Job Scope Research Articles

Smart sport equipment: reshaping the sports landscape

We are witnesses of “Industry 4.0”, the 4th industrial revolution. In just a few years, we became a highly analytical society where at any given time massive datasets are produced, collected and analysed. Cities and countries have the vision of becoming smart societies, optimising the performance and wellbeing of their citizens. One can easily track and log all daily activities. The biggest challenge, though, is the management of an overwhelming amount of data.
 Sports industry is no different. Sports is a reflection of the society. Athletes (of any level, from recreational all the way up to world-ranked), patients and practitioners (Physical Education teachers, coaches, analysts, physicians, therapists, etc.) are keen to track-down analytical parameters as well. Innovation and technology can help preventing and minimising sports injuries, enhancing sports technique or aid assessing the performance delivered.
 The industry of smart sport equipment is growing up at a very fast pace. The number of wearable devices worldwide is expected to increase from 325 million in 2016 to over 830 million in 2020. The smart wearables for sports and fitness generated US$3.5 billion in 2014 (Market Wired, 2016). The forecast is that smart garments sector will worth about US$34 billion by 2020 (Lamkin, 2016). The smart textiles and smart fabrics market is expected to reach US$9.3 billion by 2024 (Grand View Research, 2015).
 These products can cater a wide range of consumers. The ones who are looking forward to more or less fashionable sportswear, sports accessories, information technology & electronics consumers, etc. The common denominator among these consumers is being innovation-driven. There are commercially available smart wearables (or gear) to be used in all main sports, including aquatics, athletics, boating, cycling, gymnastics, invasion games, net sports, winter sports, and much more. Sports equipment and clothing can be instrumented with sensors, providing real-time analytical details on the subject’s behaviour and performance. Data can be logged and analysed later on. Alternatively, it can be transmitted real-time to portable terminals (smartphones, tablets, smartwatches or laptops) and displayed immediately.
 With this outlook as backdrop, there is an opportunity for sports sciences to play a key-role in the reshape of the sports landscape. Sports researchers can help on the design and validation of smart sport equipment, and be involved as end-users of these products. As end-users, sport researchers will not be spending so much time collecting and handling data. Rather, the job scope will shift more into analysis, interpretation and application of the findings. This will enable to provide swift real-time feedback to patients, athletes, coaches and others stakeholders in the sports fraternity. Data can be uploaded to a cloud and be available everywhere at any given time from any device. The design, and validation of new cutting-edge devices, of innovative solutions, are a great opportunity to bridge academia with industry. To carry out these projects is paramount to have interdisciplinary research teams with a wide array of skills, different expertise and backgrounds. The project will not end by the publication of a series of research papers. This should be followed-up by obtaining a patent. Also, it can help highly-trained graduates to join the workforce and even to foster the setup of start-ups.
 Several universities, mostly in Asia and Europe (notably the United Kingdom), are now offering courses in “Sports Technology” to undergraduate students. Some tertiary institutions, are offering also undergraduate and postgraduate programmes in this field. The curricula of such programmes touch topics such as innovation, design, and sports engineering with a strong emphasis in sport sciences. Sports technology is an exciting, cutting-edge and reasonable new field. Moreover, it is possible to set a pathway between academia (research and teaching) and industry (services). Ultimately, it is deemed to provide an added economical return to society, which one should not disregard.

