Job Functions Research Articles

Are the Quality of Organizational Changes Associated with Expected Retirement-Age Among Senior Employees?

Major organizational changes may be associated with both positive and negative uncertainty in working life. This study described the prevalence of organizational changes (reorganizations or round of layoffs) within different job functions in Denmark and investigated whether quality of the implementation process (measured as "information", "involvement" and "consent") was associated with employees' expectations regarding retirement age. A representative sample of older Danish employees ≥ 50years (n = 12,269) replied to a questionnaire survey in 2020. In cross-sectional analyses, we compared employee's expected retirement age being either not exposed to organizational changes or exposed to implementation processes of high, moderate or low-quality, respectively. Analyses were further stratified for job function: office work, work with people and work in the field of production. More than half (56%) of the employees had experienced organizational changes within the past 2years, and 23% of those effected reported that the changes had led to considerations of earlier retirement. Organizational changes were most prevalent within office work, and least prevalent within the job function working with people. The analyses showed significantly lower expected retirement age when the implementation process had been of moderate (mean reduction of 0.45years) or low quality (mean reduction of 0.71years) compared to high quality implemented changes. Experiences of organizational change processes of moderate or poor quality were associated with expectations of earlier retirement, while well implemented changes were not. This study underscores the importance of good implementation when changes at the organizational level are needed.

The Impact of AI Tools on Employment Trends and Skill Demands

Artificial intelligence (AI) is revolutionizing our work, lifestyles, and modes of communication. The integration of AI-driven technologies brings about automation of tedious tasks, enhances decision-making capabilities, and boosts overall productivity. Nonetheless, the adoption of AI carries profound implications for both the labor market and skill prerequisites. On one hand, the advent of AI is poised to usher in new job opportunities, particularly in domains such as machine learning, data science, and AI engineering. Conversely, AI's implementation is expected to automate numerous routine and manual job functions, resulting in the displacement of workers in sectors like manufacturing, transportation, and customer service. This transition underscores the necessity for workers to cultivate fresh skill sets and competencies. Skills such as data analysis, critical thinking, and advanced problem-solving will ascend in importance, whereas conventional proficiencies like manual dexterity and routine problem-solving will diminish in relevance. Furthermore, the effects of AI on employment prospects and skill requisites will vary across different industries and geographical regions. While certain sectors may undergo substantial job displacement, others may witness a surge in demand for adept personnel. Thus, policymakers and industry leaders must adopt a proactive stance toward reskilling and upskilling initiatives to ensure workforce competitiveness. Ultimately, the integration of AI tools is poised to catalyze transformative shifts in the labor market and skill landscape. While it presents novel opportunities and enhances productivity, it simultaneously necessitates adaptive measures from workers to thrive in an evolving job market.

SUBSTANTIATION OF THE PROFESSIONAL STANDARD OF "PERSONAL FITNESS TRAINER" IN UKRAINE

Professional staff is needed for the effective functioning of health fitness. There are no professional standards for fitness staff in Ukraine, so there is no single standardized approach to determining the list of job functions, general and special competencies, the required knowledge, skills and practical abilities. The purpose of the study is to substantiate and develop a professional standard of "Personal Fitness Trainer" taking into account international experience. Methods: analysis and generalization of scientific and methodical literature, pedagogical observation, functional analysis, documentary method, method of expert evaluations, methods of mathematical statistics. Results. The development of a professional standard for "Personal Fitness Trainer" was based on regulatory acts and the algorithm formed for the health fitness system. There have been identified 60 necessary labor actions which ensure the performance of 9 labor functions of a fitness trainer. The professional standard takes into account the needs of employers, consumer requirements and will be the basis for the industry standard of higher education in the relevant specialty. Conclusions. The developed professional standard for "Personal fitness trainer" is relevant, complies with regulatory acts and established algorithm, adapted to the system of fitness. The expediency of developing a professional standard "Personal fitness trainer" was based on the study of the actual state and prospects of application of fitness staff. The professional standard provides requirements for the content and quality of professional activity; list of general competencies; requirements for the level of qualification, medical contraindications to work, work experience, level of education of a fitness trainer; a list of labor functions and labor actions and the necessary knowledge, skills and abilities; list of subjects and means of work and definition of professional competencies, etc. The professional standard "Personal fitness trainer" should be the basis for the industry standard of higher education in the relevant specialty.

