Current Workforce Research Articles

4IR modules in accounting curriculum: the university of Johannesburg in perspective

The main aim of this paper is to provide justification for the inclusion of Artificial Intelligence (AI) and other Fourth Industrial Revolution (4IR) technology innovations in the higher educational institutions’ curriculum based on evidence from modular, short-learning courses, degree and master’s programmes with particular focus on 4IR technology currently being offered by the University of Johannesburg, South Africa. In achieving this objective, this paper reviews the University’s policy document on the Fourth Industrial Revolution and various programmes and courses aligned to the 4IR, which have been designed and offered by the Department of Accountancy of the University of Johannesburg to provide both sensitization and knowledge of the 4IR technologies including AI. The content and outcomes of these courses and programmes together with target learners were reviewed. The Department of Accountancy of the University of Johannesburg in conjunction with the South African Institute of Chartered Accountants (SAICA) developed short learning programmes (SLPs) namely: Introduction to 4IR for Accountants; Introduction to 4IR for Professionals in Business; Artificial Intelligence for Accountants; Artificial Intelligence for Professionals in Business; Blockchain Technology for Accountants; Blockchain Technology for Professionals in Business. SAICA mandated their members to enroll for these courses as part of their continuous professional education. Apart from accountants, other professionals in other fields in various organisations were also encouraged to enroll for these SLPs. The findings show that in line with the institution’s policy on the fourth industrial revolution, various courses and programmes were developed to provide opportunity for the students, academics, professionals and managers to appreciate and acquire relevant knowledge on the 4IR technologies. This ensures that students are adequately prepared for the work of the future and that the current workforce are made relevant for the work of the future more so as the future is already here. The paper’s main recommendation is that other higher institutions of learning in South Africa and other parts of the world should join the train by developing course contents and providing training for students and the workforce in various field of endeavors to create ‘a better world in the future’.

Rural Surgery Experiences in General Surgery Residency Training-The Current State an ACGME Sponsored Survey of General Surgery Program Directors.

Nationwide there is a significant shortage of surgeons in rural communities, which has led to a growing interest in training more general surgeons specifically for entry into rural practice. Despite noble intentions, exactly how this training should be performed is unclear, and highly variable across programs. The Accreditation Council for Graduate Medical Education (ACGME) Surgery Residency Review Committee (RRC) sought to better understand the current state of rural focused training options in general surgery residencies. The Surgery RRC surveyed all 314 ACGME accredited surgery programs about their rural surgery training options. General surgery residency programs. One hundred thirty programs responded to the survey, of which 37 (28%) included some type of rural experience (rural track, or a required or elective rotation). Three programs had fully dedicated tracks with separate match numbers, while other programs recruited from within, or simply offered elective rotations to interested residents. There was significant variability in the structure, duration, timing, and frequency of experiences across programs. Lack of funding was identified as the number one barrier to new or ongoing development of rural surgery programs. Rural surgery training is highly variable across general surgery residency programs, ranging from dedicated rural tracks with deliberate recruitment, to short elective experiences. This mismatch of available training to current and future workforce needs is an opportunity for innovation.

Health workforce issues and challenges in the post-pandemic era.

The health workforce is an essential component of our health care delivery system. A well-trained, sufficiently sized, and diverse workforce is critical to meet the health care needs of the population. However, in this postpandemic era, many challenges persist. The following introduction describes a special collection of papers that address several key issues confronting the health workforce. It provides an overview of each article in the collection, highlighting their relevance to current workforce challenges. Each article in this series was developed by 1 of the 9 federally funded Health Workforce Research Centers.

Large Language Models in Otolaryngology Residency Admissions: A Random Sampling Analysis.