A Narrative Review: Risk Factors of Low Back Pain in Military Personnel/Recruits

Military personnel are one of the occupations at high risk of developing low back pain (LBP) due to its job demands. Low back pain (LBP) is a major cause of morbidity and lost from work among military personnel. This narrative review was conducted to determine the risk factors of LBP in military personnel/recruits. Searches focusing on causal comparative and epidemiology studies using OVIDMedline, CINAHL, SPORTDiscus, PubMed, and Scopus databases from year January 1950 to April 2018. The Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) guidelines was used to select and synthesis of studies. The strongest personal risk factors identified were history of LBP (OR = 8.91, CI = 1.71 -46.5), female gender (OR: 6.59, CI 1.79 – 24.24), aerobic exercise involvement (OR = 4.39, CI 1.53- 12.57) and older age (OR 4.16). The strongest occupational risk factors identified were prolonged hours of flight per day (OR=11.3, CI 5.2 -24.8), driving in forward bending posture (OR = 3.63, CI 1.06 – 12.42), branch of services (Army; OR 2.74, CI 2.60-2.89 & Air Force; 1.98, CI 1.84 -2.14), Night training (OR = 1.8-2.0, CI 1.1 – 3.1) and whole-body vibration exposure (OR 1.94, CI 1.02 -3.69). The strongest psychosocial risk factors identified were worries (OR = 5.47, CI 1.70- 17.62), no support from others (OR = 4.0, CI 1.31 -12.34) high work stress (OR = 3.47, CI 1.31 – 12.34), depression (OR = 1.75, CI 1.08 -2.83), and psychological stress (OR 1.71). This review summarizes the personal, occupational and psychosocial risk factors associated with LBP among military personnel/ recruits. LBP risk factors differs based on the military branch of services and job scope. Primary LBP risk factor for Air Force pilots, helicopter pilots and military vehicle drivers LBP is sitting ergonomics. Primary LBP risk factor for army (i.e. combat infantry) identified are occupational physical exposure (military training, heavy lifting and carrying, patrol durations.) Further studies are required to verify if there is any interaction between personal, occupational, and psychosocial LBP risk factor categories among military personnel/recruits.

English Language Use in Malaysian Government and Private Civil Engineering Workplaces

Employers in the engineering sector require certain standard of English proficiency among their employees as the language is widely used for numerous job scopes. In order to understand the current demand of the civil engineering industry on the use of the English language in the workplace, this study was conducted on 20 undergraduates of the Civil and Environmental Engineering Faculty, Universiti Tun Hussein Onn Malaysia who undertook the industrial training. Based on focus group discussions, the participants learned and shared significant use of English language through their industrial training experience. The findings of the study highlighted the activities that were conducted in English for speaking, listening, reading and writing including the language skills. In addition, the amount of time spent on each activity in English was also identified in understanding the importance of English language in the civil engineering sector. The findings of the study are vital in making informed decisions for the design and development of appropriate English language courses for present and future civil engineering students.

Challenge and hindrance stress among schoolteachers

AbstractThe challenge–hindrance stress framework argues that certain job stressors have entirely detrimental effects (hindrance stress), but some may also have beneficial effects (challenge stress). Though the challenge–hindrance framework has largely been neglected in teacher stress research, we adopted it to provide a more differentiated view of the most prominent stressors in the teaching profession. We asked a sample of 528 secondary schoolteachers to report the extent to which they perceived occupation‐specific stressors as motivating (challenge stress) and burdening (hindrance stress). Most stressors (those associated with sociopolitical pressure, students’ misbehavior, and lack of resources) were seen as a hindrance rather than a challenge. Only stressors associated with expanded job scope seem to have had more challenge than hindrance potential. Teachers’ hindrance (but not challenge) stress in turn was a strong predictor of psychophysiological symptoms. Importantly, hindrance stress was highest and also the most significant predictor of psychophysiological symptoms if it arose from sociopolitical pressure. In sum, the results indicate that the challenge–hindrance framework might serve as a useful theoretical background in the field of teacher stress research and could offer another explanation for the poor health reported by this occupational group.

Distinguishing the Clinical Nurse Specialist From Other Graduate Nursing Roles.

