National Workforce Survey Research Articles

Digital Technology Adoption in Entrepreneurs: Are Ex-Migrant Workers More Adaptive?

Research Originality: Migrant workers should have improved their skills and be more adaptive to applying digital technology. This research contribution focuses on ex-migrant workers with current careers as business owners.Research Objectives: This research reviewed the determinant factor of technological adoption on entrepreneurs with the experience of ex-migrants based on some factors, such as migrant, demographic, and business.Research Methods: The applied method of this study is - logit regression analysis. This study examined 329 business owners of 1.518 workers as surveyed by the National Workforce Survey, SAKERNAS, in Mataram, in the period 2022.Empirical Results: The research result was the lower digital technology adoption of ex-migrant business owners than the non-ex-migrant workers. The causal factor was the poor educational level of ex-migrant workers in Indonesia.Implications: The empirical implication of this study is - to determine the empowerment program of ex-migrant workers regarding the digital technology utility within the scope of entrepreneurship activities and technological transfer through the ex-migrant workers of Indonesia. JEL Classification: J6, M2, O3How to Cite:Haer, J., Gravitiani, E., & Putro, T. R. (2024). Digital Technology Adoption in Entrepreneurs: Are Ex-Migrant Workers More Adaptive?. Etikonomi, 23(1), 1 – 10. https://doi.org/10.15408/etk.v23i1.34681.

Return Migration and Entrepreneurship: Does Human Capital Matter?

Return migration is a topic of considerable interest in scholarly literature, with many studies suggesting that returning migrants can impact the economic development of their home country through capital accumulation and entrepreneurship. This study seeks to examine the entrepreneurial intentions of return migrants and the influence of formal education and training on their entrepreneurial tendencies. Utilizing data from the National Workforce Survey (Sakernas) in 2020 and employing logistic regression analysis, the study revealed that formal education tends to steer returning migrants towards the formal sector rather than entrepreneurship upon their return. Conversely, while training was found to potentially increase the likelihood of entrepreneurship, the effect was not statistically significant. Additionally, individual characteristics such as age, gender, and marital status were found to significantly influence entrepreneurial intentions, with older individuals, females, and married individuals exhibiting a higher propensity for entrepreneurship among return migrants. These findings contribute to the existing literature by highlighting that, on average, return migrants in Indonesia tend to have relatively low levels of education, and higher levels of human capital may diminish their interest in entrepreneurship.

Diversity and the Australian Publishing Industry: Findings from a National Workforce Survey

Diversity and the Australian Publishing Industry: Findings from a National Workforce Survey

Modelling a Consultant Workforce for the United Kingdom: needs-based planning for Dental Public Health.

To develop a needs-based workforce planning model to explore specialist workforce capacity and capability for the effective, efficient, and safe provision of services in the United Kingdom (UK); and test the model using Dental Public Health (DPH). Data from a national workforce survey, national audit, and specialty workshops in 2020 and 2021 set the parameters for a safe effective DPH workforce. A working group drawing on external expertise, developed a conceptual workforce model which informed the mathematical modelling, taking a Markovian approach. The latter enabled the consideration of possible scenarios relating to workforce development. It involved exploration of capacity within each career stage in DPH across a time horizon of 15 years. Workforce capacity requirements were calculated, informed by past principles. Currently an estimated 100 whole time equivalent (WTE) specialists are required to provide a realistic basic capacity nationally for DPH across the UK given the range of organisations, population growth, complexity and diversity of specialty roles. In February 2022 the specialty had 53.55 WTE academic/service consultants, thus a significant gap. The modelling evidence suggests a reduction in DPH specialist capacity towards a steady state in line with the current rate of training, recruitment and retention. The scenario involving increasing training numbers and drawing on other sources of public health trained dentists whilst retaining expertise within DPH has the potential to build workforce capacity. Current capacity is below basic requirements and approaching 'steady state'. Retention and innovative capacity building are required to secure and safeguard the provision of specialist DPH services to meet the needs of the UK health and care systems.

COVID-19 Pandemic Effects on Job Search and Employment of Graduates (2015-2020) of Canadian Dietetic Programmes.

