Workforce Environment Research Articles

A novel architecture for the detection, exploitation and historical archival of indoor semantic trajectories: a case study on nursing homes

Purpose This paper aims to build an indoor positioning system capable of tracking residents and caregivers and feeding a novel information system with this data. This information system introduces three main interesting modules: a compact data structure to efficiently store the gathered data, an activity deduction module that add semantics to the raw captured trajectories and a user-friendly interface able to display this spatio-temporal information. Design/methodology/approach Their proposal was built following an iterative and incremental development. Nursing home managers cooperated in the requirement composition phase, while some residents and caregivers contributed testing the system with their real trajectories. Findings Their contribution is a functional information system that can evaluate the quality of healthcare provided to residents and assess the efficiency of the nursing home as a business. This information system includes a novel state-of-the-art compact data structure to efficiently work with the captured data. Originality/value A new system has been designed and implemented using a wide range of technologies to support the necessities of a real enterprise. The rudimentary position tracking systems were upgraded to a feasible automatic indoor positioning solution. The amount of information generated by this new strategy is dealt with compact data structures, reducing space usage without jeopardizing query times. Those compressed positions are tagged with semantic information that enables individual activity analysis. Last, a user-friendly interface lets the final user interact with the gathered and calculated information. As future work, the authors plan to improve the integration of this new information system with other systems already in use in indoor mobile workforce environments.

Emerging Challenges of HRM in 21st Century: A Case of Nepalese Commercial Banks

This study examines the emerging challenges of HRM in 21st century in Nepalese commercial banks. Effective HRM practices is the dependent variable. The independent variables are workforce environment, business ethics, work-life balance, conflict management and organizational culture. The primary source of data is used to assess the opinions of respondents regarding effective HRM practices in Nepalese commercial banks. The study is based on primary data with 121 respondents. To achieve the purpose of the study, structured questionnaire is prepared. The correlation and multiple regression models are estimated to test the significance and importance of effective HRM practices in Nepalese commercial banks. The study shows that workforce environment has a positive impact on effective HRM practices. It indicates that better workforce environment promotes effective HRM practices. Likewise, the study showed that business ethics has a positive impact on effective HRM practices. It means that good business ethics leads to the effective HRM practices. Similarly, work-life balance has a positive impact on effective HRM practices. It implies that proper work-life balance helps to promote effective HRM practices. Further, conflict management has a positive impact on effective HRM practices indicating that better conflict management process leads towards effective HRM practices. Moreover, organizational culture has a positive impact on effective HRM practices. It shows that better organizational culture leads towards the effective HRM practices in the context of Nepalese commercial banks.

The impact of workforce environment on CSR audit report lag: the moderating role of media coverage

The impact of workforce environment on CSR audit report lag: the moderating role of media coverage

Strategic management of internal employer branding – guerilla strategies to engage and retain top employees in a challenging workforce environment

IntroductionIn a globalized and constantly evolving employment environment, it is imperative that organizations cultivate effective employer branding strategies to maintain competitiveness and attractiveness. These would allow them to obtain unique advantages in the market but also support for the internal employer brand. Despite the critical role of employer branding in attracting and retaining top talent, there remains a gap in understanding its relationship to HRM practices and employee perceptions of those practices. The purpose of this research was to investigate the correlation between human resources management practices and employer branding measured through organizational attractiveness and seen from the employees’ perspective. Additionally, to find out if there is a significant difference between the private and public sector in terms of the perception of HRM practices influencing organizational attractiveness.MethodsA questionnaire was applied to 800 respondents, employed in various positions in private and public sector organizations in western Romania. Two scales were applied to evaluate human resources management practices and the employer’s attractiveness from the employees’ perspective.ResultsFindings indicate a direct and positive relation between HRM practices and organizational attractiveness, with particular emphasis on performance appraisal practice, training and development, and work-life balance practices. When it comes to private sector, the significant practices influencing organizational attractiveness are performance appraisal, safety, and work-life balance practices, whereas in the public sector we have training-development and performance appraisal practices.DiscussionThese results underline the role of human resource management in strengthening internal support for the employer brand and increasing overall employer attractiveness. The more appropriate human resource management practices are in the perception of employees, the more attractive the organization is perceived as an employer.

