Strategic Recruitment Research Articles

Advancing Organizational Effectiveness Through Strategic Workforce Planning and Technology Integration

Abstract: This comprehensive examination delves into the pivotal roles of strategic workforce planning and technological advancements in bolstering organizational effectiveness. Spanning various critical dimensions such as human resource demand forecasting, strategic recruitment and selection, employee training and development, diversity and inclusivity, and the integration of technology in HR practices, the paper articulates a multi-faceted approach to optimizing workforce capabilities. By leveraging predictive analytics, organizations can forecast future employment needs, while AI-enhanced recruitment processes streamline candidate selection, ensuring alignment with organizational goals. The deployment of advanced training methodologies, coupled with a focus on creating a diverse and inclusive work environment, not only enriches organizational culture but also drives innovation and improves overall performance. The paper further explores the strategic use of HR analytics, AI in recruitment, and digital platforms in employee development and engagement, highlighting their significance in adapting to the evolving work landscape. Through an in-depth analysis, it becomes evident that the integration of strategic HR planning and cutting-edge technologies is not merely an option but a necessity for organizations aiming to thrive in the competitive global market.

The Strategic Recruitment Process And Its Impacts On Achieving Organizational Objectives: Bibliographic Review

Background: Strategic recruitment is a planned process that aligns hiring practices with the organization's longterm goals. Unlike traditional recruitment, which focuses on filling vacancies momentarily, strategic recruitment seeks to identify and attract talent that contributes to the achievement of organizational goals and the sustainable growth of the company. This approach includes analyzing the organization's future needs and devising a plan that ensures the talent needed to meet its long-term goals is available. Materials and Methods: This study consists of a narrative review of the literature that explores the understanding of how strategic recruitment, by being aligned with organizational objectives, can bring more benefits to the company. This approach aims to provide a comprehensive and detailed understanding of the findings, theories, and practical applications relevant to the topic, using diverse academic and scientific sources to support the arguments presented. Results: The results address the effectiveness and impacts of strategic recruitment practices on performance and the achievement of organizational objectives. It was analyzed how the integration of well-defined strategies in the recruitment process optimizes the selection of talents and aligns the skills of new employees with the company's strategic goals and needs. Through data analysis and recent studies, it was possible to understand the importance of a strategic approach in recruitment, highlighting its influence on productivity, innovation, and organizational competitiveness. The results presented indicate the best practices and challenges faced by companies in the search for recruitment that supports and enhances their long-term goals. Conclusion: The study suggests that there is significant room for future research in the area of strategic recruitment. Additional studies can explore how different organizational contexts and sectors influence the effectiveness of recruitment practices and how these practices can be adapted to maximize their impact. It is therefore necessary to continue research on how to integrate new technologies effectively into recruitment, while maintaining a balance between efficiency and human interaction

Integrating AI with aviation cybersecurity: The strategic role of human resources<sup></sup>

The escalating complexity of cyber threats in aviation highlights the crucial need to integrate advanced technologies and strategic human resource management. This study delved into incorporating artificial intelligence (AI) in aviation cybersecurity, explicitly focusing on the strategic role of human resources (HR) in supporting these endeavours. Semi-structured interviews with eight industry experts from Turkey were analysed using NVivo to identify critical themes such as HR's involvement in cybersecurity, challenges in AI implementation, and the significance of cultural integration and interdepartmental collaboration. Sentiment analysis with Python's TextBlob indicated high positivity towards AI and strategic HR involvement. The findings underscored the necessity for continuous education, strategic recruitment, and resilient cybersecurity frameworks, emphasising AI's transformative impact on real-time threat detection and predictive analytics. The research offered valuable insights and recommendations for enhancing aviation cybersecurity, highlighting the essential role of HR and the advantages of AI integration.