Purpose: Self-reported coronavirus 2019 (COVID-19) pandemic effects on dietetic job search, employment, and practice of recent graduates were explored within a national workforce survey.Methods: Graduates (2015-2020) who were registered/licensed dietitians or eligible to write the Canadian Dietetic Registration Exam were recruited through dietetic programmes, Dietitians of Canada's communication channels, and social media. The online survey, available in English and French from August through October 2020, included questions about pandemic experiences. Descriptive statistics and thematic analysis were applied to closed and open-ended responses, respectively.Results: Thirty-four percent of survey respondents (n = 524) indicated pandemic effects on job search and described delayed entry into dietetics, fewer job opportunities, and challenges including restricted work between sites. The pandemic affected employment for 44% of respondents; of these, 45% indicated working from home, 45% provided virtual counselling, 7% were redeployed within dietetics, 14% provided nondietetic COVID-19 support, and 6% were furloughed or laid off. Changed work hours, predominantly reduced, were identified by 29%. Changes in pay, identified by 12%, included loss (e.g.,raises deferred) or gain (e.g.,pandemic pay). Fear of infection and stress about careers and finances were expressed.Conclusion: The COVID-19 pandemic profoundly affected both acquiring positions and employment in 2020 for recent dietetic graduates.

Opportunities and challenges for psychotherapy in Aotearoa New Zealand’s new health system

The dawning of a new national public health system in Aotearoa New Zealand offers opportunities and challenges for psychotherapists. This paper discusses these against three data sets, namely, a 2022 national District Health Board psychotherapy workforce survey, a video recording of the Psychotherapy and Public Worlds panel event at the 2022 New Zealand Association of Psychotherapists’ (NZAP) conference, and psychotherapist registration statistics supplied by The Psychotherapists Board of Aotearoa New Zealand (PBANZ). The expansion of short-term, risk-based, manualised interventions during the former DHB era did not improve mental health at a community level (Mulder et al., 2022) nor promote equity and sustainability (Berg et al., 2022). Placing Te Tiriti o Waitangi, the Treaty of Waitangi (1840) (Te Tiriti) at the centre of the new health system suits psychotherapy, whose wholistic worldview of health and wellbeing aligns with te ao Māori better than most other Western psychological approaches. Kōrero about the indigenising of psychotherapy in Aotearoa has been around since at least the 1980s. The Ministry of Health (the Ministry) has recently invited psychotherapists’ advice on workforce policy development and how to promote psychotherapy in the new health system. This task will largely fall on the psychotherapy associations and some psychotherapy training organisations. A major challenge may be whether these entities can sustain the expenditure of human and other resources necessary to represent their memberships in continuing dialogue with the Ministry and its operational partners, Te Whatu Ora, Health New Zealand (Te Whatu Ora) and Te Aka Whai Ora, Māori Health Authority (Te Aka Whai Ora). Key opportunities include the recruitment of overseas psychotherapists and the greatly expanded provision of psychotherapy student placements in public health services to stimulate new psychotherapy training programmes and workforce growth.

Current and Emerging Trends in Diabetes Care and Education: 2021 National Practice and Workforce Survey.