To investigate potential demographic bias in artificial intelligence (AI)-based simulations of otolaryngology, residency selection committee (RSC) members tasked with selecting one applicant among candidates with varied racial, gender, and sexual orientations. This study employed random sampling of simulated RSC member decisions using a novel Application Programming Interface (API) to virtually connect to OpenAI's Generative Pre-Trained Transformers (GPT-4 and GPT-4o). Simulated RSC members with diverse demographics were tasked with ranking to match 1 applicant among 10 with varied racial, gender, and sexual orientations. All applicants had identical qualifications; only demographics of the applicants and RSC members were varied for each simulation. Each RSC simulation ran 1000 times. Chi-square tests analyzed differences across categorical variables. GPT-4o simulations additionally requested a rationale for each decision. Simulated RSCs consistently showed racial, gender, and sexual orientation bias. Most applicant pairwise comparisons showed statistical significance (p < 0.05). White and Black RSCs exhibited greatest preference for applicants sharing their own demographic characteristics, favoring White and Black female applicants, respectively, over others (all pairwise p < 0.001). Asian male applicants consistently received lowest selection rates. Male RSCs favored White male and female applicants, while female RSCs preferred LGBTQIA+, White and Black female applicants (all p < 0.05). High socioeconomic status (SES) RSCs favored White female and LGBTQIA+ applicants, while low SES RSCs favored Black female and LGBTQIA+ applicants over others (all p < 0.001). Results from the newest iteration of the LLM, ChatGPT-4o, indicated evolved selection preferences favoring Black female and LGBTQIA+ applicants across all RSCs, with the rationale of prioritizing inclusivity given in >95% of such decisions. Utilizing publicly available LLMs to aid in otolaryngology residency selection may introduce significant racial, gender, and sexual orientation bias. Potential for significant and evolving LLM bias should be appreciated and minimized to promote a diverse and representative field of future otolaryngologists in alignment with current workforce data. NA Laryngoscope, 135:87-93, 2025.

PERSPECTIVES OF PERSON-CENTEREDNESS ACROSS LONG-TERM CARE AND COMMUNITY-BASED SETTINGS

Abstract Within long-term care, person-centeredness is key to providing quality care to people living with dementia. However, there are discrepancies on how long-term and community-based organizations provide care that is person-centered and how it is integrated within their organizations and among staff. To better understand the concept of person-centeredness within long-term and community-based services, we conducted three focus groups with members of the Alzheimer’s Association Dementia Care Provider Roundtable, which consists of leadership of long-term and community-based care organizations. Prompts asked questions on person-centeredness in relation to current organizational systems, care, and workforce. Overall, themes emerged on types of care that are delivered in a person-centered way, challenges in delivering care in a person-centered care, the integration of person-centeredness into staff training, and if person-centered is the correct term to use. Additionally, discussion included integrating technology in a more person-centered way to benefit both the staff and the person living with dementia. Understanding these themes may help to provide recommendations on how to create guidelines for training staff and integrate person-centered care with the long-term care workforce more effectively.

The U.S. Radiologist Workforce: AJR Expert Panel Narrative Review.

The U.S. radiologist workforce has experienced periods of growth as well as stagnation and downturns, with concerns of radiologist oversupply during tight job markets followed by perceived workforce shortages. Major issues facing the radiologist workforce today include: impacts of accumulated policy changes; mismatch between the demand for radiologist services and the current size of the radiologist workforce; dissatisfaction, turnover, and burnout among radiologists; challenges in radiology resident education due to employment trends; and the promise and challenges of artificial intelligence. To address current and future workforce shortages, radiology as a profession must adapt to ongoing stresses and the changing care ecosystem by promoting appropriate utilization, leveraging all existing workforce reserves, and embracing innovation. In this AJR Expert Panel Narrative Review, we explore the recent history of the U.S. radiologist workforce; examine the political, social, and educational milieus faced by current and future radiologists; and consider the effects of disruptive technology.

