Job Role Research Articles

Long COVID Prevalence and Factors Among ethnically Diverse UK Healthcare Workers

Abstract Background Long COVID (LC), characterised by persistent symptoms post-acute COVID-19 infection, presents a growing public health concern. Data on prevalence among healthcare workers (HCWs) are lacking. Our study aimed to establish the proportion of UK HCWs with symptoms lasting beyond five weeks and identify factors associated with LC in a diverse cohort. Methods We conducted a cross-sectional analysis from December 2020 to March 2021. The main outcome was LC in relation to self-reported ethnicity. Univariable and multivariable logistic regression identified associations. Odds ratios (ORs) and adjusted odds ratios (aORs) were calculated with 95% confidence intervals (95%CIs). The multivariate analysis adjusted for demographic information, job role, household factors, health status, and existing long-term conditions. Missing data were imputed via chained equations. Results From 11,513 HCWs, 2,331 (20.2%) reported COVID-19, with 525 (22.5%) experiencing LC. 80.0% of those reporting LC were female, compared to 74.3% without LC were female. Participants with LC (median age 46 [IQR 36-54)]) were slightly older than those without LC (median age 41 [IQR 31-52]). In multivariable analyses of those who reported having had COVID-19, HCWs in nursing/midwifery roles (aOR 1.76, 95% CI 1.26-2.46, p = 0.001) and allied health professions (aOR 1.42, 95% CI 1.05-1.93, p = 0.023) had higher odds of reporting LC compared to those in medical roles. Significant associations were also found with self-reported depression, anxiety, and asthma. There was no significant association between ethnicity and experiencing LC. Conclusions In this large ethnically diverse cohort study, there is a substantial burden of LC among UK HCWs. Further research and collaborative efforts are urgently needed to address these factors effectively, develop targeted public health interventions, and understand the temporal and longitudinal dynamics of the condition. Key messages • One in five UK healthcare workers reported long COVID, indicating critical needs for targeted public health interventions. • Our study highlights urgent public health responses to address long COVID among healthcare professionals.

Revisiting values in evaluation: exploring the role of values in shaping evaluation practices and their influences on decision-making within English higher education providers

AbstractTheoretical and empirical contributions to research on evaluation have advanced our understanding of how values influence evaluation practice. Yet rather than understand how values shape evaluation and its use, research on the evaluation of widening participation (WP) programmes delivered by English higher education (HE) providers has focused on methodological deficits. Rather, this study explores the complexity of how national policy, organisational imperatives and the individual values of staff responsible for WP within HE providers influence how evaluation is practised and used to inform decision-making. The results of semi-structured interviews with 17 staff members spanning the organisational hierarchy of three diverse English HE providers highlight conflicts between staff values, job roles and responsibilities and espoused organisational values, and how they can influence symbolic and legitimising evaluation practices. Alternatively, at the individual level staff values support the process and instrumental use of evaluation to inform programme improvements. The findings identify implications for how HE providers can shape their evaluation systems, and how staff choose to enact evaluation within their programme areas.

Perceptions of nursing graduates regarding artificial intelligence interviews: A Q-methodology study

Background & Aim: The integration of Artificial Intelligence (AI) in recruitment processes is increasingly prevalent, particularly within medical institutions. AI interviews are becoming a common practice, and their impact on the perceptions and experiences of candidates is a subject of growing interest. Nursing graduates, who are often at the forefront of medical practice, frequently encounter these AI-driven evaluations during their job searches. This study attempted to examine the perception of AI interviews among nursing graduates who have experienced AI interviews in medical institutions. Methods & Materials: The Q-methodology was applied by selecting 34 Q samples from the 102 concourses extracted through a literature review and in-depth clinical interviews with nursing graduates. The P sample consisted of 35 nursing graduates who had experienced AI interviews. Data were collected using the PQ Method's Q-methodology program, measured on a 9-point scale frame, and Q samples were normally distributed. Results: The study identified four factors of perception: Proactive AI Interview Preparation, Negative Perception of AI Interviews, Positive Perception of AI Interviews, and Critical Acceptance of AI Interviews. Conclusion: In conclusion, perceptions of AI interviews can be categorized into four main types, highlighting both the positive and negative aspects of this technology. The positive aspects include efficiency, fairness, and convenience, while the negative aspects involve concerns about privacy, bias, and the lack of human elements. To design AI interview programs tailored to specific job roles, it is crucial to balance these pros and cons. Additionally, reducing the burden of AI interviews through informative resources and pre-training programs is essential. For successful implementation, ongoing improvements, transparency, and a balanced integration of human judgment are necessary.

