Full-time Staff Research Articles

Leadership Development Model: A Case of International College of Thai Private-Higher Education Institutions

This research is a research and development study, aiming at examining the gaps between current & expected situations, exploring common insights on Leadership development, and proposing a Leadership development model. The research site is in Thailand, involving six private-higher education institutions/universities. The participants in this study consisted of full-time faculty members and staff, totaling 101 people, and full-time Deans, totaling 25 people. Research instruments included a needs assessment questionnaire and an appreciative inquiry interview. Data treatments and validity included descriptive statistics; priority needs index, contents analysis, and field experts' reviews. The quantitative findings in term of the ranking indicated that human resource management was ranked the first-order need, followed by risk management which was ranked the second-order need, then brand management which was ranked the third-order need, then change management which was ranked the fourth-order need, and lastly, strategic management which was ranked the fifth-order need. The quantitative results implied that there was the gap in the experience of the fellows of the Deans who are faculty members and staff. The largest gap between the current and expected situation was in the area of human resource management and risk management. The overall quantitative results are congruent with the qualitative findings of the appreciative inquiry interviews with 25 Deans, revealing that three attributes that commonly contributed to the Leadership Development Model are: people development, organization culture management, and whole-systems management and development. These attributes are highly valued and commonly patterned as an integrative model of the practicing and enabling systems of the Leadership where each attribute interdependently bolsters one another.

2021 SPE President: Thomas A. Blasingame

Thomas A. (Tom) Blasingame will take office as 2021 SPE President during the virtual SPE Annual Technical Conference and Exhibition in October. He is a professor of Petroleum Engineering at Texas A&M University, where he began teaching as an undergraduate teaching assistant in 1982 after becoming a student in 1980. He joined the full-time staff as an assistant professor in 1991. He has graduated 72 MS and 16 PhD students since 1991 and has prepared approximately 170 technical articles. He is the second SPE President to come from academia, both from Texas A&M; the first was John Calhoun in 1964. Blasingame has been active in SPE since the early 1990s, serving in a wide variety of roles. He has chaired 20 conferences, 11 ATWs, three forums, and two SPE summits. He served on the SPE International Board of Directors as the Technical Director for Reservoir from 2015 to 2018. He also served as a Distinguished Lecturer, was named a Distinguished Member, and received SPE’s highest honor, SPE Honorary Member. Other SPE honors include the Distinguished Service Award, Lester C. Uren Award, Distinguished Achievement Award for Petroleum Engineering Faculty, Anthony F. Lucas Gold Medal, DeGolyer Distinguished Service Medal, and the SPE Gulf Coast Distinguished Achievement Award for Petroleum Engineering Faculty. Blasingame holds BS, MS, and PhD degrees in petroleum engineering from Texas A&M University. What key issues will you emphasize as 2021 SPE President? My goal as the 2021 SPE President is to symbolize encouragement and engagement, while also challenging every member to “increase their contribution” to SPE. I am not naïve, but I am sentimental; I know the power of encouragement and the value of character-driven leadership. My goal is to provide both. Everyone has been asking me, what is your “theme?” My theme is “overall strategy” - survive/revive/thrive. I have broken down the key issues as 2020-2021 Survive. Focus on what we have to do to survive. 2021-2022 Revive. Work to get back to normal. 2021-2022 Thrive. Do what we do best, and even better than before.

East Tennessee State University James H. Quillen College of Medicine.

East Tennessee State University James H. Quillen College of Medicine.

Roundtable Discussion: The Challenge of Developing Effective Sterilization and Reprocessing Instructions for Use.

Roundtable Discussion: The Challenge of Developing Effective Sterilization and Reprocessing Instructions for Use.

Impact of Live Training on Medication Errors in a Community-Based Pharmacy Setting.