Membangun Kapasitas Tata Kelola Pengawasan Ketenagakerjaan Bidang Keselamatan dan Kesehatan Kerja (K3)

The issue of implementing national K3 labor inspection includes two main aspects, namely governance and capacity building. The two main issues relate to weak awareness of the importance of implementing OSHMS in the workplace, weak understanding of K3 as part of human rights, weak criminal sanctions related to K3, relatively low coverage of K3 supervision, overlapping technical K3 regulations between institutions, weak quality, quantity and competence of K3, as well as the lack of synergy and integration of the operational supervision system between the central and regional governments. The author analyzes empirical data and reviews previous research using a systematic flow prism framework, and juxtaposes it with the fundamental theoretical concepts of governance, capacity building and labor inspection. The results of the analysis produce a hypothetical framework for building capacity for labor inspection governance in the K3 sector. This requires strategic intervention in human resource capacity, organizations and institutions, as well as governance that needs to be jointly constructed on the basis of an agreement on the principle of joint involvement. So, during the management and implementation process, each stakeholder/actor can be adaptive, the system and implementation of supervision can be more effective and efficient, where continuity and feedback from the accumulated process can reduce the impact and influence of uncertainty and the dynamics of a dynamic workforce environment.

Managing social-educational robotics for students with autism spectrum disorder through business model canvas and customer discovery.

Social-educational robotics, such as NAO humanoid robots with social, anthropomorphic, humanlike features, are tools for learning, education, and addressing developmental disorders (e.g., autism spectrum disorder or ASD) through social and collaborative robotic interactions and interventions. There are significant gaps at the intersection of social robotics and autism research dealing with how robotic technology helps ASD individuals with their social, emotional, and communication needs, and supports teachers who engage with ASD students. This research aims to (a) obtain new scientific knowledge on social-educational robotics by exploring the usage of social robots (especially humanoids) and robotic interventions with ASD students at high schools through an ASD student-teacher co-working with social robot-social robotic interactions triad framework; (b) utilize Business Model Canvas (BMC) methodology for robot design and curriculum development targeted at ASD students; and (c) connect interdisciplinary areas of consumer behavior research, social robotics, and human-robot interaction using customer discovery interviews for bridging the gap between academic research on social robotics on the one hand, and industry development and customers on the other. The customer discovery process in this research results in eight core research propositions delineating the contexts that enable a higher quality learning environment corresponding with ASD students' learning requirements through the use of social robots and preparing them for future learning and workforce environments.

Nursing students’ readiness towards the ‘new normal’ in clinical practice: a distributed cognition qualitative perspective

BackgroundClinical practicums are a core component of baccalaureate nursing education. Following the coronavirus pandemic, there have been extensive changes in the workforce environment that may potentially affect nursing students’ experience and readiness for clinical practicums.MethodsA qualitative study was conducted to explore final-year nursing students’ experiences and readiness for their final clinical practicum before becoming a registered nurse. A purposive sample of 24 final-year baccalaureate nursing students was included in this study. Individual semi-structured interviews were conducted face-to-face via Zoom. The data was analysed using an inductive thematic analysis approach.ResultsThree themes depicting students’ experiences and clinical readiness were elucidated. The themes included: (1) Experiencing multiple concerns, (2) requiring a network of support, and (3) easing the transition to professional practice. Students considered the final clinical practicum as challenging and demanding which evoked numerous concerns.ConclusionsConsidering the stress that final-year nursing students experience, it will be important to devise strategies ranging from personal, relational, and environmental protective factors to enable their successful transition and completion of clinical practice.

Empathetic Influence: Charting a Course for Employee Well-being Through Leadership in the Service Sector

This study explores a crucial role of empathy in leadership style, focusing its impact on employee wellbeing. Through a comprehensive analysis it aims to inform leadership practices to develop a positive workforce environment, enhancing the overall organizational wellbeing. Empathetic leadership involves the understanding follower’s emotions and taking proactive caring actions, the leadership style works with the mediation of distributive justice that create a perception of fair and equal allocation of resources and rewards in organization. Such leadership style promotes positive relationships, enhanced teamwork and contribute in organizational productivity. Empathetic leaders possess skills that are crucial for adapting global trends and creating supporting work environment, particularly in adapting organizational change. Employee wellbeing is crucial for organizational success, which is significantly influenced by empathetic leadership with the perception of distributive justice, resulting in higher job satisfaction, organizational commitment and overall enhanced work environment.