Research on Teaching Reform of Finance and Accounting Major in Colleges and Universities under the Integrated Mode of “Post Course Competition Certificate”

In recent years, with the government’s strong emphasis on vocational education and the in-depth promotion of the “post course competition certificate” integration model, the teaching reform of finance and accounting programs in colleges and universities has gained new development opportunities. This integrated teaching model, which aligns courses with job roles, combines course content with certification requirements and enhances learning through competitions, plays a crucial role in improving the quality of education. It not only enhances teaching effectiveness but also strengthens students’ professional skills and overall competence, meeting the demands of modern vocational education. Furthermore, it positively contributes to students’ personal development and broader societal progress. In this context, this paper explores the teaching reform of finance and accounting programs in colleges and universities under the “post course competition certificate” integration model, intending to provide insights for improving the quality of finance and accounting talent development.

The Illusion of Competence: A Qualitative Deep Dive into Workplace False Performance

This qualitative paper develops an understanding of False Performance as a negative form of workplace behaviour which has received scant attention. According to the quantitative literature, which measures False Performance using the Organisational Charlatan Scale (OCS), false performers are incompetent employees who deliberately portray themselves as better able to perform in a job role than they know themselves to be capable. In this study, False Performance was explored in United Kingdom public-sector organisations for the first time, using novel focus-group methodology and grounded theory. Eight focus groups (n = 51) were conducted to explore employees’ perceptions and experiences of False Performance, with a focus on job interviews and performance appraisals. Using NVivo for analysis, five categories emerged: Co-Worker Perceptions of False Performance in the Workplace, False Performance in Interview/Appraisal Settings, The Impact of Trust on the False Performer, The Effect of False Performance on Co-Worker Morale, and Preventing False Performance in the Workplace. The results support the literature review that False Performance is a new and negative addition to the taxonomies of job performance. Human resources (HR) managers are, therefore, urged to prevent and reduce False Performance via well-designed selection processes and performance appraisals, thereby improving co-worker trust amongst employees.

New South Wales alcohol and other drug service providers' perceptions of the relative importance of client variables for determining treatment need.

This study examines alcohol and other drug (AOD) service providers' perceptions of the most important variables (client complexity and demographic) for determining treatment need and intensity of intervention. Online cross-sectional survey of N = 188 clinicians/service managers working in AOD services across metropolitan and regional/rural New South Wales, Australia. Participants ranked the importance of demographic and family factors, substance use, physical health, mental health, functioning and activities of daily living and youth-specific variables in identifying treatment need (five-point Likert scales). More than 90% of participants ranked 43 out 56 potential variables as 'very important'/'essential' in identifying treatment need. The 10 variables most ranked as 'very important'/'essential' were 'pregnant or breastfeeding' (95.2%), 'suicide/self-harm' (95.2%), 'overdose risk' (94.7%), 'abuse/neglect' (among youth/adolescent populations; 94.1%), 'mental health severity' (93.6%), 'dependent children' (93.1%), 'co-existing mental health concerns' (93.0%), 'hospitalisations due to mental health' (92.5%), 'child protection concerns' (among youth/adolescent populations; 92.2%) and 'disability' (91.5%). The 10 variables most commonly ranked as 'slightly important'/'not at all important' included 'citizenship' (63.3%), 'sex' (59.6%), 'country of birth' (54.8%), 'highest education' (50.0%), 'sexual orientation' (44.1%), 'relationship status' (33.5%), 'gender' (31.4%), 'transport' (28.2%), 'employment' (23.9%) and 'refugee status' (24.0%). Some ratings differed by geographic location (metropolitan vs. regional/rural) and job role (allied health worker, nurse, doctor or manager). This study provides insight into service providers' perceptions of treatment need and intensity associated with a range of client factors. It is a first step towards improvements in routine data collections that are used to inform treatment planning.

