Mobility Of Personnel Research Articles

Theory of motivation of F. Herzberg in a context to the structure of professional mobility of personnel

Analysis of the F. Hershberger’s motivation theory has been made from the point of view of the subject-object approach to the personnel professionalization process.The research made has determined the fact that the «motivation theory» reflects only a special motivation profile of the individual chemical enterprise employees’. Besides, the F. Hershberger’s division of labor fac-tors into internal and external ones (hygienic and motivational) doesn’t ground on distinct criteria. The article presents analysis of the rather complex F. Hershberger’s interpretation of the inter-factors relations between motivation (the factors which do not always stir an individual) and satisfaction (which is not always caused by external motivators). The issue of the processes mutual influence (professional needs formation, professional satisfaction with the process of external motivation) is being considered in the article on the basis of the author’s personnel professional mobility structure.The conclusion made by F. Hershberger as for the hygienic factors on the one hand being very important (even automatic) in the process of motivation and on the other hand his idea that such factors presence doesn’t cause motivational effect on the individuals’ behavior because the factors mentioned above form favorable «healthy» labor conditions are considered not very logical by the author of the present article. The matter is that an employer can not practically apply the factors, which on the one hand are very closely connected and on the other hand do not cause employees’ motivation (besides, they are obligatory for an employer).The research made proves the fact that F. Hershberger’s motivation theory does not give adequate de-scription of the complex internal and external motivation processes which makes labor activity motivation too simple.The F. Hershberger’s theory simply states the individual case of the employees’ motivational intentions, motivational interests and motivational expectations of the individual manufacture with the harmful labor conditions.

SU‐E‐T‐248: A Patient Data Management System for Philips Pinnacle‐3 TPS

Purpose: This abstract presents a Pinnacle TPS data management system for patient data sharing and long‐term archiving. Methods: For institutions deploying Philips Pinnacle‐3 as TPS, data management, such as, patient data sharing and long‐term archiving, is always challenging. Most institutions have multiple cancer centers, each of which has its own separate Pinnacle database. With increasing cooperation and personnel mobility, there is a high demand for patient data sharing among these cancer centers. Meanwhile, for the sake of patient data safety and integrity, once a patient is done with treatments, patient data should be moved out of Pinnacle database instead of continuing to consume limited disk space. In addition, for re‐treatment and research purposes, patient data should be retrievable and searchable. To address these needs, we implemented a solution, which uses a centralized database system with rich web interfaces. In this system, every operation is executed simply by mouse clicks through web and all data is transferred over secure network channels. Any Pinnacle database can join the system as a member. Within its user access control scheme, each user belongs to a user group associated with a specific Pinnacle database. That is, once a user logs on to the system, s/he can only access patient data from the Pinnacle database of which the user has privilege. Patient data in the database can be searched through a variety of criteria and also can be easily retrieved and restored to Pinnacle and other TPS. Furthermore, due to its rich web interfaces, this system can be accessed by mobile devices (e.g., iPad/Android). Results: Conclusion: Our system provides a comprehensive solution for Pinnacle patient data management, which greatly enhances patient data safety/integrity and facilitates cooperation. Its centralized infrastructure also opens up possibilities of advanced features, such as, online planning and patient data visual search.

"Incumbent Status, Interfirm Mobility and Entrant Growth"

In this paper we examine how personnel flows from incumbents to entrants affect entrant growth after a significant break in the rules governing competition in an industry. We argue that the time-varying network of personnel mobility between incumbents produces a status hierarchy and measures how technical knowledge and social resources are distributed among them. In our construal the hierarchy is split in three discrete groups – high, middle and low status firms. We assume that the location of an individual’s prior employers in the incumbent network should determine qualitatively the kind of knowledge these hires bring to an entrant and thus their contribution to the entrant’s growth. In particular, we argue that hires from middle-status incumbents are more oriented towards growth and suffer less status incongruence than hires from high status incumbents. Also, the knowledge of low status hires is more fragmented and idiosyncratic than either high or middle status hires. Therefore middle status hires should have a more positive impact on entrant expansion than hires from high or low status firms. This argument is supported by our analysis. Our analysis also shows that the network structure converges over time to a stable high-status and middle-status pattern, which can be considered emergent in Bearman’s (1997) definition, and that the effect on entrant growth of the incumbent status hierarchy increases as the hierarchy becomes better defined. The industry studied is foreign exchange trading among commercial banks from 1973, when the Bretton Woods agreement regulating foreign exchange trading was abrogated, to 1993.

