Full-time Staff Research Articles

Navigating Toward a Gender-Balanced Culture in Leadership Roles in Higher Tertiary Institutions (HTIs)

The European Commission (EC) and the United Nations advocate the importance of gender equality in their agendas and goals. More specifically, the EC has highlighted the importance of increasing women’s representation in leadership positions, yet in a minority of universities around the globe, there is a gender imbalance. By excluding women from key academic leadership roles, a culture that superficially accepts women into roles that do not challenge the hierarchy is normalized, and a rubber stamp to hegemonic masculinity is established as typical conduct. This study utilizes data from a national survey distributed across all full-time academic and administrative staff in Cyprus’s 13 universities to examine the presence of gender disparities in leadership. The survey was designed based on a comprehensive review of the literature and pilot tested by experts in the field. It was then distributed by university rectors, reaching a total of 337 respondents. The data were analyzed to confirm that the characteristics of an extremely gendered environment, as established by researchers, are found in higher tertiary institutions (HTIs). Secondly, the authors found that the disparities between the leadership skills and traits held most prominently by women in HTIs, as opposed to their male counterparts, enhance the arguments put forward toward gender balance in leadership. Thirdly, the barriers holding women back from voicing their wishes to seek leadership roles in HTIs were identified. Finally, recommendations are made on how to overcome the androgenic environment, to move the needle and have more women seek leadership positions in a culture which preserves hegemonic masculinity. Changing this culture will navigate towards a more balanced working environment for staff and students, and can thus address ethical issues in a more inclusive and gender-balanced environment.

Leadership as Métissage: Seeking to Indigenize our faculty of education

As a faculty of education, we have ethical, professional, and legal commitments that compel us to make meaningful and significant contributions to reconciliation between Indigenous and non-Indigenous people. This work is long overdue, justice has too long been denied, the ongoing legacies of colonization that play out through education need to be disrupted now. Yet this work must be done in a good way, decolonization is required, many complexities exist stemming from the past and present dominance of Eurocentric knowledge in our society, K-12, and post-secondary education systems. The authors of this paper made up all of the full-time staff members in a faculty of education. We used a collaborative scholarship of teaching and learning research project and a Métissage methodology to seek to collectively lead the Indigenization of learning, teaching, leadership, and scholarship in our faculty. In braided narrative vignettes, we situate ourselves in relationship to this work, explore tensions and complexities, wrestle with axiological considerations, reflect on practices we have engaged in, share how we have taken up this work with our students, colleagues, and school partners, identify questions and steps in front of us, and reflect on how Métissage has served as a shared leadership process to support the Indigenization of our faculty and our University as a whole. Our stories are situated in a Bachelor of Education after degree program that serves approximately 120 students located in the traditional territories of the Blackfoot Confederacy, the Tsuut’ina Nation, and the Stoney Nakoda Nations.

Canadian Medical Imaging Inventory 2022–2023: The Medical Imaging Team

A workforce comprising medical radiation technologists (MRTs), radiologists, nuclear medicine specialists, medical imaging physicists, and other medical staff is essential for the delivery of medical imaging services. There is wide variation in the numbers of staff in each profession in Canada, ranging from 45 positions located in 6 provinces for medical imaging physicists to 25,000 positions located across all provinces and territories for MRTs. Data from 2022–2023 suggest that the number of full-time staff has not grown at the same pace as the volume of exams. Sufficient staffing is needed to ensure the sustainable operation and delivery of medical imaging services that is supported by investment in the workforce through equitable education and training opportunities. According to a Canadian Medical Imaging Inventory (CMII) report on wait time strategies, staffing shortages may extend wait times and may lead to disruptions in service delivery. Managing the growing demand for imaging services and clearing the backlog of exams deferred during the pandemic has exacerbated existing staffing shortages and contributed to increased workloads and decreased staff well-being. The adoption of supportive tools and technologies — such as clinical decision support tools, automated order entry, and AI-driven solutions — may assist the workforce by creating efficiencies, improving image quality, and increasing access to medical imaging.