Enhancing Employee Performance: The Impact of Engagement, Job Rotation, Compensation, and Motivation

This research aims to determine the influence of employee engagement, transfers, compensation and motivation on employee performance. Apart from that, you can see the review from an Islamic perspective. The population of this study were employees of the Jakarta Cakung Primary Tax Service Office with a sample size of 89 respondents. The sampling technique uses a non-probability sampling method, with a saturated sampling technique through distributing questionnaires. The data analysis method uses the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The model in this research provides a strong influence with a strong level of relevance in predicting the influence between variables with a large level of suitability. employee engagement has a positive and significant effect on employee performance. Furthermore, mutations have a positive and significant effect on employee performance. Compensation has a positive and significant effect on employee performance. Motivation has a positive and significant effect on employee performance. Managerial Implications Organizations should prioritize enhancing employee engagement through effective communication and involvement in decision-making processes to boost performance. Additionally, strategic employee mutations or transfers can be leveraged to match skills with job roles more effectively. Fair and competitive compensation packages are essential to motivate employees and enhance their commitment.

Perceived effective and ineffective dental terminology when treating paediatric patients: a cross-sectional survey.

Aims To determine the words that paediatric dental team members perceive to be effective and ineffective for describing dental procedures and instruments to children and to assess if these are influenced by the age and gender of the child.Methods A voluntary, anonymous questionnaire was distributed to paediatric dental staff in NHS Scotland. Questions included participants' demographics, which words they perceive to be effective and ineffective for describing 11 dental procedures and instruments, and whether word choice was affected by the gender and/or age of the patient.Results From the 209 responses, a variety of job roles were represented across 11 different health boards in Scotland. A variety of alternative words and phrases for dental terms were identified, including those considered ineffective. The age of patients was shown to influence the language used by 42.8% of dental team members on average. Patients' gender did not tend to influence word choice.Conclusions This study has collected the most popular euphemisms for common dental procedures and instruments as well as perceived ineffective terminology in paediatric dentistry in Scotland. The study showed that the age of a child frequently influences the choice of language used, while gender plays less of a role.

The Relationship Between Workplace Spirituality and Flourishing in Women Reviewed from Employment Status

Women's problems seem to be a theme that society will never forget. This issue is further strengthened by the role of women which begins to roll along with the development of the times. The Central Statistics Agency (BPS) noted that as of 2022 there are 133,542,018 female residents in Indonesia. This study aims to examine the relationship between workplace spirituality and flourishing in women, with an overview of job status. Through a quantitative approach with a correlational method, this study was conducted on 304 women in the Special Region of Yogyakarta, both working and non-working. The results showed that workplace spirituality had a positive effect on flourishing in women, and job status moderated this influence. Working women had higher rates of flourishing than those who did not work, suggesting that job roles provide meaning in daily life that affects psychological well-being. These findings emphasize the importance of promoting workplace spirituality in creating a balance between personal and professional lives, as well as improving women's psychological well-being.

HR Trends in 2030: Preparing for the Future Workplace

As we approach 2030, the landscape of human resources (HR) is undergoing significant transformations driven by technological advancements, demographic shifts, and evolving workplace expectations. This paper explores the key HR trends anticipated for 2030, focusing on how organizations can adapt to the changing dynamics of the workforce. By analyzing the implications of AI adaptation, the rise of diverse job roles, and the importance of strategic HR execution, this study offers insights into preparing for a future where HR plays a pivotal role in organizational success. Additionally, the paper highlights the importance of advancing gender equity, bridging the skills gap, and empowering seasoned workers as crucial components of the future workplace. Keywords: HR Trends, AI Adaptation, Workforce Diversity, Skills Gap, Gender Equity, Strategic HR, Future Workplace, Employee Empowerment

Job roles for digital twinning building construction processes. Introducing the digital twin manager position