Feminization of the health workforce in China: exploring gendered composition from 2002 to 2020.

Feminization of health workforce has been globally documented, but it has not been investigated in China. This study aims to analyze changes in the gendered composition of health workforce and explore the trend in different types of health workforce, health organizations and majors within China's health system. The data were collected from China Health Statistical Yearbook from 2002 to 2020. We focused on health professionals including doctors, nurses, and pharmacists in health organizations. Trend analysis was employed to examine the change in the ratio of female health workforce over 18years. The estimated average annual percent change (AAPC) was estimated, and the reciprocals of variances for the female ratios were used as weights. In China, health professionals increased from 4.7 million in 2002 to 10.68 million in 2020. Health professionals per 1000 population increased from 3.41 in 2002 to 7.57 in 2020. The ratio of female health professionals significantly increased from 63.85% in 2002 to 72.4% in 2020 (AAPC = 1.04%, 95% CI 0.96-1.11%, P < 0.001). Female doctors and pharmacists increased 4.7 and 7.9 percentage points from 2002 to 2020. Female health workers at township health centers, village clinics, centers for disease control and prevention had higher annual increase rate (AAPC = 1.67%, 2.25% and 1.33%, respectively) than those at hospital (0.70%) and community health center (0.5%). Female doctors in traditional Chinese medicine, dentistry and public health had higher annual increase rate (AAPC = 1.82%, 1.53% and 1.91%, respectively) than female clinical doctor (0.64%). More women are participating in the healthcare sector in China. However, socially lower-ranked positions have been feminizing faster, which could be due to the inherent and structural gender norms restricting women's career. More collective and comprehensive system-level actions will be needed to foster a gender-equitable environment for health workforce at all levels.

Characterizing food environments of hospitals and long-term care facilities in the Netherlands: a mixed methods approach

BackgroundHospitals and long-term care facilities, which are key institutions to serve health and well-being, have an important exemplary role in providing supportive food environments to encourage healthy and sustainable food choices. The objective of this study is to characterize the physical, socio-cultural, political and economic dimensions of the food environment for health care receivers, health workforce and visitors in healthcare settings, and make comparisons between the food environment of hospitals and long-term care facilities.MethodsTo characterize the food environment in healthcare settings, two sub-studies were conducted. In sub-study 1, semi-structured interviews were held with staff members (n = 46) representing 11 hospitals and 26 long-term care facilities (rehabilitation centres, nursing homes, institutions for people with intellectual disabilities and mental healthcare institutions). In sub-study 2, staff members audited the food environment in hospitals (n = 28) and long-term care facilities (n = 36) using a predefined checklist.ResultsThe food environment in Dutch healthcare settings varies substantially between locations although noticeable differences between hospitals and long-term care facilities were identified. Hospitals and larger long-term care facilities featured more often restaurants and utilized central spaces for preparation of meals, while smaller long-term care facilities often operated as household-like settings. Type of healthcare shaped the socio-cultural food environment, with hospitals primarily emphasizing nutrition for fast recovery, while long-term care facilities more often as an instrument (i.e., to structure the day). Participants highlighted the importance of food policies and broad organizational support for realizing and regulating improvement of the food environment. Yet, long-term care facilities were less familiar with national guidelines for food environments compared to hospitals. Several economical aspects, like profit motives, strict budgets and contracts with external parties affected and shaped the food available within all healthcare settings.ConclusionsThis study characterized the food environment in Dutch healthcare settings. Disclosed differences between hospitals and long-term care facilities should be incorporated in strategies for a transition of the food environment. Future research should investigate the underlying mechanisms of the healthcare food environment attaining all healthcare stakeholders - health care receivers, staff and visitors - while prioritizing sustainability alongside healthiness.