Today's healthcare environment poses diverse and complex patient care challenges and requires a highly qualified and experienced nursing workforce. To mitigate these challenges are graduate nursing roles, each with a different set of competencies and expertise. With the availability of many different graduate nursing roles, both patients and healthcare professionals can be confused in understanding the benefit of each role. To gain the maximum benefit from each role, it is important that healthcare providers and administrators are able to distinguish the uniqueness of each role to best use the role and develop strategies for effective collaboration and interprofessional interaction. The purpose of this article was to define the role, educational preparation, role differences, and practice competencies for the clinical nurse specialist (CNS), nurse practitioner, clinical nurse leader, and nurse educator/staff development educator roles. A second purpose was to provide role clarity and demonstrate the unique value the CNS brings to the healthcare environment. Using evidence and reviewing role competencies established by varying organizations, each role is presented with similarities and differences among the roles discussed. In addition, collaboration among the identified roles was reviewed, and recommendations were provided for the new and practicing CNSs. Although there are some similarities among the graduate nursing roles such as in educational, licensing, and certification requirements, each role must be understood to gain the full role scope and benefit and glean the anticipated outcomes. Healthcare providers must be aware of the differences in graduate nursing roles, especially in comparing the CNS with other roles to avoid confusion that may lead to roles being underused with a limited job scope. The CNS provides a unique set of services at all system outcome levels and is an essential part of the healthcare team especially in the acute care setting.

Understanding Patients’ Meal Experiences through Staff’s Role: Study on Malaysian Public Hospitals

Background: One way to improve hospital food provision is certainly by understanding the management of hospital foodservices, but there is limited detailed information about staff roles in food provision in many hospitals around the world. Objective: The hospital meal experience of patients, a part of the services provided by hospitals, is becoming important. Therefore, the role of various hospital staff members was studied through their behavior, attitudes, and practices so as to understand how the foodservice system works to address patients’ food consumption. Methods: This qualitative research used the convenient sampling method. Data was collected by interviewing twenty hospital employees with different job scopes (nurses, doctors, dietitians, foodservice managers, and directors of hospital foodservices) in 6 public hospitals. Results: Themes such as providing familiar food, food as the motivational factor for consumption, empathy shown by staff, and influences of the eating environment were identified using content analysis. Conclusion: The viewpoints and experiences of key stakeholders facilitated the understanding of various factors involved in the provision of hospital food which affect patients’ decisions to accept and consume food.

Analysis of Anatomy Education Based Job Openings

Due to the increasing demand of healthcare educators, the necessity of programs with integration of pedagogy with healthcare sciences is imminent. However, there are relatively few programs integrating anatomy courses and pedagogical programs. By analyzing the current job market, professional programs can gain a sense of the need for anatomy professional graduates capable of teaching in a variety of areas. This study looked to provide a current job scope of the positions related to anatomy education. Data were gathered from open job descriptions over a one year timeframe. Sources for these anatomy‐related jobs and careers in higher academia came from open positions listed on the applicable websites of the American Association of Anatomists (AAA), the American Association of Clinical Anatomists (AACA), and HigherEdJobs.com. The search focused on professions listed under the descriptors of “anatomy professor” and “anatomy education.” The categories collected were the level of position (instructor, assistant, associate, or full‐time), faculty type (tenure or non‐tenure track), type of institution (undergraduate, graduate, or professional school), required qualifications, required years of experience, expected courses to teach, and research. Data were categorized and frequency counts were tabulated. In total, 122 open positions were reviewed from postings listed between November 2016 to November 2017. Of the jobs listed, 70% were anatomy related (n = 86), and 30% were not directly related to anatomy (n = 36). Of the anatomy related jobs, 44% were tenure‐track, 7% were non‐tenure track, and 49% did not specify. Also, half of the anatomy jobs (n = 43) had research based requirements with 11 of these requiring grant funding for projects. Predominantly, the anatomy job listings were posted from undergraduate institutions (59%) seeking candidates to lecture anatomy along with other biology courses (67%), 10 positions required teaching a biology‐related lab, with six of the openings being cadaveric dissection labs. Fifty‐two percent of the anatomy education positions were looking to fill assistant professor roles, 16% seeking instructor positions, 22% associate professors, and about 10% did not specify. Thirty‐eight percent of these positions were specified as full‐time roles. Within the anatomy‐related occupations, the majority of educational positions required a PhD degree or equivalent (n = 66). Based on the brief window of review, there are multiple anatomy based job vacancies, with the majority being research‐affiliated anatomy assistant roles and some of those requiring prospective grant funding. Future directions for this study are to examine the type of research required for grant funding, either bench or educational research, which was often not specified in these brief descriptions. Also, examination of the job listings on the type of teaching methods such as active‐learning, lecture, etc. would provide insight to incorporate certain pedagogical classes into PhD programs. Additionally, the courses required of potential faculty members to teach can be analyzed so that PhD programs can fulfill the demands of the market.Support or Funding InformationThis study was not funded.This abstract is from the Experimental Biology 2018 Meeting. There is no full text article associated with this abstract published in The FASEB Journal.