A Study on the Job Characteristics of Police Officers and the Status of Musculoskeletal Disorders.

Musculoskeletal disorders occur frequently in industrial settings, and police officers in particular are at high risk of developing musculoskeletal disorders due to the nature of their work, but research on this is lacking. Therefore, the purpose of this study was to examine the prevalence and risk factors of musculoskeletal disorders according to the job functions of police officers. A survey was conducted, targeting active-duty police officers, and data were collected from 4268 respondents who answered all items on the questionnaire. As a control group, we used the general population dataset from the 2020 National Health and Nutrition Examination Survey conducted in Korea. The survey included general information such as gender, age, working hours, and type of work. It also investigated medical utilization, including the frequency of medical visits and hospitalizations. The assessment of musculoskeletal disorders was analyzed using pain NRS, VAS, SPADI, and ODI. The working characteristics of police officers were found to be more irregular in terms of working hours and involved a higher intensity of work activities compared with the general population. However, there was a lack of precise diagnoses and continuous treatment for these disorders. These results imply that police officers' occupational characteristics are related to musculoskeletal disorders. Considering the direct relationship between police officers' health and public safety, systematic evaluation and management of their musculoskeletal disorders are needed.

Priority of competencies in the professional activities of general practitioners (family doctors)

The functional responsibilities of general practitioners (family doctors) (GPs) have changed significantly over the past decade. The number of GP functions has expanded. Despite the increasingly complex professional activities of GPs, there is no scientific evidence for the qualification characteristics of GPs expressed in knowledge, skills, abilities, and competencies in the theory and practice in training. In this regard, a study was conducted to determine the priority of GP competencies that make up the qualification characteristics of a specialist. Aim. To analyze, generalize and rationale the research results, as well as to develop preliminary guidelines for GP training. Material and methods. The information base for the study was the results of ranking competencies according to their importance in the professional activities of GPs in Russia. It was obtained during the ascertaining experiment, implemented using the Delphi method as a method of expert assessment and strategic planning of training specialists. Conclusion. The analysis of competencies developed and agreed upon by experts showed its compliance with the job functions of GPs, the requirements of the Federal State Educational Standard for the General Medical Practice (Family Medicine) and the WONCA guidelines. A summary of the study results to determine the priority of competence in GP activities showed the following: — all competencies (25) were defined as necessary and constitutive of GP qualification; — 21 competencies were considered significant and highly significant for GPs; — 4 competencies were considered as of moderate significance and below moderate significance. The analysis of the priority of competences revealed insufficient methodological support for GP training in accordance with the social order. The results obtained showed the need to continue the study within the project "Quality Management of Training of General Practitioners (Family Doctors)".

The use of individual and collective selection, optimisation and compensation (SOC) strategies and their association with work ability among senior workers

Background Selection, optimisation, and compensation (SOC) can be important strategies for maintaining work ability as we age. This study aimed to explore differences in self-reported individual and collective use of SOC strategies across job functions, as well as their association with self-rated work ability. Methods: In the third wave of the SeniorWorkingLife study, 10,798 workers aged 50 + , across the job function categories “Office work”, “work with people”, and “work in the field of production”, replied to questions about collective and individual SOC strategies and work ability. Using multiple regression, we modelled associations between SOC and work ability. Results: Associations between SOC and work ability were generally weaker among participants working in the field of production. Both individual and collective use of selection had much weaker associations with work ability in the job functions “office work” and “working with people”. In the job function “working in the field of production”, only collective compensation was positively associated with work ability while individual selection was significantly but negatively associated with work ability. Conclusions: The use of SOC may be particularly beneficial for older employees working with people. Optimisation and compensation may be the most important SOC strategies for maintaining the work ability of older employees working with people and doing office work. For older employees working in the field of production, collective optimisation may support the maintenance of work ability while reduced work ability may be associated with the use of individual selection as a “coping strategy”.

