Well-qualified Workforce Research Articles

Examining the Virtues of Organisational Citizenship Behaviour (OCB) at an SME

Nowadays, especially in the Eastern region of Hungary, small businesses face an increasing challenge in attracting and retaining a well-qualified workforce that is able to accept and commit to the goals of SMEs. This is due to the promising career prospects offered by foreign-owned large companies locating here. However, if SME employees possess the virtues of organisational citizenship behaviour (OCB), they will develop a stronger commitment to the organisation. The aim of our research was to explore the extent to which the five OCB virtues; sportsmanship, conscientiousness, altruism, politeness and civic virtue are present in a small construction company in Hajdú-Bihar county. Our survey was carried out using a questionnaire method, which was analysed as a function of length of service, education and age. The main findings are that there is a strong correlation between the presence of OCB characteristics and age and length of time spent with the firm.

A Systematic Review on Teachers’ Well-Being in the COVID-19 Era

The COVID-19 health crisis has wrought substantial challenges on individuals, societies, and organizations worldwide that have significantly transformed the way people function in their workplace on a daily basis, resulting in heightened levels of physical, psychological, and social deprivation. Available empirical evidence in the field of education has explicitly foregrounded the negative impact of the pandemic on teachers’ well-being (TWB) and mental health as existing pressures became exacerbated and additional stressors accumulated in the workplace in search of the requisite TWB remedial interventions to be used in times of crises. As frontline education providers, teachers were not only called upon to confront difficulties associated with the shift to COVID-19-induced online modes of instruction supporting students’ academic development and well-being but also effectively navigate adversity and stress in their own personal and professional lives. Given that teacher well-being has consistently been reported as a key determinant of quality education and excellence ensuring the stability of a well-qualified workforce, this study uses a systematic review approach to investigate educators’ well-being status, identify predictors, and report on the effective strategies for TWB utilized by educators themselves during the COVID-19 era. Fifty-three empirical studies published between 2020 and 2023, collected within the PRISMA-statement framework, were included in the final analysis. Implications for policy and school administrators are also discussed followed by insights for future research avenues in the area of teacher education and professional development.

Implementing surgical mentorship in a resource-constrained context: a mixed methods assessment of the experiences of mentees, mentors, and leaders, and lessons learned

BackgroundA well-qualified workforce is critical to effective functioning of health systems and populations; however, skill gaps present a challenge in low-resource settings. While an emerging body of evidence suggests that mentorship can improve quality, access, and systems in African health settings by building the capacity of health providers, less is known about its implementation in surgery. We studied a novel surgical mentorship intervention as part of a safe surgery intervention (Safe Surgery 2020) in five rural Ethiopian facilities to understand factors affecting implementation of surgical mentorship in resource–constrained settings.MethodsWe designed a convergent mixed-methods study to understand the experiences of mentees, mentors, hospital leaders, and external stakeholders with the mentorship intervention. Quantitative data was collected through a survey (n = 25) and qualitative data through in-depth interviews (n = 26) in 2018 to gather information on (1) intervention characteristics including areas of mentorship, mentee-mentor relationships, and mentor characteristics, (2) organizational context including facilitators and barriers to implementation, (3) perceived impact, and (4) respondent characteristics. We analyzed the quantitative and qualitative data using frequency analysis and the constant comparison method, respectively; we integrated findings to identify themes.ResultsAll mentees (100%) experienced the intervention as positive. Participants perceived impact as: safer and more frequent surgical procedures, collegial bonds between mentees and mentors, empowerment among mentees, and a culture of continuous learning. Over 70% of all mentees reported their confidence and job satisfaction increased. Supportive intervention characteristics included a systems focus, psychologically safe mentee-mentor relationships, and mentor characteristics including generosity with time and knowledge, understanding of local context, and interpersonal skills. Supportive organizational context included a receptive implementation climate. Intervention challenges included insufficient clinical training, inadequate mentor support, and inadequate dose. Organizational context challenges included resource constraints and a lack of common understanding of the intervention.ConclusionWe offer lessons for intervention designers, policy makers, and practitioners about optimizing surgical mentorship interventions in resource-constrained settings. We attribute the intervention’s success to its holistic approach, a receptive climate, and effective mentee-mentor relationships. These qualities, along with policy support and adapting the intervention through user feedback are important for successful implementation.

Analisa Koefisien Harga Satuan Tenaga Kerja Dilapangan Dengan Analisa SNI Struktur Bangunan Gedung

In the implementation of a project problems related to labor, wages and materials are important things that need to be taken into account. The smallest job if not supported by a well-qualified workforce and good quality materials, will not provide maximum and satisfactory results in a project. Even due to improper use of human resources can result in large losses on a project. This research was conducted to look for comparisons between the unit price coefficient of field labor in the reinforced concrete column with the coefficient values in the Indonesian National Standard Analysis (SNI). To look for a comparison of the unit price coefficient of work wages this research uses the Time and Motion Study method. The results of the study using the Time and Motion Study method showed that in the building column reviewed the unit price coefficient of work for 10kg of processing was 0.0505 workers 0.0900 ironmen and 0.0171 for foreman. The unit price coefficient of 1 M2 formisting is 0.0351 workers, 0.0682 carpenters, and 0.0158 foreman. The unit price coefficient for M3 concrete casting work is 0.1404 stonemason and 0.0714 foreman.

