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At least 811 records · Page 45Linked to original sources
PubMed2003

A survey of the health needs of hospital staff: implications for health care managers.

Developing strategies to address the health needs of the National Health Services (NHS) workforce are of concern to many health care managers. Focal to the development of such strategies are of being in receipt of baseline information about employees expressed health needs and concerns. This article addresses obtaining such baseline information and presents the findings of a health needs survey of acute hospital staff in a trust in North Wales. The total population of trust employees were surveyed (n = 2300) and a 44% (n = 1021) response rate was achieved. A number of positive findings are given. Included are that the majority of those surveyed stated that their current health status is good, are motivated to improve their health further, do not smoke and their alcohol consumption is within recommended levels. There appears, however, to be a number of areas where trust managers can help its staff improve their health. Included are trust initiatives that focus on weight control and taking more exercise. In addition, there appears to be a reported lack of knowledge and positive health behaviour amongst the male respondents surveyed that would imply the trust needs to be more effective in promoting well man type issues. Finally there appears to be a general lack of pride in working for the trust and a pervasive feeling that the trust does not care about its employees that needs to be addressed. It is concluded that the findings of this survey have implications for management practices in the trust where the survey was conducted and also wider applicability to the management of health care professionals. For example, addressing work-related psychological and physical problems of employees are of importance to all health care managers. This is especially so when considering recruitment and retention issues.

Adolescent↗
PubMed1991

Factors relating to the development of respiratory symptoms in coffee process workers.

After several cases of occupational asthma had been reported in a coffee processing factory in England, 197 coffee workers representing 80% of the production workforce were studied to determine the factors affecting the development of work related respiratory symptoms of wheeze, cough, and dyspnoea. Two computer administered questionnaires concerning the presence of respiratory symptoms and the occurrence of work related respiratory symptoms were used. Workers underwent skin prick testing to green coffee bean extract (GCB) and 11 common inhalant allergen extracts and bronchial provocation testing with methacholine. The presence of specific immunoglobulin E (IgE) antibodies to GCB and castor bean extract (CAB) were determined by a radioallergosorbent test (RAST). The prevalence of work related respiratory symptoms was 12.7%, bronchial hyperresponsiveness 30%, atopy 54%, positive GCB skin prick test 14.7%, positive GCB RAST 14%, and positive CAB RAST 14.7%. None of the workers was sensitised to fungi present in the factory and the numbers of certain species of fungi, despite being greater than may be found out of doors or in an uncontaminated indoor environment, were fewer than are generally associated with the presence of work related respiratory symptoms among agricultural workers. Storage mites were not isolated. Green coffee bean extract and CAB RAST were significantly correlated using the McNemar test but there was limited allergenic cross reactivity in RAST inhibition studies of the two extracts. The only factors that were significantly and independently associated with work related symptoms were CAB RAST and duration of employment. Bronchial hyperresponsiveness was not independently associated with work related respiratory symptoms. The significant independent associations of bronchial hyperresponsiveness included GCB RAST, duration of employment, and resting forced expiratory volume in one second. Exposure to CAB, a highly potent antigen, may be overriding the effects of other factors such a GCB, atopy, bronchial hyperresponsiveness, and smoking. This study suggests that CAB contamination remains a potential problem in the coffee processing industry and all efforts to eliminate it from the working environment should continue.

Adolescent↗
PubMedDate not supplied

Changes in the industrial structure of India's male working force, 1961-81.

The post-Independence period in India has witnessed a gradual decline of some occupations and services and the emergence of others. In the present paper an attempt has been made to analyze the change in the industrial structure of India's male working force by calculating an index of change. The index so calculated for 2 decades separately (1961-1971 and 1971-1981) is portrayed cartographically. The overall low degree of change recorded by the country's male working force establishes the weakness of India's industrial infrastructure. Consequently, the secondary sector seems to have failed in generating employment opportunities on a large scale. Regionally, the peripheral areas have recorded a higher incidence of change than the interior heartland of the country. The areas that were overwhelmingly agricultural and had experienced developments in the field of agriculture alone exhibited a low degree of change in comparison to those that had experienced developments both in the field of agriculture and industry. During the last inter-censal period (1971-1981) the country recorded an accelerated rate of change in the industrial structure of its male working force. Spatially too, the increasing rate of change has spread to new regions.