O RETORNO AO TRABALHO E AO SERVIÇO MILITAR DE ADULTOS AMPUTADOS: UMA REVISÃO DE ESCOPO

The rehabilitation of adult amputees involves, among other objectives, the return to work. In this sense, the present study seeks to investigate how the return to work and the return to military service occur for adults who have undergone amputation, identifying the factors of success and analyzing the impact of Occupational Therapy. This is a scoping review that follows the guide for scoping reviews from the Joanna Briggs Institute and includes 22 articles for final data analysis and collection. The following factors related to successful return to the labor market after amputation were identified: male gender; younger age; use of prosthesis; lower pain levels; unilateral amputations; availability of accessible infrastructure in the workplace; job function adaptations and assistive technologies; and administrative positions. Regarding the return to military service, the rank within the army was shown to be the main determinant in the individual's return to service. It is noteworthy that several demands pointed out by the studies regarding the rehabilitation process and return to work can be addressed by occupational therapists, such as the adaptation of prostheses for the specific tasks of the individual, analysis and adaptation of the work environment, pain management and reduction, work activity training, and spiritual support, since beliefs related to the sacred were indicated as the main factor of success for rehabilitation. However, only two articles mention Occupational Therapy, and in both, the service is characterized as inefficient.

Effectiveness of Simulation Training in the Implementation of Independent Nurse Appointment in Viamedis Clinics

As part of the implementation of the dynamic observation reform in Viamedis clinics, it is planned to expand the job functions of a nurse with the implementation of a full-fledged nursing reception of chronic patients. The concept of "nursing reception" includes an initial examination, physical examination, assessment of the condition in dynamics, the appointment of a research plan and their interpretation in accordance with the regulatory legal acts of the Republic of Kazakhstan, the identification of alarming clinical and laboratory signs, determination of patient management tactics within the framework of nursing competence and further routing.

The role of reskilling programmes on the digital transformation at a large financial services organisation

The primary goal of this study was to examine the role of reskilling programmes on digital transformation at a Large Financial Services Organisation. The business climate and the world of work are going through an unprecedented large-scale transition - such as the transition from the agricultural economy to the industrial revolution. The era of digitisation, automation and acceleration is upon us. The society is in an economy where new critical skills have emerged and these new emerging skills have become necessary for individuals, businesses, and the economy to succeed. However, very little research has been done on the role of reskilling programmes on the digital transformation at a Large Financial Services Organisation. The study employed quantitative research and a structured closed questionnaire was used to collect field data from a selected sample of 88 respondents drawn from a target population in the study area. The field data were analysed using the Statistical Package for Social Sciences (SPSS), version 29. Statistical tools, including frequency tables, pie charts, and graphs, were used to analyse data. The study findings indicate that jobs have been significantly affected by digital transformation and new emerging job functions in large financial services organisations. A digital transformation programme had a direct relationship with the implementation of reskilling programmes. The study recommended that designing technology-focused training programmes appropriately and selecting or creating technology-focused training programmes with essential elements are necessary for successful outcomes.

The Corporate Chief of Staff: Strategic Leadership Influence From Outside the Spotlight

For decades, scholars of strategic leadership have explored the degree to which senior executives and the team of top managers influence firm outcomes. However, one growing quasi-executive role in corporate settings, the chief of staff (COS), has been almost entirely ignored. Our paper presents a novel, foundational exploration of the COS role, including primary job functions and challenges, characteristics and backgrounds of incumbents, and relevance for strategic leadership and upper echelons theory. We synthesize three original sources of data — 2,500 LinkedIn COS profiles, surveys of 108 COSs, and in-depth interviews of 13 current and former COSs — to identify COS tasks and functions that interface with and influence the CEO, the top management team (TMT), and the broader organization. Though not typically considered a member of the TMT, we find compelling evidence for their ‘behind the scenes’ relevance to strategic leadership processes and outcomes. We then lay out a future research agenda comprising four domains: COS influence on CEO attention and psychological states, COS influence on TMT and organizational processes and outcomes, characteristics and conditions of organizations with a COS, and long-term career trajectories of COSs.