Workplace Application and Student Skill Acquisition as Part of the 3+1 Education Model in Vocational Schools

Human resources, which have strategic importance for businesses, are equally important in increasing the development level of a country. Well-trained qualified human resources contribute to development as well as meeting the needs in the labor market. Thus, universities play a key role in producing a well-qualified workforce. Universities’ updating themselves in line with the market needs and training workforce by cooperating with the industry contributes to the participation of the workforce in the labor market at a level that meets the needs of the market. Besides, it reduces the huge number of the unemployed with a diploma who have knowledge that is useless in business and do not know what to do with this knowledge. The main purpose of education should be to develop skills that will add value to organizations, achieve their goals, and provide sustainable competitive advantage. Its success is possible by supporting theoretical knowledge with practical training. As such, vocational colleges, which have adopted the mission of training intermediate staff for years and have been experiencing various difficulties today, have started to implement a new education model. In the 3+1 education model, which is based on practical training in the workplace, students complete three semesters of theoretical courses and spend the final semester practicing at work. In this study, the effectiveness of the 3+1 education model based on 3-semester lectures and one-semester workplace practice applied in vocational schools is measured. For this purpose, the satisfaction levels of students studying at Burdur Mehmet Akif Ersoy University Vocational School of Social Sciences and the effectiveness of the model were measured through a questionnaire. According to the findings, it was concluded that the 3+1 education model is effective in terms of students, employers, and schools. In general, the study is beneficial in revealing the effectiveness of the 3+1 education model, its benefits for stakeholders, and the problems it brings.

526 Barriers to Effective Clinical Research Professional (CRP) Education and Competency Development: A Qualitative Analysis of Data from a National UnMeeting Series

OBJECTIVES/GOALS: a. Summarize barriers and best practices related to effective CRP onboarding, training and professional development b. Identify challenges with the assessment of and mentoring for CRP competency growth. c. Describe opportunities to improve the training and professionalization of the CRP career pathway. METHODS/STUDY POPULATION: Qualitative data from a series of UnMeeting breakout sessions and open-text survey questions were analyzed to explore the complex issues at play when developing high-quality onboarding and continuing education opportunities for CRPs at academic health centers. RESULTS/ANTICIPATED RESULTS: Results suggest there are several barriers to providing training to the CRP workforce, including: balancing foundational onboarding with role-based training, managing logistical challenges and institutional contexts, the need for institutional champions, assessing competency, and providing high-quality mentorship. Several of these themes are interrelated. One common thread present throughout all of these themes is the challenge of effective communication and team science training. DISCUSSION/SIGNIFICANCE: Few institutions have solved all of the issues related to training a competent and adaptable CRP workforce, although some have addressed one or more. This study illustrates the need to work collaboratively within and across institutions to overcome training barriers and support a vital and well-qualified workforce.

Academic medical center clinical research professional workforce: Part 2 - Issues in staff onboarding and professional development.

Defining key barriers to the development of a well-trained clinical research professional (CRP) workforce is an essential first step in identifying solutions for successful CRP onboarding, training, and competency development, which will enhance quality across the clinical and translational research enterprise. This study aimed to summarize barriers and best practices at academic medical centers related to effective CRP onboarding, training, professional development, identify challenges with the assessment of and mentoring for CRP competency growth, and describe opportunities to improve training and professionalization for the CRP career pathway. Qualitative data from a series of Un-Meeting breakout sessions and open-text survey questions were analyzed to explore the complex issues involved when developing high-quality onboarding and continuing education opportunities for CRPs at academic medical centers. Results suggest there are several barriers to training the CRP workforce, including balancing foundational onboarding with role-based training, managing logistical challenges and institutional contexts, identifying/enlisting institutional champions, assessing competency, and providing high-quality mentorship. Several of these themes are interrelated. Two universal threads present throughout all themes are the need for effective communication and the need to improve professionalization of the CRP career pathway. Few institutions have solved all the issues related to training a competent and adaptable CRP workforce, although some have addressed one or more. We applied a socio-technical lens to illustrate our findings and the need for NCATS-funded academic medical centers to work collaboratively within and across institutions to overcome training barriers and support a vital, well-qualified workforce and present several exemplars from the field to help attain this goal.

One transition story does not fit them all: initial regional conditions and new business formation after communism

ABSTRACT We investigate the reasons for the pronounced regional differences of new business formation after the transformation from a centrally planned system to a market economy in East Germany. Relatively high start-up rates are found in regions that had a well-qualified workforce and a relatively high share of self-employment left over at the end of the communist period. This also holds for high-tech manufacturing start-ups. Based on our conclusion that policy should account for these initial regional conditions, we use a measure of the regional knowledge base and self-employment at the end of the communist period to introduce a classification of regions.