To compare community-based pharmacy medication errors before and after a one-hour live interactive training session for both pharmacists and technicians. A one group pre-post intervention design study was conducted in 20 community-based pharmacies in a district of a large national community pharmacy chain. A one-hour live, interactive session was developed based on incident reports and medication error trends including medication error definition, ways in which medication errors occur, strategies for mitigating errors, information about human error, and methods and habits to improve patient safety. At least 50% of full-time staff for each of the 20 pharmacies were required to attend a training session between December 1, 2017-January 15, 2018. Participants completed a demographics survey documenting gender, age, credentials, number of years of experience, and years of service with the company. Pharmacies were categorized as low, medium or high volume based on prescription count. Medication errors were compared six months pre- and post-live education session. Data were analyzed using SAS version 9.4. One hundred and thirty- five errors and 111 errors were reported pre-and post-live training (mean 6.85 and 5.55, p < 0.301), respectively. Nine pharmacies were low, eight medium, and three high volume with the mean number of medication errors reported pre- and post-live training; low 4.33 vs 4.11 p<0.478, medium 9.37 vs 6.87 p<0.443, and high 7.66 vs 6.33 p<0.593, respectively. Sixty pharmacy staff (34 pharmacists, 26 technicians) attended one of the live training sessions; 73% female; most frequently reported age range 35-50 years; 23 Doctor of Pharmacy, 11 Bachelor of Science in Pharmacy, and 26 Certified Technician; and average number of years' experience was 13.6 and average service with the company was 8.6 years. A live training session for both pharmacists and technicians did not significantly decrease medication errors, but could be incorporated as an element of a medication safety program. It should be considered for implementation in other districts of this large national pharmacy chain as a part of an improved patient safety effort.

Lecturers’ Use of Multimedia Resources for Knowledge Transfer: A Study of Adeleke University, Ede, Osun State

This study investigated lecturers’ use of multimedia resources for knowledge transfer at Adeleke University. A descriptive survey design was employed. The study was conducted among the 84 full-time academic staff using census techniques. A self-developed was used to collect data from 84 lecturers out of which 80 questionnaires were adequately completed and retrieved for analysis making a 95.2% response rate. Data analysis involves the use of descriptive and inferential statistics such as frequency counts and percentage distribution, mean and standard deviation as well as student t-test and multiple regression analysis. Findings revealed an overall moderate level of multimedia resource availability at Adeleke University (mean = 2.81) on the scale of 4points. The study also revealed a high extent of knowledge transfer among lecturers with the use of multimedia resources (mean = 2.99). The findings revealed that top among the factors militating against multimedia use includes lack of understanding of the benefits of multimedia facilities (mean = 2.89), high cost of technology (mean = 2.88), lack of perceived economic value of the multimedia resources (mean = 2.85) and inadequate capital on the part of individual lecturer to procure some of the multimedia resources for personal use (mean = 2.81). The findings revealed that slide prThis study investigated lecturers’ use of multimedia resources for knowledge transfer at Adeleke University. A descriptive survey design was employed. The study was conducted among the 84 full-time academic staff using census techniques. A self-developed was used to collect data from 84 lecturers out of which 80 questionnaires were adequately completed and retrieved for analysis making a 95.2% response rate. Data analysis involves the use of descriptive and inferential statistics such as frequency counts and percentage distribution, mean and standard deviation as well as student t-test and multiple regression analysis. Findings revealed an overall moderate level of multimedia resource availability at Adeleke University (mean = 2.81) on the scale of 4points. The study also revealed a high extent of knowledge transfer among lecturers with the use of multimedia resources (mean = 2.99). The findings revealed that top among the factors militating against multimedia use includes lack of understanding of the benefits of multimedia facilities (mean = 2.89), high cost of technology (mean = 2.88), lack of perceived economic value of the multimedia resources (mean = 2.85) and inadequate capital on the part of individual lecturer to procure some of the multimedia resources for personal use (mean = 2.81). The findings revealed that slide presentation (β = 2.494, t = 4.067, p&lt;.05); use of projector (β = 0.075, t = .077, p&lt;.05) and Internet use (β = 4.551, t = 9.242, p&lt;.05) were shown to significantly influenced knowledge transfer among the lecturers. Arising from the findings, recommendations were made.&#x0D; Keywords: Meltimedia, Knowledge Transfer, Lecturers, Adeleke University

New York University Grossman School of Medicine.

New York University Grossman School of Medicine.

Impact of a new specialist alcohol and drug brief intervention service model integrated into the emergency department: An interrupted time series analysis.

To describe and examine the impact of a new specialist drug and alcohol brief intervention team (DABIT) model integrated into the ED on the identification of individuals at risk of future alcohol and other drug (AOD)-related harm. A cost-outcome analysis was conducted to assess the impact on costs per referral. An interrupted time series analysis examined the changes in number of referrals following the implementation of the DABIT model over 2 years (January 2015-December 2016) within a large 436-bed public hospital. The primary outcome of interest was the number of AOD-related referrals per month identified following ED presentations. The independent variables were: time (measured in months), implementation periods (pre-implementation; a transition period of adjustment during which the new DABIT model of care was developed; post-implementation period with a fully operational DABIT model); and the number of full-time equivalent staff per month to account for the increase in labour productivity. In a second time series analysis, the outcome was cost per referral per month. After controlling for changes in labour productivity, the number of referrals was significantly higher following the implementation of the DABIT model when compared to those during the pre-implementation and transition periods. Costs were significantly lower following DABIT implementation resulting in $1096 net cost savings per referral. Integration of a specialist brief intervention AOD model to support ED care may increase uptake of specialist AOD treatment and could be beneficial from an economic efficiency viewpoint.