Cognitive radio for medical body area networks using ultra wideband

Wearable wireless medical sensors beneficially impact the healthcare sector, and this market is experiencing rapid growth. In the United States alone, the telecommunications services market for the healthcare sector is forecast to increase from $7.5 billion in 2008 to $11.3 billion in 2013. Medical body area networks improve the mobility of patients and medical personnel during surgery, accelerate the patients’ recovery, and facilitate the remote monitoring of patients suffering from chronic diseases. Currently, MBANs are being introduced in unlicensed frequency bands, where the risk of mutual interference with other electronic devices can be high. Techniques developed during the evolution of cognitive radio can potentially alleviate these problems in medical communication environments. In addition, these techniques can help increase the efficiency of spectrum usage to accommodate the rapidly growing demand for wireless MBAN solutions and enhance coexistence with other collocated wireless systems. This article proposes a viable architecture of an MBAN with practical CR features based on ultra wideband radio technology. UWB signals offer many advantages to MBANs, and some features of this technology can be exploited for effective implementation of CR. We discuss the physical and MAC layer aspects of the proposal in addition to the implementation challenges.

Stop the Bleeding: A Postpartum Hemorrhage Protocol

A woman dies somewhere in the world every 4 minutes from postpartum hemorrhage. Severe bleeding is the number one cause of maternal death and it is estimated that 75% of those deaths are preventable. Statistics have shown a significant increase in the national incidence of postpartum hemorrhage over the past 5 years. A multidisciplinary task force was established to review the literature and develop and implement a protocol to decrease the incidence of postpartum hemorrhage in a large, university hospital birth center. The key focus of the protocol is recognition of risk factors, anticipation, and mobilization of personnel.

Recession and international corporate mobility

AbstractThe international mobility of MNE personnel has been increasing in recent years both through traditional forms of expatriation and short‐term assignments and through business travel. These overall ‘portfolios of mobility’, however, have been complemented by intensified virtual communication and growing localization of recruitment in developing production and market regions. In this article, we report on a return survey of the impacts of the 2008 recession on the mobility portfolios of a sample of UK‐based MNEs and consider how far it has affected established trends. We begin by reviewing evidence from recent large‐scale surveys on corporate staff mobility. We then focus on how the relationship between established business goals and global mobility strategies was rebalanced within individual companies as the recession took hold. Our evidence indicates the widely variable effects of recession, strongly affecting operations in some parts of the world, but making little, if any, change elsewhere. In many cases, corporate restructuring or the increased focus on emerging markets were already reshaping mobility portfolios. Diversification and flexibility have underlain the development of these portfolios over the last decade. The recession has accelerated several processes already under way, including a shift towards alternatives to traditional assignments and the closer incorporation of new and emerging markets into mobility systems. It has also allowed companies to drive through changes that might otherwise have been more contentious, such as reducing the financial incentives for assignment.

Developing ethnic talent in the Dutch national tax administration: a case study

PurposeThe lack of career movement of members of ethnic minority groups in work organizations has been widely documented. The purpose of this paper is to gain insight into conditions for the realization of diversity goals in the case of talent development.Design/methodology/approachIn a case study of management development in the Dutch national tax administration, the practice of fostering vertical mobility of ethnic minority personnel through diversity management has been analysed. The authors make use of theories regarding effective diversity management and career advancement of ethnic minority employees. Data were collected through semi‐structured interviews with 12 participants in the management development course, and a further 25 functionaries involved in the project.FindingsWith regard to diversity management as a means of fostering talent development of ethnic minorities, the authors come to the conclusion that key success factors mentioned in the literature such as top level commitment and strategic integration, are insufficient and overrated conditions. More important are “non‐issues” in the formulation of diversity strategies, organizational alignment of relevant organizational players, strategic coherence and organizational culture.Research limitations/implicationsThe case study design used in this research facilitates case‐sensitive analysis, but is limited in estimations of validity and explanatory strength of factors mentioned in the literature, as it is in generalizing across organizations.Practical implicationsInterventions aimed at fostering ethnic diversity in talent development should start with precise analysis of cultural and organizational conditions and processes underpinning standard practices of talent and career development, and not only seek strategic integration and top management commitment but arrange for broad‐based organizational alignment.Originality/valueWhile there are many theoretical and normative models tracing diversity outcomes to organizational conditions and diversity management strategies, there is a dearth of empirical studies in this field. The case study explores the merits of these models and adds new insights on an empirical basis.