Evaluating diabetes care in primary healthcare centers in Abuja, Nigeria: a cross-sectional formative assessment

IntroductionNoncommunicable diseases (NCDs) are associated with high and rising burden of morbidity and mortality in sub-Saharan Africa, including Nigeria. Diabetes mellitus (DM) is among the leading causes of NCD-related deaths worldwide and is a foremost public health problem in Nigeria. As part of National policy, Nigeria has committed to implement the World Health Organization (WHO) Package of Essential Non-communicable Disease interventions for primary care. Implementing the intervention requires the availability of essential elements, including guidelines, trained staff, health management information systems (HMIS), equipment, and medications, in primary healthcare centers (PHCs). This study assessed the availability of the DM component of the WHO package, and the readiness of the health workers in these PHCs to implement a DM screening, evaluation, and management program to inform future adoption and implementation.MethodsThis cross-sectional formative assessment adapted the WHO Service Availability and Readiness Assessment (SARA) tool to survey 30 PHCs selected by multistage sampling for readiness to deliver DM diagnosis and care in Abuja, Nigeria, between August and October 2021. The SARA tool was adapted to focus on DM services and the availability and readiness indicator scores were calculated based on the proportion of PHCs with available DM care services, minimum staff requirement, diagnostic tests, equipment, medications, and national guidelines/protocols for DM care within the defined SARA domain.ResultsAll 30 PHCs reported the availability of at least two full-time staff (median [interquartile range] = 5 [4–9]), which were mostly community health extension workers (median [interquartile range]) = 3 [1–4]. At least one staff member was recently trained in DM care in 11 PHCs (36%). The study also reported high availability of paper-based HMIS (100%), and DM screening services using a glucometer (87%), but low availability of DM job aids (27%), treatment (23%), and national guidelines/protocols (0%).ConclusionThis formative assessment of PHCs’ readiness to implement a DM screening, evaluation, and management program in Abuja demonstrated readiness to integrate DM care into PHCs regarding equipment, paper-based HMIS, and nonphysician health workers' availability. However, strategies are needed to promote DM health workforce training, provide DM management guidelines, and supply essential DM medications.

SARS-CoV-2 infection prevalence, risk factors, and outcomes among non-clinical-related service providers in a national healthcare system

Health care workers (HCWs) may be at a variable risk of SARS-CoV2 infection. Regardless of their involvement in providing direct clinical treatment, most of the prior research had included all HCWs. Understanding infection rates, risk factors and outcomes among different subgroups of HCWs is crucial. From February 28, 2020 to January 1, 2022, we conducted a retrospective analysis encompassing all full-time non-clinical staff (NCS) subcontracted with Hamad Medical Corporation (HMC) facilities. To determine current or previous SARS-CoV2 infection, all personnel underwent RT-PCR and/or serology testing. To identify the demographic factors linked to the risk of infection, we utilized Cox-Hazard regression analysis. Herein 3158/6231 (50.7%) subcontracted NCS tested positive for SARS-CoV-2 by RT-PCR or serology during the research period. The median age was 30 years (IQR 25,35), 69.8% of the population were males, 82.4% were from South Asia, 86.6% did not have any concomitant conditions. 6032 (96.8%) of the population lived in shared housing, while 4749 (76.2%) had low to median levels of education. While infection (PCR positive with or without seropositive results) was independently predicted by male gender, working in the catering, laundry, and security sectors and being intermediate (7–12 years of education), lower (0–6 years of education), higher (exposure to confirmed case), and having symptoms. Male gender, working in the security sectors and being intermediate (7–12 years of education) were independently associated with accidently detected cases (PCR negative and seropositive). 299 (4.8%) required hospitalization, of them 3 cases were severe pneumonia and one required ICU admission without mechanical ventilation, with no deaths reported. In conclusion Infection rates among NCS are high. The majority are asymptomatic and may contribute to ongoing illness spread in the public or in healthcare facilities. During a pandemic, routine screening of this population is crucial and may aid in containing the spread of infection.

