Showing papers on "Workforce published in 2006"

Economic, neurobiological, and behavioral perspectives on building America's future workforce.

Abstract: A growing proportion of the U.S. workforce will have been raised in disadvantaged environments that are associated with relatively high proportions of individuals with diminished cognitive and social skills. A cross-disciplinary examination of research in economics, developmental psychology, and neurobiology reveals a striking convergence on a set of common principles that account for the potent effects of early environment on the capacity for human skill development. Central to these principles are the findings that early experiences have a uniquely powerful influence on the development of cognitive and social skills and on brain architecture and neurochemistry, that both skill development and brain maturation are hierarchical processes in which higher level functions depend on, and build on, lower level functions, and that the capacity for change in the foundations of human skill development and neural circuitry is highest earlier in life and decreases over time. These findings lead to the conclusion that the most efficient strategy for strengthening the future workforce, both economically and neurobiologically, and improving its quality of life is to invest in the environments of disadvantaged children during the early childhood years.

Are They Really Ready to Work? Employers' Perspectives on the Basic Knowledge and Applied Skills of New Entrants to the 21st Century U.S. Workforce.

Abstract: In collaboration, The Conference Board, Corporate Voices for Working Families, the Partnership for 21st Century Skills, and the Society for Human Resource Management conducted an in-depth study of the corporate perspective on the readiness of new entrants into the US workforce by level of educational attainment. The study includes results from both an in-depth survey conducted during April and May 2006 and interviews with a sampling of a dozen [human resources] HR and other senior executives. In addition, a Workforce Readiness Report Card is presented to provide an accessible snapshot of the basic knowledge and applied skills that are either 'deficient' or 'excellent' in those areas that employer respondents rate as 'very important'. This research defines workforce readiness by asking employer respondents: (1) whether or not the skill levels that new entrants are currently bringing to their jobs are deemed 'excellent', 'adequate', or 'deficient'; (2) what basic knowledge and applied skills they consider 'very important', 'important , or 'not important' (basic knowledge refers to the academic subjects and skills acquired in school, and applied skills refer to those that enable new entrants to use what they learned in school to perform in the workplace; (3) how the importance of these skills may change over the next five years; (4) what emerging content areas are considered 'most critical' over the next five years; and (5) what are the nature and costs of remedial training or initiatives, if basic skills are lacking. The data are typically presented throughout the report separately for high school, two-year college/technical school, and four-year college levels.

Women, careers, and work-life preferences

Abstract: There are no sex differences in cognitive ability but enduring sex differences in competitiveness, life goals, the relative emphasis on agency versus connection. Policy-makers’ and feminist emphasis on equal opportunities and family-friendly policies assumes that sex discrimination is the primary source of sex differentials in labour market outcomes—notably the pay gap between men and women. However, some careers and occupations cannot be domesticated—examples are given—and this also poses limits to social engineering. Recent research shows that high levels of female employment and family-friendly policies reduce gender equality in the workforce and produce the glass ceiling. Preference theory is the only theory that can explain these new trends, the continuing pay gap and occupational segregation. Preference theory implies that there are at least three types of career rather than one. However, the differences between men and women's career goals are smaller than sometimes thought.

How Changes in Entry Requirements Alter the Teacher Workforce and Affect Student Achievement

Abstract: We are in the midst of what amounts to a national experiment in how best to attract, prepare, and retain teachers, particularly for high-poverty urban schools. Using data on students and teachers in grades 3–8, this study assesses the effects of pathways into teaching in New York City on the teacher workforce and on student achievement. We ask whether teachers who enter through new routes, with reduced coursework prior to teaching, are more or less effective at improving student achievement. When compared to teachers who completed a university-based teacher education program, teachers with reduced coursework prior to entry often provide smaller initial gains in both mathematics and English language arts. Most differences disappear as the cohort matures, and many of the differences are not large in magnitude, typically 2 to 5 percent of a standard deviation. The variation in effectiveness within pathways is far greater than the average differences between pathways.

The impact of the 80-hour resident workweek on surgical residents and attending surgeons.