Shiraz Pharmaceutical Students’ Knowledge about Pharmacy Professional Ethics

Introduction: In the medical community, ethics is important in this profession and pharmacy, like other branches of medical sciences, and requires attention. We aimed to examine the level of students’ knowledge of the Pharmacy Faculty of Shiraz University of Medical Sciences from the principles of professional ethics recommended by the American Pharmacy Association in their ethical codes, especially the principles of patient rights. Methods: This was a descriptive-observational cross-sectional study. The study population consisted of 162 Pharmacy students from the 7, 8, 9, 10, 11 and final semesters of the Faculty of Pharmacy, Shiraz University of Medical Sciences who were willing to participate in the study. To collect data, a questionnaire containing 18 questions was used. The validity and reliability of this questionnaire was confirmed by expert faculty members of the Medical Ethics Department and the Faculty of Pharmacy, as well as the statistics expert. Data analysis was performed using SPSS software (version 23). Results: According to Pearson test, there was a significant relationship between knowledge level and academic semester and year of entrance (P<0.05). 87 (53.7%) students participated in the workshop and 75 (46.3%) did not participate in the workshop. According to the K2 test, there was a significant relationship between knowledge and participation in the workshop (P<0.05). 14 (8.6%) students had moderate knowledge level, 68 (42%) had good knowledge level and 80 (49.4%) had very good knowledge. Conclusion: Because of the necessity and importance of observing ethics and behavior in their professional and job scopes, pharmacy service providers, especially pharmacists, should be aware of the principles of professional ethics and patient rights, and adhere to it. Accordingly, in addition to the necessity of quantitative and qualitative improvement of continuing education in the PhD degree course in pharmacy, the training framework should be arranged and planned in a way that, in addition to transferring knowledge to students, leads to the creation of a positive attitude and, ultimately, an increase in their skills. Keywords: PROFESSIONAL ETHICS, MEDICAL ETHICS, ETHICS IN PHARMACY

The Need of Computer Modelling and Simulation (CMS) Competency among Employers in Malaysia

With the continuous improvement in Computer Modelling and Simulation Environment (CMSE) applications being made, computer modelling and simulation (CMS) is proven a better alternative as opposed to conventional physical modelling. The advancement of computing hardware allows accurate results to be obtained faster, safer and at a fraction of its original cost. Despite the proven advantages, CMSE adoption among companies may be fairly new in Malaysia. This study is aimed at quantifying the demand of CMSE specialists in Malaysia as well as gaining insights in the companies’ requirements of specialists’ knowledge, competencies and skills. Thus, a survey, consisted of 3 main parts, was conducted among industries in Malaysia as a tool of measurement of the demand. The survey included questions related to the general information of the organization, specialists’ competencies relation to the job scope, and finally the professional and educational standards among specialists. In general, it was found that practically-competent specialists in CMSE are in high demand among engineering companies. Furthermore, professional courses through distance learning would be of high interest among companies to send their employees to gain practical competency in CMSE.

