Staff Flexibility Research Articles

Identifying variables influencing the adoption of artificial intelligence big data analytics among SMEs in Jordan

The research investigates the link between technology, organization, and environment, and the uptake of artificial intelligence among SMEs in Jordan. The objective is to get a deeper understanding of the factors that promote or hinder enterprises' use of artificial intelligence during the recruitment of leaders. A total of 295 participants, who were owners or managers in several SME sectors, manufacturing, including services, construction, and agriculture, were selected via judgmental sampling. Data collection was conducted utilizing a survey instrument, and the collected data was processed employing Smart PLS. The findings demonstrated a substantial correlation between attitude toward artificial intelligence uptake and factors such as relative advantage, complexity, top management commitment, and organizational preparedness. Nevertheless, factors like competitive pressure, external assistance, a favorable regulatory environment, compatibility, and staff flexibility do not significantly influence the attitude toward the uptake of artificial intelligence. In summary, these findings provide valuable insights for decision-making and resource distribution. They underscore the significance of factors such as relative advantage, complexity, top management commitment, and organizational readiness in achieving goals in the field of artificial intelligence. Additionally, they identify areas where efforts may not result in significant effects. The practical ramifications and future study paths are emphasized according to current technological needs.

Cetuximab every 2 weeks versus standard weekly dosing administration schedule.

Cetuximab every 2 weeks (Q2W) dosing schedule is approved by the US FDA and by the Japanese Pharmaceuticals and Medical Devices Agency in patients with metastatic colorectal cancerand squamous cell carcinoma of the head and neck. Phase II trials have found comparable efficacy and safety for the weekly (Q1W) and Q2W schedules, and real-world studies have shown noninferiority of the Q2W compared with the Q1W schedule. Several guidelines recommend cetuximab Q2W administration as an alternative to the Q1W dosing schedule. Cetuximab Q2W can be administered with a Q2W dose of chemotherapy, making it a more convenient option to the Q1W schedule, potentially resulting in reduced costs for administration, increased flexibility for clinical staff and improved patient adherence.

Remote Onboarding Effectiveness in Indian it Industry During the Pandemic

Purpose: The outbreak and impact of COVID-19 has definitely caused the most drastic and rapid shift to the global workforce. The Information Technology (IT) industry was amongst early responders who adopted a remote working model. The aim of this study was to understand the effectiveness of remote onboarding experience in the IT companies. Design/methodology/approach: The perceived benefits of remote working such as creating valuable opportunities for cost saving and greater flexibility for staff has caused many businesses to understand it is a beneficial model of working in the future and hence adopt it. Now that remote working is here to stay, this research studied the experience of the employees who were recruited in the years 2019 and 2020 into various IT organisations. A survey was circulated to understand this effect and a total of 126 employees participated from 21 IT Companies across India. The validity and reliability of the questionnaire was verified and the data was analyzed using SPSS V22. Findings: The results indicated that there is a significant difference in the joining experience between the two groups. The findings showed that the physical joining experience worked better as it helped in a higher employee satisfaction and hence helped learning the job faster. While the remote induction process seemed effective, the gaps pertain to lack of a structured onboarding process, knowledge transfer and supervisor interventions that are relevant for the remote working world. Research, Practical & Social implications: Organizations should understand the importance of making a good first impression with the new joiners. They should ensure smoother interventions that could enhance the culture immersion and knowledge transfer process. Originality/value: Most Indian IT companies have always allowed employees to work remotely. However, even these employees were required to be physically present for the onboarding process. Remote onboarding as a process did not exist prior to the pandemic and hence this study touches upon a lesser researched topic. The research recommendations provided in our study could help bridge the gaps and provide a better employee remote joining experience.