Caring for the carers in a public health district: A well-being initiative to support healthcare professionals.

To assess the impact of the proactive organisational resource allocation in terms of a 6-week well-being initiative to support public healthcare professionals' workplace engagement, well-being and job satisfaction. Burnout of healthcare professionals can be a major cost to the Australian economy and public healthcare sector. According to the social exchange theory, when healthcare professionals perceive that their organisation proactively allocates resources to caring for its employees, then they are more likely to reciprocate and become more engaged in their work roles. The study used a pre- and postsurvey of healthcare professionals who participated in the well-being initiative. Between February-June 2019, 172 healthcare professionals were surveyed before and after a well-being initiative. The survey included questions on workplace engagement, workplace well-being and job satisfaction. Paired t tests were used to determine whether the difference between before and after averages was significant. The TREND statement was used to ensure the quality reporting of this study. The well-being initiative had a positive impact on the healthcare professionals involved in the initiative. Nursing staff benefitted the most from the well-being initiative, while the full-time staff members and highly experienced demonstrated an increase in engagement. Well-being initiatives can be a targeted strategy to help alleviate burnout amongst healthcare professionals and build a mutually beneficial relationship between management and employees. This study shows how implementing a staff well-being initiative increases workplace engagement, which benefits both the individual and the organisation.

Integrating Student Assistants into Digital Repository Workflows: Challenges and Best Practices

The Scholarly Communication Initiatives and Digital Collections departments within the University adapted staff workflows to become student-centered, where workers create digital content for the University’ digital repositories. Each department has a diverse set of needs; Scholarly Communication Initiatives hires students to help with the creation of metadata records, review open access options for sharing each work, and upload items into the institutional repository. Digital Collections relies on students to scan, create metadata, and upload images online that reflect physical holdings in Special Collections and Archives. Utilizing student workers also provides more time for full-time staff to work on higher-level projects and to update, rethink, improve, and streamline existing workflows. Both departments have found that student-centered workflows teach technical and transferable skills while also encouraging students to grow professionally, academically, and socially, setting students up for success beyond graduation. Empowering the whole student and encouraging their personal and collaborative growth thus helps each department to become more efficient and successful in their missions, a triumph that is possible for any library department of an academic institution. While there is a large body of research on student workers in libraries, including on the topics of management and specific functional areas, there is very little research focused on student workers in digital repositories. This article begins to fill this gap and discusses the philosophies and methodologies of both departments’ approaches, as well as the results of implementing student-centered processes for the department and full-time staff.

Tackling the crunch mode: the rise of an enterprise union in South Korea's game industry

PurposeThe present study seeks to trace the unionization process of a global top 10 video game company (Company N) in which workers formed the first enterprise union in South Korea's game sector. Drawing upon the analytical framework of Kelly's (1998) mobilization theory, the authors investigated what motivated workers to form a union and what factors facilitated unionization.Design/methodology/approachThis study used a qualitative research method on a single case study basis. The authors collected 41 in-depth interviews with game developers, full-time union staff from the case company and union leaders in their affiliated union, as well as game journalists, labour attorneys, and human resource professionals in the video game industry. The authors had their original data supplemented and triangulated by archival data including union letters and other documents and media reports. They analysed the data using computer-assisted qualitative data analysis software (CAQDAS).FindingsThere are three key findings. First, in the game sector, a high barrier against unionization exists, arising from industry characteristics such as a project-based work system, high mobility, reputation-based hiring, meritocracy, and a continuous influx of game-loving young developers. Hence, although the time was ripe for worker activism, latent grievances failed to be converted into real collective mobilization, resulting in non-organized workplaces for the past decades. Second, the mandatory labour-management negotiations arising from a legal change acted as a key catalyst for unionization at Company N. The newly elected three employee representatives came to identify and develop their own collective interests through the direct experience of negotiations, which greatly augmented their negative emotions and improved their legal consciousness. These three representatives could identify numerous deep-rooted problems, attribute these problems to their employer, and realize that they are ordinary salaried workers different from their employer. Going through the three-month negotiation and post-negotiation period, a set of ordinary game developers transformed themselves into natural union leaders who started a union in the game industry, which was traditionally non-organized. Third, various layers of external factors, such as a sister union, the upper umbrella union, the changed socio-political atmosphere following the candlelight protests for presidential impeachment, and the improved union image facilitated the unionization at Company N.Practical implicationsThis study offers practical implications to governments, union activists, and employers in the game sector and more broadly in the tech industry, where labour-management conflicts are escalating across the globe.Originality/valueOur study of a rare unionization event in the difficult game sector offers a nuanced understanding of mobilization and its process. Theoretically, by introducing the dynamic process of natural leader emergence and spontaneous union formation in a young industry where neither pre-existing leadership nor extant union influence exists, this study suggests that the mobilization process is more complex and variegated than suggested by Kelly's study and subsequent studies. Therefore, this study can advance the current discussion of mobilization mechanisms in the field of industrial relations. Our study also contributes to current research by introducing collective mobilization in a new context, i.e. the young, dynamic game industry in a non-Western country, which is a context that has been under-studied thus far.