English Language Needs of Industrial Trainees in Chemical Engineering Industry: A Case of UniKL MICET

Industrial training, or internship program, is always a must in any academic institutions, especially those offering engineering programs. Since industrial training is always structured at the end of the program, students going for internships are considered to be already well prepared with the content knowledge of their field of study. However, the job scope of an engineer does not entail content knowledge only. An engineer still has to carry out various other tasks like writing reports and letters as well as participating in meetings or discussions; thus the needs to ensure that these trainees are competent in the English language and effective as communicators. However, which English communication skills in particular do the industries in general require of these students? Venkatraman&amp;Prema (2007) claim that “In the globalized context, students of Engineering and Technology need a specific set of language skills for their success in education and career.” All academic institutions should balance their curricula between future professionals and workplace needs of their graduates (Kaneko, Rozycki&amp; Orr, 2008). In light of this, this paper will look at the English language needs of 18 organisations related to the chemical engineering industry where industrial trainees from Universiti Kuala Lumpur Malaysian Institute of Chemical &amp; Bioengineering Technology (UniKL MICET) were sent to. A survey conducted found that all but one of the organisations see that English language is important even though not all of them use the language at work. This paper discusses the tasks in which English language is most required and what language functions are most commonly used in the organisations. Trainees’ feedback on the actual usage of English language while they are on industrial training for three months will also be discussed.

Employee Readiness, Training Design and Work Environment in Influencing Training Transfer Among Academic Staffs of Uitm

The importance of the acquisitions of the newly learned skills and its transfer to the workplace have been admitted by workers which has led much research being done on this issue since 1980 until to date presenting a serious concern in this issue. Despite the increased investment in training, many cases have portrayed academic staffs have inability to transfer of newly learned skills, knowledge and attitudes necessary for their job scopes. By using the partial least squares (PLS) and structural equation modelling tool, the statistical results confirm that ability, error management, supervisor’s role and opportunity to use impact on transfer of training. Motivation to transfer also mediates partially error management and opportunity to use.

Unpacking the combined effects of job scope and supervisor support on in-role performance

PurposeThe purpose of this paper is to explore how the relationship between job scope and in-role performance is contingent upon the level of social support (i.e. supervisor support) received in the workplace.Design/methodology/approachA total of 640 questionnaires were distributed to employees of Pakistani companies, yielding 328 useable responses for analysis. Regression analysis was used to test for both hypotheses.FindingsThe results support the role of supervisor support as a moderator in the relationship between in-role performance, a dimension of job performance and job scope. The findings show that a higher job scope would facilitate higher job performance from employees who receive high levels of supervisor support.Practical implicationsThe results provide useful insights for managers and consultants, especially HR professionals involved in job design and redesign. Organizations that encourage high levels of social support can help employees improve their job performance as they foster an environment where employees can get direct assistance and advice from their supervisors.Originality/valueThis paper makes three key contributions to the literature on job design. First, this inquiry shows that a strong link does exist between job scope and job performance; previous studies have failed to find a strong relationship. Second, it highlights how social context, especially in highly challenging work settings, can shape employees’ proficiencies and behaviors. Third, this paper offers a novel perspective in job design research by incorporating a contextual moderator (i.e. supervisor support).

O Projeto do Complexo Industrial Portuário Suape (CIPS): a transformação dos trabalhadores locais em trabalhadores globais e a influência das redes sociais – um estudo de caso

&lt;p&gt;This article presents the importance of the Suape Industrial and Port Complex (CIPS), in Pernambuco, for the economy of scale, scope and generation of jobs and income in the SUAPE region. The integrated logistics of companies installed in CIPS reconfigured the economy and social networks from the organizational learning experienced by the local population in the change from the essentially agrarian environment to an industrial complex. This is an exploratory study of a qualitative nature, based on bibliographical research, using the case study method, which revealed the relationship between organizational learning and the configuration of social networks in the process of transformation of workers Global locations.&lt;/p&gt;

CHALLENGES TO IMPLEMENT CARRYING CAPACITY FRAMEWORK: A CASE STUDY OF PULAU PERHENTIAN MARINE PARK INSTITUTIONAL FRAMEWORK

The environmental quality at Pulau Perhentian Marine Park is degrading day by day. Many studies have been done in order to support sustaining the tourist sites such as having limits in development and tourist arrival, or better known as carrying capacity. Despite the existence of many agencies whose job scope is related to Pulau Perhentian, poor implementation of the guideline is resulting in degrading environmental quality of the park. This paper looks at the roles and functions of each government agencies related to Pulau Perhentian. The outcome of this paper is the analysis of the current roles and responsibilities of the agencies and where are the gaps that can be filled in order to promote sustainable tourism in Pulau Perhentian.