The support and flexibility staff need at this life stage

NHS England guidance says greater flexibility for staff who are struggling with menopause symptoms is a win-win, as it will enable nurses to carry on working

WILL (When to Induce Labour to Limit risk in pregnancy hypertension): a multicentre randomised controlled trial — adaptations to deliver a timing-of-birth trial during the COVID-19 international pandemic

BackgroundAs a pragmatic randomised timing-of-birth trial, WILL adapted its trial procedures in response to the COVID-19 pandemic. These are reviewed here to inform post-pandemic trial methodology.MethodsThe trial (internal pilot) paused in March 2020, re-opened in July 2020, and is currently recruiting in 37 UK NHS consultant-led maternity units. We evaluated pandemic adaptations made to WILL processes and surveyed sites for their views of these changes (20 sites, videoconference).ResultsDespite 88% of sites favouring an electronic investigator site file (ISF), information technology requirements and clinical trial unit (CTU) operating procedures mandated the ongoing use of paper ISFs; site start-up delays resulted from restricted access to the CTU. Site initiation visits (SIVs) were conducted remotely; 50% of sites preferred remote SIVs and 44% felt that it was trial-dependent, while few preferred SIVs in-person as standard procedure. The Central team felt remote SIVs provided scheduling and attendance flexibility (for sites and trial staff), the option of recording discussions for missing or future staff, improved efficiency by having multiple sites attend, and time and cost savings; the negative impact on rapport-building and interaction was partially mitigated over time with more familiarity with technology and new ways-of-working. Two methods of remote consent were developed and used by 30/37 sites and for 54/156 recruits. Most (86%) sites using remote consenting felt it improved recruitment. For remote data monitoring (5 sites), advantages were primarily for the monitor (e.g. flexibility, no time constraints, reduced cost), and disadvantages primarily for the sites (e.g. document and access preparation, attendance at a follow-up meeting), but 81% of sites desired having the option of remote monitoring post-pandemic.ConclusionsCOVID adaptations to WILL trial processes improved the flexibility of trial delivery, for Central and site staff, and participants. Flexibility to use these strategies should be retained post-pandemic.Trial registrationISRCTN77258279. Registered on 05 December 2018.

Factors affecting turnaround time of SARS-CoV-2 sequencing for inpatient infection prevention and control decision making: analysis of data from the COG-UK HOCI study

BackgroundBarriers to rapid return of sequencing results can affect the utility of sequence data for infection prevention and control decisions.AimTo undertake a mixed-methods analysis to identify challenges sites faced in achieving a rapid turnaround time (TAT) in the COG-UK Hospital-Onset COVID-19 Infection (COG-UK HOCI) study.MethodsFor the quantitative analysis, timepoints relating to different stages of the sequencing process were extracted from both the COG-UK HOCI dataset and surveys of study sites. Qualitative data relating to the barriers and facilitators to achieving rapid TAT were included from thematic analysis.FindingsThe overall TAT, from sample collection to receipt of sequence report by infection control teams, varied between sites (median 5.1 days, range 3.0 – 29.0 days). Most variation was seen between reporting of a positive COVID-19 PCR result to sequence report generation (median 4.0 days, range 2.3 – 27.0 days). On deeper analysis, most of this variability was accounted for by differences in the delay between the COVID-19 PCR result and arrival of the sample at the sequencing laboratory (median 20.8 hours, 16.0 – 88.7 hours). Qualitative analyses suggest closer proximity of sequencing labs to diagnostic labs, increased staff flexibility and regular transport times facilitated a shorter TAT.ConclusionIntegration of pathogen sequencing into diagnostic laboratories may help improve sequencing TAT to allow sequence data to be of tangible value to infection control practice. Adding a quality control step upstream to increase capacity further down the workflow may also optimise TAT if lower quality samples are removed earlier on.

Partnerships, Lawsuits, and Competing Accountabilities in CCAA Agreements.

Private lands are often critical for successful species conservation, and the US Fish and Wildlife Service has increasingly utilized voluntary Candidate Conservation Agreements with Assurances (CCAAs) as a strategy for promoting private land conservation. CCAAs, however, present a challenge where the FWS, with its history as a regulatory entity, must now engage landowners as conservation partners. There is a deep culture of distrust among landowners, who are often suspicious of engaging with the agency, making it necessary for the FWS to build trusting relationships. Furthermore, FWS decisions often face litigation in the courts, where they may be overturned. This creates a challenge for CCAAs, as the agency is pulled between landowner demands for greater flexibility and a court system that emphasizes rigid compliance to established rules and procedures. This study seeks to understand what factors influenced the flexibility of agency staff and officials as they navigate the process of negotiating CCAAs amidst these competing demands for accountability. Three cases of CCAA development are presented, each aiming to protect the habitat for the greater sage-grouse and ease the regulatory burden on ranching communities, should the grouse become a federally protected species. In addition to the well-documented need for trust-building and maintenance, the findings of the study highlight the importance of shared goals, the participation of trusted intermediary organizations, and as well as the meaningful support and investment of senior FWS leadership in exploring creative, innovative solutions.

