Employment Settings Research Articles

A meta-study of Journal of Creativity in Mental Health (JCMH) from 2005 to 2017

ABSTRACT Author and article publication characteristics in the Journal of Creativity in Mental Health were reviewed from the first 12 years of the journal’s publication history for this meta-study. Results were coded and statistically analyzed to identify trends in areas such as number of authors, sex of authors, employment setting, departmental affiliation, topical content, publication year, and types of research including research design, sample size, types of participants, and statistical procedures.

A Meta-Analysis of Video Modeling Interventions to Enhance Job Skills of Autistic Adolescents and Adults.

Autistic transition-aged youth and young adults face many societal barriers to competitive integrated employment (CIE). Existing evidence-based practices (EBPs) for autistic individuals, such as video modeling (VM), may be a viable on-the-job training method to enhance employment experiences and outcomes for this population. The purpose of this meta-analysis was to synthesize VM studies to teach job skills for autistic individuals. We applied the Council for Exceptional Children's (CEC) Standards for Evidence-Based Practices in Special Education to evaluate the methodological rigor of included studies using a weighted coding scheme. We further evaluated methodologically sound studies by calculating an omnibus Tau-U effect size. Twenty articles met our inclusion criteria, and 11 of those studies were classified as methodologically sound according to the CEC's criteria. Results indicate that VM is an EBP to improve job skills of autistic individuals. The overall effect size for methodologically sound studies was strong (0.91), but most studies occurred in contrived or school-based employment settings rather than CIE settings in the local labor market. Employers, transition professionals, and related service providers can consider VM a viable method to teach job skills to autistic employees. However, additional research conducted in CIE settings is needed to better understand the effects of VM in contexts where autistic employees earn regular wages. Why was this study done?: Autistic adolescents and adults often experience barriers obtaining employment in their local communities. They may also benefit from on-the-job supports for successful employment. Video modeling is one intervention technique that has been used to teach a variety of skills to autistic individuals. Video modeling involves creating short video clips that show the person how to do specific skills or tasks. We wanted to learn about how video modeling has been used to teach job skills to autistic employees.What was the purpose of this study?: The purpose of this study was to evaluate the quality of research studies that used video modeling to teach job skills to autistic employees. Understanding how video modeling interventions can be used in employment settings may help autistic employees have more positive work experiences.What did the researchers do?: The researchers analyzed the video modeling research studies with autistic participants aged 14 years or older. We evaluated the quality of each study, type of employment setting, type of job skill, and how much the job skills improved. We used a criteria established by a professional organization, the Council for Exceptional Children, to evaluate the quality of the research studies.What were the results of the study?: We analyzed 20 research studies and found that video modeling was an overall effective intervention to teach job skills to autistic adolescents and adults. However, most of the studies focused on general job tasks rather than employment-related social skills. In addition, most of the studies were conducted in employment settings where the autistic employees did not earn regular wages, such as school settings or internships. We encourage future researchers to study how video modeling can be used to promote competitive integrated employment in community settings.What do these findings add to what was already known?: Prior research studies have used video modeling to teach skills such as academic, play, and social skills to autistic children and youth. This study showed us that video modeling is an effective intervention to teach job skills to autistic adolescents and adults.What are the potential weaknesses of the study?: There are disagreements about how to evaluate the quality of research studies in the field of special education. We used a popular criterion by the Council for Exceptional Children organization, but our results may be different from other researchers. We also did not find a large number of studies, so some of our findings should be considered with caution.How will these findings help autistic adults now or in the future?: These findings demonstrate that video modeling is an effective on-the-job training method for autistic employees. Autistic adults can use video modeling at work to learn new job skills. Employers, job coaches, and secondary transition professionals could use brief videos to support autistic employees.

Neurologic Music Therapy via Telehealth: A Survey of Clinician Experiences, Trends, and Recommendations During the COVID-19 Pandemic.

