Staff Person Research Articles

Abusive supervision in commercial kitchens: Insights from the restaurant industry

This mixed-method study investigates how abusive supervision and bullying impact job satisfaction and turnover intentions among employees in an environment plagued by ingrained incivility: commercial kitchens. Underpinned by social learning theory, we draw from 832 survey responses and 20 in-depth interviews to explore the extent to which supervisory abuse and workplace bullying negatively impact employee perceptions of their working environment while also investigating positive alternatives therein (e.g., authentic leadership and encouragement of creativity). Results suggest that, despite day-to-day challenges posed by abusive leadership, a strong sense of camaraderie and passion for kitchen work stimulated a commitment to the job. Accordingly, the study concludes that the inherently creative nature of commercial kitchen work and the personalities of fellow staff played a significant role in retaining employees. It thus highlights the complexity of food service employee retention and suggests that a holistic understanding of both leadership dynamics and intrinsic motives is essential.

Hedging price risk through commodity derivatives: a case of Sethi Jewellers

Learning outcomes After completion of the case study, the students will be able to understand the different risks associated with a business, focusing on price risk and the importance of price risk management in business; understand and evaluate the products available for hedging price risk through exchange-traded derivatives in the Indian scenario; and understand and evaluate the different strategies for price risk management through exchange-traded derivatives in the Indian scenario. Case overview/synopsis The case study pertains to a small business, M/s Sethi Jewellers. The enterprise is being run by Shri Charan Jeet Sethi and his son Tejinder Sethi. The business is located in Jain Bazar, Jammu, UT, in Northern India. The business was started in 1972 by Charan Jeet’s father. They deal in a wide range of jewelry products and are well-established jewelers known for selling quality ornaments. Tejinder (MBA in marketing) was instrumental in revamping his business recently. Under his leadership, the business has experienced rapid transformation. The business has grown from a one-room shop fully managed by Tejinder’s grandfather to a multistory showroom with several artisans, sales staff and security persons. Through his e-store, Tejinder has a bulk order from a client where the client requires him to accept the order with a small token at the current price and deliver the final product three months from now. Tejinder is in a dilemma about accepting or rejecting the large order. Second, if he accepts, should he buy the entire gold now or wait to buy it later at a lower price? He is also considering hedging the price risk through exchange-traded derivatives. However, he is not entirely sure, as he has a few apprehensions regarding the same, and he is also not fully aware of the process and the instruments he has to use for hedging the price risk on the exchange. Complexity academic level The case study is aimed to cater to undergraduate, postgraduate and MBA students in the field of finance. This case study can be used for students interested in commodity derivatives, risk management and market microstructure. Supplementary materials Teaching notes are available for educators only. Subject code CSS 1: Accounting and finance.

Public Health Nurses' Proficiencies and Training Needs in an Emergency Response: A Cross-Sectional Observational Study.

To address gaps in understanding the public health nursing workforce regarding competencies recognized as critical during an emergency response. A cross-sectional observational study using data with information on local health department staff- and organizational-level characteristics collected from across the United States in 2021. We used logistic regression to estimate the association between 2 binary nurse-specific predictors-(1) whether the staff person was a nurse and (2) whether the staff worked in a local health department that was "nurse-led" (directed by a nurse)-and reported proficiencies important to the COVID-19 response. Models controlled for relevant local health department and community characteristics. In the sample, 19% were nurses and 37% were at nurse-led health departments. Nurse versus nonnurse staff had higher odds of reporting proficiencies in skills related to Justice, Equity, Diversity, and Inclusion and in the skill "identifying/applying evidence-based approaches to address public health issues." However, nurses, compared with their nonnurse peers, had higher odds of reporting training needs in domains related to community engagement, policy engagement, and cross-sectoral collaboration. Conversely, staff at nurse-led health departments, compared with non-nurse-led staff, had higher odds of reporting proficiencies in many of these same areas, including "collaborating across the public health system" and "influencing policies external to the organization that affect community health." There were no areas in which nurse-led staff had lower odds of reporting proficiencies or higher odds of identifying training needs. Findings from this study highlight areas of strength for public health nurses, particularly strengths related to diversity, equity, and inclusion, as well as areas where more training is needed. Such findings can help guide future public health nurse workforce development as well as underscore the value of public health nursing leadership and staff at local health departments for supporting community health.