Recruitment, Job Placement and Employee Performance

Purpose: This study aims to investigate and analyze the impact of recruitment and job placement on employee performance at PT. Semen Tonasa, specifically within the Distributor Division, is in Makassar City. The research explores how these human resource management practices influence work outcomes and whether their effective implementation can enhance employee performance. Research Design and Methodology: The study's population consists of 40 employees from the distribution section of PT. Semen Tonasa in Makassar City. A census sampling method was utilized, involving all population members as the sample. Primary data was gathered through direct questionnaires distributed to the respondents. The analysis methods included descriptive statistics, validity and reliability testing, normality testing, multicollinearity testing, hypothesis testing using multiple linear regression analysis, partial and simultaneous tests, and determination coefficient tests. Findings and Discussion: The findings demonstrate that recruitment and job placement positively and significantly affect employee performance at PT. Semen Tonasa's Distributor Division, both individually and collectively. These results indicate that implementing effective recruitment and placement strategies can significantly improve employee performance, aligning with theoretical expectations regarding human resource practices' role in organizational success. Implications: The study's results underscore the critical importance of strategic recruitment and job placement in enhancing employee performance. These findings suggest organizations should refine these HR practices to foster better employee outcomes. Further research is recommended to explore these relationships in different organizational contexts and industries to expand the applicability of these results.

When your reputation precedes you: strategic recruitment for enhancing diversity

PurposeThis paper provides a discussion of evidence supporting strategic, targeted recruitment for increasing minority representation in police agencies in the context of negative reputations for inclusion.Design/methodology/approachDatabase searching along with backward and forward citation chaining identified 145 articles for review. After extracting the recruitment strategies mentioned that had empirical support for effectiveness, a framework was developed for categorizing those strategies.FindingsPolice agencies use some evidence-based practices (e.g. community engagement) but could do more to enhance diversity. Strategy applicability in the context of limited organizational diversity or a less positive reputation as an inclusive employer is discussed.Practical implicationsThis review provides a clear set of recommended best practices for agencies to use in evaluating and enhancing their efforts at targeted recruiting.Originality/valueReviews of recruiting practices in policing have not provided a deep consideration of the evidence base for practice effectiveness nor considered practices that have support in non-policing contexts. Our review addresses the concerns of agencies that must address a less positive image regarding diversity and inclusion.

Integrating Human Resources Management and Digital Competencies: A Strategic Approach in Higher Education

This paper explores the integration of Human Resources Management (HRM) and digital competencies as a strategic approach in higher education institutions. In this context, "digital competencies" refer to the ability of individuals to use digital technologies effectively and efficiently, encompassing a broad range of skills from basic digital literacy to advanced technical proficiencies. "Digital skills," on the other hand, are specific abilities required to operate digital tools and platforms, including data analysis, software usage, and online communication. Given the rapid advancement of digital technologies, higher education is at a pivotal juncture to embrace these changes to enhance administrative efficiency and academic excellence. The study utilizes a systematic literature review encompassing academic journals, industry reports, and policy documents to examine current practices and theoretical frameworks that align HRM with digital competencies within the sector. Key findings suggest that a strategic integration of digital skills in HRM not only optimizes operational processes but also fosters an environment conducive to digital learning and innovation. The research highlights several critical strategies, including the development of digital training programs for staff, the inclusion of digital competency frameworks in HR policies, and the strategic recruitment of tech-savvy personnel. Engagement with various stakeholders, such as faculty, administrative staff, and students, is crucial for the successful implementation of these strategies, ensuring that the institution's digital transformation aligns with the needs and expectations of its community. The paper concludes with recommendations for higher education leaders to cultivate a digitally competent workforce that can navigate and thrive in a technologically driven educational landscape. This approach is imperative for institutions aiming to maintain competitiveness and relevance in the digital age.

Using the Plan-Do-Study-Act Evaluation Framework to Improve the Recruitment of Women Experiencing Homelessness: Lessons Learned.

Strategic recruitment is necessary to reach recruiting goals when conducting research with vulnerable and transient populations, such as postpartum women experiencing homelessness. The current study evaluated the recruitment process for a qualitative study using the Plan-Do-Study-Act (PDSA) method. In a study conducting semistructured interviews about reproductive interconception care barriers and facilitators for local women who were recently pregnant and homeless in 2022, PDSA cycles were used to improve community organizations' assistance with identifying participants, facilitate screening and interviewing processes, and ensure participants were safeguarded. Iterative PDSA cycles were conducted across a 20-week period. Ultimately, 12 women were interviewed, with increasing participant location and organizational assistance over time. Following 4 key lessons were identified: provide in-person and remote options for conducting data collection; include fair compensation that balances time versus study coercion; weigh feasibility versus importance of sample size with eligibility criteria; and support partnerships with organization connections. The PDSA method served as a parsimonious framework for evaluation. The lessons learned will help facilitate future recruitment efforts for this difficult-to-recruit and vulnerable population.