This cross-sectional survey investigated the transition of Neurologic Music Therapy (NMT) services from in-person (pre-COVID-19) to telehealth (since COVID-19) to (1) determine whether the use of an NMT paradigm contributes to the successful transition of therapy services to telehealth, (2) identify which NMT domains and techniques are transferable from in-person to telehealth, (3) identify whether there are differences in the transition of NMT services across different employment settings, and (4) evaluate the potential benefits and challenges of telehealth NMT. An online survey comprised of 49 closed and open-ended questions was distributed by the Academy of Neurologic Music Therapy to 2,778 NMT affiliates worldwide. The survey sought information on demographics, telehealth perceptions, technology, assessment, clinical practice, safety, and caregiver involvement. Quantitative and qualitative analyses were applied. Eighty-one participants answered the survey and the 69 who completed the survey in its entirety were included in the analysis. Results indicated that the frequency of NMT technique usage had no impact on the overall number of clinical hours retained over telehealth. Correlation analysis revealed an association between more frequent NMT usage and perceived likelihood of using telehealth in the future (i.e., once COVID-19 is no longer a major threat), as well as with fewer group sessions lost over telehealth. All NMT domains transferred to telehealth, although within the sensorimotor domain, fewer therapists implemented rhythmic auditory stimulation for telehealth sessions compared to in-person. Overall, NMTs had fewer hours for telehealth compared to in-person regardless of employment setting. Technological challenges were notable drawbacks, while major benefits included the ability to continue providing NMT when in-person sessions were not possible, increased accessibility for remote clients, and positive outcomes related to increased caregiver involvement. Based on the results, our recommendations for implementing telehealth in Neurologic Music Therapy include integrating telehealth into routine care, mitigating safety concerns, identifying those who could benefit most from remote delivery, involving caregivers, and developing/sharing resources for telehealth NMT.

The 2020 National Nursing Workforce Survey

<h3>Background</h3> Every two years, the National Council of State Boards of Nursing (NCSBN) and the National Forum of State Nursing Workforce Centers (Forum) conduct the only national-level survey focused on the entire U.S. nursing workforce. The survey generates data on the supply of registered nurses (RNs) and licensed practical nurses/licensed vocational nurses (LPNs/LVNs). These data are especially crucial in providing information on emerging nursing issues which in 2020 was the significant burden placed on nurses and the healthcare system by the coronavirus (COVID-19) pandemic. <h3>Purpose</h3> To provide data critical to planning for enough adequately prepared nurses and ensuring a safe, diverse, and effective healthcare system. <h3>Methods</h3> This study used a national, randomized sample survey of 157,459 licensed RNs and 172,045 LPNs/LVNs. Data from 42,021 RN respondents and 39,765 LPN/LVN respondents were collected between February 19, 2020, and June 30, 2020. Data included nurse demographics, educational attainment, employment, practice characteristics, and trends. <h3>Results</h3> The total number of active RN and LPN/LVN licenses in the United States were 4,198,031 and 944,813, respectively. The median age of RNs was 52 years and 53 years for LPNs/LVNs. The nursing workforce has become more diverse than in any other study year as nurses between 19 and 49 years of age have introduced greater racial diversity. Findings suggest the nursing workforce is becoming increasingly more educated and experienced. An average of 83% of all nurses who maintain licensure are employed in nursing with roughly two-thirds working full-time. Hospitals and nursing/extended care facilities continue to be the primary practice setting for RNs and LPNs, respectively. More than one-fifth of all nurses reported they plan to retire from nursing over the next 5 years. Nursing incomes have remained essentially flat over time. <h3>Conclusion</h3> Employment setting, age, diversity, and education have all changed over the last 2 years. Challenges will continue in the nursing workforce such as matching workforce diversity to the population, compensation, and opportunities; preparing for the large numbers of nurses retiring; exploring the role of nurses in new practice settings; and changes in healthcare delivery modalities such as telehealth.

Communicating During COVID-19: The Effect of Transparent Masks for Speech Recognition in Noise.