Gauging the roles of parliamentary staff

Abstract There is a small but growing literature on the staffs working in national parliaments. These are mostly single-country studies studying one role that staff can play or one principal that they serve. Our contribution provides a comprehensive measurement instrument of the role of parliamentary staff, which takes into account organisational diversity within and between parliaments. We recognise four types of staff that may be present to a greater or lesser extent in different parliaments, which have different principals (PPG staff, personal staff, plenary or committee staff). These different staffs can play different roles (information broker, advisor, ghostwriter, compromise facilitator and marketeer). We apply this typology to the Dutch lower house and find out how different types of staff combine multiple roles in practice.

Features of the demand for specialists in the labor market in the sphere of physical education and sports of the Russian Federation

The present investigation aims to evaluate the labor market indicators and qualitative characteristics of the need for specialists in the physical culture and sports industry of the Russian Federation. This study based on the analyze of official government statistics about staff persons in the physical culture and sports and data gathered from a questionnaire survey of organizations operating in the physical culture and sports in 59 regions of the Russian Federation. “Saint-Petersburg scientific-research institute for physical culture” (SPbNIIFK) carried out the survey in 2023 with the participation of 674 state and municipal organizations. The survey conducted using specialized software and a survey web service created by SPbNIIFK’s employees to collect, process, and analyze the data. The research revealed regional differences and indicators of the labor market with the identification of trends in demand for specific qualifications. The collected data may be used to support government and municipal management on personnel policy issues, to create suggestions for employers on attracting skilled personnel, inform job seekers and employees in the physical education and sports about trends in demand for various specialties, and to improve their market labor competitiveness.

Das reformierte Fragerecht im Berliner Abgeordnetenhaus: wirklich eine Stärkung des Parlaments?

Berlin’s state parliament approved of a comprehensive reform of its question rights at the start of 2014: So-called big questions were abolished, and the oral questions were reduced to a spontaneous form . Since then, there have been only simple oral and written questions in the Berlin parliament which can be used by single parliamentarians and not by parlia- mentary party groups . Accompanying this reform, Members of Parliament got more finan- cial means to hire personal staff for their work . After the reform, oral questions were asked less often while there was a massive surge in the use of written questions . Moreover, Mem- bers of Parliament supporting the government asked more questions than before, and a focus on statistical and cost questions has become visible . All in all, there has been a trend towards frequent questioning and fast answering, at the expense of bigger question projects that serve developing concepts (in particular on the side of the opposition) . Whether or not the reform has led to a strengthening of parliament – which the reform proponents had advocated for – is open for discussion based on the findings presented here .

Sistem Pelatihan dan Pengembangan Tenaga Pendidik di SMA Plus Assaalam

The main problem of this research is the training and development system for teaching staff at Pluss Asalaam High School. Therefore, the aim of this research is to analyze: Strategies, results, and supporting and inhibiting factors for training and development management as well as the personalities of teaching and education staff. This research is field research with a qualitative approach, from informant sources, principals and educators. The results of this research include: firstly, the training system for teaching staff at Pluss Asalaam High School has been implemented well, this can be seen from all the teaching staff who have taken part in training, at least training held by the school such as MGMP and Workshops, and Educational Courses. Second, the teaching staff development system at Pluss Asalaam High School is also running as it should. This can be seen from the fact that almost all of the teaching staff at the school are certified civil servants, some are even continuing their education to postgraduate level. With effective training and development, the learning process can be smoothed, which will make it easier for educators and students to achieve educational goals.

