Welfare Staff Research Articles

Turnover Intention Among Direct Care Workers of Older Adults in Chinese Hospitals and Nursing Homes

High retention rates among direct care workers (DCWs) affect the quality of aged care. However, limited research has explored factors associated with retention in the Chinese aged care industry. This study compared turnover intention and job satisfaction among DCWs in Chinese hospitals and nursing homes. A total 370 DCWs from 7 hospitals (297 contractual, 73 non-contractual) and 311 DCWs from 7 nursing homes (27 contractual, 284 non-contractual) located in Fujian, China were recruited to fill out a questionnaire. Overall, DCWs from hospitals reported lower turnover intention (20.5 % vs 37.0%) and higher levels of job satisfaction (31.1% vs 16.4%) than DCWs from nursing homes. Specifically, contractual DCWs from hospitals indicated lower turnover intention (14.8%) than non-contractual DCWs from hospitals (43.8%) and both types of DCWs from nursing homes (36.3% and 44.4%). Higher job satisfaction was associated with lower turnover intention, but did not mediate the association between DCW types and turnover intention. Findings suggested that the government and institutions should help DCWs complete the identity transformation from non-contractual DCWs to contractual DCWs to enhance job security and benefits. For nursing home DCWs, licensing and registration requirements shall meet the standards for hospital DCWs. Attention is also to be paid to working conditions and staff welfare of DCWs, including social insurance, pensions, and trainings, to improve job satisfaction and reduce turnover intention.

How Leaders, Teams and Organisations can prevent Burnout and build Resilience: a thematic analysis’

ContentBurnout occurs commonly in palliative care. Building resilience helps to mitigate the effects of burnout. Little is known about the importance of leaders, teams and organisations in preventing burnout and...

Employee commitment and turnover intentions in new generation commercial banks in Ilorin metropolis

This study examines the effect of Affective, Continuance and Normative Commitments on employee’s intention to quit employment in Commercial Banks in Ilorin Metroplis. The population of the study comprised employees of Money Deposit Banks established after Nigerian independence (New Generation Banks) operating in Ilorin metropolis. Simple random sampling was used to select 229 banks’ staff and subsequently surveyed using a close-ended questionnaire instrument. The study employed mean and standard deviation to summarize the research data for further statistical processing, while multiple regression was employed for hypotheses testing. The study established that continuance and normative commitment impacted significantly on employee turnover intentions in the new generation banks; however, only affective commitment exerted insignificant effect on employee turnover intention in the banks. The study, therefore, recommends that the banks’ management should improve on staff welfare that boosts employees’ continuance commitment level so as to minimize their intention to leave. Also, it recommends that the bank management should prioritize staff development to boost employees’ commitment to the banks thereby reducing their intention to quit.

Management-led interventions for workplace stress and mental health of academic staff in higher education: a systematic review

PurposeThis paper aims to focus on management-led intervention strategies aimed at achieving stable mental well-being among academic staff in higher education institutions (HEIs) by reviewing and synthesising existing literature on varying intervention strategies to managing workplace stress and improving mental health.Design/methodology/approachTwenty-two peer-reviewed articles were identified through databases (PsycARTICLES, PsycINFO, Business source complete, Academic search complete) and the application of the PRISMA guideline. A quality check was carried out on the selected articles, and a data extraction table was developed to aid the discussion.FindingsAlthough the awareness of mental health is a global issue, there was minimal research evidence in managing stress and mental health among academic staff in HEIs through increased university management involvement. Most HEIs were more focused on corporatisation and student satisfaction while unconsciously neglecting its impact on the well-being of academic staff even though universities’ management portray staff welfare as priority.Research limitations/implicationsThere is limited information measuring the outcome of various management-led mental well-being strategies in HEIs. Further research applying more robust study design rather beyond self-reported questionnaires and similar study designs is needed in this area.Practical implicationsEstablishing routine mental health assessment, effective communication, continuous promotion of existing and available support is imminent to improve the mental well-being of academic staff by HEIs management.Originality/valueThis is the first systematic review that describes and synthesises the various mental health triggers, including workplace stressors, that affect academic staff in higher education institutions (HEIs) and summarises various possible management intervention strategies.