The purpose of this study was to assess the speech recognition in noise when using a transparent mask that allows greater visibility of the talker's face compared to an opaque mask in persons with normal and impaired hearing via an online format. A repeated-measures design was used to evaluate the auditory-visual recognition of sentences recorded in background noise with transparent and opaque face masks, and without a mask (N = 154). In a smaller follow-up study (N = 29), the same files were presented via auditory-only presentation to determine if differences observed in the transparent and opaque mask conditions were attributable to additional visual cues or to acoustic differences between the recordings of the two mask types. Listeners completed the 40-minute online session on a computer, laptop, or tablet in a quiet room via their personal listening devices (earbuds or hearing assistive device). The adult volunteers who used English as their first language were recruited through social media links and email and categorized into three groups: normal hearing and confirmed or suspected hearing loss either with or without the use of assistive listening devices. Auditory-visual recognition of sentences recorded with the transparent mask was significantly better (M = 68.9%) than for sentences recorded with the opaque mask (M = 58.9%) for all participants. There was a trend for those who used hearing assistive technology to score lower than the other two groups who had similar performance across all conditions regardless of the mask type. Subjective ratings of confidence and concentration followed the expected pattern based on objective scores. Results of the auditory-only presentation of the sentences to listeners with normal hearing suggested that the transparent mask benefits were not attributable to an acoustic advantage but rather to the addition of the visual cues of the talker's face available through the transparent mask. In fact, performance in the auditory-only presentation was significantly lower with the transparent mask (M = 40.7%) compared to the opaque mask (M = 58.2%). Use of transparent masks can significantly facilitate speech recognition in noise even for persons with normal hearing and thus may reduce stressful communication challenges experienced in medical, employment, and educational settings during the global pandemic. To mitigate the spread of COVID-19 and facilitate communication, safety-approved transparent masks are strongly encouraged over opaque masks.

Return to Driving After Moderate-to-Severe Traumatic Brain Injury: A Traumatic Brain Injury Model System Study

ObjectiveDescribe who is able to return to driving (RTD) after moderate-to-severe traumatic brain injury (TBI), when this occurs, who maintains that activity, and the association with outcome. DesignCross-sectional descriptive study. SettingEight follow-up sites of the TBI Model Systems (TBIMS) program. Participants618 participants enrolled in the TBIMS and 88 caregivers (N=706). InterventionsNot applicable. Main Outcome MeasuresA survey was completed from 1-30 years postinjury focusing on RTD. Descriptors included demographic information, injury severity, and current employment status. Outcome was assessed at the time of the interview, including depression, quality of life, functional status, and community participation. ResultsOf 706 respondents, 78% (N = 552) RTD, but 14% (N = 77) of these did not maintain that activity. Of those who RTD, 43% (N = 192) did so within 6 months of the injury and 92% did so within 24 months postinjury. The percentage of people driving after TBI did not differ significantly based on age at time of injury or follow-up. There were significant differences between drivers and nondrivers with respect to severity of injury, seizures, race, education, employment, rural vs urban setting, marital status, and family income. We performed a multivariate logistic regression to examine the association between driving status and demographic variables, adjusting for other variables in the model. The strongest associations were with current employment, family income, race, seizures, and severity of injury. Driving was associated with greater community participation, better functional outcomes, fewer symptoms of depression, and greater life satisfaction. ConclusionsOver a span of 30 years, three-quarters of people experiencing moderate-to-severe TBI return to driving a personal vehicle, although not everyone maintains this activity. Employment, race, family income, and seizures are strongly associated with RTD.

The Professional Counselor: Author and Article Characteristics from 2011 to 2019

This meta-study evaluates publication patterns and trends occurring in the first 9 years of The Professional Counselor (TPC). Both author (e.g., gender, domicile, employment setting, top individual and university contributors) and article characteristics (e.g., topic, research design, participant type, sample size, statistics) are identified, with a particular focus on research articles. Almost 64% of lead authors and all authors were women, 92.1% of lead authors were affiliated with universities, and 3.4% of lead authors were internationally domiciled. From 2011–2019, the University of Central Florida featured the greatest number of lead authors, and the top author overall was Dr. Kathleen Brown-Rice. About 58% of published works were research articles, and of those, 69% used quantitative design methodology. Nearly all coded research variables were stable over time, except for participant types, as the proportion of adult participant samples increased while undergraduate participant samples decreased over time.