The purpose of the National Practice Survey is to understand current trends related to the diabetes care and education specialist's integration into the full care team beyond formal diabetes self-management education and support services. The 2021 National Practice Survey (NPS2021) contained 61 questions for all respondents with an additional 56 questions pertaining to specific diabetes care and education segments. An anonymous survey was administered online to respondents who are diabetes care and education specialists or a part of the diabetes care team. Email lists were obtained from the Association of Diabetes Care & Education Specialists (ADCES) and the Certification Board for Diabetes Care and Education (CBDCE). Approximately 39,258 emails were sent, and 3357 were undeliverable, with 3797 surveys completed between February 9 to April 6, 2021, resulting in an 11% response rate. The response rate may have been affected by the COVID-19 public health emergency. Diabetes care and education specialists represent an interprofessional specialty of nurses, dietitians, physicians, pharmacists, health educators, and others. Many respondents reported holding either certification as a Certified Diabetes Care and Education Specialist (CDCES) or being Board Certified in Advanced Diabetes Management (BC-ADM). In addition, there appears to be a slight increase in those trained as a Lifestyle Coach to provide the National Diabetes Prevention Program (CDC Recognized National DPP) compared to NPS2017. Most respondents reported being Caucasian/White (84%), followed by Hispanic or Latinx (7%) and African American/Black and Asian/Asian American (at 4% each), like in previous surveys. Respondents reported diverse care delivery models, including traditional and nontraditional services, and expanded models of care such as population health/risk stratification models, the Chronic Care Model, Accountable Care Organizations, managed care, and others. The NPS2021 describes DCES workforce opportunities and challenges. Identifying and addressing those that impact the specialty's sustainability, diversity, and growth will guide strategies for the future workforce and their practice settings. Opportunities identified include embracing diabetes community care coordinators for person-centered delivery of care and education services and supporting frontline health care team members to increase competence and expertise in the prevention of type 2 diabetes, diabetes care, and education/support for related chronic diseases. In addition, as health care evolves, it creates opportunities for the DCESs to demonstrate a broader, key role as part of the diabetes care team.

The State of Hospital Infection Services in the UK: National Workforce Survey 2021

With the evolution of centralised ‘hub and spoke’ microbiology services, the expansion of infectious diseases as a medical specialty and the advent of joint infection training pathways, the infection services within the United Kingdom (UK) are experiencing a period of rapid change. Despite this, to date there has been no comprehensive description of the distribution of specialty staffing and service provision across the country. To this end, the British Infection Association (BIA), in conjunction with the Royal College of Pathologists (RCPath), has undertaken a national survey of National Health Service (NHS) infection services. Questions were compiled following consultation with an expert panel including BIA Council members. An online survey was distributed to clinical leads at all UK NHS acute trusts or health boards with inpatient beds and data were collected between April and August 2021. The overall response rate was 72% (108 respondents). The median number of infection consultant full time equivalents (FTE) per service was 6.1 overall (5.6 per 1000 acute beds) although this varied between the devolved nations and was lowest in centres with microbiology specialists only. Forty-three services had three or fewer FTE medically qualified infection specialists. Overall, 17.5% of all funded FTE consultant-level posts were vacant, although this was markedly higher for microbiology-accredited posts (20.3%) than for infectious diseases (ID) (9.3%) or medical virology (14.6%). There were fewer vacancies in centres with ID-accredited consultants; median 1.0 (IQR 0–2.2) versus those with microbiology only; 1.8 (IQR 0–2.9). Distribution of non-consultant staff was extremely heterogenous with 44 services having none and 25 having one or less FTE (most of which employed microbiology-only accredited consultants). 30% of organisations reported at least one vacant training post. Half of the responding organisations reported at least one consultant accredited in ID but only 28 provided inpatient care with a total of 520 ‘dedicated’ ID beds, of which 235 were negative pressure side-rooms. Geographically, several large areas of the country lacked inpatient ID capacity and/or ID-accredited consultant expertise. The burden of laboratory-related and reporting work in relation to staffing levels is disproportionately greater at smaller centres; there are a median 7.7 (IQR 5.9–9.5) hours/person/week at centres with three or fewer consultants and 4.0 (IQR 2.1–6.3) at larger centres. Microbiology specialists continue to provide the bulk of infection services across the UK and there is marked geographical variation in staffing with regards to other specialities. With Core Infection Training now producing dual-accredited consultants, there is an untapped potential to expand inpatient ID service provision although the requirement for placements on an existing inpatient ID unit may be limiting this currently. There are extremely high vacancies rates across the country but smaller, microbiology-only centres are hardest-hit with many barely attaining the consultant numbers required to staff a safe on-call rota. Workforce planning with utilisation of the valuable expertise of non-medically-trained staff, such as Clinical Scientists, is urgently needed. The results of this survey, in conjunction with Best Practice Standards recently published by the BIA, RCPath and Royal College of Physicians can inform commissioning and delivery of infection expertise in the context of the aftermath of the COVID-19 pandemic.