Correlation Between Learning Motivation and Satisfaction in Synchronous On-the-Job Online Training in the Public Sector.

Non-governmental organizations often regard expanding revenue and reducing costs as standard procedures to achieve corporate sustainability, while at the same time considering human resources as important assets. Government agencies have greater flexibility in staffing, and their human resource strategies for employee education and training often use organizational learning to develop operational performance. Training is regarded as a panacea for corporate sustainability and channels have been established to support employees' learning. Curriculum development of synchronous online learning is an approach that requires further investigation. We distributed 360 questionnaires to supervisors and employees of the Taipei City Government, Taiwan. A total of 268 valid copies were retrieved, giving a response rate of 74%. The study results are expected to help public sector employers enhance employee cohesiveness and generate more operational team spirit.

Public Health Department Accreditation and Innovation: A Brief Report of the Approaches Used to Promote Innovation.

To examine the relationship between public health accreditation and innovation, we analyzed accredited health departments' self-reported responses to a prompt within the Public Health Accreditation Board's (PHAB's) Annual Report regarding any approaches to pursuing innovation within their health department. We found that of the 205 health departments examined, 75 (37%) described elements of the health department's approach to fostering innovation. The most common approaches to innovation included partnerships (59% of those health departments that described their innovation approaches) and leadership (27%). Other common elements, mentioned by at least 20% of health departments that provided their innovation approach, include funding, internal collaboration, training, and devoting time to innovation. Both larger health departments and state health departments were more likely than smaller health departments and local health departments to describe elements of their approach in fostering innovation, suggesting that those types of health departments may have access to resources and flexibility in staffing, both integral elements for promoting innovation.

Operational challenges and considerations for COVID-19 research in humanitarian settings: A qualitative study of a project in Eastern Democratic Republic of the Congo and South Sudan.

Since the beginning of the COVID-19 pandemic, much research has been conducted globally, but relatively few studies have been carried out in complex emergency settings that pose numerous operational challenges. We conducted a qualitative study to explore the barriers and enablers of a COVID-19 cohort study conducted in South Sudan and Eastern Democratic Republic of the Congo, to inform future research on COVID-19 and infectious diseases in humanitarian settings. We used a case study design embedded within the original prospective cohort study. Qualitative data was collected through four health facility assessments, 28 key informant interviews, and a focus group discussion. Data were analyzed using a manual thematic analysis approach and summarized against four primary themes: testing challenges and enablers, perceptions and attitudes towards COVID-19, national health system considerations, and study management considerations. Findings suggest most of the challenges affecting the cohort study were not specific to COVID-19 research but have been a feature of previous infectious disease research carried out in complex emergencies. However, the pandemic has exacerbated certain problems. The high proportion of travellers enrolled due to testing mandates, stigmatization of infected individuals linked to the heavy global focus on COVID-19, strained resources during waves of increasing infections, and remote management requirements all negatively impacted the cohort study. Factors that facilitated the research included proactive management, data quality oversight procedures, and strong collaboration with national health stakeholders. The global impact of COVID-19, its high public profile, and specific pandemic policies pose further operational challenges for research in already complex humanitarian settings. Future studies could plan mitigation measures that include flexibility in staffing and budgets, strategies to expand testing, and early partnerships with local organizations and health authorities.

“Hands off hand hygiene training”: Implementation of a COVID safe auditor training program

Optimal hand hygiene practices reduce the risk of healthcare-associated infections, especially in high-risk settings of immunocompromised patients. In 2020, face-to-face learning was disallowed in the environment of coronavirus disease 2019 transmission. We developed a revised learning program for hand hygiene auditors for our cancer care facility. The learning package resulted in a 2-fold increase in the number of participants, with effective promotion by managers, due in part to reduced time and resources for training, and flexibility for staff.