WITHDRAWN: Study on cognition and behavior of self-occupational protection of nurses in the hospital

Abstract Cognitive impairment refers to a person who has issues with memory and perception. It may be difficult for a person to understand, focus, or make decisions that affect their everyday life. The self-occupational protection of nurses from workplace injuries is critical to analyze in the present scenario. The paper provides careful supervision, empathic patient care, and active support; further, safe and well-trained care workers must be analyzed in the health care industry. In nursing environments, multiple stressors in the workforce may cause diseases and injuries. Such stressors involve factors related to the immediate working environment, organizational dynamics, and external changes to the health industry. Nurses experience physical and psychological pressure in the workplace health environment that may trigger nurses' harmful consequences, significant and analyzed through Cognitive impairment measured modeling (CIMM). Based on the study, such reforms would help patients in the long run to enhance the nursing staff's welfare and a safer and healthy workplace.

Subsurface Cavity Detection Using Electrical Resistivity Tomography (Ert); A Case Study from Southern Quetta, Pakistan

Abstract Dipole-dipole electrical resistivity tomographic method was applied to investigate the subsurface cavities at Staff Welfare Hospital & School Quetta. A total of 890-meter profile line was covered along five smaller profile lines and fracture zones with maximum 21 meters interval. The cavity system along profile line-1 and 2 was very restricted and had no direct impact on infrastructure while major cavity beneath the building was traced at profile line-3 and line-4 thus constituting a ~20m wide cavity system with 3-4 small interconnected cavities between depths of 7 to 21 meters. This system was also traced at profile line-4 at a depth of 10 meters having a reduced width of 10m. At profile line-5, a few other cavities were detected that proved imperceptible due to limitations in data acquisition. To conclude, the cavity systems traced in profile line-3 and profile line-4 were the most perilous ones and are commonly the foremost reason for building collapse.

Nurses Experiences and Challenges during COVID 19: Mixed Method Approach

Background: World health organization announced COVID-19 as a pandemic crisis in march 2020. As of WHO statistics 2020 September, the incidence appears to be accelerating globally, with the soaring of new cases since the last one week. Even though worldwide incidence and further deaths have decreased in recent weeks across a few nations, the panic situation has caused unprecedented stress among frontline healthcare workers. Nurses fall into the category of full-blown anxiety responses syndrome to undergo burnout post-traumatic stress disorder.
 Purpose: This research aimed to explore the perceptions of frontline healthcare workers (Nurses)’ and their opinion about healthcare resources while caring for COVID-19 patients.
 Methodology: The study adopted a mixed-method where the quantitative data collected using a google document questionnaire related to healthcare resources followed by a qualitative method of online individual interview method to explore the in-depth analysis of nurses’ perceptions of caring for coronaviruses infected patients.
 Results: The results revealed the nurses’ concerns about the everyday routine of delivering care to COVID-19 patients, including a moderate level of resilience in healthcare resources authorities. The barriers faced by nurses in the journey of a pandemic crisis were also discussed in this study that could also render substantial support in establishing policies and guidelines to meet the needed population’s healthcare needs.
 Conclusions: Health care workers, including nurses, tend to experience work-related stress that could be alleviated by the appropriate staffing, equipment and supplies, training programs, and staff welfare programs.

Appraisal of Relationship between Welfare Packages and Worker's Performance in Selected Universities in Southwestern Nigeria

This work appraised relationship between welfare packages and worker’s performance in selected Universities in Southwestern Nigeria. It seeks to explore the socio-economic characteristics and the relationship between welfare packages and worker’s performance in selected universities in Southwestern Nigeria. Specifically, it identified socio – economic characteristics and evaluated the relationship between welfare packages and workers’ performance. Pre-set hypothesis was, there is no relationship between welfare packages and staff performance in universities in Southwestern Nigeria. South Western Nigeria consists of Lagos, Ogun, Oyo, Osun, Ondo and Ekiti states.The study population consisted of Academic and Non-teaching staff of the University of Ibadan, ObafemiAwolowo University, Ile Ife, Ekiti State University, Ado-Ekiti, LadokeAkintola University of Technology, Ogbomoso, Bowen University, Iwo and Covenant University, Ota. Structured questionnaire was used to obtain information from the staff of the selected Universities. Both descriptive and inferential statistical tools were employed in the study.Findings revealed that male dominate employment in the selected Universities. Also, each institution administered available welfare package in terms of: Passage appointment, Passage allowance, Salary allowance, Maternity leave, Medical care, Sick leave, Job security, Annual leave, Rent and housing allowance, Pension grant, Training opportunity, Academic leave. Affirmatively, there is statistically significant relationship between the identified welfare packages and staff performance. It was recommended that, there is need for the management of university to take cognizance of the importance of staff welfare packages, also borrow ideas and incorporation of those welfare packages that are found in other universities that are not included in their own.