Abstract: Objective: To assess the impact of the 80-hour resident workweek restrictions on surgical residents and attending surgeons. Background Data: The ACGME mandated resident duty hour restrictions have required a major workforce restructuring. The impact of these changes needs to be critically evaluated for both the resident and attending surgeons, specifically with regards to the impact on motivation, job satisfaction, the quality of surgeon training, the quality of the surgeon's life, and the quality of patient care. Methods: Four prospective studies were performed at a single academic surgical program with data collected both before the necessary workforce restructuring and 1 year after, including: 1) time cards to assess changes in components of daily activity; 2) Web-based surveys using validated instruments to assess burnout and motivation to work; 3) structured, taped, one-on-one interviews with an external PhD investigator; and 4) statistical analyses of objective, quantitative data. Results: After the work-hour changes, surgical residents have decreased "burnout" scores, with significantly less "emotional exhaustion" (Maslach Burnout Inventory: 29.1 "high" vs. 23.1 "medium," P = 0.02). Residents have better quality of life both in and out of the hospital. They felt they got more sleep, have a lighter workload, and have increased motivation to work (Herzberg Motivation Dimensions). We found no measurable, statistically significant difference in the quality of patient care (NSQIP data). Resident training and education objectively were not statistically diminished (ACGME case logs, ABSITE scores). Attending surgeons perceived that their quality of their life inside and outside of the hospital was "somewhat worse" because of the work-hour changes, as they had anticipated. Many concerns were identified with regards to the professional development of future surgeons, including a change toward a shift-worker mentality that is not patient-focused, less continuity of care with a loss of critical information with each handoff, and a decrease in the patient/doctor relationship. Conclusion: Although the mandated restriction of resident duty hours has had no measurable impact on the quality of patient care and has led to improvements for the current quality of life of residents, there are many concerns with regards to the training of professional, responsible surgeons for the future.

Mental illness and employment discrimination.

Abstract: Purpose of reviewWork is a major determinant of mental health and a socially integrating force. To be excluded from the workforce creates material deprivation, erodes self-confidence, creates a sense of isolation and marginalization and is a key risk factor for mental disability. This review summari

The aging workforce: Realities, myths, and implications for organizations.

Abstract: The Aging Workforce examines the changing demographics of the workforce, and their impact on the world of work. The numbers and proportions of older individuals in the U.S. population are increasing. Most organizations are ill-prepared to meet the challenges associated with older workers, and little research has addressed the development and implementation of effective human resource management practices for an aging workforce. The "graying of America" requires that we give more attention to both the problems and potential of an older workforce. Consequently, the book focuses on issues related to work life and aging. Topics include: age stereotyping (and employment discrimination); the impact of aging on cognitive performance, job performance, job attitudes, and motivation; the evolving concept of retirement, and what these issues mean for organizational human resource management policies and procedures. Without being particularly academic, the book provides a "state-of-the-science" perspective on what we know about issues related to the older worker, thus providing a foundation for confronting the challenges facing the workforce of the future. "The Aging Workforce" pulls together research findings relevant to individual older worker performance and motivations, as well as offers discussion related to how best to manage the older worker.

Shortages of medical personnel at community health centers: implications for planned expansion.

Abstract: ContextThe US government is expanding the capacity of community health centers (CHCs) to provide care to underserved populations.ObjectiveTo examine the status of workforce shortages that may limit CHC expansion.Design and SettingSurvey questionnaire of all 846 federally funded US CHCs that directly provide clinical services and are within the 50 states and the District of Columbia, conducted between May and September 2004. Questionnaires were completed by the chief executive officer of each grantee. Information was supplemented by data from the 2003 Bureau of Primary Health Care Uniform Data System and weighted to be nationally representative.Main Outcome MeasuresStaffing patterns and vacancies for major clinical disciplines by rural and urban location, use of federal and state recruitment programs, and perceived barriers to recruitment.ResultsOverall response rate was 79.3%. Primary care physicians made up 89.4% of physicians working in the CHCs, the majority of whom are family physicians. In rural CHCs, 46% of the direct clinical providers of care were nonphysician clinicians compared with 38.9% in urban CHCs. There were 428 vacant funded full-time equivalents (FTEs) for family physicians and 376 vacant FTEs for registered nurses. There were vacancies for 13.3% of family physician positions, 20.8% of obstetrician/gynecologist positions, and 22.6% of psychiatrist positions. Rural CHCs had a higher proportion of vacancies and longer-term vacancies and reported greater difficulty filling positions compared with urban CHCs. Physician recruitment in CHCs was heavily dependent on National Health Service Corps scholarships, loan repayment programs, and international medical graduates with J-1 visa waivers. Major perceived barriers to recruitment included low salaries and, in rural CHCs, cultural isolation, poor-quality schools and housing, and lack of spousal job opportunities.ConclusionsCHCs face substantial challenges in recruitment of clinical staff, particularly in rural areas. The largest numbers of unfilled positions were for family physicians at a time of declining interest in family medicine among graduating US medical students. The success of the current US national policy to expand CHCs may be challenged by these workforce issues.