Promising Long-Term Residential Care Policy Guidance for Staff to Support Resident Quality of Life

This paper reviews 63 policy documents in four Canadian jurisdictions that guide long term residential care staff on how to enhance 11 resident quality of life in Canada. We found guidance in each jurisdiction that provide clear language to support staff discretion and flexibility to navigate regulatory tensions and enhance resident quality of life. Newer policies tend to reflect more interpretive approaches to staff flexibility and broader quality of life concepts. We argue that if interpreted through a resident quality of life lens and with the right structural supports, these promising texts offer important counters to the rigidity of long term residential care policy landscape and can be leveraged to effectively broaden and enhance quality of life for residents in long term residential care.

Asynchronous and Synchronous Delivery Models for Home-Based Cardiac Rehabilitation: A SCIENTIFIC REVIEW.

To review the principles, advantages, and disadvantages of asynchronous and synchronous delivery models of home-based cardiac rehabilitation (HBCR). We reviewed recently published systematic reviews and other publications of randomized studies of asynchronous and synchronous HBCR to assess principles, outcomes, and limitations of those delivery methods compared with center-based cardiac rehabilitation (CBCR). While most studies prior to 2016 involved asynchronous HBCR approaches to care, studies since 2016 have included asynchronous or synchronous delivery models. Both delivery models have been shown to help provide core components of cardiac rehabilitation (CR). Studies using either method have been shown to have similar short-term patient outcomes as CBCR, at least in low- to moderate-risk patients who have been studied. Asynchronous HBCR offers greater flexibility for patients and CR staff, while synchronous HBCR provides greater real-time oversight and feedback to patients.Asynchronous and synchronous HBCR is an option to consider for patients eligible for CR. Additional research is needed for both delivery models, applied separately or in combination, to compare their impact on shorter- and longer-term patient outcomes and to assess their impact in patient subgroups (referral diagnosis, women, elderly, underrepresented racial and ethnic minority groups, patients at a higher cardiovascular disease risk, patients with multiple comorbid conditions, etc).

An evaluation of the provision of oncology rehabilitation services via telemedicine using a participatory design approach

BackgroundThe COVID-19 pandemic has fundamentally impacted the delivery of healthcare services globally. In line with UK government guidelines on social distancing, the use of telemedicine was implemented to facilitate the ongoing provision of cancer rehabilitation.PurposeWe sought to evaluate and co-design telemedicine services to meet the complex needs of our patients and carers at a tertiary cancer centre.MethodsExperience-based co-design methodology was adapted to include virtual methods. Staff members (n = 12) and patients (n = 11) who had delivered or received therapies services at our UK cancer centre since March 2020 were recruited to take part in one-to-one virtual interviews. Patient interviews were video recorded, analysed and edited to a 30-min “trigger film”. Patient and staff virtual events were undertaken thereafter. A joint virtual patient and staff event occurred. Staff and patients watched the trigger film and as partners, agreed areas for change and developed groups for service co-design.ResultsPositive aspects regarding telemedicine provision were highlighted including reduced financial and time burden on patients, and increased flexibility for both staff and patients. The key concerns included digital exclusion, safety, communication and patient choice. Four co-design groups have been established to enact changes in these priority areas.ConclusionUsing a participatory design approach, we have worked in partnership with patients and staff to ensure the safe, acceptable and effective delivery of rehabilitation services with integrated telemedicine.

UK Healthcare Workers' Experiences of Major System Change in Elective Surgery During the COVID-19 Pandemic: Reflections on Rapid Service Adaptation.