The Pedagogy of Hospitableness: A transformative approach for hospitality workforce development

The ability to deliver hospitable service is essential for hospitality professionals in tailoring authentic and emotionally resonant guest experiences. However, limited attention has been given to how such a Hospitable Service Mindset (HSM) can be developed in the current and future hospitality workforce. Grounded in Transformative Learning Theory (TLT) and through qualitative interviews with hospitality trainers and educators, this study proposes the “pedagogy of hospitableness,” a framework encompassing conditions and practices that trigger, support, amplify, and accelerate the development of an HSM across formal and informal learning settings. The findings contribute to the expansion and advancement of TLT through the integration of social and emotional dimensions and the emphasis on connectedness as a crucial element in transformative learning. The study also demonstrates the applicability of TLT in hospitality workforce development settings, providing insights for industry trainers and educators on effectively nurturing hospitableness.

Understanding Pediatric Anesthesiology Fellowship Interest: A National Survey of the Resident Experience.

The field of pediatric anesthesiology faces an impending shortage of fellowship-trained physicians. Despite this projection, fewer anesthesiology residents are opting to pursue a fellowship. To better understand the current perspective and motivation of trainees to pursue a career in pediatric anesthesiology, we surveyed anesthesiology residents across the United States. Our primary aims were to assess the understanding of the current workforce shortage as well as explore the impact of both exposure and characteristics of the anesthesia resident rotation on the decision to pursue pediatric anesthesiology fellowship. A 25-question Qualtrics survey was distributed to members of the Pediatric Anesthesia Leadership Council and Education Committee within the Society for Pediatric Anesthesia and to anesthesiology residency program directors based in the United States. The survey received 201 responses. Of the respondents, 29% were in Clinical Anesthesia Year 3, 25% in Year 2, 19% in Year 1, and 10% in their intern year. The analysis revealed that self-reported adequate exposure to high-acuity cases and advanced procedures (arterial lines, central lines, and nerve blocks) significantly increased the likelihood of planning to pursue pediatric anesthesiology fellowship (adjusted Odd Ratio 8.47, 95% Confidence Interval, 1.65-43.4). Perceptions of faculty teaching, mentor availability, planned practice environment, and the presence of fellowship programs at the institution were not significantly associated with intentions to pursue pediatric anesthesiology fellowship. The journey toward specializing in pediatric anesthesiology is influenced by a complex interplay of factors. Among these, enhanced exposure to challenging cases and advanced procedures during the residency phase is emerging as a critical element. Such exposure not only equips residents with the necessary skills and confidence to handle complex pediatric anesthesia cases but also plays a pivotal role in attracting more trainees to this essential subspecialty.

The impact of game play on dementia knowledge: A student evaluation of the Dementia Inequalities Game.

Background: People with dementia and carers can face many barriers, or inequalities, in accessing a diagnosis or care. These barriers are unjust and can be addressed by the right interventions, to ensure that everyone receives equitable access to diagnosis and care. A lack of knowledge about dementia in the health and social care workforce is a recognised barrier. The Dementia Inequalities Game was co-produced with people with personal, professional, and voluntary sector experiences of dementia, and offers an educational tool to educate people about dementia and associated inequalities and overcome this knowledge gap in the current and future (in training) workforce. Aims: The aim of this study was to assess the impact of playing the co-produced Dementia Inequalities Game on knowledge about dementia and associated inequalities in health care, allied health professional, nursing and psychology students.Methods: We conducted 11 game play workshops as part of regular teaching in undergraduate and postgraduate courses in psychology, nursing, occupational therapy, physiotherapy, orthoptics, and radiography at one University in the North of England. Students did not have to partake in the workshops. Participating students completed a brief before and after knowledge questionnaire about dementia and inequalities. Paired samples t-tests were used to compare ratings of knowledge of dementia and associated inequalities before and after game play.Findings: Three-hundred-and-eighteen students took part in the workshops, with 312 fully completed questionnaires. The largest cohort of students (49%) were studying for a degree in nursing. Playing the game significantly increased knowledge about dementia (p < .001) and dementia inequalities (p < .001).Implications: Playing the Dementia Inequalities Game is an effective tool to improve knowledge about dementia and associated inequalities in health care and psychology students. Using the game as an educational and sociable intervention in health and social care professionals is a next avenue to test.