Facing the Dilemma of the Out-of-Field Teaching Phenomenon in Vocational Education and Training (VET)

In a rapidly changing workforce environment with skill shortages and a need for different pathways to training and education, vocational education and training (VET) has a significant influence on building stability in the workforce. The purpose of this paper is to develop an understanding of the causes, implications, and consequences of the out-of-field teaching phenomenon for VET. This phenomenological study examines VET teachers’ lived experiences and professional identity as an approach for studying out-of-field teaching in VET. The findings highlight the complex nature of out-of-field teaching in the economic culture of VET, with unique dilemmas. VET teachers experience conflicting and dilemmatic situations regarding occupational professionalism when they are expected to teach outside of their expertise while they are held responsible for students’ safe learning environments, outcomes, and satisfaction. The study revealed aspects of harmonious and tensioned relationships between these elements of the work and teachers’ identities. In conclusion, evidence-informed strategies are shared to support teachers’ capacity building and approaches to address concerns of the out-of-field phenomenon and the influence it has on quality teaching in VET.

Gender Diversity and Human Capital Efficiency in Australian Institutions: The Moderating Role of Workforce Environment Quality

We examine the relationship between board gender diversity and human capital efficiency and further consider the moderating role of workforce environment quality from the perspectives of profit-making and loss-making firms. Using a sample of 2700 firm-year observations from listed Australian firms for the period 2008–2019, we found a positive relationship between the presence of females on boards and human capital efficiency which was more pronounced for loss-making firms as against profit-making firms. Additionally, the relationship between gender diversity and human capital efficiency was moderated by the quality of workforce environment with the moderating effect being more pronounced for loss-making firms as compared to profit-making firms. Board gender diversity plays a substitutive role in the management of human capital efficiency for loss-making firms where investment in human capital development is limited.

Inequitable treatment as perceived by international medical graduates (IMGs): a scoping review

ObjectivesThis scoping review seeks to detail experiences of inequitable treatment, as self-reported by international medical graduates (IMGs), across time and location.DesignScoping review.Search strategyThree academic medical databases (MEDLINE, SCOPUS and PSYCINFO)...

Description of Management of Hair Beauty Training Program (Junior Stylist) at UPT BLK Lubuk Sikaping

The motive of this research was the success of Hairstyle Traineeship ( Yunior Stylist ) which were marks by the succeeded of the trainees getting into workforce environment and their ability to open their own Hairstyle Shop. The success suspected to be not only by an excellent way of managing the hairstyle and beauty traineeship ( Yunior Stylist ) at the UPT BLK Lubuk Sikaping however it is observed from the aspects of planning, realisation, evaluation and implementation of the traineeship. This research is a Qualitative descriptive research that generates Data that describes the Who, What and where of an events or experiences from a subjective perspective. The subject in the research are the program manager ( trainer ) and the trainee of the Hairstyle traineeship ( Yunior Hairstyle ) ar the UPT BLK Lubuk Sikaping. The technique utilised in the collection of Data was Data Saturation which consisted of 5 Training Program Manager and 16 of trainees. Data collection technique utilised within the research was questionare, however the data collection tool used in the research was based on a statement with a simple yes/no questionare. As for data analysis technique used is percentage formula. The outcome of the research are showed that: 1) The traineeship planning program was appropriately to what the trainee needs, 2) The knowledge and skills were given to the trainee are accordingly to what they needs, 3) The trainee are able to understand the theory and and practical based on the purpose of the traineeship, 4) The trainee are able to implement the technique of hairstyling ( Yunior Stylist ).

The Epidemiology and Costs of Disease Intervention Specialist Retention.

The COVID-19 pandemic changed the environment in which disease intervention specialists (DIS) operate, as their skills were in demand beyond STD control programs. Workforce conditions generally have changed in the last 2 years, imposing additional challenges. Retaining STD DIS has become more difficult in the changed environment. We conducted a landscape scan and obtained data from literature and personal observations to characterize current DIS workforce issues. We used published employment data to characterize current labor market conditions and described how cost-effectiveness analysis could be used to assess potential DIS retention interventions. An example illustrating cost-effectiveness concepts was developed. Many STD control programs faced difficulties in retaining STD DIS, because competing positions often could be done without field work. Economic and crime issues posed additional challenges. General workforce turnover has increased 33% since 2016. Turnover varies by age, gender, and education. Cost-effectiveness analysis can be used to assess DIS retention interventions, but data on costs and outcomes are needed on an ongoing basis. Changes in the workforce environment could impact both retention and the effectiveness of retention interventions. Workforce changes have impacted employee retention. Increased federal funding makes expansion of the DIS workforce possible, but the labor market environment will continue to pose challenges to recruitment and retention.