THE ROLE OF PERSONALITY AS A MEDIATOR IN THE RELATIONSHIP BETWEEN LEADER-MEMBER EXCHANGE AND JOB PERFORMANCE

Academic staffs are the main asset to Higher Education Institutions (HEIs) since education is the institution's core business. The ability of academic staff to meet the goals set by the HEIs is of utmost importance. They must possess strong competencies and excellent personality to improve their performance and achieve the desired target. Although the effect of organizational and individual factors has been verified in previous studies, it remains unclear what underlying mechanisms explain the relationship. This study examined the role of personality as a mediator in the relationship between leader-member exchange (LMX) and job performance. This research used a quantitative method with a total sample of 260 academic staff in private HEIs, which were analyzed using the SEM Amos software. The findings showed that LMX and job performance (β= -0.26) and LMX and personality (β= 0.42) were significantly related, and academic staff personality was found to have the most substantial effect on job performance (β= 1.07). The result also indicated that personality partially mediates the relationship between LMX and job performance. The study's findings propose that the management of HEIs can improve the organizational factors through the proper implementation of LMX, which will nurture individual factors' effectiveness and improve academic staff job performance.

The Amsterdam Approach: optimizing care and research

AbstractAlzheimer Center Amsterdam of Amsterdam UMC, the Netherlands, was founded in 2000. Research is embedded in the pan‐Amsterdam research institute Amsterdam Neuroscience. Alzheimer Center Amsterdam is part of the department of Neurology, and closely collaborates with many departments including Radiology & Nuclear Medicine, Clinical Chemistry, Clinical Genetics, Clinical Neurophysiology and Medical Psychology, as well as across campus for Basic Sciences. The Amsterdam Research Ecosystem furthermore involves the Industry Alliance Office, which facilitates collaborations with private partners. For conduct of clinical trials, we collaborate with Brain Research Center, an independent organization dedicated to execution of pharmaceutical trials.Alzheimer Center Amsterdam has a 15 person staff, including neurologists, epidemiologists and neuroscientists. We employ ∼100ft personnel, mostly PhD students, research assistants and postdocs, working on Alzheimer’s disease and other neurodegenerative diseases causing dementia.Our mission is to achieve personalized medicine, with a particular focus on early onset dementia. Research efforts focus on (1) finding the origin of disease, (2) diagnosis & prognosis, and (3) intervention & prevention. It is our vision that patient care and research should go in hand, to achieve the urgently needed breakthroughs. Together, all patients form the Amsterdam Dementia Cohort, to date counting over 7000 individuals.We also have a keen eye for societal outreach. All colleagues, from junior to senior, reach out to society, e.g. via lectures, blogs or (social) media. Our initiative “Alzheimersocks.nl” increases awareness, while also raising research funds. We accelerate brain research on a national level via hersenonderzoek.nl, an online platform to link Dutch citizens to brain researchers looking for participants. Hersenonderzoek.nl has been highly successful, with over 35,000 registrants, >80 studies serviced with >25.000 participants.Alzheimer Center Amsterdam is one of five Dutch Alzheimer Centers, closely working with Alzheimer Nederland. We have initiated the Dutch Memory Clinic Network, connecting the >80 Dutch memory clinics, to foster harmonization and pave the way for implementation of research results. We take the lead in (national) consortia because collaboration accelerates research. An example is the ABOARD project (www.aboard‐project.nl), which is a public‐private consortium of >30 partners, with the mission to work towards personalized medicine for AD.