Agriculture↗
PubMed2006

The career aspirations and location intentions of James Cook University's first cohort of medical students: a longitudinal study at course entry and graduation.

INTRODUCTION: James Cook University's School of Medicine enrolled its first cohort of 64 students in 2000. The School was established with the aim of increasing the number of medical graduates who understand rural, remote, Indigenous and tropical health issues and who would subsequently choose rural (non-metropolitan) practice. In December 2005, 58 students graduated the course. Several students left the cohort (either left the course or repeated earlier years of the course). In the early years, students who left the course were replaced by accelerated entry students. METHOD: A student-initiated survey, involving questionnaire and interview components, conducted in 2001 sought information on students' career aspirations and practice location intentions, as well as why students had chosen medicine and the James Cook University course in particular. A brief follow-up survey focused on career aspirations, location of internship and longer term practice location intentions was conducted in October 2005 (2 months before the students graduated). In each instance, participation was anonymous and no identifying information was recorded. Accelerated entry students' responses to the 2005 survey were included. RESULTS: In 2001, 57 (89%) of the 64 students participated in the study; and in 2005, 50 (86%) of the 58 graduating students responded to the questionnaire survey. Overall, the demographic composition of the 'cohort' changed little. In 2001, 66% of respondents intended to practice in non-metropolitan areas, with 64% so intending at graduation. This was reinforced by 64% choosing internship positions in non-metropolitan areas of Queensland; 56% in north Queensland. Career aspirations changed appreciably between 2001 and 2005: the number of undecided students had halved, the numbers interested in general practice had reduced by one-third, the numbers considering surgery had reduced to one-third, and none was considering paediatrics at exit. Conversely, the number considering emergency medicine had almost doubled and more than doubled for obstetrics and gynaecology. DISCUSSION: Given that the majority of intern positions in Queensland are in the south-east of the state, it is noteworthy that two-thirds of students sought and accepted posts elsewhere, predominantly in northern Queensland. Changes in career aspirations reflect two issues. First, respondents' 2005 recollections of what their aspirations were in 2001 varied, reinforcing the value of the longitudinal process. Second, the change of intentions across time possibly reflects exposure to various disciplines and perhaps positive/negative experiences during clinical rotations in the final years of the course. The consistency across time with respect to intention to practice in rural (non-metropolitan) areas suggests that most respondents had eyes on rural practice from early in the course. The findings are in line with other studies that have demonstrated two important factors influence clinicians' decisions to take up non-metropolitan practice: (1) non-metropolitan background; and (ii) substantial and meaningful exposure to non-metropolitan practice during the course. CONCLUSION: The findings support the School's contention and that of others around the world that medical education undertaken in non-metropolitan settings is the best vehicle for increasing the rural medical workforce. This study provides support for the development of regional medical schools that focus on local recruitment and health care need issues.

Adolescent↗
PubMed1997

Identifying the active general practice workforce in one division of general practice: the utility of public domain databases.

OBJECTIVE: To identify the non-specialist medical practitioner workforce engaged in active general practice in the region served by the Division of General Practice-Northern Tasmania and to determine the usefulness of public domain databases for enumeration of individual non-specialists providing general practice services. METHODS: A masterlist of the active general practice workforce was compiled by obtaining the names and addresses/postcodes of all non-specialist medical practitioners who were listed in at least one of nine public domain databases and who were confirmed by selected local medical practitioners to be in active general practice in the three months prior to 30 June 1994. This masterlist was used in calculating the sensitivity and positive predictive value (PPV) of each of the nine databases for enumerating non-specialist practitioners in active general practice. RESULTS: Combining the databases resulted in a list of 475 practitioners, which was refined to 139 practitioners who, by our criteria, were in active general practice. Databases had a range of sensitivities and PPVs, but those with high sensitivity tended to have low PPVs, and vice versa. The most useful database for enumerating these practitioners was the mailing list for Australian Family Physician (sensitivity, 94%; PPV, 0.79). CONCLUSIONS: When used alone, no single database had both high sensitivity and high positive predictive value for identifying the active general practice workforce. Combining multiple databases may improve precision. Developing methods to identify recent departures from local active practice has the potential to improve the PPV of existing highly sensitive databases.