Developing a Bayesian Workshop for Full-time Staff Statisticians

Developing a Bayesian Workshop for Full-time Staff Statisticians

Leadership Behaviours and Organisational Commitment Mediated by Job Satisfaction of Academic Staff at Kyambogo University

The study examined the relationship between leadership behaviours and the organisational commitment of academic staff at Kyambogo University, mediated by job satisfaction. Specifically, the study tested the influence of leadership behaviours on organisational commitment and job satisfaction, the influence of job satisfaction on the organisational commitment of academic staff, and the mediating effect of job satisfaction on the influence of leadership behaviours on organisational commitment. Based on the three-component model by Allen and Meyer (1990), organisational commitment was studied in terms of affective, continuance, and normative commitment. The study adopted a correlational research design on a sample of 175 full-time academic staff of Kyambogo University. The study utilised a self-administered questionnaire to collect the data. Data analysis involved carrying out partial least squares structural equation modelling (PLS-SEM). The results indicated that leadership behaviours positively but insignificantly influenced job satisfaction, while job satisfaction positively and significantly influenced organisational commitment, and leadership behaviours positively and significantly influenced job satisfaction. The results also revealed that job satisfaction partially mediated the influence of leadership behaviours on organisational commitment. The study concluded that while leadership behaviours are not a prerequisite for increasing organisational commitment among academic staff members, they improve academic staff members' job satisfaction. Also, academic staff members' commitment is increased by their job satisfaction, and job satisfaction partially significantly affects the association between leadership behaviours and academic staff members' commitment. The study recommends that to improve organisational commitment, university leaders should not overfocus on leaders’ behaviours. Nevertheless, to improve job satisfaction, they should exhibit those leadership behaviours that enhance job satisfaction. Further, university leaders can improve academic staff satisfaction by implementing appropriate job satisfaction practices. Last but not least, in addition to good leadership practices, university leaders should implement appropriate job satisfaction practices to enhance academic staff members' commitment

When Agency Fails: An Analysis of the Association Between Hospital Agency Staffing and Quality Outcomes.

Staffing is critical to hospital quality, but recent years have seen hospitals grappling with severe shortages, forcing them to rely on contract or agency staff for urgent patient care needs. This shift in staffing mix has raised questions about its impact on quality. Consequently, this study investigated whether the increased use of agency staff has affected healthcare quality in hospitals. Given the limited recent research on this topic, practitioners remain uncertain about the effectiveness of their staffing strategies and their potential impact on quality. Drawing from agency theory, data were obtained from Definitive Healthcare which consolidates information from numerous public access databases pertaining to hospitals such as the American Hospital Association Annual Survey (hospital profile) and the Hospital Value-Based Purchasing Program (quality data). We conducted a cross-sectional study using a multivariable linear regression model (2021-2022) with appropriate organizational and market- level control variables. Quality was measured across eight variables while the independent variable of interest was agency labor cost ratio operationalized as the percentage of net patient revenue consumed by agency labor expense. Our results suggested that the employment of agency staff was significantly and negatively associated with six of eight quality measures tested, including the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) star rating, Hospital Compare rating, the hospital Total Performance Score (TPS), and three of the four sub-domains that comprise the TPS: clinical domain score, person and community engagement domain score, and the efficiency and cost reduction score. Our results indicated that the increased use of agency labor may have a significant negative influence on quality outcomes at the hospital level. Our findings support the premise that interventions that promote full-time staffing may be more supportive of the quality of care delivered as well as patients' perceptions of care.

“Stay tuned!"

“Stay tuned!"