Leaving medicine: the consequences of physician dissatisfaction.

Abstract: Background:During the past decade, a confluence of forces has changed the practice of medicine in unprecedented ways. Anecdotal reports suggest that, in response, some physicians are leaving the practice of medicine or retiring earlier than they otherwise would have.Objective:We sought to examine ho

Structures, Understandings and Discourses: Possibilities for Re-Envisioning the Early Childhood Worker

Abstract: As early childhood services move up the policy agenda, so too does the early childhood workforce. Its members are recognised as the main resource for such services, and there is an increasing recognition that the work is complex and requires enhanced education. But despite this recognition, the situation in many countries — where the early childhood workforce remains split between a minority of teachers and a growing majority of childcare workers with lower qualifications and poorer work conditions — is highly problematic. The article considers what forms change might take, both structurally and in terms of how the worker and her work is understood, arguing for the need to connect restructuring with rethinking to re-envision the workforce. It also examines how understandings of the workforce are produced from different discourses and how different understandings relate to concepts of professionalism, proposing a politics of occupational identity and values that moves beyond the dualistic ‘non-professional...

In the Nation's Compelling Interest: Ensuring Diversity in the Health-Care Workforce

Abstract: In the Nation's Compelling Interest: Ensuring Diversity in the Health-Care Workforce. Committee on Institutional and Policy-Level Strategies for Increasing the Diversity of the US Health Care Workforce, Board on Health Sciences Policy, Institute of Medicine. Washington, DC, National Academies Press, 2001, hardcover, 377 pp, $43.00. In the Nation's Compelling Interest was written by the Committee on Institutional and Policy-Level Strategies for Increasing the Diversity of the US Health Care Workforce at the Institute of Medicine (IOM) at the request of the WK Kellogg Foundation to "assess institutional and policy-level strategies for achieving greater diversity among healthcare professionals." Specifically, the IOM was asked to assess potential benefits of greater representation of under-represented minorities (URMs) in health care, and to evaluate policies that may increase the diversity of health care providers. The report provides significant evidence describing barriers to access for minority students, and offers innovative solutions. Chapter One of the text is an executive summary of the report. It briefly describes the Committee's findings and provides a synopsis of the data analysis and recommendations for change. Subsequent chapters provide in-depth analysis of each finding. Chapter Two is titled "Reconceptualizing Admissions Policies and Practices." The authors document how URMs typically do not have the same academic opportunities in primary and secondary education to obtain high scores on tests such as SATs, CREs, MCATs, and others that are frequently considered when granting admissions to postsecondary or graduate programs. The authors view this as unfortunate, stating that these tests are actually a poor predictor of later academic success, and that the tests may not be the most effective measure of a student's potential for success. Alternative strategies to realistically evaluate a minority applicant's abilities are suggested. However, even when an applicant is admitted to a health professional educational institution (HPEI), his or her success is not guaranteed, supporting a reconsideration of admissions policies. Chapter Three, "Costs and Financing," evaluates fiscal barriers to postsecondary education encountered by minority students who are more likely to be poor. Unfortunately, grant and scholarship opportunities have declined in recent years at the same time that tuition and fees have significantly increased. The text analyzes potential sources of grant and scholarship opportunities, and makes recommendations to improve available funding by the private sector, HPEIs, local and state governments, and Congress. Public-private partnerships and creative collaborations across multiple entities have the potential to successfully support students through their undergraduate and graduate education. …

High-Involvement Management and Workforce Reduction: Competitive Advantage or Disadvantage?

Abstract: Although interest in the workplace trends of downsizing and high-involvement work practices continues to grow, research examining the intersection between them has been limited. In this study, we e...

Workforce Crisis: How to Beat the Coming Shortage of Skills And Talent

Abstract: Unprecedented shifts in the age distribution and diversity of the global labor pool are underway. Within the decade, as the massive boomer generation begins to retire and fewer skilled workers are available to replace them, companies in industrialized markets will face a labor shortage and brain drain of dramatic proportions. Ken Dychtwald, Tamara Erickson, and Robert Morison argue that companies ignore these shifts at great peril. Survival will depend on redefining retirement and transforming management and human resource practices to attract, accommodate, and retain workers of all ages and backgrounds. Based on decades of groundbreaking research and study, the authors present innovative and actionable management techniques for leveraging the knowledge of mature workers, reengaging disillusioned midcareer workers, and attracting and retaining talented younger workers. This timely book will help organizations sustain their competitive edge in tomorrow's inevitably tighter labor markets.