Australia↗
PubMed1988

The human factor in national development: some reflections on population and development in Nigeria.

The relationship between the effective utilization of human resources and successful socioeconomic development in Nigeria is examined. The author argues that Nigeria's current socioeconomic difficulties cannot be blamed on population growth alone, and maintains that "underutilization of human resources; lopsided production and distribution mechanisms; economic depression; and under-developed science and technology system; erratic climatic and agronomic conditions; the illegal exportation of food; [and] corruption and mismanagement of revenue, all constitute forces that simultaneously limit the national capacity to produce more resources for the growing population."

Africa↗
PubMed2004

Recruiting small manufacturing worksites that employ multiethnic, low-wage workforces into a cancer prevention research trial.

INTRODUCTION: Worksites, including those that employ multiethnic, low-wage workforces, represent a strategic venue for reaching populations at risk for developing cancer. METHODS: We surveyed 197 small manufacturing worksites prior to an effort to recruit their workforces into a randomized clinical trial designed to test the effectiveness of a cancer prevention intervention among multiethnic, low-wage manufacturing workers. This paper assesses the external validity of the trial based on three factors: the percentage of potential trial sites excluded from consideration, the percentage of eligible worksites that adopted the trial, and worksite characteristics associated with adoption. RESULTS: We found no statistically significant differences between worksites that adopted the trial and worksites that declined the trial with regard to employee demographics, anticipated changes in workforce size, and perceived importance and history of offering health promotion and occupational health and safety activities. CONCLUSION: Small manufacturing worksites present a viable venue for reaching multiethnic, low-wage populations with cancer prevention programs, although program adoption rates may be low in this sector. Worksites that adopted the trial are likely to represent worksites deemed eligible for the trial.

Biomedical Research↗
PubMed1994

How will graduate medical education reform affect specialties and geographic areas?

OBJECTIVES: To project specialty and geographic impacts of workforce reform proposals on the practice output of graduate medical education (GME). DESIGN: A demographic life-table model to predict GME output was developed using 1987 cohort data from the Association of American Medical Colleges Annual GME Census. The 1992 GME cohort was used as a baseline to compare the simulated impact of alternate specialty and regional policies. SETTING: Allopathic and osteopathic GME programs in the United States. MAIN OUTCOME MEASURE: Projected number of physicians (MDs and DOs) entering nine categories of practice specialty at the conclusion of GME. RESULTS: If GME input is reduced to 110% of US medical graduates with 55% entering practice as generalists (including obstetrics and gynecology), then the total number of first-year positions will decline from 24,433 to 18,783, and the total number of residents in GME would decline from 103,858 to 80,699 at equilibrium. Even with a 110% restriction on GME input, the overall physician-to-population ratio will continue to grow, albeit at a much slower rate. The number of generalists leaving GME annually would increase by 742 (9%) and the number of specialists would decline by 6517 (44%). At the regional level, allocating GME positions by prorating to the current distribution results in less change than would prorating positions to regional populations. CONCLUSIONS: Achieving national goals of reduced aggregate physician production, reduced specialist supply, and generalist increases will require significant alterations in the GME pool. Adequate time and funding for resident substitution will be required for hospitals to develop alternate models of providing service to allow national workforce goals to be met.

Demography↗
PubMed2002

The challenges of developing a modern cardiac research program.