Impact of occupational stress on nursing professionals who provide hospital care

Introduction: One of the factors such as excessive working hours in nursing professionals poses a risk to their professional health, likely affecting the quality and productivity of the service provided. Objective: To determine the impact of job stress on part-time nursing professionals at the Technical University of Ambato. Methodology: A descriptive, non-experimental cross-sectional study was conducted. A survey was administered using the Spanish version of the Nursing Stress Scale (NSS) during July 2023. All part-time nursing staff working at the Technical University of Ambato as clinical instructors (n=50) were included. Data such as age and hospital work service were considered. Full-time nursing staff were excluded. Results: The surveyed nursing professionals predominated in services such as Operating Room 18% (n=9), Emergency 12% (n=6), Neonatology 12% (n=6), and Surgical Hospitalization 10% (n=5), with an average age of 38.6 years (Min 24 - Max 59). Regarding the determination of job stress based on evaluated stressors, scores characterized as "sometimes" predominated with 54% (n=27), followed by "never" with 26% (n=13), "frequently" with 16% (n=8), and finally "very frequently" with 4% (n=2). Conclusion: Stress related to disagreement with a patient's treatment was found to have a significant impact on the job stress of nursing professionals. Keywords: Job Stress, Nursing, Health Impact Assessment.

The new Federal State Educational Standard and sociological imagination: A few words about poor sociological (and not demoscopic) education

The article presents some thoughts about the reasons for the current extreme concern of the Russian professional sociological community about the model of training proposed by the Federal State Educational Standard of the fourth generation. In the first part of the article, the author briefly summarizes general problems of higher education, which are typical not only for the Russian university system but also, to one degree or another, for most national approaches to professional training (massification, commercialization, bureaucratization, digitalization, loss of university autonomy and institutional independence for the sake of socialeconomic reproduction, a decrease in the quality of training of future specialists and in the authority of the university teacher, etc.). In the second, main part of the article, the author refers to the respected sociological works and expert assessments to identify main reasons for the professional sociological community’s concern about the proposed radical change in the model of sociological training. Certainly, there is a number of obvious risks with “qualitative” variability, such as the priority of the political-science orientation, reduction in the volume of disciplines fundamentally important for sociological training, difficulty in mastering special professional competencies in a shorter period, unclear prospects for the full-time teaching staff of sociological departments, etc. However, the main danger is that the proposed model of sociological training would be unable to develop the main professional skill of the competent researcher (and not the demoscopist/practitioner) - sociological imagination, which requires longterm “slow reading” and constant methodological reflection.

Indoor Environmental Quality Effect Analysis in Green and Non-green Office Building to Staff’s Performance and Satisfaction in Surabaya

The energy efficiency in an office building can decrease the company’s operational cost. Even so, the operational cost for staff is still larger than the cost for energy. It is important to reassure that the impact given by the building’s indoor environmental quality (IEQ) is positive to staff. This research focusses on two office building in Surabaya, one of them is designed using the green principles and calculations, and the other is not. The building’s IEQ aspects being inspected includes indoor air quality, thermal, lighting, acoustics and layout. A questionnaire survey was held to obtain the reaction from the full time staff regarding the building’s IEQ performance, their satisfaction to it and their self-assessed performance. There are IEQ aspects that affects staff’s performance and satisfaction significantly. The IEQ mean score differs significantly in green and non-green building, but the mean difference in satisfaction and performance were found not significant.

RREACT: A mobile multidisciplinary response to overdose.

Opioid overdose is a leading cause of death in the United States, and engaging with patients following overdose to provide harm reduction and recovery resources can prove difficult. Quick response models use mobile, multidisciplinary teams to establish a time-sensitive connection between individuals who overdosed and harm reduction and recovery resources that improve outcomes. These quick response models are consistent with the broader field of mobile-integrated health programs that are growing in number and acceptability, though the literature base is sparse and programs vary. We describe the 5-year reach, effectiveness, adoption, implementation and maintenance (RE-AIM) framework of the Rapid Response Emergency Addiction and Crisis Team (RREACT), a fire/emergency medical services-led, multidisciplinary (firefighter/paramedic, law enforcement officer, social worker) mobile outreach team. RREACT provides harm reduction, linkage/transportation to care and wrap-around services to individuals following a nonfatal opioid overdose that resulted in an emergency response in Columbus, Franklin County, Ohio, United States. Between 2018 and 2022, RREACT made 22,157 outreach attempts to 11,739 unique patients. RREACT recorded 3,194 direct patient contacts during this time, resulting in 1,200 linkages to care: 799 direct transports to opioid use disorder treatment and 401 warm handoffs to community treatment agencies. Furthermore, RREACT's staffing increased from 4 full-time equivalent staff in 2018 to 15.5 in 2022 and was supported by the surrounding community through 287 community outreach events and the development of an alumni program. These preliminary results further support the deployment of multidisciplinary mobile outreach teams to increase access to harm reduction and recovery resources following opioid overdose.