Experiences of mental health nurses working in general practice: A qualitative study

Background: This paper reports on a qualitative study utilising in-depth interviews of sixteen Australian mental health nurses (MHNs) working in general practice. On 1st July 2015, the commonwealth government of Australia established 31 primary health networks (PHN) to increase the efficiency and effectiveness of medical services for people, particularly those at risk of poor health outcomes, and to improve coordination of care. Aim: This study explores the experiences of Australian MHNs working in general practice. Design: Data were analysed using thematic analysis. Four themes emerged through the data analysis: (1) autonomy and flexibility, (2) opportunity for more clinically focused work, (3) health promotion and preventative health and (4) excited to work in general practice. Findings: Study Participants identified many clinical opportunities working in primary practice and noted that the autonomy and flexibility of their role was quite different from other areas they had previously worked. They reported having more time to spend with the patients and being able to engage in health promotion. Conclusions: In order to make mental health care more accessible it is important to have a well-qualified workforce within primary health care (PHC) settings such as general practice. The participants of this study have identified ways they have been best utilised in the Primary Care workforce. They embrace the autonomy of the role and the ability to engage with consumers by providing clinical interventions that can assess and intervene with people experiencing mental illness.

Efficacy of antenna engineering research orientation among graduate students at Mekelle University Ethiopian Institute of Technology

The continual growth of antenna-based technologies has created an exponential demand for well-qualified workforce of antenna engineer/researchers, but the expertise for a smooth transition into job...

SPOR BİLİMLERİ FAKÜLTESİ ÖĞRENCİLERİNİN AKADEMİK BAŞARILARININ BAZI DEĞİŞKENLER AÇISINDAN İNCELENMESİ: FIRAT ÜNİVERSİTESİ ÖRNEĞİ

The most emphasised aspect of teaching is student achievement. It is the reason for teaching and the product teaching produces. The potential of a well-qualified workforce with high academic achievement is thought to be the primary factor in the development of a society. This study was designed to examine the academic achievement of students studying at the Sports Sciences Faculty of Firat University in terms of a set of variables. The entire population was included, and the study was conducted with 684 students (80.1%). A questionnaire developed by the researchers was used as the data-gathering instrument. The data were evaluated using a statistical package program, and presented as frequency, percentage and means. The Kruskal Wallis and Mann-Whitney U tests were used to analyse the data. This research found that there was a significant relationship between the students’ academic achievement scores and their age, gender, mothers' state of employment, place of residence, departments, year of study and type of education (p<0.05).

Low pay standing in the way

There is no doubt that the current minimum wage has a negative effect on attracting a well-qualified workforce for the early years sector, but raising levels of pay will need substantial government support.

Home-based care provision within the German welfare mix

With the introduction of long-term care insurance (LTCI) in 1995/96, Germany established a universal long-term care scheme within a cost containment framework to provide public support in defined situations of care dependency. The scheme aimed to promote ageing in place with an emphasis on public support for family care provision as a precondition. A further aim was the expansion of market-oriented professional care services to offer users a choice between family and professional care provision and care providers. The focus of this study is on the interplay of formal and informal family care provision within the institutional framework of LTCI, as well as the organisation, regulations and mix of different types of formal care services. In a first step, an examination of the interplay of formal and informal care provision shows the largely family-oriented care strategy, the burdened situation of informal carers, the mix of rationalities of service use and their interrelationship with socioeconomic inequality. In a second step, an analysis of the organisation of different types of formal services reveals paid care provision that emerges in the interplay of politicians' strategies to develop professional care services within the framework of LTCI, bottom-up strategies of users to increase the range of services outside the framework of LTCI and efforts of politicians to regulate the latter. Basic orientations of care provision underlying the development process such as user orientation, quality and comprehensiveness guided the process and are used to analyse the development. Finally, the discussion of the situation of care workers reveals a contradictory picture with increasing employment opportunities, a comparably well-qualified workforce and worsening employment conditions. Empirically, the research is based on an institutional analysis of LTCI combined with a literature review and representative statistics.

PM in India: the land of opportunity

Low costs and a well-qualified workforce make India an attractive proposition for international investment in the PM industry says Dr Kalathur ‘Sim' Narasimhan, VP and chief technology officer for Hoeganaes Corporation…

THE FAILURE OF TRAINING IN BRITAIN: ANALYSIS AND PRESCRIPTION

Journal Article THE FAILURE OF TRAINING IN BRITAIN: ANALYSIS AND PRESCRIPTION Get access DAVID FINEGOLD, DAVID FINEGOLD Pembroke CollegeOxford Search for other works by this author on: Oxford Academic Google Scholar DAVID SOSKICE DAVID SOSKICE University CollegeOxford Search for other works by this author on: Oxford Academic Google Scholar Oxford Review of Economic Policy, Volume 4, Issue 3, Autumn 1988, Pages 21–53, https://doi.org/10.1093/oxrep/4.3.21 Published: 01 October 1988