The Impact of Professional Governance on Hope, Resilience, and Empowerment.

The purpose of this cross-sectional descriptive study was to examine the relationship of professional governance, resilience, and empowerment among RNs in clinical practice in 1 healthcare system. Given the emotional and physical demands of nursing, especially in recent years, exploring ways that hope-inducing and resilience-building models can support professional practice is vital to the current and future nursing workforce. An anonymous survey consisting of demographic questions, the Adult Hope Scale, Connor-Davidson Resilience Scale, and the Conditions for Work Effectiveness Questionnaire II was offered to 1450 RNs in a nonprofit community-based healthcare system for volunteer participation. Nurses who formally participated in professional governance nursing councils reported higher hope, resilience, and work effectiveness scores compared with nurses who did not participate in professional governance. Based on these initial results, encouraging and creating avenues for the participation of RNs in professional governance are paramount to build a resilient, hopeful, and empowered workforce.

Addressing Today's Software Risks Requires an Assurance-Educated Workforce

There is a significant gap in the current acquisition and engineering workforce's knowledge, skills, and support resources needed to address software and supply chain risk. This gap is widened by two factors: the growing reliance on software to handle system functionality and the exponential increase in cyber attacks. These factors underscore the importance of ensuring that all acquisition software functions as intended and is free from vulnerabilities that can create or contribute to existing cybersecurity issues. However, acquirers, developers, program managers, systems engineers, and decision makers typically lack the knowledge required to create and comply with these requirements. Determining who should be trained and how they should be trained has been an ongoing discussion in the software community for several years. In this paper, we summarize the efforts currently underway to address gaps in workforce knowledge, skills, and support resources based on recent publications and panel discussions held by the Software Assurance Supply Chain (SSCA) forum.

Work-life Balance towards Employee Well- being and Productivity in Malaysia Private Sector

To date, work-life balance (WLB) has been a focus topic especially towards the work and family domains. With the change of workplace psychology and value mapping, the current workforce heterogeneously, workforce nowadays may value it beyond family. This study is looking to discover and determine work-life balance among Malaysian working adults. The focus is on the relationship of flexibility, motivation, job satisfaction, workplace support, and technological adaptation. Through a survey of 100 participants, this research uncovers key factors contributing to work-life balance, offering insights for employers and policymakers to enhance employee wellbeing and productivity in Malaysia. The findings highlight the significance of tailored workplace practices that address these determinants to foster a balanced and healthy work environment.

Healthcare Professionals' Views on the Use of Passive Sensing and Machine Learning Approaches in Secondary Mental Healthcare: A Qualitative Study.

Globally, many people experience mental health difficulties, and the current workforce capacity is insufficient to meet this demand, with growth not keeping pace with need. Digital devices that passively collect data and utilise machine learning to generate insights could enhance current mental health practices and help service users manage their mental health. However, little is known about mental healthcare professionals' perspectives on these approaches. This study aims to explore mental health professionals' views on using digital devices to passively collect data and apply machine learning in mental healthcare, as well as the potential barriers and facilitators to their implementation in practice. Qualitative semi-structured interviews were conducted with 15 multidisciplinary staff who work in secondary mental health settings. Interview topics included the use of digital devices for passive sensing, developing machine learning algorithms from this data, the clinician's role, and the barriers and facilitators to their use in practice. Interview data were analysed using reflexive thematic analysis. Participants noted that digital devices for healthcare can motivate and empower users, but caution is needed to prevent feelings of abandonment and widening inequalities. Passive sensing can enhance assessment objectivity, but it raises concerns about privacy, data storage, consent and data accuracy. Machine learning algorithms may increase awareness of support needs, yet lack context, risking misdiagnosis. Barriers for service users include access, accessibility and the impact of receiving insights from passively collected data. For staff, barriers involve infrastructure and increased workload. Staff support facilitated service users' adoption of digital systems, while for staff, training, ease of use and feeling supported were key enablers. Several recommendations have arisen from this study, including ensuring devices are user-friendly and equitably applied in clinical practice. Being with a blended approach to prevent service users from feeling abandoned and provide staff with training and access to technology to enhance uptake. The study design, protocol and topic guide were informed by a lived experience community group that advises on research projects at the authors' affiliation.