Meta-Study of Journal of LGBTQ Issues in Counseling Publication Patterns from 2006–2019

Abstract Submission patterns of articles accepted for publication in the Journal for LGBTQ Issues in Counseling from 2006 to 2019 are reviewed. Trends are analyzed in author characteristics (e.g., nation of domicile, employment setting, contributing authors and institutions) and article content (e.g., topic, methods, participants, statistical procedures).

Higher Education and Employability Skills: Barriers and Facilitators of Employer Engagement at Local Level

This research examines the barriers and facilitators to employers’ engagement with higher education institutions. The data were collected through interviews with a set of employers (n = 19) in the Northern region of Portugal, V.N.de Famalicão, in 2019. We begin by exploring employers’ engagement activities as a potential solution to address local-level skill problems. Empirical evidence suggests that the engagement activities are mostly passive as firms use higher education largely as a recruitment channel. The differences in organizational goals and culture are the most cited barriers to the lack of more active engagement. Some efforts have recently been made to strengthen the ties between higher education and employers, notably through a local multi-stakeholder partnership as a potential broker. However, it will take time for this to bear fruit and contribute to reducing skill gaps and shortages. The data show that despite employers’ apparent willingness, more effort must be made to encourage active engagement.

Toward Conceptualizing Student Outcomes in Undergraduate Field Programs and Employer Expectations for Field Positions

AbstractA key outcome of an effective undergraduate experience is for students to gain disciplinary knowledge and develop a range of skills and habits of mind that prepare them for career success. In 2018, the Ecological Society of America (ESA) entered into an agreement with the US Geological Survey (USGS) to recruit students and recent graduates and place them into field ecology/biology internship positions at research sites across the United States. This paper focuses on field research jobs and presents a literature review to gain an understanding of workforce development issues and preliminary perspectives on critical skills in which employers might be interested. This paper is based on a case study of one employer (USGS) and investigates the potential alignment between employer expectations, field training, and perceived student outcomes. To conceptualize new graduates’ readiness and employer expectations, we identified a set of skill categories sought by field research sites. We did this by analyzing the job descriptions available through the 2019 ESA/USGS Cooperative Summer Internship Program and prior literature. These categories were incorporated into a new post‐internship student survey that was used to collect data from students. We found a potential gap in some transferable skills in both fieldwork and office work expected by employers and those offered by undergraduate field training programs. This could be explored in future studies involving a more extensive set of employers who seek to hire students with field ecology/biology skills.

Systemic Discrimination Among Large U.S. Employers

We study the results of a massive nationwide correspondence experiment sending more than 83,000 fictitious applications with randomized characteristics to geographically dispersed jobs posted by 108 of the largest U.S. employers. Distinctively Black names reduce the probability of employer contact by 2.1 percentage points relative to distinctively white names. The magnitude of this racial gap in contact rates differs substantially across firms, exhibiting a between-company standard deviation of 1.9 percentage points. Despite an insignificant average gap in contact rates between male and female applicants, we find a between-company standard deviation in gender contact gaps of 2.7 percentage points, revealing that some firms favor male applicants while others favor women. Company-specific racial contact gaps are temporally and spatially persistent, and negatively correlated with firm profitability, federal contractor status, and a measure of recruiting centralization. Discrimination exhibits little geographical dispersion, but two digit industry explains roughly half of the cross-firm variation in both racial and gender contact gaps. Contact gaps are highly concentrated in particular companies, with firms in the top quintile of racial discrimination responsible for nearly half of lost contacts to Black applicants in the experiment. Controlling false discovery rates to the 5% level, 23 individual companies are found to discriminate against Black applicants. Our findings establish that systemic illegal discrimination is concentrated among a select set of large employers, many of which can be identified with high confidence using large scale inference methods.