The Impact of Globalization on “Brain Drain” in Developing Countries

In presented paper the impact of globalization on “brain drain” in developing countries is considerate. Globalization is primarily manifested in the possibility of educational mobility. The growth of international mobility of scientific personnel is an integral feature of the globalization of science, and in this context, the problem of “brain drain” in developing countries is particularly worrying. Authors offer the reasons of “brain drain” from countries with a low standard of living and propose the Kazakhstani way of overcoming the stated problem, which combined the experience of a number of countries and today at Kazakhstan has elaborated its policy of training and maintaining the personnel. Some aspects of the given policy in present paper were represented.

Putting university research in context: Assessing alternative measures of production and diffusion at Stanford

Scholars widely acknowledge that university research is critical to innovation and entrepreneurship. Much of the literature on university research, however, evokes a linear model from “science to products” and focuses, therefore, upon a limited set of indicators such as patents and licenses. Such a perspective runs the danger of missing the myriad ways in which science and commerce are intertwined and the myriad ways in which these activities might be assessed. In this paper, I address the question of how different measures reflect different perspectives and biases by investigating the production and diffusion of research associated with one of Stanford University's most prolific interdisciplinary centers, the Center for Computer Research in Music and Acoustics (CCRMA). I draw upon a unique data set that captures activities and engagement surrounding CCRMA for its 30-year history through a wide variety of measures, ranging from publication citations to industrial affiliates to personnel mobility. Employing the analytic categories of “description” and “enactment,” and distinguishing between “indicators” and “pathways,” I show how different measures reflect different activities and learning processes, and how they dramatically alter perceptions of active individuals, organizational reach, and timing and sequencing of activities. Building on these findings, I present a more complete model of university research production and diffusion, I discuss how alternative measures challenge certain assumptions in the literature, and I suggest concrete policy initiatives to improve our measurement and assessment of university research.

Does Self-directedness in Learning and Careers Predict the Employability of Low-Qualified Employees?

Employability has become a key element in sustaining successful vocational careers. The role of self-directedness is considered paramount in maintaining one’s employability. However, it also requires certain competences on part of employees to invest in learning and career development. This study examines the influence of self-directedness in learning and career of low-qualified employees on their employability. In a follow-up study of 284 low-qualified employees, we find that higher levels of self-directedness in learning and career of employees corresponds with higher chance to be promoted to higher-level job positions (vertical job mobility). However, no relationship was found between different formats of self-directedness and job retention or horizontal job mobility of lower qualified personnel.

Resilience, Entropy, and Efficiency in Crisis Management: The January 12, 2010, Haiti Earthquake

AbstractThe transition from disaster to recovery represents a major challenge to decision makers who seek to build a stronger, sustainable future while they cope with losses and destruction from an extreme event. Decision makers encounter a dynamic environment in which they must balance the tensions between entropy and efficiency in their search for resilience as they seek to maintain sustainable operations in a region exposed to recurring risk. In communities that have experienced disaster, the initial response is a strong mobilization of resources and personnel focused on clear goals of saving lives, protecting property, and meeting immediate needs. The urgency of danger directs the priorities for action, and organizations and individuals voluntarily act cooperatively to meet immediate needs, representing a first step toward resilience. Yet, the resources and energy committed to a shared effort to meet immediate needs generated by the extreme event slowly give way to entropy, or the dissipation of attention, energy, and resources that leads to a consequent loss of efficiency in risk reduction. The deteriorating situation leads to new calls for efficiency to regain resilience. The evolving process represents a dynamic among resilience, entropy, and efficiency that shapes the community's capacity to manage risk from exposure to recurring hazards. It is largely driven by interactions among organizations participating in disaster operations, their exchange of timely, valid information, and their capacity for learning and adaptation, as well as gaps in cognition and action. We explore the tensions among resilience, entropy, and efficiency in an analysis of interactions among local, regional, national, and international organizations operating in response to the January 12, 2010, Haiti Earthquake. Three types of data are used to analyze patterns of interaction among the organizations: 1) content analysis of newspapers; 2) documentary reports by professional organizations; and 3) semistructured interviews with policy makers operating in Haiti. In analyzing the networks of organizations operating in disaster operations, we document the response system that emerged during the first three weeks following the earthquake, January 12‐February 3, 2010. We conclude that timely intervention in information flow can be used to minimize entropy, increase efficiency, and strengthen resilience in a disaster‐stricken society's transition from response to recovery.