The experience of health and welfare workers in identifying and responding to domestic abuse among military personnel in the UK

BackgroundAwareness of domestic violence and abuse (DVA) as a problem among military personnel (serving and veterans) has grown in recent years, and there is a need for research to inform improvements in the identification of and response to DVA in this population. This study aimed to explore the experience of health and welfare professionals in identifying and responding to DVA among the UK military population (serving personnel and veterans).MethodsThirty-five semi-structured telephone interviews were conducted with health and welfare staff who work with serving UK military personnel and veterans. Interviews were analysed using thematic analysis.ResultsThree superordinate themes were identified: i) patterns of DVA observed by health and welfare workers (perceived gender differences in DVA experiences and role of mental health and alcohol); (ii) barriers to identification of and response to DVA (attitudinal/knowledge-based barriers and practical barriers), and iii) resource issues (training needs and access to services). Participants discussed how factors such as a culture of hypermasculinity, under-reporting of DVA, the perception of DVA as a “private matter” among military personnel, and lack of knowledge and awareness of emotional abuse and coercive controlling behaviour as abuse constitute barriers to identification and management of DVA. Healthcare providers highlighted the need for more integrated working between civilian and military services, to increase access to support and provide effective care to both victims and perpetrators. Furthermore, healthcare and welfare staff reflected on their training needs in the screening and management of DVA to improve practice.ConclusionsThere is a need for increased awareness of DVA, particularly of non-physical forms of abuse, and of male victimisation in the military. Standardised protocols for DVA management and systematic training are required to promote a consistent and appropriate response to DVA. There is a particular training need among healthcare and first-line welfare staff, who are largely relied upon to identify cases of DVA in the military. Employing DVA advocates within military and civilian healthcare settings may be useful in improving DVA awareness, management and access to specialist support.

Motivation and Job Satisfaction of Tutors in Colleges of Education in the Central Region of Ghana

The study sought to examine the present disposition of the tutors of the colleges of education, with regard to their present and future job motivation and satisfaction. The research design for the study is a cross-sectional survey design. The population of the study was all the academic staff of three Colleges of Education namely, OLA College of Education, Fosu College of Education and Komenda College of Education. OLA College of Education has 58 tutors, Komenda College of Education has 42 tutors and Fosu College of Education has 52 tutors. The total population of all the three colleges summed up to 152 tutors. The sample for the study was made up of all the 152 tutors in the three colleges of education. The sampling technique used was census. The main data collection instrument was questionnaire and interview. The results of the study indicate that tutors of colleges of education in the central region had high career expectations. The study also revealed that human resource policies, reward systems, incentives available to tutors and the roles played by tutor associations do exist in colleges of education in the central region of Ghana. The human resource policies ensured staff welfare, job security, promote opportunities for training and ensure good working conditions. This policy has however not generally been able to provide tutors with the required motivation they need to effectively carry out their duties. It was recommended that tutor associations should work more assiduously to ensure that the welfare of the members are respected and taken into due consideration by the college administration to ensure that tutors are motivated well enough to carry out their responsibilities.Motivation

Job satisfaction and value creation: antidotes for business educators’ job retention

The study assessed how job satisfaction and value creation serve as antidotes to job retention of employees in higher institutions in Edo and Delta States. Variables such as tenure, salary, excellent compensation and training and development were assessed. Four research queries were provided answers to. Two reasonable guesses were tested. Survey research was applied. 189 business educators were used for the study. A total of 179 questionnaires were found usable representing 94.7 percent. The instrument was validated by Three experts validated the items in the questionnaire. The instrument yielded 0.98 using the Cronbach alpha to enhance its face and content validity. The descriptive statistics was used to answer all questions raised for the study. The reasonable guesses were tested with the t-test statistics. Lecturers’ Job Satisfaction and Value Creation Questionnaire (LJSVCQ) were administered on the respondents by the researcher with two supporting persons. Results revealed business educators: male and female, married and single, were satisfied with job tenure, salary they earned. It also revealed business educators were satisfied with excellent compensation, training and development. Male do not differ with female business educators in their levels of job satisfaction. Married lecturers do not differ from single business educators in their levels of job satisfaction. The study recommended that business educators’ job satisfaction may be improved if management and councils of various tertiary institutions pay necessary attention to staff welfare in terms of regular review of salary paid to staff, and security of workers’ job.