Systemic Discrimination Among Large U.S. Employers

We study the results of a massive nationwide correspondence experiment sending more than 83,000 fictitious applications with randomized characteristics to geographically dispersed jobs posted by 108 of the largest U.S. employers. Distinctively Black names reduce the probability of employer contact by 2.1 percentage points relative to distinctively white names. The magnitude of this racial gap in contact rates differs substantially across firms, exhibiting a between-company standard deviation of 1.9 percentage points. Despite an insignificant average gap in contact rates between male and female applicants, we find a between-company standard deviation in gender contact gaps of 2.7 percentage points, revealing that some firms favor male applicants while others favor women. Company-specific racial contact gaps are temporally and spatially persistent, and negatively correlated with firm profitability, federal contractor status, and a measure of recruiting centralization. Discrimination exhibits little geographical dispersion, but two digit industry explains roughly half of the cross-firm variation in both racial and gender contact gaps. Contact gaps are highly concentrated in particular companies, with firms in the top quintile of racial discrimination responsible for nearly half of lost contacts to Black applicants in the experiment. Controlling false discovery rates to the 5% level, 23 individual companies are found to discriminate against Black applicants. Our findings establish that systemic illegal discrimination is concentrated among a select set of large employers, many of which can be identified with high confidence using large scale inference methods.

A direct test of Kuznets in a developing economy: a cross-district analysis of structural transformation and inequality in Indonesia

ABSTRACT This paper empirically tests the Kuznets hypothesis that structural transformation – the movement of labour from low productivity to higher productivity sectors – is associated with rising inequality in a developing economy. We assemble a unique data set of inequality and sectoral employment shares of almost 300 districts of Indonesia and sector-specific measures of inequality for the period 1992–2017. Unlike studies that use value added shares to test the Kuznets hypothesis, this paper is among a few that directly test it with sectoral employment shares. We find that structural change and rising inequality coevolve in different ways depending on the modality of structural transformation. Specifically, we find in the Indonesian case that structural transformation has a tendency to be associated with falling inequality during a period of industrialization and increasing inequality during a period of tertiarization.

Responding in Crisis: Considerations for Administrators and Faculty

Responding in Crisis: Considerations for Administrators and Faculty

Differential reinforcement to decrease stereotypy exhibited by an adult with autism spectrum disorder

AbstractMotor and vocal stereotypies are behaviors commonly exhibited by individuals with autism spectrum disorder (ASD). Stereotypy may impede and interfere with learning new skills and decrease work performance in employment settings. Previous research has evaluated effective interventions for stereotypy; however, they have typically focused on treating stereotypy exhibited by children in structured settings. We evaluated the practicality of implementing a simple differential reinforcement of other behavior procedure with an adult with ASD in multiple, naturalistic environments. Results showed rapid decreases in motor and vocal stereotypies upon implementation of the intervention and maintenance of low levels of behavior. These data highlighted the successful treatment of stereotypy exhibited by an adult with a long history of exhibiting these behaviors. Treatment effects were replicated across multiple, naturalistic environments.

Violence on the Job: The Experiences of Nurses and Midwives with Violence from Patients and Their Friends and Relatives.

Violence in healthcare is recognised as a significant workplace issue worldwide, with nurses recognised as the profession at greatest risk. The purpose of this study was to explore nurses’ and midwives’ experiences of violence in different clinical areas, work sectors and geographical regions. A cross-sectional design was employed to survey the membership of the New South Wales Nurses and Midwives’ Association about their experiences with violence from patients and/or their friends and relatives in their workplace. A total of 3416 participants returned a completed questionnaire and more than three-quarters of had experienced an episode of violence in the preceding six months. Participants working in the public health sector reported significantly more physically violent behaviours than their colleagues in the private sector. No statistically significant difference between the rates of violence (overall) was identified between different geographical areas. Violent behaviours were reported across all clinical settings, with emergency departments, mental health and drug and alcohol settings reporting the highest proportion of episodes. The results of this large study highlight the high levels of violence that nurses and midwives experience in the workplace across all sectors of employment, geographical regions and clinical settings.

Some stress is good stress: The challenge-hindrance framework, academic self-efficacy, and academic outcomes.