Analyzing the compatibility and optimization of organic and Al2CdX4 chalcogenides materials as charge transport layers for planar and inverted MASnI3 perovskites

Perovskite solar cells (PSCs) are greatly affected by charge transport layers' (CTLs) capacity to maintain stability and efficiency. By combining various CTLs with perovskites, one may create an electric field and energy band alignment that is completely unique. The optoelectrical characteristics of PSC are significantly altered by them. For perovskites, finding the correct CTL is of the utmost importance. The CH3NH3SnI3 PSC is shown here using a SCAPS-1D model with four CTLs. Organic and Al2CdX4 chalcogenide CTLs have been investigated because to their environmentally acceptable nature, electric/thermal conductivity, chemical stability, and carrier mobility. Both the planar (n-i-p) and inverted (p-i-n) configurations are used to analyze the PSCs. A methodical strategy has been used to examine the CTLs' compatibility with the active layer, as well as their impact on the electric field, recombination at heterojunctions, band alignment, absorption, transmissivity, and quantum efficiency in both designs. Optimizing the design for layer thickness and doping has been done to further boost the efficiency. It has also been researched how PSC performance is affected by temperature, reflection, flaws, and job functions. Results show that Alq3 (Al(C9H6NO)3) does better in a planar environment, but Al2CdSe4 does better in an inverted environment. All the CTLs depicts better compatibility with MASnI3 active layer and gives good results generally in both PSC configurations. This research illustrates that strategic selection and alignment of CTLs can substantially elevate PCE with the best-performing n–i–p structure is Alq3/Per/Al2CdTe4 with PCE of 28.16 %, while the best p–i–n is Alq3/Per/Al2CdSe4 and PEIE/Per/Al2CdSe4 with PCE of 24.39 % each.

Bridging the Gap: Specialized Training Programs for Infection Prevention Specialists Increase Certification Success

Background: The role of the infection preventionist (IP) is complex and encompasses a range of responsibilities requiring extensive knowledge in infection control practices, data analysis, surveillance, performance improvement and collaboration with multidisciplinary teams. Infection prevention certification (CIC) by the certification Board of Infection Control (CBIC) is a standardized marker of knowledge and competencies required for practice in the field. In a 2020 survey of IPs, less than half were certified or planned to become certified. Of those that do take the certification exam, less than three quarters pass on their initial exam attempt. Methods: From 2017 to 2023, fifty-two new IPs were enrolled in a competency-based training program which combined didactic and applied learning on core IP job functions, and a structured mentoring program. The initial didactic phase consisted of evidence-based learning modules with validation of competency through post-training testing and practical demonstration. Education was provided by an advanced practice IP via remote webinars, which included discussion of questions, skills coaching, and review of post-tests. Novice IPs were partnered with at least two preceptors: one advanced practice lead preceptor guided the novice IPs through assigned education modules and oversaw program management and training benchmarks. A second, near-peer preceptor or mentor collaborated with the novice IP in the facility setting. Initial training focused on facility operations, surveillance, rounding and other facility specific activities. Facility mentors were responsible for combining education module topics with practical application of skills. Mentors guided novice IPs through National Healthcare Surveillance network (NHSN) surveillance training and validated surveillance and infection coding until the novice IP had an interrater reliability validation assessing surveillance competency. After the initial training phase, the novice IPs began preparation for certification. This phase included additional training modules aligned with the CBIC certification content outline and practice exams. Results: All 52 novice IPs completed the training program and attempted the CIC examination. The initial pass rate for the certification exam among IPs in the supervised training and mentorship program was 98.1% (n=51). This is 33% higher than the initial pass rate published by CBIC, which was 73.9% (Figure 1). Conclusions: Organizing evidence-based guidelines into topic-specific modules builds a foundation of infection prevention and control knowledge, which is enhanced through remote instruction and direct application of skills under a preceptor’s supervision. This method allows IPs to be introduced to concepts covered in the board certification exam upon hire and support certification with improved outcome