Trauma activation: are we making the right call? A 3-year experience at a Level I pediatric trauma center

Background Trauma is the leading cause of death in children, accounting for half of all deaths in patients between birth and 18 years of age, and is the cause of a significant number of hospital admissions. We reviewed our experience at a Level I pediatric trauma center with a 2-level trauma activation (TA) system for mobilization of personnel over a 3-year period. The aim was to assess severity of injury of the trauma patients, resource use, and outcome. Methods After obtaining institutional review board approval, a retrospective analysis of all trauma patients between January 2006 and December 2008 was performed. Data analyzed included number of admissions, level of TA (STAT vs ALERT), mechanism of injury, intensive care unit (ICU) admission, injury severity score (ISS), need for operative intervention, and survival. Results In 3 years, there were 4502 patients entered. Trauma activation was initiated in 1315 patients (29.2%), divided between 211 STATs (4.7%) and 1104 ALERTs (24.5%). Mean patient age was 5.9 ± 4.1 years, 65% of the patients were boys, and blunt trauma accounted for 92% of the admissions. An ICU admission was required in 736 (16.3%) of the entire group, whereas 502 (38.2%) patients in the TA group were admitted to the ICU 1 1 ( P < .01). . The 154 STAT (21%) and 348 ALERT (47%) patients accounted for 68% of all ICU admissions 1 . An ISS listed as severe (16-24) or very severe (>24) was found in 468 (10.4%) and 232 (5.2%) patients, respectively. An ISS listed as 16 or higher was found in 144 (68.2%) of the STATs and 264 (23.9%) of the ALERTs 1 . Operative intervention was required in 2118 patients (47%). The overall mortality rate was 1.9%, and this increased to 5.8% in the TA group 1 . There were 48 deaths (22.7%) in the STAT group, 29 deaths (2.6%) in the ALERT group, and 9 deaths (0.28%) in patients with no TA 1 . When emergency department deaths were excluded, the remaining 60 deaths resulted in a mortality rate of 1.3%. Conclusions Our Level I pediatric trauma center manages a large volume of patients with significant acuity and, evidenced by a TA in 29% of the patients, a severe or very severe ISS in 16% of the patients, 16% of the patients requiring ICU admission, and 47% requiring operative intervention. The TA patients had markedly higher rates of ICU admission, ISS, and mortality. Deaths in the study were lower by almost an order of magnitude comparing TA STATs with TA ALERTs and TA ALERT patients with patients without TA. The TA criteria are in many ways very helpful and is integral to a Level I trauma center. However, opportunities were identified for improvement because of areas of “overutilization” and discordance between TA and ISS.

Knowledge transfer via personnel mobility: the effect of Knowledge about the distribution of information

The effect of knowledge about the distribution of information on knowledge transfer was examined to understand why some organizations are able to benefit from personnel mobility while others are not. The authors proposed that shared context moderated the effect of knowledge about distributed information on knowledge transfer, particularly the information pooling process. The hypotheses were tested in an experimental condition (N = 240). As predicted, knowledge of distributed information interacted with shared context to affect knowledge transfer. Two mediated moderation effects help explain this finding. Shared context moderated the effect of knowledge about distributed information with information pooling, which in turn was positively associated with group performance. Moreover, information sharing partly mediated the interactive effect of knowledge of distributed information with shared context.

Markets for Inventors: Learning-by-Hiring as a Driver of Mobility

Hiring away inventors has long been recognized as a way of learning used by innovative firms. This paper claims that the characteristics of the knowledge accumulated by an inventor at his current employer affect what hiring firms can learn from him. The implication is that some inventors are more likely to be hired away than their coworkers. We analyze the relationship between the type of knowledge embodied by inventors working at IBM and their probability of moving. Relying on patent data to track the movement of inventors across firms and to characterize the kind of know-how they hold, we identify the following drivers of inventor mobility: the quality of their work; the complementarity of their knowledge with that of other inventors; and, to a lower extent, their expertise in the firm's core areas in which the firm is not a dominant player. Results confirm the role of knowledge characteristics behind the mobility of research and development personnel and suggest that learning is a relevant force in the market for inventors.