Is Effective Recruitment Strategy Critical to Assess Brain Cognitive Function of Super Agers in Rural West Texas.

Our commentary aims to elucidate the importance of participant recruitment strategy in healthy brain aging study, particularly in rural West Texas, where more than 50% of the population are Hispanics and Latinos. The objective of our health aging study is to investigate the possible influence of biological, sociodemographic, and lifestyle factors on the occurrence of chronic diseases and dementia in the aging populations of West Texas. The success of this initiative is, in large part, reliant on high-quality, effective recruitment of participants. To that end, we propose an increase in our strategic recruitment efforts for both healthy, cognitively superior agers as well as those with mild cognitive impairment and patients with Alzheimer's disease in rural west Texas. We discussed, multi-advertising approaches, including ads in the local newspapers, local TV Channels and poster boards in senior centers.

Embracing unity at OMERACT: Valuing equity, promoting diversity, fostering inclusivity

ObjectiveTo increase awareness and understanding of the principles of Equity, Diversity, and Inclusivity (EDI) within Outcome Measures in Rheumatology's (OMERACT) members. For this, we aimed to obtain ideas on how to promote and foster these principles within the organization and determine the diversity of the current membership in order to focus future efforts. MethodsWe held a plenary workshop session at OMERACT 2023 with roundtable discussions on barriers and solutions to increased diversity within OMERACT. We conducted an anonymous, web-based survey of members to record characteristics including population group, gender identity, education level, age, and ability. ResultsThe workshop generated ideas to increase diversity of participants across the themes of building relationships [12 topics], materials and methods [5 topics], and conference-specific [6 topics]. Four hundred and seven people responded to the survey (25 % response rate). The majority of respondents were White (75 %), female (61 %), university-educated (94 %), Christian (42 %), spoke English at home (60 %), aged 35 to 55 years (50 %), and did not report a disability (64 %). ConclusionOMERACT is committed to improving its diversity. Next steps include strategic recruitment of members to the EDI working group, drafting an EDI mission statement centering equity and inclusivity in the organization, and developing guidance for the OMERACT Handbook to help all working groups create actionable plans for promoting EDI principles.

Preparation of von Hippel-Lindau (VHL) E3 ubiquitin ligase ligands exploiting constitutive hydroxyproline for benzylic amine protection.

The von Hippel-Lindau (VHL) protein serves as the substrate recognition subunit of the multi-subunit Cullin-2 RING E3 ubiquitin ligase (CRL2VHL), which regulates intracellular concentrations of hypoxia inducible factors (HIFs) through a ubiquitin proteasome system (UPS) cascade. Strategic recruitment of CRL2VHL by bi- or trifunctional targeted protein degraders (e.g., PROTACs®) offers the prospect of promoting aberrant polyubiquitination and ensuing proteasomal degradation of disease-related proteins. Non-peptidic, l-hydroxyproline-bearing VHL ligands such as VH032 (1) and its chiral benzylic amine analog Me-VH032 (2), are functional components of targeted protein degraders commonly employed for this purpose. Herein, we compare two approaches for the preparation of 1 and 2 primarily highlighting performance differences between Pd(OAc)2 and Pd-PEPPSI-IPr for the key C-H arylation of 4-methylthiazole. Results from this comparison prompted the development of a unified, five-step route for the preparation of either VH032 (1) or Me-VH032 (2) in multigram quantities, resulting in yields of 56% and 61% for 1 and 2, respectively. Application of N-Boc-l-4-hydroxyproline rather than N-tert-butoxycarbonyl to shield the benzylic amine during the coupling step enhances step economy. Additionally, we identified previously undisclosed minor byproducts generated during arylation steps along with observations from amine deprotection and amidation reaction steps that may prove helpful not only for the preparation of 1 and 2, but for other VHL recruiting ligands, as well.