The development of a cardiac research program in the current health care setting can bring many challenges. The myriad of changing regulations involving research with vulnerable populations combined with the need to protect patient confidentiality is an issue that must be addressed in the initial stages of development. Also, the lack of an experienced workforce can often make the search for research staffing difficult at best. In 2001, Children's Healthcare of Atlanta initiated a cardiac research program. Over the last year, many obstacles have been overcome, and this experience has led to the appreciation of the challenges ahead.

Biomedical Research↗
PubMed2005

Measuring the nursing workforce: clarifying the definitions.

Numerous articles have addressed the causes and implications of the current nursing shortage. Little has been published, however, about how to measure the nursing workforce. This article presents (1) a review of definitions for common workforce indicators such as vacancy and turnoverrates and the relationship between these indicators and the need for nurses,(2) a review of the calculation of vacancy and turnoverrates in several statewide and national surveys, and (3) the results from the development and pilot test of a health care workforce survey for use in Vermont. The review indicates that in practice, no standard method is used despite attempts to standardize the calculation of vacancy and turnover rates. The Vermont pilot study results demonstrate that a richer profile of the health workforce can be obtained by using both standard workforce measures and more subjective questions to assess a statewide need for nurses.

Data Collection↗
PubMed1989

India.

Explore the source record for details and available documents.

Agriculture↗
PubMed1994

Managing diversity in health services organizations.

The changing ethnic, racial, and gender workforce characteristics require innovations in management philosophy and practice. Valuing employees' differences is believed to be a competitive advantage in many modern corporations. This article offers recommendations to health care managers for rethinking and improving the management of their heterogeneous workforces. A conceptual framework and evaluative criteria are developed in an attempt to better understand the factors that influence effective diversity management. The experiences of health services institutions in the Southwest (already a multicultural region) are studied to illustrate various approaches to diversity management. Leader philosophy and support, organizational policies and programs, workforce composition, structural integration, and organizational type constitute the main elements in this study. As the nation debates restructuring the health industry, it should also take the opportunity to integrate a management philosophy that values diversity and its practice.

Ethnicity↗
PubMedDate not supplied

Women and men.

If equal employment opportunities were a reality, one would expect all salaries to be more or less randomly distributed between the genders. The data does not show random distribution. Of the awards studied in depth, 11 of the 18 showed a statistically significant different salary between women and men. Two awards had a marginal probability of significance, and five had a probability of significance of less than five per cent. The data shows clearly the need for EEO initiatives for women within the health service and identifies the areas of greatest concern. The many questions raised through this general analysis of the data will guide further research and the development of an EEO management plan that is specific to the needs of the Palmerston North Area Health Board. Also highlighted is the need for similar statistics showing the composition of the workforce by ethnicity and disability. Only when this has been obtained and analysed can specifically targeted EEO programmes be developed to meet the workforce needs of the Board. Other Boards interested in receiving a statistical analysis of their workforce by gender should contact Patrick Mulcahy at the National Health Statistics Centre, Private Bag 2, Upper Willis Street, Wellington, phone (04) 844-167.

Data Collection↗
PubMed1997

Integrating the Internet into health manpower management.

Highlights recent dramatic changes in communications technologies, with an increase in the number of users, providers and applications. Explores the advantages to health-care professionals of various Internet services, both as a source of information and as a communications platform for management development. Warns that full integration of the Internet into health manpower management will involve radical organizational and process re-engineering.

Administrative Personnel↗
PubMedDate not supplied

[[Population and industrial development]].

"Concurrent with the decline in population growth rate in the 1980s, Thailand experienced an unprecedented rate of economic growth....Such phenomenal economic growth has generally been attributed to the internationalization of the Thai economy through the rapid expansion of exports, foreign investment and tourism. However, industries in the manufacturing sector...tend to be resource-based and labour-intensive. Moreover, foreign investment in export-oriented industries tends to use Thailand as a base for assembling rather than producing goods and has been attracted primarily by cheap labour cost. All these may contribute to the employment of [a] nonskilled, lowly-paid labour force, but not the development of scientific/technology based industries, the foundation for permanent and lasting economic development." (SUMMARY IN ENG)

Asia↗