The Scope of Risk Management Policies and Practices Within Collegiate Recreational Sports: Reinvigorating the Conversation

Risk management is an essential component of effective campus recreational sport programming. However, research on risk management policies, procedures, and practices within recreational sports is both limited and outdated. As such, this study provides an overview of current risk management policies, procedures, and practices across North American collegiate recreational sports departments. Specifically, the results emphasize current training practices for both part-time and full-time staff, practices in establishing and updating emergency action plans, and contents covered in emergency action plans. The results suggest that while the vast majority of recreational sport programs have established risk management procedures and engage in risk management training, they diverge in best practices related to emergency action plans and in terms of contents covered in such plans. Applications of these results for practitioners and institutions are emphasized, including discussions around best practices in risk management.

The Impact of High-Performance Works Practice on Employees Job, Life and Career Satisfaction

The objective of this study is to explore the association between high-performance work practices (HPWPs) — encompassing training, empowerment, rewards, and teamwork — and the levels of personal career, job, and life satisfaction among full-time academic staff at Komar University of Science and Technology. Employing a quantitative methodology, the research utilizes a survey questionnaire disseminated through a Microsoft online form to collect data. The sample comprises 92 participants representative of the study's population. Data analysis was conducted using SPSS software, version 26. The analysis concluded a lack of significant correlation between HPWPs and the variables measuring satisfaction in care, job, and life. It was also observed that a mere 7% of employees engaged in high-performance work reported satisfaction across these areas. These findings contradict our initial hypothesis, indicating that HPWPs may not be as influential on satisfaction levels as previously anticipated.

Investigation and analysis on the establishment and operation of adult vaccination clinics in Shandong Province

Objective: To understand the setting of adult vaccination clinics and the situation of adult vaccination in Shandong province, and provide the date basis for the construction and development of adult vaccination clinics in Shandong province. Methods: Multi-stage stratified cluster random sampling was used to survey the settings, personnel allocation, operation status, and adult vaccination status of child-adult vaccination clinics and adult vaccination clinics. A random sampling survey was conducted for hydrophobia vaccination clinics in 12 counties (cities, districts) of Shandong province. The settings and vaccination status of different types of adult vaccination clinics were compared and analyzed using analysis of variance or χ2-test. Results: Among the investigated counties (cities, districts), the child-adult vaccination clinics, the adult vaccination clinics, and the hydrophobia vaccination clinics accounted for 59.51%, 7.97% and 32.52%, respectively. The construction model could be divided into three models: child-adult vaccination clinic model, child-adult and hydrophobia vaccination clinic model, child-adult, adult and hydrophobia vaccination clinic model. The child-adult vaccination clinics had been set up for a long time (≥3 years accounted for 94.33%) and were set up by public primary medical institutions (public institutions accounted for 93.81% and primary institutions accounted for 92.78%). Each vaccination clinic was equipped with full-time and part-time staff of (3.19±3.01) and (3.72±4.32). The adult vaccination clinics had been set up for a short time (≥3 years accounted for 94.33%) and were set up by public/private primary/secondary medical institutions in urban areas (urban areas accounted for 100%, primary institutions accounted for 69.23%, and private institutions accounted for 57.69%). Each vaccination clinic was equipped with full-time and part-time staff of (2.46±2.87) and (3.08±3.53). The coverage of influenza vaccine (InfV), human papillomavirus vaccine (HPV) and hepatitis B vaccine (Hep B) reached 100%, 98.45% and 97.42% in children-adult vaccination clinics, and 88.46%, 84.62% and 73.08% in adult vaccination clinics, respectively. The hydrophobia vaccination clinics only provided rabies vaccine for human use (RabV) and tetanus vaccine (TV) vaccination simultaneously. A total of 819.8 thousand doses of adult vaccines were administered in 2021. The adult inoculation doses of RabV, lnfV and HPV accounted for 42.60%, 27.47% and 17.54% of the total inoculation doses, respectively. The inoculation doses of InfV, HPV and RabV accounted for 49.33%, 21.97% and 13.80% of child-adult vaccination clinics, respectively. The inoculation doses of HPV, HepB and RabV accounted for 49.36%, 15.40% and 14.71% of adult vaccination clinics, respectively. The proportion of RabV reached 94.44% in the hydrophobia vaccination clinics alone. Conclusion: Adult vaccination is at the initial stage in Shandong province. The children's vaccination clinic is mainly responsible for adult vaccination. The variety of adult vaccines is relatively concentrated, and the adult vaccination rate is lower. The construction and publicity of adult vaccination should be further strengthened.