Addressing the shortage of African American male teachers in minority-serving school districts with innovative partnerships

PurposeThe paper discusses a partnership between Huston–Tillotson University (HT), a Historically Black College and University (HBCU) and the Austin Independent School District (AISD), a minority-serving school district, both in Austin, Texas, with a grant provided by Apple Inc. (Apple). The purpose of the partnerships is that valuable relationships can increase the number of African American male teachers in primary and secondary education in minority-serving public schools. The African American Male Teacher Initiative (AAMTI) at HT was created as an innovative approach to recruit and select 20 African American males each year of a four-year grant provided by Apple.Design/methodology/approachThis paper reviewed the literature on the lack and need for African American male public school teachers. Once the data is established during a three-to-four-year period, a mixed-method approach will be utilized to examine data retrieved from interviews, surveys, demographics of student participants, numerical data and retention and graduation rates. This will establish whether strategic partnerships can successfully increase the number of qualified African American males in public education.FindingsThis paper proposes and provides research evidence that African American male teachers can positively impact all students in the classroom setting.Research limitations/implicationsThere is limited data to test a hypothesis on the effectiveness of a partnership between the university and public school to increase the number of African American male teachers through recruitment – selection and retention efforts. Therefore, follow-up research is needed for the first graduating class of 2024.Practical implicationsThe broader impact of this paper is to show that partnerships between universities and public schools with corporate sponsorship can positively increase the number of African American male teachers prepared to teach in public schools through strategic recruitment and selection efforts.Social implicationsThis paper can serve as a model for universities and school districts to implement. High placement of prepared Black male teachers in public schools can reduce the school-to-prison pipeline and juvenile homicides and defeat generational poverty.Originality/valueMuch research highlights the problems associated with a lack of African American male teachers. This paper includes the challenges but offers a sound basis for practical solutions.

Leveraging TOGAF ADM for Enterprise Architecture in West Seram Environment Agency

Despite its critical role in environmental governance, the West Seram Environment Agency in Maluku has yet to fully integrate information systems (IS) and information technology (IT) into its operational processes. Recognizing the pivotal role of IS/IT in enhancing organizational efficiency and effectiveness, this study proposes an innovative enterprise architecture planning approach to facilitate IS/IT development within the agency. Employing a qualitative research methodology, the study utilizes The Open Group Architecture Framework (TOGAF) Architecture Development Method (ADM). This method concentrates on three key domains: business architecture, information systems architecture, and technology architecture. The results of this research offer a suite of IS/IT solutions tailored to the agency's needs. These include the strategic recruitment and development of appropriate work systems, implementation of comprehensive IS/IT work plans, advanced data processing techniques, creation of digital-based applications, and the design and implementation of efficient network topologies. These solutions are poised to revolutionize the agency's operations, significantly enhancing its capacity for environmental management and governance.

Effects of microfinance and small loans centre on poverty reduction in Wa West District, Ghana

Poverty, a pervasive and consequential global issue, has garnered significant attention due to its wide-reaching prevalence and profound implications. Various strategies, including microfinance, have been implemented to tackle this pressing concern. One such strategy is the Microfinance and Small Loans Centre (MASLOC) in Ghana, which aims to reduce poverty. However, despite its potential, MASLOC's role in poverty reduction has yet to be thoroughly examined, leading to inconclusive findings, and necessitating this study. A single case study design addressed this research gap and provided valuable insights. A comprehensive dataset was compiled through interviews and observations involving 40 MASLOC beneficiaries and officials. Thematic analysis was utilized to dissect the collected data, revealing noteworthy patterns and trends. The study's outcomes shed light on MASLOC's effectiveness in mitigating poverty. Specifically, it was found that MASLOC played a pivotal role in poverty reduction by bolstering income levels, amplifying consumption patterns, facilitating access to fundamental necessities, and enabling the accumulation of valuable assets. Nevertheless, the analysis also highlighted specific challenges. Issues related to loan repayment and staffing emerged as constraints within the MASLOC framework. In essence, the study established that MASLOC contributes to the overarching goal of poverty reduction. The findings are helpful because fostering a positive attitude towards loan repayment is crucial, and this endeavour should be complemented by the strategic recruitment of competent staff members who can effectively navigate the intricacies of the scheme to ensure the sustainability of MASLOC. What sets this study apart is its innovative exploration of the impact of MASLOC on poverty—a primarily overlooked facet. By delving into this uncharted territory, the study enriches the ongoing discourse surrounding government microfinance schemes' influence on its beneficiaries. This research contributes not only to the academic realm but also to the practical realm, as it offers actionable insights for policymakers in poverty reduction.

Reducing wait times for initiation of chemotherapy at the Bellevue Cancer Center.