Development of a Staff Recall System for Mass Casualty Incidents Using Cell Phone Text Messaging

After a mass casualty incident (MCI), rapid mobilization of hospital personnel is required because of an expected surge of victims. Risk assessment of our department's manual phone tree recall system revealed multiple weaknesses that would limit an effective response. Because cell phone use is widespread within the department, we developed and tested a staff recall system, based in our anesthesia information management system (AIMS), using Short Message Service (SMS) text messaging. We sent test text messages to anesthesia staff members' cell phone numbers, determined the distance from their home to the hospital, and stored this information in our AIMS. Latency testing for the time from transmission of SMS test messages from the server to return of an e-mail reply was determined at 2 different times on 2 different dates, 1 of which was a busy holiday weekend, using volunteers within the department. Two unannounced simulated disaster recall drills were conducted, with text messages sent asking for the anticipated time to return to the hospital. A timeline of available staff on site was determined. Reasons for failure to respond to the disaster notification message were tabulated. Latency data were fit by a log-normal distribution with an average of 82 seconds from message transmission to e-mail reply. Replies to the simulated disaster alert were received from approximately 50% of staff, with 16 projecting that they would have been able to be back at the hospital within 30 minutes on both dates. There would have been 21 and 23 staff in-house at 30 minutes, and 32 and 37 staff in-house at 60 minutes on the first and second test date, respectively, including in-house staff. Of the nonresponders to the alert, 48% indicated that their cell phone was not with them or was turned off, whereas 22% missed the message. Our SMS staff recall system is likely to be able to rapidly mobilize sufficient numbers of anesthesia personnel in response to an MCI, but actual performance cannot be predicted with confidence. Using our AIMS as the source for contact information and from which to send messages was simple, inexpensive, and easy to implement. Updating contact information, periodic testing, and analysis of responses to simulated disaster alerts are essential for the effective functioning of such a system. However, maintenance of alternative methods of communication is recommended, because there may be more significant message transmission delays and failures during an actual MCI, and not all staff will receive the text message in a timely fashion.

Uterine Rupture as a Source of Obstetrical Hemorrhage

Uterine rupture is an important cause of obstetrical hemorrhage associated with morbidity for mother and fetus. Risk factors should be discussed in the counseling process. Intrapartum findings including maternal condition, fetal heart rate monitoring, and uterine activity may prove helpful in making the diagnosis of a dehiscence or rupture, but ultimately this requires some degree of suspicion by the labor and delivery team. As in any case of acute obstetrical emergency, preparation and timely mobilization of all necessary personnel is key to optimizing outcome.

A Model of Personnel Mobilization during Mass-Casualty Incidents

A Model of Personnel Mobilization during Mass-Casualty Incidents

Model of Personnel Mobilization during Mass-Casualty Incidents

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The emergence of new modes of R&D services in Germany

In Germany, R&D services as a subgroup of knowledge-intensive business services are considered to be increasingly crucial for the technological competitiveness of mature as well as high-tech industries. R&D services are provided by firms and other organisations, which are able to transform heterogeneous knowledge stocks into high-value-added problem-solving activities. Within this context, new modes of collaboration between industry and public research organisations in the form of public–private partnerships will develop as an organisational alternative of R&D services in the German innovation system. The article presents several case studies as specific forms of such partnerships, which bring competences from industry and research organisations together. This allows sufficient flexibility on both sides, but creates a framework in which knowledge flows are triggered, personnel mobility supported and transfer bridges being installed.

Entrant Growth and the Network of Interfirm Mobility in the Foreign Exchange Industry

In this paper we examine how personnel flows from incumbents to entrants affect entrant growth after a significant break in the rules governing competition in an industry. We argue that the time-varying network of personnel mobility between incumbents measures how technical knowledge and social resources are distributed among them. Consequently, where the prior employers of personnel are located in the incumbent network should determine the quality of knowledge these hires bring to an entrant and thus their contribution to the entrant's growth. We analyze the time-varying mobility network among incumbents in terms of its global structure and in terms of the local structure surrounding each entering firm. Our analysis shows that the global structure converges over time to a stable core and periphery pattern, which can be considered emergent in Bearman's (1997) definition. Entrant employees with job histories in the core significantly decrease the entrant's growth rate, whereas employees from the periphery increase growth. Also, entrants that occupy structural holes in the local network grow faster. The industry studied is foreign exchange trading among commercial banks from 1973 to 1993.