MODELLING OF PROFESSIONAL QUALIFICATIONS OF HEALTHCARE PROFESSIONALS BY MEANS OF LABOUR FUNCTION EXPERT ANALYSIS

To substantiate the modern model of professional competences of healthcare workers based on expert modelling of labour functions in a professional standard as a basic element of the system of assessment of their qualifications and continuing professional development. In the system of healthcare professionals' training, a prognostic approach to designing a structural and functional model of a specialist remains the main one. Using the analysis of modern data on the relations between the labour market and the system of doctors' professional training, the pragmatic (actualisation) model of professional competences is substantiated. The latter is based on the analysis of experts who observe the actual work of doctors in real conditions, build their expert opinion on the basis of self-reflection and analysis of their own professional experience. In contrast to the prognostic model, this model can be used as a basis for the formation and assessment of professional competences of healthcare professionals, in particular those acquired through non-formal and informal education based on constructivist learning principles. The features of the pragmatic (actualisation) model of doctors' professional competences are as follows: methodological reliance on constructivism; expert method of forming the content of labour actions and competences; results of professional self-reflection of healthcare professionals; fixation of professional competences in professional standards by medical specialities; evaluation of the results of non-formal and informal learning; analysis of current labour market information, up-to-date descriptions of activities in the workplace and relevant job functions; realism and pragmatism. In order to develop the National Qualifications System in the field of healthcare, it is necessary to implement the following: implementation as regulated by the current legislation of the procedures for assessment of formal, non-formal and informal results of professional training in the system of continuing professional development; development of professional standards for all specialities of healthcare professionals — doctors, nurses, pharmacists and managers of healthcare facilities; development of a system of independent qualification centres in the healthcare sector.

A structured investigation on the site supervisory traits in applying science and technology related fundamental concepts in construction operations

Purpose Productivity increase is correlated with profitability, sustainability and competitiveness of the construction firms. Recent studies reveal that the primary causes of productivity decline are poor usage of scientific and technological advances, ineffective supervision strategies and poor apprenticeship facilities/opportunities. Accordingly, the purpose of this study was to evaluate how well construction supervisors can utilise fundamental science and technological concepts/ideas to increase the efficiency and productivity of construction activities. Design/methodology/approach A new strategic layout was designed with the use of potential training guide tools. Based on the designed layout, a new supervisory training programme was developed, and 62 construction supervisors were selected, trained and evaluated in line with six parts of competencies and the relevant learning domains. An assessment guide with different levels of descriptions and criteria was developed through literature analysis and expert interviews. The research tools were verified using comprehensive approaches. Findings The overall mean values of supervisors’ performance scores indicate proficient-level grades in the competency characteristics related to taking measurements, generating drawings/designs using manual techniques and computer-aided tools, involving Bill of Quantities (BOQ) preparations and preparing training plans/materials for improving the competencies of labourers on estimation, measurements and understanding drawings. Their proficiency was notably lower in the use of information and communication technology application tools in construction tasks compared to others. The findings point to a modern generalised guideline that establishes the ranges of supervisory attributes associated with science and technology-related applications. Research limitations/implications The study outcomes produce conceptualised projections to restructure and revalue the job functions of various working categories by adding new definitions within the specified scope. This may result in constructive benefits to upgrading the current functions associated with urbanisation, sustainability and society. The implementation of the study’s findings/conclusions will have a significant impact on present and future practices in other developing nations and developing industries, even if they are directly applicable to the Sri Lankan construction industry. Originality/value Up to certain limits/stages, the study fills not only the knowledge gap in the field of creating protocols and application techniques connected to lifelong learning and skill enhancement/upgrading but also the existing gaps in work attributes and roles of construction supervisors associated with the utilisation of fundamental science and technological concepts/ideas towards reinforcing sustainable and productive site operations.

تأثير محددات الرضا الوظيفي على فاعلية أداء العاملين بالشركة السعودية للاتصالات (STC)

Focusing on the feasibility study using the descriptive analytical approach by creating employees in the Saudi Telecom Company and the largest percentage of the company’s customers, where 200 items were reached, in which exceptions for the study were distributed, in which the most important results of the study: - There are reports among executives from several sectors regarding career growth, motivation, work environment, and job functions on job performance in the Saudi Telecommunications Company (STC). - There is a relationship closely linked to effective performance and diversity in the types of work and the amount of work performed by the executive directors of the key officials in the Saudi Telecommunications Company (STC). - There is a correlation between the need for a job and then the performance of Saudi Telecommunications Company (STC) employees. The study recommended important tips to mention. - Using the precise specialization of the staff and their satisfaction with the work direction. - Employees leave in discussions and meetings related to higher levels. - Reformulating promotion criteria so that they are more efficient for working employees. - Recognizing the employee’s efforts and discussing his development. - Preparing various incentives to ensure that they are distributed fairly among employees.