Indicators of Nursing Personnel Supply in Outpatient Medical Care in the Russian Federation during 2010–2018

Aim. Analysis of the basic indicators of nursing personnel supply of the population and medical organisations providing outpatient care in the public health sector in the Russian Federation over the course of 2010–2018.Materials and methods. The study was conducted using data from the Federal Statistical Observation Form No. 30 “Medical Organization Information” for 2010–2018. Descriptive statistics and comparative analysis were used to assess the country-wide 2010–2018 dynamics of the indicators of nursing personnel supply of the population and medical centres providing outpatient care, including supply with full-time and employed positions, full-time staffing, the ratio of part-time employment, the number and shortage of healthcare workers.Results. For the period 2010–2018, the number of nursing personnel in medical units providing outpatient care increased by 2726 people (an increase of 0.5%), from 542,998 to 545,724. At the same time, the population supply with nursing personnel in outpatient medical units decreased from 38.0 to 37.2 per 10,000 population (a decrease by 2.1%), and staffing of full-time healthcare workers in this category decreased by 6.5%, from 94.2 to 87.7%.Conclusions. The study demonstrates a remarkable shortage of paramedics in outpatient health care (exceeding 200,000 people per annum) over the entire observation period of 2010–2018.

Innovative use of technologies to enhance knowledge management

PurposeThe study aims to identify and recommend to the Marist International University College (MIUC) technologies that enhance knowledge management, with a particular focus on collaborative and distributed learning.Design/methodology/approachNine senior full-time academic staff members were purposively selected for the study. The study employed a qualitative research design that involved the use of Google forms to conduct an online survey to collect data from the target population, and it achieved a 100% response rate. Using content analysis, data were analysed, interpreted and presented in a mini-dissertation.FindingsThis research paper presents the findings relating to the innovative use of technologies to enhance collaborative and distributive learning. The findings confirm the existence of informal knowledge management practices at the MIUC and recommend technologies established through a review of the literature to expedite these practices.Practical implicationsThe proposed technologies are thought to be useful in enhancing collaborative and distributed learning in academic institutions as technologies act as enablers in knowledge management within academia.Originality/valueAs technologies continue to emerge, there is a chance for universities to hit a stalemate in terms of identifying appropriate technologies to enable knowledge management. This paper contributes by identifying not only KM practices at the university under study but also specific multimedia, social media, media sharing and brainstorming technologies from the literature that would be ideal in enhancing collaborative and distributed learning.

Quantifying the cost of in-kind contributions to a multidonor-funded health research capacity-building programme: the case of the Consortium for Advanced Research Training in Africa

IntroductionThere are significant investments in health research capacity development in the ‘global-south’. The monetary value of contributions from institutions running these programmes is not known.MethodsUsing the Consortium for Advanced Research...

“You Need to Make it as Easy as Possible for Me”: Creating Scholarly Communication Reports for Liaison Librarians

INTRODUCTION The typical trifecta of liaison librarian positions (collections, reference, and teaching) is shifting to include additional skillsets and competencies, particularly scholarly communications. While liaison librarians adapt to these changing roles, the question of how to upskill and train liaison librarians in scholarly communications is timely and still in flux. The lack of time required to improve these competencies and skills is an oft-cited challenge. DESCRIPTION OF PROJECT To address the challenge of lack of time, this article describes a pilot project undertaken with the aid of a Master of Information Studies practicum student to create scholarly communications reports for liaison librarians. These reports provide background knowledge and discipline-specific information about the scholarly communications landscape, particularly within the institutional context. The goal of the reports is to provide liaison librarians with greater contextual knowledge of their disciplines and the publishing patterns within their departments. This article will discuss the methodology behind creating these reports as well as feedback from liaison librarians on their relevance and potential use. NEXT STEPS The initial pilot was promising, however using a practicum student to create such reports may not be sustainable. Other possibilities include holding “research report retreats” for liaisonlibrarians to complete their own reports with a scholarly communications expert on hand. Additionally, institutions without a master’s program in library and information studies could consider the creation and updating of such reports as a backup project for existing fulltime or student staff.