UKRAINIAN NATIONALISTS IN THE «VINETA» SPECIAL DEPARTMENT: HISTORICAL AND BIOGRAPHICAL INVESTIGATIONS AND SOME PROSOPOGRAPHICAL OBSERVATIONS

The article examines the common elements of the biography of some Ukrainian nationalists who collaborated in the Special Unit "Vineta," which was created in 1941 in the structure of the Ministry of Public Education and Propaganda of the Reich for the purposes of total propaganda aimed at the population of the "eastern occupied territories," troops, rear population, prisoners of war and Ostarbeiters. The author shows that both in the full-time staff of "Vineta" and among the freelance advisers and involved specialists, there were well-known members of the Wire of Ukrainian Nationalists, the Organization of Ukrainian Nationalists, participants in the Ukrainian Revolution of 1917-1921, among them famous linguists, philologists, literary scholars, translators, journalists, artists, etc. The article contains data on eleven such persons. The author traces the elements of the "Vineta" stage of the life path of employees of the Special department, advisers, and consultants; hitherto unknown facts of their biographies have been established. For this, several recently declassified cases of former Soviet repressive bodies and documents of the State Center of the Ukrainian People's Republic in Exile were used as sources. It was found that there is no mention of cooperation with "Vineta" in any of the open biographies of the investigated personalities. New or relatively well-known facts about the biography of some personalities have been established or corrected. Reasonable doubts regarding the existing biography of Dmytro Narbut have been expressed: it has been proven that Yevhen Vyrovy was a member of the OUN; the facts from the Berlin period of Yosyp Pozychanyuk's life have been clarified, etc. A well-founded assumption was made that cooperation with "Vineta" was weakly correlated with participation in the Ukrainian liberation movement and was also not collaboration. It is shown that the common biographical feature of that part of the employees, whose life path was studied at one time, is direct involvement or tangentiality in the liberation struggles, greater or lesser participation in the political activities of emigration, repressions by the Soviet authorities; intellectual, creative activity, literature, journalism, fine arts, etc., in Europe or the USSR. Most of the former employees of the Special Department continued their activities even after the war in the fields of politics, economy, and culture. The author proposed directions for further research on this topic.

A structural equation model of CFIR inner and outer setting constructs, organization characteristics, and national DPP enrollment