“Suiting up”: Preparing workforces to take on the mantle of preventing child maltreatment from a public health perspective

Internationally, particularly in anglophone countries, there are increasing calls for a new vision for child welfare involving significant shifts in service delivery from a statutory intervention focus to systems based on public health approaches. The impetus for change includes the rapidly growing demand for services, chronic workforce challenges, systemic inequities, systemic failings, disproportionate representation of disadvantaged groups, and poor outcomes for many children subject to child protection intervention. Research suggests that public health approaches, focusing on primary prevention and population-wide delivery of interventions, are more likely to support the safety and wellbeing of children and families across the community, reducing the escalation of risk and the need for statutory intervention. Despite this, the preparation of the child welfare workforces across health and social care sectors required to implement public health approaches, and implications of current workforce shortfalls for such a transition has received little attention. Drawing on the findings from a child welfare workforce study in Australia (Russ et al., 2022), this paper considers the workforce challenges present in current neo-liberal child protection systems and looks to what is needed to engage families and communities, ‘suit up’ and equip workforces for preparing for system reform to shift the dial from risk-oriented responses to the prevention of child maltreatment across the entire community.

The PRE-registration podiatry: Accessible recruitment and employment (PREPARE) project: A commentary on the novel approach to the podiatry workforce crisis in Glasgow.

The profession of podiatry is facing significant workforce challenges and urgent solutions are required to increase workforce capacity. Apprenticeship models are available in England but as yet, not available in Scotland. This paper explores the local context of the current workforce challenges and summarises a novel solution collaboratively developed in Glasgow. A collaborative initiative between NHS Greater Glasgow and Clyde and Glasgow Caledonian University developed the PRE-registration Podiatry: Accessible Recruitment and Employment (PREPARE) Project. Creative use of vacancy savings are being used to employ a limited number of individuals on a whole-time Band 5 Annex 21 basis at the start of their podiatry degree for the duration of their studies. Academic timetables were consolidated with no change to module or learning outcomes with candidates spending 3days per week on academic studies and 2days per week employed within the host podiatry service during term time. If academic milestones are achieved, substantive Band five opportunities are available once registration is achieved. This project opens opportunities for graduate level study to the support workforce and others not in a position to pursue traditional models of full-time education. To date, two additional health boards in Scotland have adopted this model and it has the potential to be a national approach for Scotland. High applicant numbers were achieved demonstrating increased interest in podiatry from this approach. This project has the potential to have a transformative impact on educating and training the future workforce, potentially being adopted by other professions facing similar workforce challenges.

Impact of State Abortion Policies on Family Medicine Practice and Training After Dobbs v Jackson Women's Health Organization.

The Dobbs v Jackson Women's Health Organization (Dobbs) Supreme Court decision revoked the constitutional right to abortion. Now, restrictive state abortion laws may contribute to the shortage and strain already felt in primary care practice, especially related to the provision of reproductive health care. The purpose of this study is to evaluate perceived impacts of state abortion legislation on family medicine clinicians' practice and medical education regarding reproductive health care. Ten questions were added to the 2022 Council of Academic Family Medicine Educational Research Alliance general membership survey to evaluate impact on relevant themes in reproductive health care and training after the Dobbs decision. Responses were categorized by severity of restriction of state abortion policies. Of 1,196 respondents, 49.7% reported employment in states with very restrictive or restrictive abortion policies. The 991 respondents with clinical responsibilities reported significant (P <.05) changes in their counseling practices, clinical decision making, worry of legal risks, and trust in patients' self-reported reproductive medical history, compared with peers in protective states. Perceived patient trust toward clinicians remained unchanged. Almost one-half of clinical respondents reported an absence of reproductive health care guidance or recommendations. Restrictive abortion policies significantly (P <.05) reduced the desirability and confidence in resident training programs. Reported changes to clinical activities and training, coming early after the Dobbs decision, affect our current and future workforce and therefore, our patients. Future studies are needed to document continued impact of state restrictions and inform policy to support family medicine clinicians in reproductive health practice and education.