Competency-Based Education: Developing an Advanced Competency Framework for Indonesian Pharmacists.

Introduction: Pharmacists need to be adaptable, flexible, and capable of advancing their practice to adapt to rapidly changing population health needs. We describe an educational approach to pharmacy workforce transformation in Indonesia through an advanced practice competency framework development using an “adopt and adapt” methodology.Methods: The competency framework development process comprised a translation phase, an adopt and adapt phase, validation through a nationwide mapping survey, and a completion phase through leadership consensus panels. We conducted a forward-backwards translation of a previously validated Advanced to Consultancy Level Framework (ACLF) to yield the Indonesian Advanced Development Framework (IADF) draft. The subsequent adoption and adaptation process was conducted through a series of consensus panels. We validated the IADF through a nationwide workforce survey. The final phase included leadership consensus panels with the professional leadership body in Indonesia. We analyzed the qualitative data thematically and the quantitative data using a Multiple Correspondence Analysis (MCA) technique.Results: We identified conceptual challenges in adopting and adapting the existing ACLF, which were addressed by providing a national glossary and concrete examples. A total of 6,212 pharmacists participated in the national workforce survey, of which 43% had <2 years of post-license (post-registration) experience. The MCA results showed that practitioner self-assessment to the IADF could discriminate their career development stages. The results also indicated a four-stage career model (including early years career training). Embedding this model in a structured national training program will enhance the professional workforce development through a more structured career journey.Conclusions: We describe the first validation of an advanced competency development framework for the pharmacy workforce in a non-Anglophone country, showing the possibility of transnational applicability of this framework. We argue that this methodology can be used in Low and Middle-income countries (LMICs) for the more rapid advancement of pharmaceutical care practice.

The first national anesthesia workforce survey to inform future policymaking in China

A lack of trained anesthesia professionals is one of the most important barriers to essential anesthesia care. The shortage of anesthesia workforce can also lead to staff burnout, which has been a widely studied factor linked to poorer quality of life for anesthesia professionals and reduced quality of care for patients [1]. Healthcare professionals workforce survey and analysis is one of the most important pieces of evidence to inform policymakers on workforce trends and related issues. In The Lancet Regional Health-Western Pacific, Dr.

Are Chinese Entrepreneurs Happier than Employees? Evidence Based on a National Workforce Survey in China.

Most studies consider entrepreneurship in Chinese a happier career choice, while the adverse effects of entrepreneurship on wellbeing have been overlooked. In this research, the effect of career choice on job-related wellbeing is explored using multiple indicators. Differences in the career choices of employees and entrepreneurs are examined in the first section of the study, and the motives for entrepreneurship are studied in the second section. Job-related wellbeing is regarded as consisting of job satisfaction, subjective wellbeing, and physical wellbeing. The data were obtained using the Chinese Labor-Force Dynamic Survey, and the sample consisted of 6108 employees and 2075 entrepreneurs from 29 provinces and cities in China. T-test, chi square test, and ordinal logistic regression were conducted. The analysis in the first section reveals significant differences in job-related wellbeing between employees and entrepreneurs along with differences in autonomy and perceived equity. Entrepreneurs are found to be less satisfied and unhappier than employees. The heterogeneity of the motives for entrepreneurship is highlighted in the second part, and its significant role in the wellbeing of entrepreneurs is explored. Subsistence entrepreneurs have been found to constitute up to 64% of all entrepreneurs. Subsistence entrepreneurship is negatively associated with job satisfaction and subjective wellbeing.

Did healthcare professional perspectives on the quality and safety environment in New Zealand public hospitals change from 2012 to 2017?