Pastoral Closeness in Physical Distancing: The Use of Technology in Pastoral Ministry during COVID-19

COVID-19 has posed immense challenges for society in general, and for those who work in healthcare in particular. The impact and burden of pandemic isolation on the emotional and physical welfare of patients and staff is well documented. Healthcare systems have come under unprecedented pressure as a result of the pandemic, alongside the imposition of isolation, visiting restrictions, and public health measures to curb the spread of this virus. For patients in hospital, isolation has been further compounded by the necessary use of personal protective equipment, which is a physical barrier to communication for both patients and healthcare staff. These restrictions have also impacted on how healthcare chaplains provide pastoral care to patients, their loved ones, and to colleagues. This article from the Republic of Ireland shares the experiences of healthcare chaplains in the provision of pastoral care through the use of virtual video-call technology by way of tablets and/or other mobile devices. This new approach has proved to be an innovative way of providing pastoral care while having to remain physically distant. Considering the well documented burden of isolation and the societal reality of quarantine, the use of technology is explored by healthcare chaplains with the aim of maintaining pastoral closeness and care.

Caring for Miners During the Coronavirus Disease-2019 (COVID-19) Pandemic.

Caring for Miners During the Coronavirus Disease-2019 (COVID-19) Pandemic.

Social Responsibility Accounting And Profitability Of Dangote Cement PLC Listed in the NSE

This study examined the relationship between social responsibility accounting and profitability using Dangote Cement PLC (DCP) as a case study. The study adopted staff training and development, staff welfare and healthcare cost, and staff pension and gratuity as proxy for social responsibility accounting (the explanatory variables), while profit after tax representing profitability was adopted as the response variable. Secondary data was collected from the annual financial statements of DCP for the period 2010 to 2018. The study employed descriptive statistics and multiple regression analysis based on the E-view 10 software for data analysis. The results revealed that staff training and development, and staff welfare and healthcare cost had significant positive relationship with profit after tax, while staff pension and gratuity had an insignificant negative link with profit after tax. The coefficient of determination (R-squared) value of 0.99 indicated that 99% of changes in the response variable are accounted for by the combined effect of changes in the explanatory variables; and results are statistically significant with a probability of F-statistic value of 0.000000 (at 5% level of significance). Also, the adjusted R- squared value of 0.99 indicated that the model used for the analysis is a proper and good fit. The study concluded that social responsibility accounting is significantly related to profitability. Based on the findings of this study it is recommended that the management of DCP should continue with the social responsibility accounting practices for its good social image as this would guarantee the long run sustainable growth of the company.

Care in the time of coronavirus: Ethical considerations in head and neck oncology.

As COVID‐19 continues to challenge the practice of head and neck oncology, clinicians are forced to make new decisions in the setting of the pandemic that impact the safety of their patients, their institutions, and themselves. The difficulty inherent in these decisions is compounded by potentially serious ramifications to the welfare of patients and health‐care staff, amid a scarcity of data on which to base informed choices. This paper explores the risks of COVID‐19 incurred while striving to uphold the standard of care in head and neck oncology. The ethical problems are assessed from the perspective of the patient with cancer, health‐care provider, and other patients within the health‐care system. While no single management algorithm for head and neck cancer can be universally implemented, a detailed examination of these issues is necessary to formulate ethically sound treatment strategies.

Examining how Employee Characteristics, Workplace Conditions and Management Practices all combine to Support Creativity, Efficiency and Effectiveness

Many organizations in the 21st century are facing rapid change in business environment, technology, economic shocks and other emerging issues like globalization. Traditional approaches to management in regards to people, process and tasks are no longer sufficient in guaranteeing efficient, effective and productive operations in most organizations and as such, adaptable leadership is required. From the perspective of organization’s desire to understand and meet their employee’s physical, emotional and psychological needs, consideration for personality differences and workplace conditions is desired as they affect both creativity and performance. Besides occupational health requirements like space, and fresh air, other considerations for staff welfare including rewards, appropriate systems, procedures and relevant policies are critical in ensuring staff engagement. Management practices that affect productivity and creativity in organizations include collaborative technology, diversity, culture and organizational structures. As brought out in the critical review of literature, there is evidence showing that employee characteristics, strategic leadership and flexible working all play an important role in supporting and encouraging innovation, desire for efficiency and effectiveness.