A market driven identification of current and emerging skills requiring an MBA degree: a topic modelling approach

ABSTRACT The emerging field of Labour Market Intelligence focuses on extracting real-time information for professional skills. Online job posting websites provide unique opportunities to gather such intelligence, useful for job seekers and academic administrators in charge of preparing the future labour force. We propose a probabilistic topic modelling approach, incorporating occupational ontologies, to extract skillsets required for jobs needing a Master of Business Administration (MBA) degree. Analysing LinkedIn job postings in Pennsylvania, USA, we identified 28 job functions and associated skillsets confirming known demands and revealing new ones not yet identified in government and private labour market reports. By aggregating these skills, we can align MBA curricula with market needs, offering a superior alternative to conventional surveys. Our results are comparable with other popular neural models. Our approach provides improved computational efficiency with simpler methods Additionally, this methodology can be applied globally in other fields with existing occupational ontologies.

Beyond lean production practices and Industry 4.0 technologies toward the human-centric Industry 5.0

PurposeBoth technological and human-centric perspectives need to be acknowledged when combining lean production practices and Industry 4.0 (I4.0) technologies. This study aims to explore and explain how lean production practices and I4.0 technologies may coexist to enhance the human-centric perspective of manufacturing operations in the era of Industry 5.0 (I5.0).Design/methodology/approachThe research approach is an explorative and longitudinal case study. The qualitative data collection encompasses respondents from different job functions and organizational levels to cover the entire organization. In total, 18 interviews with 19 interviewees and five focus groups with a total of 25 participants are included.FindingsIdentified challenges bring forth that manufacturing organizations must have the ability to see beyond lean production philosophy and I4.0 to meet the demand for a human-centric perspective in socially sustainable manufacturing in the era of Industry 5.0.Practical implicationsThe study suggests that while lean production practices and I4.0 practices may be considered separately, they need to be integrated as complementary approaches. This underscores the complexity of managing simultaneous organizational changes and new digital initiatives.Social implicationsThe research presented illuminates the elusive phenomena comprising the combined aspects of a human-centric perspective, specifically bringing forth implications for the co-existence of lean production practices and I4.0 technologies, in the transformation towards I5.0.Originality/valueThe study contributes to new avenues of research within the field of socially sustainable manufacturing. The study provides an in-depth analysis of the human-centric perspective when transforming organizations towards Industry 5.0.

132 Modernizing Onboarding for Clinical Research Professionals: An Interactive and Adoptable Approach

OBJECTIVES/GOALS: The Clinical Research Professionals (CRP) at Cincinnati Children’s Hospital Medical Center (CCHMC) identified and addressed gaps in a static on boarding material by transforming it into an interactive, centralized, and customizable REDCap checklist to better meet researcher needs across the institution. METHODS/STUDY POPULATION: The CRP On boarding Checklist is a tool designed to assist clinical researchers in their onboarding process at CCHMC. This tool helps CRPs determine the required/recommended trainings available to assist with skill-building and establishing job role competency. CRP supervisorsand subject matter experts were included incontent revisions, format, and transition to a RED Capsurvey. The new checklist is interactive, targets training requirements by job function, and clearly labels mandatory training. A companion document allows new CRPs to create and track their own individualized training plan. RESULTS/ANTICIPATED RESULTS: The revised CRP On boarding Checklist was launched in April 2022 and announced via email communication. Alive demonstration was presented to all CRPs during the May 2022 CRP Monthly Meeting. The checklist and companion document are linked to the internal CRP website, which is accessible institutionally. Sincelaunch, almost 100 new and internally transferring CRPs have utilized the online tool to guide their training needs. The checklist is intended to reflect real-time changes in educational offerings. In addition to feedback and change requests from the CRP community, the checklist is updated as necessary and routinely reviewed on a biannual basisby the CRP Education Committee. DISCUSSION/SIGNIFICANCE: The creation and maintenance of the CRP Onboarding Checklist is a modern and accessible way for CRPs and supervisors to explore role-applicable training and take active roles in the on boarding process. The RED Capformat allows easy sharing and adoptability to other institutions via data dictionary.