PurposeThe work environment is known to influence professional attitudes toward quality and safety. This study sought to measure these attitudes amongst health professionals working in New Zealand District Health Boards (DHBs), initially in 2012 and again in 2017.Design/methodology/approachThree questions were included in a national New Zealand health professional workforce survey conducted in 2012 and again in 2017. All registered health professionals employed with DHBs were invited to participate in an online survey. Areas of interest included teamwork amongst professionals; involvement of patients and families in efforts to improve patient care and ease of speaking up when a problem with patient care is perceived.FindingsIn 2012, 57% of respondents (58% in 2017) agreed health professionals worked as a team; 71% respondents (73% in 2017) agreed health professionals involved patients and families in efforts to improve patient care and 69% (65% in 2017) agreed it was easy to speak up in their clinical area, with none of these changes being statistically significant. There were some response differences by respondent characteristics.Practical implicationsWith no change over time, there is a demand for improvement. Also for leadership in policy, management and amongst health professionals if goals of improving quality and safety are to be delivered upon.Originality/valueThis study provides a simple three-question method of probing perceptions of quality and safety and an important set of insights into progress in New Zealand DHBs.

Medical physicists in Malaysia: A national workforce survey 2019

ObjectiveMedical physics in Malaysia is still considered a young profession. This workforce survey aims to understand the status, aspirations, motivation and experiences of medical physicists (MPs) in the country. A subsection of this survey also aims to understand the role of women. MethodA survey was carried out between April 20 and May 30, 2018 by a working group under the Medical Physics Division of the Malaysian Institute of Physics (IFM). The survey form was designed using Google Form and sent to various public and private institutions nationwide that employed MPs registered with IFM. ResultsA total of 106 responses (28% men and 72% women) were analysed. This represented 30% of the medical physics workforce. Majority of them had postgraduate degrees, but their clinical training is mostly obtained on the job with no certification. The number of low-ranking female MPs was disproportionately high. MPs worked long hours and achieving work-life balance (WLB) was a challenge. Factors that improved their WLB included working close to home, having a supportive manager and flexible working hours. Most MPs aspired to become professional and mentor younger compatriots, besides contributing to patient care and research. Gender discrimination was reportedly low. ConclusionMedical physics in Malaysia is growing and has a strong representation of women. In future, they would probably take over the top management from their male counterparts, whose number had stagnated. A united effort was essential to set up a proper clinical training system to train clinically qualified MPs.

Practicing shiatsu in Australia: A workforce survey

BackgroundShiatsu is an under-represented modality within complementary medicine (CM) research. No previous data has been collected on the shiatsu workforce in Australia. ObjectivesThis study aimed to characterise shiatsu practitioners in Australia and their clinical practice with the view of informing clinical research. MethodsIn 2016, a 32-question on-line cross-sectional survey was advertised to shiatsu practitioners on the Shiatsu Therapy Association of Australia’s (STAA) mailing list and through other professional associations. Descriptive statistics were used to analyse the data. ResultsOf the 121 respondents 70.3% (n = 85) were female, the median age was 48 years and 74.4% (n = 90) were STAA members. The median number of years in practice was ten. Most were self-employed (93.3%, n = 112/120) working less than 20 h per week (82.1%, n = 92/120) in a variety of settings, most commonly solo practice (76%, n = 91/120) followed by group practices alongside other shiatsu practitioners, allied health or medical doctors (53.3%, n = 64/120). Practitioners reported typically spending over an hour of contact time with a broad range of clients who often had multiple healthcare needs, including those incurring a high burden of disease such as chronic pain and mental health. The top four symptoms/conditions that practitioners reported improved outcomes were pain/musculoskeletal (40.6%, n = 128/315), mental health/wellbeing (26.0%, n = 82/315), fatigue (10.2%, n = 31/315) and gastrointestinal (6.3%, n = 20/315). On average, a positive effect was reportedly observed following four treatments at 1–2 week intervals. Almost two thirds (63.2%, n = 67/106) of practitioners reported regularly referring their clients to other health professionals. ConclusionsResults from the first national workforce survey of shiatsu practitioners in Australia suggest Shiatsu practitioners are engaging in the shared care of their clients’ health and wellbeing, including referrals or recommendations to other healthcare practitioners. Practitioner characteristics generally align with those reported for the broader field of CM in Australia and shiatsu practitioners in Western Europe. Reported positive outcomes for chronic diseases and common yet difficult-to-treat symptoms signal areas for future clinical research.

