participants based on gender, nationality, education level, marital status, workplace facility, current job designation, or hours of pain education. There is a significant deficit in post-operative nurses' knowledge and attitudes about pain across the nursing workforce in post-operative care. Implications for nursing education and policy: Evidence-based, innovative nursing education courses are needed to improve nurses' knowledge and attitudes about pain assessment and management. Health service policy is required to ensure that evidence-based in-service education on pain management is compulsory for all nurses. This study was not registered.

Personal Networks Supporting Workplace Learning

This paper is a case study researching personal social networks and their meaning to individual-level learning processes in the workplace. The study was based on the knowledge-creation metaphor of learning. Employees' personal networks are seen as an important component of their learning potential and competence. Methodologically, the paper presents a relatively new technique of Social Network Analysis (SNA), namely, the qualitative egocentric network interview, and a new way of presenting research findings in visual form. The context of the study is the Finnish Defence Forces (FDF) and it was conducted in three companies of one brigade-level unit of the Finnish Army. An egocentric network interview was conducted with ten Non-Commissioned Officers (NCO). The interview data was analysed with qualitative content analysis, and the networks were visualised with the Cytoscape software. The egocentric network analysis showed that the people in the same company created a major support structure for the NCOs’ workplace learning. However, nearly all NCOs had important network structures that were formed around their individual expertise and tasks. The networks varied considerably in size and composition, but had certain connecting features. The networks had three main components; one, the personnel of the NCO’s own unit provided important social support. Two, every NCO had networks related to their own specific task, and three, some NCOs had networks formed through various stages of their life that were still active and useful in their current job. The different ways in which the networks enable and support workplace learning are discussed. In addition, some methodological issues of social network analysis are addressed.

A Novel Job Similarity Index for Career Transition in the Mining Industry

In this study, with the primary goal of capturing ongoing digital transformation and automation impacts on the mining industry and its workforce, we conduct several interviews with mining industry experts in the USA and analyze our survey reports qualitatively and quantitatively through exploratory analysis. After the interpretation of the insights of industry experts, we proceed to generate a personalized and customized data analysis through a novel metric based on skills, knowledge, competencies, and occupational requirements, which quantifies the job similarities for occupations in the mining industry based on the publicly available database of the United States Department of Labor. We utilize text analytics to tokenize and classify the interviews to capture a better understanding of major response categories. The temporal analysis shows that the critical competency needs in the data science and autonomy category increases from 28% in current demands to 43%. In defining our metric, we also calculate Kullback–Leibler (KL) divergence for each job profile that enables determining whether and to what extent that job is transitionary in our test set based on the mean, standard deviation, and kurtosis of each job of interest. Our analysis reveals that the in-group job transitions are significantly easier than the between-group transitions, proving our initial assumptions and common sense. The generated heat maps provide the opportunity to present the gap between the current job and desired job profiles that provide feasible career change options, among others, offering individualized career paths for job seekers and promoting potential job transitions. Through the collection of industry-specific individual employee data, the AI system is envisaged to continue to learn as end users engage with the system, thus creating a central data hub specifically for the future workforce in the mining industry. Although the study has limitations on generalizability for qualitative assessments, it presents itself as a valuable application of how qualitative and quantitative approaches could be of value for future worker training in the mining sector.

Job satisfaction and intent to stay in neonatal nursing in England and Wales: a study protocol

BackgroundNursing shortages are an ongoing concern for neonatal units, with many struggling to meet recommended nurse to patient ratios. Workforce data underlines the high proportion of neonatal nurses nearing retirement and a reduced number of nurses joining the profession. In order to recommend strategies to increase recruitment and retention to neonatal nursing, we need to understand the current challenges nurses are facing within the profession. The aim of this study is to investigate current job satisfaction, burnout, and intent to stay in neonatal nursing in England and Wales.MethodsThis study has two parts: (1) a systematic review exploring job satisfaction, burnout and intent to stay in neonatal nursing, and any previous interventions undertaken to enhance nurse retention, (2) an online survey of neonatal nurses in England and Wales exploring job satisfaction, burnout and intent to stay in neonatal nursing. We will measure job satisfaction using the McCloskey Mueller Satisfaction Scale (MMSS), burnout using the Copenhagen Burnout Inventory (CBI) and the Nurse Retention Index (NRI) will be used to measure intent to stay. All nurses working in neonatal units in England and Wales will be eligible to participate in the nursing survey.DiscussionRetention of neonatal nurses is a significant issue affecting neonatal units across England and Wales, which can impact the delivery of safe patient care. Exploring job satisfaction and intent to stay will enable the understanding of challenges being faced and how best to support neonatal nurses. Identifying localised initiatives for the geographical areas most at risk of nurses leaving would help to improve nurse retention.