Job function as determinant of clinker exposure at workplaces during cement production.

In the cement production industry, exposure to airborne particulate matter is associated with a decline in lung function and increased airway symptoms. Exposure to clinker-the major constituent of cement and supposedly the cause of the observed adverse health effects-was determined recently in 15 cement production plants located in 8 different countries (Estonia, Greece, Italy, Norway, Sweden, Switzerland, Spain, Turkey). It was shown that the median clinker abundance in the thoracic fraction varied between approximately 20% and 70% for individual plants. The present study complements the previous work by investigating the significance of job function as a determinant of clinker exposure. The elemental composition (water and acid-soluble fractions separately) of 1,227 personal thoracic workplace samples was analyzed by positive matrix factorization (PMF) to determine the contribution of different sources to the composition of airborne particulate matter and to quantify the clinker content. Median thoracic mass air concentrations varied for individual job functions between 0.094 and 12 mg/m3 (estimated separately for different plants). The PMF 5-factor solution yielded median relative clinker abundances in the personal thoracic samples between 7.6% and 81% for individual job functions. Thoracic clinker air concentrations are highest for cleaning, production, and maintenance work, and lowest for administration and other work. Foremen and laboratory personnel show intermediate exposure levels. The plant was found to have a much higher contribution to the total variance of the thoracic clinker air concentrations than the job function. Thoracic clinker air concentrations (medians between 0.01 and 5.5 mg/m3) are strongly correlated with the thoracic mass air concentrations and to a lesser extent with the relative clinker abundance in an aerosol sample. Job function is an important predictor of exposure to clinker in the cement production industry. As clinker is suspected to be the causal agent for the observed adverse health effects among cement production workers, the clinker air concentration may be a better exposure metric than thoracic air mass concentration despite the strong correlation between the two. Reduction strategies should focus on the most exposed job categories cleaning, production, and maintenance work.

Evaluation of a peer-support, ‘mentor mother’ program in Gaza, Mozambique; a qualitative study

BackgroundRetention in prevention of mother-to-child transmission of HIV programs is critical to reduce vertical transmission. To addresses challenges with retention, Mozambique launched a peer-support program in 2018, in which HIV-positive mothers provide adherence support as mentor mothers (MMs) for HIV-positive pregnant and lactating women and HIV-exposed and infected children.MethodsA descriptive qualitative evaluation was conducted across nine facilities in Gaza Province to assess the acceptability and barriers to implementation of the mentor mother program (MMP) among those receiving services and providing services. In-depth interviews and focus group discussions were conducted with MMs, MM supervisors, health care workers (HCWs), HIV-positive mothers enrolled in the MMP, HIV-positive mothers who declined MMP enrollment, and key informants involved in the implementation of the program. Thematic analysis identified emerging recurrent themes and patterns across the participants’ responses. Data were collected between November-December 2020.ResultsThere were initial challenges with acceptability of the MMP, especially regarding confidentiality concerns and MM roles. Sharing additional information about MMs and making small changes during the beginning of the MMP resulted in generally high acceptance of the MMP. HIV-positive mothers reported that counseling from MMs improved their understanding of the importance of anti-retroviral treatment (ART) and how to take and administer ART. HIV-positive mothers reported having reduced guilt and shame about their HIV-status, feeling less alone, and having more control over their health. MMs shared that their work made them feel valued and decreased their self-stigmatization. However, MMs also reported feeling that they had inadequate resources to perform optimal job functions; they listed inadequate transportation, insufficient stipends, and false addresses of clients among their constraints. Overall, HCWs felt that their workload was significantly reduced with MM support and wanted more MMs in the community and health facility.ConclusionsThis study found that the MMP was considered a substantive and highly valued support to HIV-positive mothers, resulting in increased ART literacy among patients, improved self-reported well-being and sense of community and reduced feelings of isolation. Recommendations include strengthening MM training, increasing financial and materiel resources, additional information provided to newly enrolled mothers and support for the male partners.