Influence of Kenya Education Management Institute Training for Head Teachers on Financial Resource Management in Public Secondary Schools in Kisii South Sub-County, Kenya

Management of resources in secondary schools by principals greatly contributes towards successful institutional programmes and projects in their respective schools. Kenya Education Management Institute (KEMI) has taken an integral role in training head teachers on the management of resources. Despite KEMI training the principals on resources and management, schools remain underdeveloped as head teachers get interdicted due to mismanagement of resources. The study was, therefore, paramount in establishing the influence of KEMI training for principals on the management of resources available in secondary schools. The study adopted mixed methods, and therefore, the researcher applied qualitative and quantitative methods through concurrent triangulation design of both qualitative and quantitative data collections at the same time. The target population comprised 73 head teachers and 73 school management committee chairpersons. Using the Central limit theorem, a sample of 25 head teachers and 25 committee chairpersons was selected. Simple random and purposive sampling was used to select the samples from each category of the population; questionnaires were administered among principals, while interview schedules were conducted among school chairpersons. An observation checklist was also used to collect data from the school vicinity. Data analysis involved qualitative data being analysed in themes, while quantitative data was through descriptive statistics used in Statistical Packages for Social Sciences (SPSS 23) and presented using tables and charts. The study established that KEMI training for principals influenced their management of human resources in schools. Through KEMI training, principals acquired knowledge, skills, and attitudes to handle teachers, support staff, pupils and other persons involved in the running of schools. The study recommends that there is a need for principals to conduct staff appraisals, create a motivating and rewarding environment and establish conflict resolution mechanisms

What is best for Esther? A simple question that moves mindsets and improves care

BackgroundPersons in need of services from different care providers in the health and welfare system often struggle when navigating between them. Connecting and coordinating different health and welfare providers is a common challenge for all involved. This study presents a long-term regional empirical example from Sweden—ESTHER, which has lasted for more than two decades—to show how some of those challenges could be met. The purpose of the study was to increase the understanding of how several care providers together could succeed in improving care by transforming a concept into daily practice, thus contributing with practical implications for other health and welfare contexts.MethodsThe study is a retrospective longitudinal case study with a qualitative mixed-methods approach. Individual interviews and focus groups were performed with staff members and persons in need of care, and document analyses were conducted. The data covers experiences from 1995 to 2020, analyzed using an open inductive thematic analysis.ResultsThis study shows how co-production and person-centeredness could improve care for persons with multiple care needs involving more than one care provider through a well-established Quality Improvement strategy. Perseverance from a project to a mindset was shaped by promoting systems thinking in daily work and embracing the psychology of change during multidisciplinary, boundary-spanning improvement dialogues. Important areas were Incentives, Work in practice, and Integration, expressed through trust in frontline staff, simple rules, and continuous support from senior managers. A continuous learning approach including the development of local improvement coaches and co-production of care consolidated the integration in daily work.ConclusionsThe development was facilitated by a simple question: “What is best for Esther?” This question unified people, flattened the hierarchy, and reminded all care providers why they needed to improve together. Continuously focusing on and co-producing with the person in need of care strengthened the concept. Important was engaging the people who know the most—frontline staff and persons in need of care—in combination with permissive leadership and embracing quality improvement dimensions. Those insights can be useful in other health and welfare settings wanting to improve care involving several care providers.

Building Bridges Instead of Putting Up Walls: Connecting the “Teams” to Improve Soccer Players’ Support

The increase in the economic value of soccer occurred in parallel with an increase in competing demands. Therefore, clubs and federations evolved to greater specialization (e.g., state-of-the-art facilities and high-profile expertise staff) to support players’ performance and health. Currently, player preparation is far from exclusively club or national team centered, and the lack of control in each player’s environment can be more prevalent than expected. For example, an elite group of professional players faces disruptions in the season club-oriented planification due to involvement in national teams. Moreover, as elite players’ financial resources grow, it is common for them to employ specialized personal staff (e.g., strength and conditioning, nutritionist, and sports psychologist) to assist in their preparation, resulting in complex three-fold relationships (i.e., club, player’s staff, national team). Although efforts have been made to improve communication with and transition from the club to the national team supervision, this new reality (club-players’ staff) may generate serious compound role-related problems and difficulties in monitoring load and training adaptation and having a unified message. Therefore, efforts must be implemented to ensure a more informed management of the players’ performance environment, where the existence and impact of these various personal staff are considered to avoid a long-term non-zero sum for all intervening parties. If left unchecked, current professional thinking may collide or overlap, potentially triggering conflict escalation and impairing athletic performance or health, especially if effective communication routes are not adequately established. Moreover, diluted personal responsibility regarding performance may ensue, resulting in decreased productivity from all involved, which may cause more harm than benefits for the player’s overall health and performance. This emerging reality calls for developing a joint working framework (i.e., between the player’s personalized support team and the clubs’ team) and better managing of a player-centered process.