Future workforce skills for hospitality and tourism business in Thailand

Currently, the hospitality and tourism industry in Thailand is at a state of great flux. This, therefore, calls for a highly competent and versatile workforce to deal with this situation. For this paper, we shall attempt at providing an overview of the current skill set from the current workforce involved in the hospitality and tourism industry in Thailand. We also attempt to identify the prevailing opinions of the managerial personnel on different work aspects, which include the perception of the skills that Thai workers possess. Moreover, the paper looks at what the managers would want and hope for in the future workforce, and the strategies applied to develop such skills in workers soon. This qualitative research approach is employed to dig deep into the minds of key decision makers in Thailand by way of in-depth, one-on-one, or small group interviews to document and consolidate the insights and viewpoints of distinguished executives and top-level decision makers belonging to prestigious hotel and tourism conglomerates in Thailand. The findings of our research unmistakably indicate that the hospitality industry in the country is doubtless in a growth and prosperous period, where it successfully meets various and constantly changing preferences among tourists coming for different purposes. With the tourism industry in Thailand mushrooming, it is vital to establish what has contributed to such success. With more and more people globe-trotting and with tourists pouring in droves into Thailand, the need for a skilled workforce within the hospitality industries is at an all-time high. It therefore becomes relevant during these times of change to identify the skillset of the personnel at work within this vibrant industry. Deep inside the minds of managerial professionals, we can gain a clear insight into how they perceive the current workforce. By conducting comprehensive interviews on an individual and small group basis, we hope to capture the capability and strengths of the Thai workforce with a great degree of subtlety. Second, we also attempt to find out what aspirations and expectations the managers have from the future workforce. The resulting skills and competencies will have to be identified as the industry continues to evolve, but by exploring strategies utilized to develop such skilled labor, we expose the preparations being made for the workforce of tomorrow. Our qualitative research methodology enables us to interact directly with key decision-makers in the industry. We have thus gathered much information and opinion by involving those senior executives and senior-level decision makers of reputed hotel and tourism conglomerates. Their valuable insights helped us to closely look into the current scenario and aspects which still needed to be improved. Our findings clearly revealed that the hospitality industry in Thailand is one of the fastest growing and most successful sectors. It has satisfactorily adapted to the increasing and changing tastes and preferences of the tourists coming from different parts of the world. On the other hand, innovation and high-quality service have allowed this industry to satisfactorily address the needs and desires of its guests. Conclusion Our study puts light on the change which the hospitality and tourism industry of Thailand is experiencing at present. The following sections provide a broad outline of the skillset of the workforce, based on in-depth interviews with managerial professionals. We have taken a closer look at what industry leaders expect and/or hope for in the future workforce, and how they are developing the skills necessary to meet those expectations. This research supports the notion that the hospitality industry is increasing its growth to meet the demands of a multifaceted global customer base.