Child Protective Services and University-Based Partnerships: A Participatory Action-Based Model for Creating and Sharing Knowledge

This paper presents one model for building and sustaining a research partnership between researchers and professional staff in child protection (CPS) agencies. The Maltreatment and Adolescent Pathways (MAP) study was designed to assess the health and well-being of the population of adolescents involved in the child welfare system of a major urban area. The study involved the collaboration between university based researchers and a range of child welfare staff, from administration to front-line workers. A key factor supporting collaboration was reciprocity with expertise, with CPS practitioner knowledge yielding intervention-relevant study queries and constructs, and researcher knowledge on health content and best practices yielding tailored training opportunities and increased climate for knowledge uptake. The MAP study combined a Participatory Action Research (PAR) model with a traditional, scientific positivist model, including the scientific elements of standardized measures, explicit evaluation of the participatory process, and research impact on the community members. This study: 1) provides information on the process of creating effective researcher-CPC agency partnerships, 2) considers key ethics issues, such as the participant’s reactivity to research of child welfare- involved clients, and 3) examines the implications of implanting a PAR approach in research with Aboriginal CPS agencies, as per the required use of the Canadian Institutes of Health Research (CIHR) Guidelines for Health Research Involving Aboriginal People for future community- university partnerships.

THE ANALYSES OF HUMAN RESOURCES MANAGEMENT IN IMPROVING THE QUALITY OF EDUCATION (A case Study at Madrasah Aliyah Al-Manshury Sungai Bakau Besar Laut)

Scope: In general, human resource management is a process of carrying out the continuity of duties of organizational members as resources that can support all tasks and functions for the achievement of organizational or institutional goals. In the context of education as a formal educational institution, schools or madrassas strongly emphasize the improvement in the quality of the human. Objective: This study aimed to determine the effort to empower human resource management in improving the quality of Madrasah Aliyah Al Manshury Sungai Bakau Besar Laut. Method: This study used a qualitative approach. The data analysis technique used is an interactive model analysis with stages: data collection, data reduction, presentation of data and conclusions or verification. Findings: This institution has successfully functioning its human resources effectively; staring from well develoed its school profile, school vision and mission, well infrastructure arragement, quality management activities including staff welfare, staff training, assesment of work perforamnace, recruitment, library and practicum laboratory, employers welfare, good staff selection management and quality control. Conclusion: The madrasah has be able to improve the quality of education that has been determined in the vision and mission in achieving its main goal. However, it needs further research for improvement.

Large-Scale Air Medical Operations in the Age of Coronavirus Disease 2019: Early Leadership Lessons From the Front Lines of British Columbia

In late 2019, a novel coronavirus was identified as the cause of a cluster of atypical pneumonia cases in Wuhan, China. It subsequently spread throughout China and around the world, quickly becoming a public health emergency. In March 2020, the World Health Organization declared coronavirus disease 2019 a pandemic. This article explores the preparation and early experiences of a large Canadian critical care transport program during the coronavirus disease 2019 pandemic focused on 6 broad strategic objectives centered around staff welfare, regular and transparent communication, networking, evidenced-based approach to personal protective equipment, agile mission planning, and an expedited approach to clinical practice and policy updates and future state modeling.

Reflections and Insights on Leadership Competencies in Botswana: Lessons and Experiences for African Managers

In Africa, leadership crisis stalls many organisations from realizing their goals and holds back people from attaining their dreams. Yet African culture is rich with experiences which draw from the wisdom of traditional leadership, with its emphasis on communality, hard work and kindness as emblematic in the spirit of Ubuntu (Botho) (van de Colff, 2003) an African philosophy which inculcates compassion and integrity. This paper reflects on insights of leadership practices in some of Botswana organisations to appreciate the challenges they face in steering the leadership pedestal and their impact in fostering organizational success. The role of leadership is examined against a set of attributes and functions. For example, articulation of vision, staff welfare, customer care and more importantly the extent to which leadership contributes towards social justice and equity is considered. The study was conducted in Gaborone, the capital city of Botswana, based on exploratory mini practical survey. This involved unstructured personal interviews with industry leaders’ from private, public and non-governmental entities, to understand their roles as leaders and explore issues that preoccupy them and appreciate the challenges they face. Key findings from this research are the realization that the intersection between scholarship and practitioners provides a powerful mediatory process of reflection for leadership learning, more especially in transformation. Leaders who reflect are constantly imagining the vision of their organisations and ways of actualizing it.