Historically, most investigations involving stress have assumed its undesirability, and deleterious effects have been identified across a variety of domains. Recently, however, researchers in management and health have differentiated between types of stress, and revealed a more complicated picture as a result. Specifically, stressors perceived as goal-relevant and manageable (i.e., challenging) are thought to increase motivation, performance, and well-being, while stressors viewed as goal-relevant but unmanageable (i.e., hindering) are believed to hamper performance and occasion maladaptive behaviors. Empirical support for this theoretical framework has accumulated in employment settings, but the model has yet to be adequately extended to higher education. The current study used a longitudinal design and multiple academic outcomes to explore the challenge-hindrance distinction in a large, diverse student sample. Students from 2 Southeastern institutions (N = 853) were assessed for challenge stress (e.g., class difficulty, high expectations), hindrance stress (e.g., ambiguous expectations, favoritism), academic self-efficacy (ASE), grade point average (GPA), hours withdrawn, and transfer intentions. Results were generally theory-consistent, as ratings of challenge and hindrance stress were associated with positive and negative academic outcomes, respectively. ASE did not moderate the challenge–GPA relationship, but emerged as an independent predictor of academic functioning. Implications for stress researchers, educators, and academic decision-makers are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved)

Factors that influence Australian early career nurse employment outcomes and settings: A prospective cohort study.

To identify the factors influencing employment outcomes and settings for early career nurses. A shortage of nurses attracted to work in out-of-hospital settings exists. Despite this, not all nursing graduates can secure work as a nurse. Information on the factors that impact wider graduate employment is available. However, a nursing perspective is missing, especially for hard to recruit to areas. A prospective cohort study was conducted. Participants were 293 final-year undergraduate nursing students, recruited from two universities. Data were collected over 12months, commencing November 2016. English as a first language was the greatest predictor of employment for graduates. Previous health care experience and workplace preferences predicted employment in the out-of-hospital setting. Misalignment between English language requirements and industry expectations about language may lead to bias in recruitment of graduate nurses with English as their second language. Recruitment to out-of-hospital settings may be promoted by having health care experience and targeting those with a preference. Reviewing current employment policies to ensure they reflect the need for cultural diversity in the nursing workforce is critical. Additionally, research that aims to understand how preferences for out-of-hospital settings are developed will help target graduate employment strategies.

Predicting Clinical Practice Change: An Evaluation of Trainings on Sexually Transmitted Disease Knowledge, Diagnosis, and Treatment.

Sexually transmitted disease clinical training for working professionals requires substantial time and resources. Understanding the predictors of change in worksite practices and barriers to change will allow educators, learners, and clinical leadership to aid in ensuring learned practices are implemented and barriers are addressed. Data for this analysis come from the first standardized national evaluation of a Centers for Disease Control and Prevention-funded clinical prevention training network, including precourse registration and responses to immediate postcourse (1-3 days) and 90-day postcourse evaluations from 187 courses. Univariate statistics describe the trainees and their workplace. Bivariate statistics describe their intention to change and actual change stratified by functional role and employment setting. Logistic regression identified predictors of self-reported changes in practice. The strongest predictors for practice change included an intention to change and attendance at a training lasting 4 hours or more. Functional role was a weaker predictor of change in practice; employment setting did not predict change. More than half of the trainees (65.9%; n = 912) stated their intention to make a change in their practice immediately after training. At 90 days after a course, 62.4% (n = 863) reported making a practice change. Trainees that took courses lasting 4 hours or more reported making a change more often (70%) compared with trainees from shorter courses (53%). We also report on trainees' barriers to practice change. Results suggest that longer trainings may result in more practice change than shorter trainings, recruitment of trainees should focus on those more likely to make a change in their practice, and future trainings should focus on organizational capacity building and assessing change at the organizational level.

Quantifying Airport Employee Commuting and Related Energy Use: A Comparison of Six US Airports

There has been growing research interest in understanding the energy signatures of airport access and egress as air travel continues to grow. However, these findings generally focus on airport access from the perspective of air travelers rather than ground access modes by airport employees. Using a data set of employment records, this paper uses residential location data of airport employees to estimate the energy implications of employee commuting at six major US airports based on commuting mode choice information from the US Census. This analysis reveals a high degree of variance in commuting energy usage by employees between different airports.