Public health resilience and recovery in Ukraine: Academic partnerships to improve population health

Abstract Background Strengthening the public health workforce is among top priorities for the transformation of Ukraine’s public health system. As part of the USAID Public Health System Recovery and Resilience Activity, an Academic Partnership Collaborative brought together three Ukrainian universities (National University Kyiv-Mohyla Academy, I. Horbachevsky Ternopil National Medical University, Sumy State University), two American universities (Temple University and Drexel University), and the All-Ukrainian Association of Public Health Specialists (UPHA) to enhance the competencies of public health graduates in Ukraine. Objectives The collaborative focuses on strengthening the Ukrainian universities’ public health curricula and the teaching and research competencies of the Ukrainian faculty, making the curricular changes in Ukraine better aligned with US and European academic standards. The university partners are collaborating with the newly established UPHA in building partnerships with peer organizations in the US (American Public Health Association) and Europe (EuPHA) and sharing advancements in public health education with the broader community of public health practitioners in Ukraine to enhance their competencies to improve population health and align with European systems of public health. Results We have established linkages among all partners via an initial meeting in Uzhhorod, Ukraine in April 2024. We anticipate results by November 2024 to include curriculum review recommendations, coaching on prioritized topics for the Ukrainian partners, faculty development plans, and the establishment of continuing professional development programs in collaboration with UPHA. Conclusions Through this partnership, selected Ukrainian universities will have an enhanced and sustainable capacity to train the public health workforce and will become leading examples for other public health programs to simulate and collaborate with beyond the project. Key messages • Ukraine’s resilience and recovery relies upon the strength of the current and future public health workforce; mechanisms for building public health training are essential to a healthy population. • A collaborative process of strategic activities among American and Ukrainian universities and professional associations can be effective in building a resilient public health system in Ukraine.

Exploring the effectiveness of the Career Guidance and Counseling Program on the perceived readiness for the job market: a lived experience among nursing students.

The current workforce demands that nursing graduates possess the necessary skills and knowledge to perform in complex clinical and professional environments. Career guidance can potentially improve students' job readiness by increasing their confidence in career pursuits, simplifying career decisions, and helping them address decision-making challenges. This phenomenological study aimed to explore nursing students and interns' perspectives on the effectiveness of the Career Guidance and Counseling Program (CGCP) and its impact on their readiness for the job market through their lived experiences while participating in the program. Data were collected through in-depth semi-structured interviews with a purposive sample of 28 Saudi university students and continued until data saturation was reached. Thematic analysis was used for the data analysis. Seven themes emerged: personal experiences with the CGCP, the program's importance, effectiveness, benefits, strengths, and weaknesses, and recommendations for improvement. Overall, participants expressed gratitude for the CGCP and believed that it would positively impact their future career success. They also felt that the program provided them opportunities to share ideas, information, and concerns, thereby improving their career decision-making and adaptability. The results show that CGCP positively affected participants' lives by providing support, guidance, and resources for informed career decision-making, developing essential career-related skills, and navigating career transitions. These findings have practical implications for nursing colleges implementing similar programs for better integration into the curriculum and for the continuity of such vital programs to help students. Future studies should explore this topic in different colleges and specialties.

Factors affecting retention of occupational therapists in adult mental health service: A systematic review with narrative synthesis

Introduction: There are over 43,000 occupational therapists across the United Kingdom, with mental health occupational therapists being acknowledged as a main workforce of OT services. However, staff shortages are occurring, and urgent action is needed to retain this important workforce. Methods: The systematic literature search was conducted in the CINAHL, PsycINFO and Scopus databases to identify research literature published since 2008. Due to the heterogeneity of the included studies, a narrative synthesis was utilized. Results: A total of 20 studies (21 papers) were included in the review. Five thematic factors – well-being at work, organizational work environment factors, job resources, supervision and staffing, along with various subtheme factors emerged from the synthesis. The findings suggest that retaining mental health occupational therapists is a complex issue, affected by many factors. The study emphasizes the triangular relationship among three aspects of well-being (job satisfaction, professional identity and burnout) at work and introduces the concept of a ’Retention Ecosystem’. This illustrates how subtheme factors interconnect and influence the retention of mental health occupational therapists. Conclusion: The retention of mental health occupational therapists is revealed to be a multifaceted challenge. There is a need for developing more targeted, meaningful and holistic strategies for retaining the current mental health occupational therapist workforce.