CHALLENGES TO IMPLEMENT CARRYING CAPACITY FRAMEWORK: A CASE STUDY OF PULAU PERHENTIAN MARINE PARK INSTITUTIONAL FRAMEWORK

The environmental quality at Pulau Perhentian Marine Park is degrading day by day. Many studies have been done in order to support sustaining the tourist sites such as having limits in development and tourist arrival, or better known as carrying capacity. Despite the existence of many agencies whose job scope is related to Pulau Perhentian, poor implementation of the guideline is resulting in degrading environmental quality of the park. This paper looks at the roles and functions of each government agencies related to Pulau Perhentian. The outcome of this paper is the analysis of the current roles and responsibilities of the agencies and where are the gaps that can be filled in order to promote sustainable tourism in Pulau Perhentian.

Factors influencing implementation of a patient decision aid in a developing country: an exploratory study

BackgroundMost studies on barriers and facilitators to implementation of patient decision aids (PDAs) are conducted in the west; hence, the findings may not be transferable to developing countries. This study aims to use a locally developed insulin PDA as an exemplar to explore the barriers and facilitators to implementing PDAs in Malaysia, an upper middle-income country in Asia.MethodsQualitative methodology was adopted. Nine in-depth interviews (IDIs) and three focus group discussions (FGDs) were conducted with policymakers (n = 6), medical officers (n = 13), diabetes educators (n = 5) and a nurse, who were involved in insulin initiation management at an academic primary care clinic. The interviews were conducted with the aid of a semi-structured interview guide based on the Theoretical Domains Framework. The interviews were audio-recorded, transcribed verbatim and analyzed using a thematic approach.ResultsFive themes emerged, and they were lack of shared decision-making (SDM) culture, role boundary, lack of continuity of care, impact on consultation time and reminder network. Healthcare providers’ (HCPs) paternalistic attitude, patients’ passivity and patient trust in physicians rendered SDM challenging which affected the implementation of the PDA. Clear role boundaries between the doctors and nurses made collaborative implementation of the PDA challenging, as nurses may not view the use of insulin PDA to be part of their job scope. The lack of continuity of care might cause difficulties for doctors to follow up on insulin PDA use with their patient. While time was the most commonly cited barrier for PDA implementation, use of the PDA might reduce consultation time. A reminder network was suggested to address the issue of forgetfulness as well as to trigger interest in using the PDA. The suggested reminders were peer reminders (i.e. HCPs reminding one another to use the PDA) and system reminders (e.g. incorporating electronic medical record prompts, displaying posters/notices, making the insulin PDA available and visible in the consultation rooms).ConclusionsWhen implementing PDAs, it is crucial to consider the healthcare culture and system, particularly in developing countries such as Malaysia where concepts of SDM and PDAs are still novel.

THE LEGAL PROTECTION OF DOMESTIC WORKERS IN SOUTH AFRICA: A SQUARE PEG IT IS (INTO A ROUND HOLE)