461 Background: The Bellevue Hospital Cancer Center is the primary oncologic referral center for the NYC Health and Hospitals System. It experiences high demand for infusion therapies requiring the resources of an infusion center and the expertise of chemotherapy registered nurses (RNs). From November 2021 to December 2022, there was a shortage in the number of chemotherapy RNs and the number of infusion chairs. This resulted in prolonged wait times for treatment initiation and difficulty accommodating requests to start treatment within 7 days. Here, we evaluate the impact of capacity building interventions on the success rate of treatment initiation within 7 days. Methods: We examined requests for initiation of infusion treatment within 7 days for all malignancies from December 2021 to December 2022. Our primary process measure was the percentage of requests fulfilled each month. We collected key variables for each chemotherapy request including number of RNs, number of infusion chairs, and the number of days between subsequent infusions. Finally, a root cause analysis was conducted to determine the causes for decreased RN and infusion care capacity. Using all the data above, a Plan-Do-Study-Act process was created to address key capacity deficiencies. Results: Our findings revealed an increase in successful treatment initiation within 7 days from December 2021 to December 2022. From August 2022 to December 2022, 100% of all requests within 7 days were successfully scheduled. There was also an increase in the number of available infusion chairs in this time interval, from a minimum of 18 in December 2021 to 22 in December 2022. There was also an increase in the number of chemotherapy certified RNs. These findings are summarized in the table below. There were key interventions to address capacity shortages. Facilities in the Ambulatory Cancer Center and the inpatient hematology/oncology unit were repurposed into additional infusion spaces. There were also additional pay lines created for chemotherapy RNs, increased recruitment, and hiring of Nursing Agency RNs. Conclusions: We describe the capacity limitations surrounding infusion therapy at the Bellevue Cancer Center. Key interventions included strategic recruitment, financial approval of new chemotherapy RN pay lines, hiring agency RNs, and repurposing ambulatory and inpatient spaces. This resulted in increased capacity and 100% fulfillment of urgent treatment initiation requests. As the number of patients requiring infusion services at the Bellevue Cancer Center grows, long-term capacity building solutions will be essential.[Table: see text]

Earlier Management Practice and Thinking: Hediya Peoples’ Indigenous Management Philosophy in the Construction of “Mud-Hut” In Central Ethiopia Regional State

The main problems of research are: the impact of social environment on human behaviour has contributed to the debate against the management view of universal applicability, and also there are multiple challenges for the African indigenous management theories development. The research aims to have an indigenous management philosophy of the Hediya people in Ethiopia in their mud-hut construction. The study is carried out using the metaphoric method of the qualitative research approach. The researcher collected metaphoric data from the Hediy-nefra of Lemo community where researcher was born, and through his observation while living in his lifetime. The findings include the strongest essence of team work, strategic recruitment and selections, motivating of employees through financial and non-financial factors such as team environment and work design. Particularly, the finding includes: continuing of employees’ benefit for the ex-employees is important not only for them but also for the organisation on the future; employees are enforced to give focus on the work quality not to have current work related benefits but also it is a means of getting employment and finance in the future. In the management idea of Hediya peoples’ indigenous hut building system, the relationship of an organisation with competitors was being practiced positively and helping each other, so that it needs to be enforced. Besides, the good quality of current work will attract a lot of employers other than current workers/organisation with referent of previous hut construction quality. The hut construction concept of Ethiopians’ management practices should be verified.

Obesity risk factors in British Labrador retrievers: Effect of sex, neuter status, age, chocolate coat colour and food motivation.

Canine obesity is a complex disease affected by genetic, endocrine and environmental factors. It is associated with reduced lifespan and many comorbidities. Prevalence differs by breed, with Labrador retrievers at high risk. Past data on how biological risk factors impact weight gain have been contradictory, possibly because they were obtained from genetically heterogeneous populations. We investigated risk factors for canine obesity in a population of British Labrador retrievers (n = 521) with high-quality data on obesity, weight, owner-reported food motivation and related characteristics. We used linear regression to assess known and novel risk factors for obesity. We found that neutering increased obesity in males (p < 0.001) but not females (p = 0.37). Older age was associated with obesity in female Labradors (p = 0.013) but not males (p = 0.49). We identified two new risk factors for obesity in Labrador retrievers: chocolate coat colour (p < 0.001) and high food motivation (p < 0.001). Strategic recruitment to collect both obese and lean dogs means this cohort is not suitable for assessing obesity prevalence in UK Labrador retrievers. Studying this genetically homogeneous population informs our knowledge of common risk factors for obesity and expands those relevant to Labrador retrievers.