Digital Twins (DT) holds the potential to enhance management and monitoring in the construction sector by means of an interconnected information environment. Although DT theoretical frameworks have been proposed and numerous literature reviews conducted, real-world demo cases showing requirements and challenges are yet limited. These existing frameworks lack of grounded verification on real scenarios to identify essential roles and skills for effective knowledge transfer. This paper contributes to bridge these gaps by harvesting the knowledge of twinning a real-world office building. Key takeaways include a general mind map and two complementary workflows for DT generation and operation for building construction processes. The information pipeline from data collection to decision-making is described and required skills and roles are identified along this data journey. An identification of the emerging role of DT Managers is presented, a vital yet underexplored position in current construction literature. The presented practical roadmap paves the way for increasing maturity on DTs and for promoting their industry adoption.

The potential dark side of remote work transformation: a social vulnerability and relational perspective

The global COVID-19 pandemic led many organizations and employees to abruptly adopt remote work. This remote work transformation has broadly encompassed individuals from a diverse range of backgrounds (e.g. ethnicity, gender) and job roles. A multi-level, conceptual model is developed that explores its potential dark side, particularly for women and ethnic minorities. Drawing on social vulnerability theory and the relational framework of diversity, this manuscript explores how disproportionate exposure to remote work, surveillance and disciplinary mechanisms, along with adverse job and wage loss, job insecurity, and psychological health impacts for women and ethnic minorities may potentially permeate their workplace interactions and stimulate interpersonal conflict. Moreover, this model incorporates these relationships within their broader social context, shaped by the legislative framework and shared cultural beliefs such as social difference codes. Nevertheless, this model elucidates how certain organizational approaches to diversity management can potentially alleviate these disproportionate outcomes. Theoretical implications, future research directions, and recommendations for policy and practice are highlighted.

Management of adverse effects of construction digitalization on the quantity surveying key roles: a qualitative Delphi study

Purpose Digitalization has significantly impacted the job roles of construction professionals globally. This study aims to investigate how to manage the adverse effects of digitalization on roles of quantity surveyor (QS) by assessing the level of digitalization of quantity surveying key roles identifying the adverse effects of digitalization on key roles and proposing mitigation strategies to manage adverse effects. It addresses a critical gap by providing a nuanced understanding of adverse effects faced by QSs due to digital advancement. Design/methodology/approach Adopting an interpretive stance, the research involved three rounds of 16 semistructured interviews with experts selected through heterogeneous purposive sampling. The data were analyzed using code-based content analysis with NVivo12. Findings The study identified ten quantity surveying key roles adopting digital technologies. While digitalization has enhanced efficiency and accuracy, it has also introduced adverse effects such as increased workload, potential burnout due to skills shortages, resistance to digital tools and data security concerns. Effective mitigation strategies include task prioritization, balancing traditional and digital skills and investing in continuous training. The study underscores the need for ongoing professional development for QSs and organizational restructuring to support digital integration, enhance workflow efficiency and reduce resistance to technological changes. Research limitations/implications This study’s novel contribution lies in its exploration of the adverse effects of digitalization on the QSs, usage and the level of adaptation of digital tools by QSs and strategies to manage them. Therefore, the findings of this study serve as precious steerage for QSs to have an in-depth understanding of digitalization’s usage and level of adaptation, its adverse effects and mitigation of the adverse effects. Originality/value This study’s novel contribution lies in its exploration of the adverse effects of digitalization on the QSs, usage and the level of adaptation of digital tools by QSs and strategies to manage them. Therefore, the findings of this study serve as precious steerage for QSs to have an in-depth understanding of digitalization’s usage and level of adaptation, its adverse effects and mitigation of the adverse effects.