The coronavirus disease 2019 (COVID-19) pandemic disrupted the delivery of elective surgery in the United Kingdom. The majority of planned surgery was cancelled or postponed in March 2020 for the duration of the first wave of the pandemic. We investigated the experiences of staff responsible for delivering rapid changes to surgical services during the first wave of the pandemic in the United Kingdom, with the aim of developing lessons for future major systems change (MSC). Using a rapid qualitative study design, we conducted 25 interviews with frontline surgical staff during the first wave of the pandemic. Framework analysis was used to organise and interpret findings. Staff discussed positive and negative experiences of rapid service organisation. Clinician-led decision-making, the flexibility of individual staff and teams, and the opportunity to innovate service design were all seen as positive contributors to success in service adaptation. The negative aspects of rapid change were inconsistent guidance from national government and medical bodies, top-down decisions about when to cancel and restart surgery, the challenges of delivering emergency surgical care safely and the complexity of prioritising surgical cases when services re-started. Success in the rapid reorganisation of elective surgical services can be attributed to the flexibility and adaptability of staff. However, there was an absence of involvement of staff in wider system-level pandemic decision-making and competing guidance from national bodies. Involving staff in decisions about the organisation and delivery of MSC is essential for the sustainability of change processes.

Patient Flow, Health Delivery Processes, and Areas for Improvement in the UP Health Service (UPHS) during May to June 2020 of the COVID-19 Pandemic

Background. Workplace or employees’ clinics play a vital role in disease outbreaks as there could be an influx of sick personnel. Processes and patient flows during pandemics should be documented to identify good practices and sources of operational inefficiencies.
 Objective. To describe the patient flow, health delivery processes, and areas for improvement at the UPHS during the early phase of the COVID-19 pandemic from May to June 2020.
 Methods. This was a cross-sectional study involving patient flow analysis of processes at the employees’ clinic of the University of the Philippines-Philippine General Hospital. The study was divided into two major components: clinic process time measurement and process flow mapping. Data collection involved time elements and narrative descriptions of good practices and problems in the process flow.
 Results. The UPHS staff attended to 1,514 employees’ visits during the 15 working days from May to June 2020. The total UPHS service time from arrival to end of consultation of an employee with a COVID-19-related concern was an average of 1 hour 3 minutes (SD±39 minutes) with a mean total waiting time of 46 minutes (SD±37 minutes). Good practices identified were personnel flexibility in doing other tasks, good communication, and infection control measures. Areas for improvement included symptom screening, implementation of physical distancing, and disinfection practices.
 Conclusion. The process flows in the UPHS clinic consisted of COVID-19 related consultations, non-COVID-19 related concerns, and swabbing services. Good communication, staff flexibility, infection control measures, and leadership were identified as good practices. Occasional lapses in symptom screening at triage, physical distancing among employees in queuing lines, and inconsistent disinfection practices were the areas for improvement.

Adapting to the unexpected: Problematic work situations and resilience strategies in healthcare institutions during the COVID-19 pandemic’s first wave

The COVID-19 pandemic’s first wave required considerable adaptation efforts on the part of healthcare workers. The literature on resilient healthcare describes how the collective regulation strategies implemented by frontline employees make essential contributions to institutions’ abilities to cope with major crises. The present mixed-methodology study was thus conducted among a large sample of employees in a variety of Swiss healthcare institutions and focused on problematic real-world situations experienced by them and their managers during the pandemic’s first wave. It highlighted the anticipatory and adaptive strategies implemented by institutions, teams and individuals. The most frequently cited problematic situations involved organisational changes, interpersonal conflicts and workloads. In addition to the numerous top-down measures implemented by institutions, respondents also identified personal or team regulation strategies such as increasing staff flexibility, prioritising tasks, interprofessional collaboration, peer support or creating new communication channels to families. The present findings underlined the importance of taking greater account of healthcare support staff and strengthening managerial capacity to support interprofessional teams including those support staff.

‘Necessity is the mother of invention’: Specialist palliative care service innovation and practice change in response to COVID-19. Results from a multinational survey (CovPall)