Non-linear return to human capital for workers of productive sectors in Indonesia

This study is aimed to investigate a typical return to human capital for workers of productive economic sectors in Indonesia. Instead of satisfying Mincer’s linearity assumption, we use a piecewise linear spline function in order to trace marginal returns to education and job tenure and to find out how large the returns to both variables could be moderated by certain variables. The research is conducted on 2609 individuals who work for Indonesian top-five productive sectors in 2016, as recorded in National Work Force Survey (SAKERNAS). We implement quantile regression analysis to produce three levels earning model. The result shows that the return to education varies across schooling level and apparently negative for academy schooling. We also find that job training participation does not always enhance the return to education especially for higher earning workers. The return to job tenure is found to diminish during career length. However, graduating from certain college majors significantly slowdown the diminishing return to job tenure and thus promoting better career. Based on these findings, we outline several ideas concerned to developing higher education and job training provision in national scale for more efficient supply of human capital in the productive sectors.

Health workforce planning in Namibia: assessing a pilot workforce survey of pharmacists.

Southern Africa lacks resources necessary to combat presenting health challenges. This crisis will likely be remedied through the in-country training of healthcare professionals, for example, in Namibia. Monitoring the workforce will be essential to inform planning in health services and training. A national pilot workforce survey in Namibia using a multi-modal sampling approach aimed to test methodology for describing the pharmacy workforce and quantifying preferences towards further training. The survey tool included questions relating to socio-demographics, professional and practice aspects. A conjoint analysis approach was utilised to quantify preferences around study programme, modality of study and cost. Respondents (N=135; ~20% response) represented a diverse range of individuals in various pharmacy sectors in Namibia. The majority of respondents reported female gender, private sector working, studying outside Namibia and societal group membership. Societal membership and pharmacy ownership - indicators of professional engagement - were associated with higher age; ownership was also associated with study outside Namibia and practice in community pharmacy. Regarding further study preferences, respondents placed more importance on study programme and modality over cost with the most preferred scenario being a 2-year full-time Masters programme in pharmaceutical industry/regulation by distance learning at the highest cost bracket. This national survey sampled the population of pharmacists in Namibia exploring the composition of the profession and preferences towards training. Further work will validate the findings and provide ongoing monitoring of the pharmacy workforce that can be expanded to other professional groups over a larger geographical area.

An exploration into the impact of cultural health perceptions and traditional medicine systems on dietary intake of BME populations in the UK

Shiatsu is an under-represented modality within complementary medicine (CM) research. No previous data has been collected on the shiatsu workforce in Australia.This study aimed to characterise shiatsu practitioners in Australia and their clinical practice with the view of informing clinical research.In 2016, a 32-question on-line cross-sectional survey was advertised to shiatsu practitioners on the Shiatsu Therapy Association of Australia’s (STAA) mailing list and through other professional associations. Descriptive statistics were used to analyse the data.Of the 121 respondents 70.3% (n = 85) were female, the median age was 48 years and 74.4% (n = 90) were STAA members. The median number of years in practice was ten. Most were self-employed (93.3%, n = 112/120) working less than 20 h per week (82.1%, n = 92/120) in a variety of settings, most commonly solo practice (76%, n = 91/120) followed by group practices alongside other shiatsu practitioners, allied health or medical doctors (53.3%, n = 64/120). Practitioners reported typically spending over an hour of contact time with a broad range of clients who often had multiple healthcare needs, including those incurring a high burden of disease such as chronic pain and mental health. The top four symptoms/conditions that practitioners reported improved outcomes were pain/musculoskeletal (40.6%, n = 128/315), mental health/wellbeing (26.0%, n = 82/315), fatigue (10.2%, n = 31/315) and gastrointestinal (6.3%, n = 20/315). On average, a positive effect was reportedly observed following four treatments at 1–2 week intervals. Almost two thirds (63.2%, n = 67/106) of practitioners reported regularly referring their clients to other health professionals.Results from the first national workforce survey of shiatsu practitioners in Australia suggest Shiatsu practitioners are engaging in the shared care of their clients’ health and wellbeing, including referrals or recommendations to other healthcare practitioners. Practitioner characteristics generally align with those reported for the broader field of CM in Australia and shiatsu practitioners in Western Europe. Reported positive outcomes for chronic diseases and common yet difficult-to-treat symptoms signal areas for future clinical research.