Opportunities and Challenges to Linkage to Housing in the Context of a Sexual and Reproductive Health Program for Youth Experiencing Homelessness

Youth homelessness remains a major public health issue in the USA, and youth experiencing homelessness (YEH) are still one of the more understudied and underserved groups. Comprehensive sexual and reproductive health (SRH) programs for YEH are rare. Yet, such programs are potentially effective settings through which to link YEH with housing services. Wahine (“woman”) Talk is one such comprehensive program for YEH, and is a multilevel intervention delivered out of a youth drop-in center in Honolulu, Hawai ‘i. One of Wahine Talk’s core components is addressing basic needs, including providing linkages to housing services. Little research exists on SRH programs’ opportunities and challenges to providing linkage to housing for YEH. The current study is an exploratory study asking, “What are opportunities and challenges to linking young women experiencing homelessness to housing services through a comprehensive sexual and reproductive health program?” The study team collected in-depth qualitative data through seven focus groups and 25 individual interviews with Wahine Talk staff and youth participants aged 14–22 years. Multiple team members analyzed the data using template analysis. The analysis revealed that while comprehensive SRH programs may have some opportunities and challenges to linking YEH to housing services that are consistent with traditional housing assistance programs, there are also factors specific to SRH programs. In particular, opportunities would be SRH programs employing a housing staff person and bolstering staff-youth meetings and communication. A challenge specific to SRH programs would be prioritizing youth’s reproductive justice (i.e., choice) in lieu of solely prioritizing pregnancy reductions and delays; thus, it is recommended to train staff to prioritize youth’s reproductive justice. The findings highlight the importance of SRH programs having staff focused on housing, sufficient opportunities for youth and staff to communicate with each other, and staff trained to prioritize youth’s reproductive justice.

The UC Davis ADRC Cohort Study aimed to use established marketing techniques to recruit African Americans to participate in research and increase the center’s social media presence

AbstractBackgroundThe UC Davis ADRC Cohort Study aimed to use established marketing techniques to recruit African Americans to participate in research and increase the center’s social media presence. African American’s have been historically excluded from research at the same time they are disproportionately impacted by Alzheimer’s Disease. Current recruitment best practices for engaging underrepresented groups in research includes community outreach events, flyers, and recruitment in academic or clinical settings. Contemporary social media marketing methods allow us to reach very specific demographics, which can be helpful to find and recruit groups typically underrepresented in researchMethodWe hired a marketing firm to run a market analysis to identify what our target audience looked like. We developed ad content with people’s motivations for participating in mind. The ads included Alzheimer’s disease awareness, testimonial interviews from research participants, information on the center, or education on dementia. The campaign was a combination of ads through Facebook, google ads, twitter, Instagram, and yahoo ads. We supplemented our advertising with Facebook posts on the ADRC page to create a buzz of conversation around the videos. The ads when clicked on let to the ADC website, YouTube channel, Facebook page, or Study pages where people could sign up to be contacted for recruitment.ResultBecause of the campaign, our ADRC Facebook followers increased by 8%. The data on the participant recruitment funnel was 102 clicks to visit the ADRC recruitment webpage from Facebook Ads; 27 people signed up via study page; 7 were ineligible (usually no study partner); 6 were information seekers (adult children or <65yrs); and 13 were enrolled. The 13 participants completed all study visits that year. This direct marketing campaign netted over half of the annual 20 replacement volunteers needed by the intensive ADRC cohort study that usually takes a full‐time staff person 6‐8 months to recruit. By comparison, direct marketing/recruitment was incredibly efficient.ConclusionResearch centers may benefit from integrating common marketing methods for recruitment of underrepresented groups. There were some difficulties implementing the marketing plan with the IRB and research Center model. More research can be done to evaluate effective strategies for recruiting diverse participants.