Turnover intention and its antecedents: The mediating role of work-life balance and the moderating role of job opportunity.

Due to the higher attrition rate in higher education institutions (HEIs), the attraction and retention of top talents in higher education have become a challenge for human resource (HR) professionals. The primary area of discussion among business executives and HR professionals is how top talent can be retained and maintained. Thus, the purpose of this study is to examine the impact of human resource management practises (HRMPs), oraganisational reputation (OGR), occupational prestige (OPP) and work-life balance (WLB) on turnover intention (TOI) of the academics working in HEIs. The study also aims to examine WLB as a mediator and job opportunity (JBO) as a moderator of the relationships mentioned above. Data collected through an online survey from 466 respondents were analysed using partial least square structural equation modelling. The findings of the study showed that OGR, OPP and WLB were negatively related to TOI. However, the impact of HRMPs on TOI was not direct; instead, it was mediated by WLB. The findings also demonstrated that WLB significantly mediated the relationship between OGR and OPP. Furthermore, the results also confirmed that JBO significantly moderated the relationship between WLB and TOI. The findings of the study provide guidelines for a comprehensive retention strategy and a holistic model of academics TOI that can assist HR professionals, policymakers and management in developing an effective strategic recruitment and retention plan.

Barriers to Screening: An Analysis of Factors Impacting Screening for Type 1 Diabetes Prevention Trials.

Participants with stage 1 or 2 type 1 diabetes (T1D) qualify for prevention trials, but factors involved in screening for such trials are largely unknown. To identify factors associated with screening for T1D prevention trials. This study included TrialNet Pathway to Prevention participants who were eligible for a prevention trial: oral insulin (TN-07, TN-20), teplizumab (TN-10), abatacept (TN-18), and oral hydroxychloroquine (TN-22). Univariate and multivariate logistic regression models were used to examine participant, site, and study factors at the time of prevention trial accrual. Screening rates for trials were: 50% for TN-07 (584 screened/1172 eligible), 9% for TN-10 (106/1249), 24% for TN-18 (313/1285), 17% for TN-20 (113/667), and 28% for TN-22 (371/1336). Younger age and male sex were associated with higher screening rates for prevention trials overall and for oral therapies. Participants with an offspring with T1D showed lower rates of screening for all trials and oral drug trials compared with participants with other first-degree relatives as probands. Site factors, including larger monitoring volume and US site vs international site, were associated with higher prevention trial screening rates. Clear differences exist between participants who screen for prevention trials and those who do not screen and between the research sites involved in prevention trial screening. Participant age, sex, and relationship to proband are significantly associated with prevention trial screening in addition to key site factors. Identifying these factors can facilitate strategic recruitment planning to support rapid and successful enrollment into prevention trials.

Measuring occupational stress in emergency departments.

EDs are highly demanding workplaces generating considerable potential for occupational stress experiences. Previous research has been limited by a focus on specific aspects of the working environment and studies focussing on a range of variables are needed. The aim of the present study was to describe the perceptions of occupational stress and coping strategies of ED nurses and doctors and the differences between these two groups. This cross-sectional study was conducted at a public metropolitan hospital ED in Queensland, Australia. All ED nurses and doctors were invited to participate in an electronic survey containing 13 survey measures and one qualitative question assessing occupational stress and coping experiences. Descriptive statistics were employed to report stressors. Responses to open-ended questions were thematically analysed. Overall, 104 nurses and 35 doctors responded (55.6% response rate). Nurses reported higher levels of both stress and burnout than doctors. They also reported lower work satisfaction, work engagement, and leadership support than doctors. Compared with doctors, nurses reported significantly higher stress from heavy workload/poor skill mix, high acuity patients, environmental concerns, and inability to provide optimal care. Thematic analysis identified high workload and limited leadership and management support as factors contributing to stress. Coping mechanisms, such as building personal resilience, were most frequently reported. The present study found organisational stressors adversely impact the well-being of ED nurses and doctors. Organisational-focused interventions including leadership development, strategic recruitment, adequate staffing and resources may mitigate occupational stress and complement individual coping strategies. Expanding this research to understand broader perspectives and especially the impact of COVID-19 upon ED workers is recommended.

Introduction to this special issue.

Introduction to this special issue.