Planning for the Rheumatologist Workforce: Factors Associated With Work Hours and Volumes.

The aim of this study was to evaluate factors associated with rheumatologists' clinical work hours and patient volumes based on a national workforce survey in rheumatology. Adult rheumatologists who participated in a 2015 workforce survey were included (n = 255). Univariate analysis evaluated the relationship between demographics (sex, age, academic vs. community practice, billing fee for service vs. other plan, years in practice, retirement plans) and workload (total hours and number of ½-day clinics per week) or patient volumes (number of new and follow-up consults per week). Multiple linear regression models were used to evaluate the relationship between practice type, sex, age, and working hours or clinical volumes. Male rheumatologists had more ½-day clinics (p = 0.05) and saw more new patients per week (p = 0.001) compared with females. Community rheumatologists had more ½-day clinics and new and follow-up visits per week (all p < 0.01). Fee-for-service rheumatologists reported more ½-day clinics per week (p < 0.001) and follow-ups (p = 0.04). Workload did not vary by age, years in practice, or retirement plans. In multivariate analysis, community practice remained independently associated with higher patient volumes and more clinics per week. Female rheumatologists reported fewer clinics and fewer follow-up patients per week than males, but this did not affect the duration of working hours or new consultations. Age was not associated with work volumes or hours. Practice type and rheumatologist sex should be considered when evaluating rheumatologist workforce needs, as the proportion of female rheumatologists has increased over time and alternative billing practices have been introduced in many centers.

ANALISIS SOSIAL EKONOMI TERHADAP PENGANGGURAN MUDA DI SUMATERA BARAT

The research aims to determine the effect of gender, marital status, level of education, economic growth, agricultural sector, trade sector, and services to the dependent variable of youth unemployment in West Sumatra. The type of this research is descriptive research, where the data used is secondary data in the form of cross-section data with national workforce survey data 2015. By using logistic regression analysis method, the results of this study indicate that Gender has positive and significant effect on youth unemployment in West Sumatra, Marital status has a negative and significant effect on youth unemployment in West Sumatra, Level of education has positive and significant effect on youth unemployment in West Sumatra, Economic growth hasnegative and significant effect on youth unemployment in West Sumatra, Agricultural sector has a negative and significant effect on youth unemployment in West Sumatra, Trading sector has a negative and significant effect on youth unemployment in West Sumatra, and Service sector has a negative and significant effect on youth unemployment in West Sumatera.

Prevalence and profile of Australian chiropractors treating athletes or sports people: A cross-sectional study

ObjectivesA range of health-care professionals including chiropractors provide treatment for sports-related health problems. This study reports analyses from the first national workforce survey to determine practitioner and practice-related factors associated with the frequent treatment of athletes or sports people by Australian chiropractors. Design and settingA 21-item questionnaire collecting information pertaining to practitioner and practice-related characteristics was distributed to all Australian registered chiropractors, as part of the Australian Chiropractic Research Network (ACORN) project and attracted a response rate of 43% (n = 2005). Statistical analyses compared the frequency of treating athletes or sports people against a wide range of relevant practitioner and practice characteristics. ResultsOf the respondents, 49.5% (n = 936) reported frequently treating athletes or sports people, and these chiropractors were more likely to be male as well as report more patient care hours and patient visits per week than those chiropractors who did not frequently treat athletes or sports people. Chiropractors who frequently treat athletes or sports people were also more likely to perform multi-modal management, have multi-disciplinary practitioner relations, use diagnostic equipment and discuss nutrition and medication use as part of their patient care than those chiropractors who did not frequently treat athletes or sports people. ConclusionsNearly half of participating Australian chiropractors treat athletes or sports people frequently. The current and potential role of chiropractors in sports medicine appears significant. Further research is needed to examine the role, practices and outcomes of such chiropractic care helping to, provide treatment and policy development in this area of clinical management.