In an ideal world working as domestic worker would arguably be nobody’s choice, but as things stand the socio-economic realities we find ourselves under dictates. There are fewer number of job opportunities than there are people looking for opportunities. According to statistics South Africa, the unemployment rate in South Africa is a shocking 25.4%. Out of desperation and the need to survive most unemployed people have sought solace in the domestic sector. Little do they know that, what seems to be a breakthrough may actually turn out to be quite worse than they reckoned. It is no secret that most domestic workers do not know their job scope, a problem which can be attributed to quite a number of factors, for example, an inherent illiteracy level, desperation after an unsuccessfully long search for competitive opportunities, or unscrupulous employers who exploit them, often with impunity. In line with this, Grossman concluded that pay and working conditions of domestic workers depend on the employer’s “goodwill”, as employers are not impeded by labour legislation in their actions. The purpose of this article is to show and stress the point that the general labour law framework and the interventions made in South Africa to date do not empower domestic workers as long as they fail to take cognizance of occupational uniqueness of this sector. The author will define “domestic worker” and then proceed with the comparison of the existing legislative framework in South Africa with the best international standards in as far as they provide for domestic workers, and the extent thereof, while also arguing that infusing value dosages into law, such as ubuntu, may restore the lost dignity of the domestic worker in South Africa.

Work-life Balance: A Concern on Effectiveness of Job Role and Employee's Engagement towards Organizational Goal

This paper discusses work-life balance as the key issue in all types of employment. It reflects an individual's orientation of perception across different life roles within multiple domains of personal time, family care and professional work being maintained and integrated with a minimum of job role conflict. The Self Developed Model initiates the integration between employee's performance, family-work demand, family-work conflict and family-organizational outcomes which explains the cause and effects of implementing flexi-hours. The question is how can fulfillment of personal needs improve the success of organizational goal? How can flexi-hours increase employee's effectiveness and engagement? Through a content analysis research, this study explores the aspects of i) organizational needs, ii) time management, ii) team work, iii) compensation and iv) job scope resulting to i) success and satisfaction, ii) schedule, discipline and health, iii) nucleus versus joint family and iv) justice and freedom in the 9 Facts About American Families and Work. The main concern is majority of women who quit jobs after a marriage or after giving birth then re-enters labor market when their child are grown-ups. This study rely solely on the literature concludes that care giving responsibilities with the support of work-family policies may help families navigate complexities. This research will fill in the gap to the literature by showing the needs for further research in order to recognize the impact of work-life balance amongst the gen-Ys who nowadays are prone of job hopping which reflects their attitudes and behaviors.

치과위생사의 제도와 업무 관련 의료법 개정에 대한 요구도

Objectives: The purpose of the study was to investigate the basic materials required for law revision regarding dental hygienists through perceptions and opinions of legislation amendments. Methods: The study was conducted from April 23, 2016. A self-reported questionnaire was completed by 797 dental hygienists in Seoul and Gyeonggido after receiving informed consent from institutional review board (IRB No. PO1-201602-23-001). Results: Necessity for dental hygienist-related medical law revision accounted for 92.4% and 85.4% of dental hygienists replied that specialized dental hygienist system must be established. The reasons for medical law revision were as follows; roles and education of medical technicians (60.6%), settlement of medical legal problems (48.0%), cooperation with other organizations (29.0%), political negotiations (17.4%), and national consensus (9.5%). The score for 'possible to get legal protection by the system establishment of roles and work scope of dental hygienists' was 4.11 of 5 points. Conclusions: It is important to establish the job scope of dental hygienist. The revision of dental hygienist-related law will help to enhance the status of dental hygienists as professional medical technicians in the future.

Supervisory mentoring and employee affective commitment and turnover: The critical role of contextual factors

Past research has largely ignored the role of contextual factors in the relationships between supervisory mentoring and individual and organizational outcomes. In order to fill this void, we investigate how job scope and career and development opportunities, two critical contextual factors, moderate the supervisory mentoring-affective commitment-turnover links. Integrating social exchange theory with insights from situational approaches to leadership, we hypothesized that (a) job scope would interact with supervisory mentoring in predicting affective commitment and (b) career and development opportunities would interact with affective commitment in predicting turnover such that the conditional effects of supervisory mentoring on turnover would be stronger at high levels of these contextual moderators. Results of a study conducted with a sample of 228 business alumni, using 15-month voluntary turnover as outcome, supported our predictions. We discuss the implications of these findings for mentoring research and practice.