The Transformers

Research Article| June 01 2023 The Transformers: How Chan Is Missing Led to Better Luck Tomorrow Led to Everything Everywhere All at Once Renee Tajima-Peña Renee Tajima-Peña Renee Tajima-Peña is an Oscar-nominated filmmaker who has chronicled the Asian American experience as showrunner/series producer of Asian Americans, producer/director of Who Killed Vincent Chin? and My America...or Honk if You Love Buddha, and co-founder of the May 19th Project. Her films have screened at Cannes, New York, Sundance and the Whitney Biennial. She was founding faculty of the UC Santa Cruz Social Documentation Grad Program and is a professor and endowed chair of Asian American Studies at UCLA. Search for other works by this author on: This Site PubMed Google Scholar Film Quarterly (2023) 76 (4): 32–34. https://doi.org/10.1525/fq.2023.76.4.32 Views Icon Views Article contents Figures & tables Video Audio Supplementary Data Peer Review Share Icon Share Facebook Twitter LinkedIn Email Tools Icon Tools Get Permissions Cite Icon Cite Search Site Citation Renee Tajima-Peña; The Transformers: How Chan Is Missing Led to Better Luck Tomorrow Led to Everything Everywhere All at Once. Film Quarterly 1 June 2023; 76 (4): 32–34. doi: https://doi.org/10.1525/fq.2023.76.4.32 Download citation file: Ris (Zotero) Reference Manager EasyBib Bookends Mendeley Papers EndNote RefWorks BibTex toolbar search Search Dropdown Menu toolbar search search input Search input auto suggest filter your search All ContentFilm Quarterly Search During the past forty years in Asian American cinema there have been three premieres that took my breath away: Chan Is Missing in 1982. Better Luck Tomorrow in 2002. Everything Everywhere All at Once in 2022. Twenty years apart, all signaled that the earth had shifted on its axis and the creative landscape of Asian America was on a collision course with the old, retrograde images of the past. Something gloriously new and essentially Asian American was on the horizon. Wayne Wang’s Chan Is Missing, about two San Francisco cabbies on the hunt for their missing friend and their missing four thousand dollars, was the first. I was just out of college and working as the first paid staff person at New York’s Asian Cine-Vision, back in a time when a clueless twenty-one-year-old could run an Asian American arts center. ACV put on the Asian American International Film Festival,... You do not currently have access to this content.

The Contribution of Personality, Work Motivation Toward Organizational Commitment and Performance of the Academic Staff

This research aims at measuring the contribution of personality, work motivation toward organi-zational commitment and performance among academic staff of a private higher education institution at Universitas Mahasaraswati Denpasar (Unmas Denpasar). This research uses observational analytic approach, the sampling technique used is saturated sampling by taking all the population as the research sample which is 140 respondents. The analysis technique is using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The result of the research shows that the personality of the acade-mic staff at Unmas Denpasar does not affect the organizational commitment. The high level of motivation might improve organizational commitment, in addition, personality score and high motivation may im-prove performance of the academic staff at Unmas Denpasar. Nevertheless, organizational commitment of the academic staff does not influence performance. The test of indirect influence shows that the va-riable of organization commitment does not mediate the effect of personality and motivation toward performance.

Developing and validating a novel staff questionnaire to identify barriers and enablers to nutrition and mealtime care on hospital wards.