Play Your Way Into Production: Game-based Skills Development for the Screen Industries

Screen industry employers report they are unable to recruit graduates with the right skills for entry level roles in film and television (e.g. runners or production assistants), citing a lack of business awareness and various ‘soft skills’ as barriers to employment (Grugulis and Vincent 2009; Carey et al, 2017; Jones, Swords and Brereton, 2022). Traditionally such knowledge and skills are obtained through in-person work experience on set, but work experience is usually unpaid and therefore inaccessible to many students and graduates. However, research in the use of applied/serious games and extended reality technologies for training purposes has indicated that situational skills training can be facilitated using these approaches (Ebner and Holzinger 2007; Connolly et al, 2012). This paper presents an analysis of the design process behind a game-based learning intervention, developed to enable players to experience a day working on a film set and to allow educators to open up discussions about working practices and employability/progression within the screen industry. The simulation gives players the opportunity to take on a junior role in a film studio, respond to typical requests on set, interact with other crew members and observe proceedings. The study draws on interviews with educators and an ethnographic account of playing the game and using the complementary educational resources. We argue that a serious game can function as a meaningful intervention allowing potential new entrants to the screen industry to understand the tasks and duties of job roles in the industry. This approach also improves access to the development of skills and knowledge which are traditionally gained through (unpaid) work experience.

Implementing a Care-Based Nursing Workforce Model: Implications for Missed Care, Teamwork, and Satisfaction.

Nursing care delivery models may serve as a significant factor contributing to nurse satisfaction, frequency of missed care, and patient outcomes. The nursing leadership team at our institution sought to determine if an adaptation of our primary registered nurse (RN) nursing model would enhance satisfaction of bedside nurses and care of patients. An improvement study introducing a care-based delivery model was implemented between January 2023 and January 2024 on a medical-surgical neurology/spinal unit at our organization. Adoption of a care-based nursing model was supported with the delivery of brief education sessions utilizing in situ simulations for development of competencies in teamwork and delegation. During the pilot period, overall satisfaction with job role improved 23%. Six missed nursing care elements and 7 teamwork elements significantly improved. A care-based nursing model may improve staff satisfaction and quality of nursing care.

Organisational changes and psychosocial work factors: prospective findings from the national French working conditions survey

The studies exploring the mechanisms by which organisational changes may impact health outcomes are lacking. The objectives of the study were to examine the prospective associations of organisational changes with the deterioration of psychosocial work factors. The study was based on the prospective data of the national French working conditions survey collected in 2013, 2016, and 2019. The study sample included 5200 employees working in the private sector. A large set of organisational changes and psychosocial work factors were collected from employers and employees respectively. Multilevel mixed-effects robust Poisson regression models were used. Organisational changes were prospectively associated with the deterioration of psychosocial work factors related to job insecurity, role stressors, and job demands. The strongest prospective association was found between downsizing and the increase in job insecurity. The associations between organisational changes and health outcomes may be mediated by psychosocial work factors.

Remotely engaged—The role of job crafting in the change of employees' engagement after an abrupt transition to remote work

IntroductionMany employees perceived the move to remote work due to the COVID-19 pandemic as an abrupt organizational change. While research on work engagement has examined this construct in different contexts, it is unclear what may happen to work engagement in such an extreme context and over the course of time. In the current study, we examined the relationship between time and employees' work engagement after an abrupt change as well as the way job crafting interacts with this relationship. We hypothesized that a pre-transition high level of approach crafting strategies will have a negative effect, harming employees' ability to maintain their engagement over time, while a pre-transition high level of avoidance crafting strategies will actually have a mitigating effect, weakening the decrease in engagement.MaterialsWe used a three-wave longitudinal study design, collecting data during the first 3 months of the pandemic. The sample included employees from different organizations across the U.S randomly recruited through Amazon Mechanical Turk. We utilized a multilevel repeated measures approach to analyze the data.ResultsResults supported our first hypothesis, demonstrating a negative relationship between time and engagement such that engagement declined over time. Our second hypothesis was partially supported, showing that the job crafting strategy of increasing challenging demands moderated the relationship between time and engagement, such that for employees that job craft by increasing their challenging demands, at the onset of the transition, the decrease in work engagement over time was more substantial. We did not find support for our hypothesis regarding the positive effect of avoidance crafting strategies on the decrease in work engagement.DiscussionOur findings suggest that the tendency to job craft by pursuing more challenging demands at the onset of the pandemic, as an approach strategy of job crafting, gives employees an unnecessary added workload that requires the use of more resources. Over time, this extra load, depletes resource reservoirs and prohibits remaining engaged over time. In contrast, other types of approach crafting strategies seem to have no such harmful effect. Our findings highlight the importance of context, suggesting that under specifics conditions some job crafting strategies may be more energy draining than others.