BackgroundThe National Diabetes Prevention Program (DPP) has made great strides in increasing accessibility to its year-long, evidence-based lifestyle change program, with around 3000 organizations having delivered the program. This large dissemination effort offers a unique opportunity to identify organization-level factors associated with program implementation and reach (enrollment) across diverse settings. The purpose of this study was to quantitatively examine the relationships among Consolidated Framework for Implementation Research (CFIR) Inner Setting and Outer Setting constructs and the implementation outcome of reach.MethodsThis study analyzed data from a 2021 cross-sectional online survey with 586 National DPP Staff (lifestyle coaches, master trainers, program coordinators) with information about their organization, implementation outcomes, and responses to quantitative CFIR Inner Setting and Outer Setting construct items. Structural equation modeling was used to test a hypothesized path model with Inner and Outer Setting variables to explore direct and indirect pathways to enrollment.ResultsThe CFIR items had good internal consistency and indicated areas of implementation strength and weakness. Eight variables included as part of the CFIR structural characteristics and one organization characteristic variable had significant direct relationships with enrollment. The length of delivery, number of lifestyle coaches, number of full-time staff, large organization size, and organizations delivering in rural, suburban, and/or urban settings all had positive significant direct relationships with enrollment, while academic organizations and organizations with only non-White participants enrolled in their National DPP lifestyle change programs had a negative association with enrollment.ConclusionsParticipant reach is an important implementation outcome for the National DPP and vital to making population-level decreases in diabetes incidence in the USA. Our findings suggest that to facilitate enrollment, program implementers should focus on organizational structural characteristics such as staffing. Strengths of this study include the use of adapted and newly developed quantitative CFIR measures and structural equation modeling. Health prevention programs can use the methods and findings from this study to further understand and inform the impact of organization factors on implementation outcomes.

Perceptions of Factors Associated With Sustainability of Health Care Innovation Centers

Innovation centers in US health care systems are increasingly common but variably successful and sustainable. Few studies have examined how and why some centers achieve sustainable success but others do not. To explore whether and how innovation centers in US health care systems are able to successfully sustain themselves over multiple years. In this qualitative study, semistructured, qualitative interviews of leaders at 9 innovation centers across the US were conducted from January 1, 2019, to December 31, 2020. Data analysis was conducted from December 2020 to April 2021 using qualitative methods and a deductive framework based on the Consolidated Framework for Implementation Research. Centers were identified through purposeful sampling. The 9 study centers had a mean age of 6 years (range, 2-15 years); most were affiliated with an academic teaching hospital and half with a medical school. Two were wholly separate from the health care system. Two-thirds had fewer than 10 full-time staff members. All interviewees were staff of a US-based innovation center. This study did not evaluate particular interventions or innovations. Perceptions of and views on factors associated with the success and sustainability of innovation centers. Staff interviewed at 9 innovation centers across the US described 3 key activities that appeared to be associated with long-term sustainability: facilitating innovation projects that were valued for quality improvement and cost avoidance, not just return on investment; acting as networking nodes for their institutions; and upskilling staff. These activities were associated with improved institutional culture. Two structural characteristics underpinned successful centers: finding an effective balance between being "internal" and being "external" to the organization and providing practical support and skills otherwise lacking within the wider institution. This qualitative study of 9 innovation centers explored how centers sustained themselves within US health care institutions and showed that success was often associated with interpersonal relationships and cultural benefits. Independent financial sustainability was not always essential to longevity; systems also valued how centers could create cultures of innovation and upskill staff.

How Is Job Performance Affected by Ergonomics in the Tourism and Hospitality Industry? Mediating Roles of Work Engagement and Talent Retention

Optimizing the interaction between individuals and their work environment has become increasingly relevant in enhancing employee well-being and driving the overall success of businesses. The goal of this study is to provide information about how ergonomics affects job performance in the tourism and hospitality industry. The full-time staff employees of Egypt’s category (A) travel agencies and five-star hotels were the source of the study’s data. The partial least squares structural equation modeling (PLS-SEM) technique of analysis was utilized to explore how ergonomics influences job performance while taking into account the mediating roles of work engagement and talent retention. WarpPLS statistical software version 7.0 was used to analyze the 389 valid replies obtained. The findings revealed that there is a positive relationship between the employees’ perception of ergonomics on their job performance, in addition to the positive relationships between the perception of ergonomics and work engagement and talent retention. The work engagement and talent retention were also found to have a positive relationship with job performance. Furthermore, research revealed that work engagement and talent retention act as mediators between ergonomics and job performance. The results of this research significantly advance the Job Demands-Resources (JD-R) model theory. The study also offers evidence-based recommendations to organizations in the tourism and hospitality industry, empowering them to establish supportive work environments that enhance the job performance, work engagement, and talent retention. Businesses in this industry could create work environments that prioritize the well-being, comfort, and safety of their employees by embracing ergonomic concepts.