Consider role of contractual obligations in decision‐making during times of crisis

The global crisis brought on by the COVID‐19 pandemic has forever changed higher education. In the beginning of the crisis, leaders on college campuses had to decide what to do with courses, students in residence halls, auxiliary services like food operations and bookstores, scheduled athletics competitions, and full‐time faculty and staff who normally reported to physical buildings. And those are just the obvious examples.

Sports Medicine Staffing Across National Collegiate Athletic Association Division I, II, and III Schools: Evidence for the Medical Model.

The ratio of clinicians to patients has been associated with health outcomes in many medical contexts but has not been explored in collegiate sports medicine. The relationship between administrative and financial oversight models and staffing is also unknown. To (1) evaluate staffing patterns in National Collegiate Athletic Association sports medicine programs and (2) investigate whether staffing was associated with the division of competition, Power 5 conference status, administrative reporting structure (medical or athletic department), or financial structure (medical or athletic department). Cross-sectional study. Collegiate sports medicine programs. Representatives of 325 universities. A telephone survey was conducted during June and July 2015. Participants were asked questions regarding the presence and full-time equivalence of the health care providers on their sports medicine staff. The number of athletes per athletic trainer was determined. Responding sports medicine programs had 0.5 to 20 full-time equivalent staff athletic trainers (median = 4). Staff athletic trainers at participating schools cared for 21 to 525 athletes per clinician (median = 100). Both administrative and financial oversight from a medical department versus the athletics department was associated with improved staffing across multiple metrics. Staffing levels were associated with the division of competition; athletic trainers at Division I schools cared for fewer athletes than athletic trainers at Division II or III schools, on average. The support of graduate assistant and certified intern athletic trainers varied across the sample as did the contributions of nonphysician, nonathletic trainer health care providers. In many health care settings, clinician : patient ratios are associated with patient health outcomes. We found systematic variations in clinician : patient ratios across National Collegiate Athletic Association divisions of competition and across medical versus athletics organizational models, raising the possibility that athletes' health outcomes vary across these contexts. Future researchers should evaluate the relationships between clinician : patient ratios and athletes' access to care, care provision, health care costs, health outcomes, and clinician job satisfaction.

Editorial introductions

Editorial introductions

Sustainability of quality improvement teams in selected regional referral hospitals in Tanzania.

ObjectiveThe aim of this study was to determine the sustainability of hospital quality improvement teams and to assess factors influencing their sustainability in the regional referral hospital in Tanzania.DesignA cross-sectional study was conducted between April and August of 2018.Setting and participantsThe study was conducted in four selected regional referral hospitals in Tanzania. All members of the quality improvement teams available during the study period were recruited.InterventionQuality improvement teams and their activities.Main outcome measureThe primary outcome was sustainability total scores. The secondary outcomes were process, staff and organizational sustainability scores. The sustainability of quality improvement teams was assessed by using the National Health Service Institute for Innovation and Improvement Sustainability Model self-assessment tool.ResultsThe overall mean sustainability score was 59.08 (95% CI: 53.69–64.46). Tanga Regional Referral Hospital had the highest mean sustainability score of 66.15 (95% CI: 55.12–77.18). Mbeya Regional Referral Hospital obtained the lowest mean sustainability score of 52.49 (95% CI: 42.96–62.01). The process domain had the highest proportionate mean sustainability score of 22.46 (95% CI: 20.58–24.33) across four hospitals. The staff domain recorded the lowest proportionate sustainability score of 27.28 (95% CI: 24.76–29.80).ConclusionsPerceived less involvement of senior leadership (hospital management teams) and clinical leadership (heads of clinical departments) and infrastructure limitation appeared to negatively affect the sustainability of the hospital quality improvement teams. Our study underscores the importance of establishing a permanent and fully resourced Quality Improvement Unit—with team members employed as full-time staff.

Coronavirus Disease 2019 (COVID-19) and Your Radiology Practice: Case Triage, Staffing Strategies, and Addressing Revenue Concerns.

Coronavirus Disease 2019 (COVID-19) and Your Radiology Practice: Case Triage, Staffing Strategies, and Addressing Revenue Concerns.