Background: Specialist palliative care services have a key role in a whole system response to COVID-19, a disease caused by the SARS-CoV-2 virus. There is a need to understand service response to share good practice and prepare for future care. Aim: To map and understand specialist palliative care services innovations and practice changes in response to COVID-19. Design: Online survey of specialist palliative care providers (CovPall), disseminated via key stakeholders. Data collected on service characteristics, innovations and changes in response to COVID-19. Statistical analysis included frequencies, proportions and means, and free-text comments were analysed using a qualitative framework approach. Setting/participants: Inpatient palliative care units, home nursing services, hospital and home palliative care teams from any country. Results: Four hundred and fifty-eight respondents: 277 UK, 85 Europe (except UK), 95 World (except UK and Europe), 1 missing country. 54.8% provided care across 2+ settings; 47.4% hospital palliative care teams, 57% in-patient palliative care units and 57% home palliative care teams. The crisis context meant services implemented rapid changes. Changes involved streamlining, extending and increasing outreach of services, using technology to facilitate communication, and implementing staff wellbeing innovations. Barriers included; fear and anxiety, duplication of effort, information overload and funding. Enablers included; collaborative teamwork, staff flexibility, a pre-existing IT infrastructure and strong leadership. Conclusions: Specialist palliative care services have been flexible, highly adaptive and have adopted low-cost solutions, also called ‘frugal innovations’, in response to COVID-19. In addition to financial support, greater collaboration is essential to minimise duplication of effort and optimise resource use. ISRCTN16561225 https://doi.org/10.1186/ISRCTN16561225

Long-Term Residential Care Policy Guidance for Staff to Support Resident Quality of Life.

Background and ObjectivesAmidst a complex policy landscape, long-term residential care (LTRC) staff must navigate directives to provide safe care while also considering resident-preferred quality of life (QoL) supports, which are sometimes at odds with policy expectations. These tensions are often examined using a deficit-based approach to policy analysis, which highlights policy gaps or demonstrates how what is written creates problems in practice.Research Design and MethodsThis study used an asset-based approach by scanning existing LTRC regulations in 4 Canadian jurisdictions for promising staff-related policy guidance for enhancing resident QoL. A modified objective hermeneutics method was used to determine how 63 existing policy documents might be interpreted to support Kane’s 11 QoL domains.ResultsAnalysis revealed regulations that covered all 11 resident QoL domains, albeit with an overemphasis on safety, security, and order. Texts that mentioned other QoL domains often outlined passive or vague roles for staff. However, policy texts were found in all 4 jurisdictions that provided clear language to support staff discretion and flexibility to navigate regulatory tensions and enhance resident QoL.Discussion and ImplicationsThe existing policy landscape includes promising staff-related LTRC regulation in every jurisdiction under investigation. Newer policies tend to reflect more interpretive approaches to staff flexibility and broader QoL concepts. If interpreted through a resident QoL lens and with the right structural supports, these promising texts offer important counters to the rigidity of LTRC policy landscape and can be leveraged to broaden and enhance QoL effectively for residents in LTRC.

Assessment of the flexibility of human resources in enterprise’s innovative projects

The article examines the actual problem associated, on the one hand, with increasing requirements for the flexibility of human resources and management systems in conditions of increased dynamism and uncertainty of environmental factors, and, on the other hand, with the lack of scientifically based and practical approaches to assessing the flexibility of human resources with its subsequent formation. The relevance of flexibility is enhanced in relation to the human resources of innovative project teams, which are characterized by an even higher level of uncertainty, unpredictability and variability of project environment factors. This determined the purpose of the study, which is formulated as the development of a methodological approach to assessing the flexibility of human resources of innovative projects. To achieve this goal, there were set tasks of defining the concept of flexibility of human resources of projects, flexibility criteria and principles of their evaluation. The author used methods of analyzing the provisions set out in scientific publications, as well as the method of expert survey, which helped to formulate the hypotheses of the study, and then test them in practice. Using this method, 155 project managers and specialists from 36 enterprises in Russian cities were involved in the study. All enterprises implement innovative projects. The main conclusions of the expert survey were the following: innovative projects require flexible staff, flexibility is reduced to the ability to quickly and efficiently update their competencies, enterprises need methods for evaluating and developing the flexibility of human resources in projects, staff flexibility can be provided with a flexible management system. These findings became the basis for the development of a methodological approach to the assessment of flexibility, which provides for the assessment of the flexibility of people in projects and the assessment of the flexibility of project human resource management. There were proposed criteria for assessing flexibility, which are related to the assessment of the speed, depth and scale of updating the competencies of human resources of projects. The proposed developments can be useful to project managers for their activities to ensure the flexibility of innovative projects and people in these projects.