Improving hospital nutrition and mealtime care is complex and often requires multifaceted interventions and implementation strategies to change how staff, wards and systems operate. This study aimed to develop and validate a staff questionnaire to identify multilevel barriers and enablers to optimal nutrition and mealtime care on hospital wards, to inform and evaluate local quality improvement. Literature review, multidisciplinary focus groups and end-user testing informed questionnaire development and establishment of content and face validity. To determine the construct validity, the questionnaire was administered to ward staff working in five wards across two facilities (acute hospital, rehabilitation unit). Exploratory factor analysis was used to estimate the number of factors and to guide decisions about whether to retain or reject individual items. Scale reliability was assessed using Cronbach's alpha. The questionnaire was completed by 138 staff, with most respondents being nurses (57%) and working in the acute care facility (76%). Exploratory factor analysis supported construct validity of four of the original seven subscales. The final questionnaire consisted of 17 items and 4 sub sub-scales related to (1) Personal Staff Role; (2) Food Service; (3) Organisational Support, and (4) Family Involvement; each sub-scale demonstrated good reliability with Cronbach's alpha values all >0.70. This novel and brief questionnaire shows good reliability and preliminary evidence of construct validity in this small sample. It provides a potentially useful instrument to identify barriers and enablers to nutrition and mealtime care from the staff perspective and inform where improvement efforts should be focused.

Work-life balance in public accounting: An experimental inquiry into supervisor support for subordinate career progression

Work-Life Balance (WLB) continues to be a concern of audit professionals because the long work-hours environment can have negative effects for both individuals and organizations. Audit firms have continuously committed to helping employees with the creation of work-life balance and well-being programs. The purpose of this study is to determine whether the firm's official commitment to work-life balance is reflected in supervisors' evaluation of subordinates. This study conducts a between subjects experiment using actual audit supervisors as participants to capture responses to ways that a hypothetical staff person might pursue WLB. As part of this, a hypothetical non-financial WLB metric used as part of the formal performance evaluation process is examined as a potential tool for strengthening the effectiveness of audit firm investments in WLB. The results show that WLB alternatives still have negative career consequences, and these consequences would not be mitigated by the use of a formal WLB performance evaluation metric. Although career consequences of WLB are not significantly related to gender, performance evaluation is not gender neutral.

THE EFFECT OF PERSONALITY TO JOB PERFORMANCE: SYSTEMATIC LITERATURE REVIEW

The ability of an employee to fulfill his tasks at work is determined by his personality. The effect and effectively assist might be increased or decreased depending on a person’s character. Because attitude acts as a shield for the growth of competence. Emotional stability and openness to experience, which have a direct impact on a people's reactions, are two of the big five personality traits that are used to assess a staff's personality. With the help of 32 publications that were published between 2012 and 2022, this review intends to give readers an overview of how personality, which includes elements such as emotional stability and openness to experience, affects worker performance.

Implementation of a Novel Telehealth Patient Advisory Council.

Patient engagement in healthcare delivery processes has been increasingly emphasized in recent years, which can be accomplished in part by Patient Advisory Councils (PACs). Although well-established in brick-and-mortar facilities, the use of PACs in pure telehealth settings is limited. Bicycle Health, a digital health organization that provides biopsychosocial treatment of opioid use disorder (OUD) via telehealth, sought to increase patient engagement regarding care delivery and innovation, ultimately launching a telehealth Patient Advisory Council. Herein we discuss implementation challenges and iterative changes to address each challenge. Key learnings include the following: Patients with OUD are often subject to significant stigma, including by healthcare professionals. This is a key factor to consider when recruiting and engaging patients; trust building is key and can help to overcome both perceived and actual stigma.Inclusion of core staff persons who have lived experience with the respective health condition-in this case, OUD-is beneficial.Utilizing a formal framework, such as the Model for Improvement (utilized widely by the Institute for Healthcare Improvement), to guide improvement work is helpful for providing structure to feedback conversations, though this framework should be presented to patients in accessible language.