4th Industrial Revolution skills in the current South African accountancy curricula: A systematic literature review

The business environment has seen rapid changes due to the Fourth Industrial Revolution (4IR) and the influence of exponential technological advancements. The enhancement of technology-based work environments has changed the skill set needed by graduates entering the workforce. In this regard, higher education institutions have shown signs of struggling to adapt curricula to prepare graduates with the skills needed by the fast-changing workforce environment. The South African Institute of Chartered Accountants (SAICA) developed a framework with competencies aimed to address the needed graduate skills, and for institutions to use as guiding documents in the amendment of their curricula. In this regard, the purpose of this study was to evaluate the top universities in South Africa’s accountancy module documents to determine whether the curricula are addressing the 4IR workforce needs. The SAICA-proposed competency framework (2025CF) was used as a conceptual framework for the evaluation of the university’s curricula documents, and findings indicate that universities still need to make substantial changes in order to include newly-added pervasive skills as prescribed by 2025CF. Findings from the systematic literature review indicate that universities adequately address business acumen skills; however, the categories of digital-, relational and decision-making acumen were insufficiently evident within the current curricula of the top five South African universities. The apparent lack of specific skills development for graduates needs urgent attention considering the technological changes brought on by the 4IR within the accountancy domain.

Employee Competencies in the Age of Artificial Intelligence: A Systematic Review from Southeast Asia

Artificial Intelligence (AI) in the industry 4.0 based technologies is becoming omnipresent and changing the workforce environment from traditional to digital and virtual. While technology continues to evolve, new jobs will be created and the job landscape requires advanced competency elements for new employment forms and processes. The demand for some occupational skills will decline, while others grow, and the transition is likely disruptive, with skill requirements shifting significantly. In the Southeast Asia (SEA) region specifically, there has been a rapid increase in the adoption of AI but empirical approach to competencies is still underdeveloped. Hence, this study sought to fill this gap by conducting a systematic literature review on the competencies required during the intervention of AI in the SEA region. This study conducted a systematic review following the PRISMA publication standard. The articles were selected from two main databases of Scopus and Google Scholar. Based on the thematic analysis, the results revealed four main themes, namely i) technological competency; ii) cognitive competency; iii) social and emotional competency; and iv) change management competency. The four main themes have further produced 15 sub-themes highlighting the uniqueness of human soft skills that are still required although AI is adopted. Based on the pattern of past research, the review presented several recommendations for further consideration by scholars, organisations and communities.

Human Resource Sustainability: Transitioning to a Sustainable Workforce Environment

Human Resource Sustainability: Transitioning to a Sustainable Workforce Environment

Identifying cyberrisk factors in hybrid workforce environments

Identifying cyberrisk factors in hybrid workforce environments

Neonatal nurse practitioner job satisfaction, workforce environment, and mental well-being.

Increased demand for nurse practitioners emphasizes the importance of consistent and ongoing collection of data to provide a better understanding of the NNP workforce and to promote retention and recruitment of NNPs. To understand how work environment and work hours influence job or career satisfaction. The National Association of Neonatal Nurse Practitioners in collaboration with the National Certification Corporation emailed an online survey to all 6,558 certified neonatal nurse practitioners (NNPs) in 2020 with 845 (12.8%) responding. Subjects included those with responsibilities in direct patient care, transport NPs, faculty/directors, and advanced practice registered nurse coordinators/managers/administrators. Satisfaction with career choice as an NNP was reported as very satisfied by 58% (n = 493) and mostly satisfied by 37% (n = 310). Satisfaction with current job as an NNP was reported as very satisfied for 30% (n = 252), with 51% being mostly satisfied (n = 435). Age influenced satisfaction scores, with NNPs aged 61 years or older having a higher mean score than NNPs aged 31-40 years ( p = .041). The majority of NNPs did not use all of their available paid time off (72%; n = 609) and respondents worked an additional 248 extra hours per year. NNPs experience bullying (58%) and/or lateral violence (32%). Seventeen percent have called in sick for mental health reasons (n = 147). Neonatal nurse practitioners' satisfaction is multifactorial. Those who reported taking time off for self-prescribed mental health indicated less job satisfaction, more work hours, poor work/life balance, and a less-than-optimum work environment. Overall, NNPs are satisfied with their career choice but are less satisfied with their job choice. Understanding factors that influence mental well-being and job satisfaction will improve recruitment and retention of nurse practitioners.