Work-related musculoskeletal disorder and health risk behaviors in market-vendors: a mixed-methods study.

Work-related musculoskeletal disorders (WRMDs) are frequently observed among market vendors, and engaging in health risk behaviors can exacerbate these issues, leading to various health problems. Common health risk behaviors among market vendors include alcohol consumption and insufficient physical activity. However, there is currently a lack of research examining the prevalence of WRMDs and health risk behaviors among market vendors in Bangkok. Furthermore, the emerging trend of drug misuse within this group remains poorly understood. This study aims to explore the prevalence of muscle pain and flexibility issues and assess health risk behaviors, including alcohol consumption, inadequate exercise, and drug misuse, among market vendors. A mixed-method study was undertaken among 213 market vendors in Bangkok. Data collection utilized direct observation techniques, questionnaires, and muscle flexibility tests. Qualitative data were elucidated and showcased through textual descriptions and quotations. Quantitative data were analyzed using descriptive statistics to present numerical and percentage values. Qualitative findings revealed that market vendors often engage in static muscular work and maintain awkward postures due to their job characteristics and workstation setups. Quantitatively, the right arm was the most common pain region (34.7%), followed by the left leg (31.0%), right leg (30.0%), and left arm (28.6%). Additionally, 64.3% of participants showed poor muscle flexibility. The study also found that 35% of market vendors resorted to alcohol and 11.7% to drug misuse to cope with fatigue and prevent adverse symptoms. Moreover, 68.5% of participants reported no regular exercise due to lack of time. The study highlights the prevalence of musculoskeletal issues among market vendors, largely attributed to static muscular work and awkward postures dictated by their job roles and workstation arrangements. The right arm emerged as the most commonly affected area, followed by the left leg, right leg, and left arm, with significant rates of reported pain. The research also points to a notable lack of muscle flexibility in a majority of vendors and a concerning tendency towards alcohol and drug misuse as coping mechanisms for fatigue and symptom management. Furthermore, a significant portion of the vendors do not participate in regular exercise, primarily due to time constraints. These findings can be used to implement health prevention programs within the market vendor group.

Workplace Spirituality: A Catalyst for Job Satisfaction? Exploring Cultural and Gender Contingencies

Work-Place spirituality is on the fast track and those days are gone when scholars face problem in defining the same. Spirituality has deep relation with personality and all the linked abstracts with personality are in lab with workplace spirituality at current time. This study is one of the case of that chain where spirituality is observed with job satisfaction, organizational culture and role of gender. The method for gathering the data was stratified random sampling. 457 replies were obtained from 500 teaching faculty members at several universities in Khyber Pakhtunkhwa, Pakistan, who were given an approved questionnaire. AMOS and SPSS Package-21 have been used to find analytical results. The tool's validity and dependability were guaranteed. Values for the model fit index were confirmed. The study has shown and analyzed the model's path coefficient with and without moderating and interaction factors. It was discovered that Work-place Spirituality has encouraging behavior for job satisfaction of the employee and organizational culture further enhance the behavior while gender is unaware about the behavior of WPS. The study's role in literature and industry has been defined. At the completion of this inquiry, there are limitations and recommendations based on the findings.

Implications of hospital workers’ sense of safety and effectiveness in participatory design

Participatory design initiatives help promote more voice on the work floor—if the social dynamics are encouraging. Interest in understanding employee voice is rising due to being linked to employee satisfaction and retention, as well as greater organisational success. Forty-four interviews were conducted with nurses, care providers, and support service providers inquiring about their moments of influence and team dynamics in two design workshops. Participants shared moments influencing safety, describing a sense of cohesion, inclusion, or collaboration; as well as moments influencing effectiveness, linked to the workshop process, their expertise, or project impact. While these themes were common across the three job roles, how they framed the moments differed. This study provides insights into how different contributions and varying perceptions of valuable impact coexist. As such, this increases our understanding of how to achieve more genuine participation.