Gender Differences in Restricting Work Efforts Because of Family Responsibilities

Abstract: In egalitarian families, we might expect that men and women similarly prioritize work and family obligations. Yet, prior research examining gender differences in work-family priorities often use measures that imperfectly reflect those priorities. Drawing two samples of full-time married workers from the 1992 National Study of the Changing Workforce, this article analyzed the determinants of placing restrictions on work efforts (reducing work hours, refusing to travel, etc.) for the sake of family life. Results showed that women imposed more job tradeoffs in response to husband's work efforts, whereas men's work restrictions were largely unresponsive to familial characteristics. In conclusion, prioritizing work and family obligations is governed more by gender traditionalism than by egalitarianism. Key Words: employment, families and work, gender. Over the past three decades, a large body of research has examined changes in men's and women's family roles and their effects on the work-family nexus (for overviews, see Bianchi, 2000; Perry-Jenkins, Repetti, & Crouler, 2000). A central concern of this research is an assessment of whether men are more focused on family life as women have increasingly pursued careers. This question takes on added salience as the perception grows that employers are now more willing to allow employees to use company time to attend to family needs (Fried, 1998; Hochschild, 1997). In reviewing these trends, Williams (2000) argued that contemporary adults can realistically strive for marriages in which each partner is both a caregiver and a provider. If so, this would represent a dramatic shift in work-family role performance. Indeed, Presser (1989, p. 531) summarized research findings from the 1970s and early 1980s in this way: "Women generally are the adapters who arrange their work hours around those of their husbands rather than vice versa.... Men are accepters: they are willing to care for children when mothers are employed." Although Presser was synthesizing research that linked children's care with parental work schedules, her assessment pointed to an enduring traditionalism in American family life in which men's work efforts were privileged over women's. For many, shared nurturing and providing roles is the standard of egalitarianism against which contemporary family life is measured. This study contends that restricting work efforts (e.g., by refusing a promotion or limiting work hours) out of a concern for family life reveals a person's priorities regarding work and family roles. As such, the purpose of this study is to examine gender differences in making job trade-offs for the sake of family life. (Although the terms, work restrictions, job trade-offs, and limiting work efforts may be analytically distinct, they are used synonymously in this article.) BACKGROUND Evidence for Egalitarianism Some evidence for egalitarianism in work and family roles can be found in studies that examined temporal trends in attitudes and behaviors. For example, survey data showed that with time, women increasingly desired careers (rather than devoted themselves full time to homemaking), and men increasingly supported matemal employment and were less concerned about its effects on children (Brewster & Padavic, 2000). Yet, commitment to egalitarianism is stronger in younger cohorts, and older cohorts tend to be more traditional in their orientations (Carr, 2002). Other studies found that contemporary men exceeded their past counterparts in doing housework (e.g., Bianchi, Milkie, Sayer, & Robinson, 2000) and child care (e.g., Sayer, Bianchi, & Robinson, 2004). Of course, a stronger determinant of gender convergence on these indicators is women's declining time in these activities (Bianchi, 2000; Coltrane, 2000). Nevertheless, this body of work generally found that men played a greater role in family life when they supported gender equality and when their wives brought more resources (i. …

Professional correlates of insomnia

Abstract: Study objectives Insomnia is a highly prevalent disorder that affects daytime functioning, behavior, and quality of life. Several reports have shown that insomnia impacts on the workforce and is associated with an increased risk of absenteeism. However, few workplace studies have been performed. Our study attempted to evaluate the professional correlates of insomnia by comparing a group of workers with insomnia to a matched group of good sleepers. The main objective measure was absenteeism. Accidents, self-esteem at work, job satisfaction, and efficiency at work were also investigated. Design Pairs of workers with insomnia (according to the Diagnostic and Statistical Manual of Mental Disorders, Fourth Edition definition) and good sleepers, matched by age, sex, and occupational status, were interviewed by their occupational physician and also answered a self-administered questionnaire on work-related criteria. Objective data on absenteeism (number of days absent from work) were provided by the employers' health resource databases. Setting Paris and the Ile de France region (France). Measurements and results Seven hundred eighty-five subjects completed the questionnaire. We retained 369 pair (ie, 738 subjects) for analysis. Insomniacs missed work twice as often as good sleepers. The difference between insomniacs and good sleepers in terms of absenteeism was particularly high for blue-collar workers (odds ratio = 3.0) and men (odds ratio = 2.31). Insomniacs had also a higher accident rate while driving and, strikingly, a 3-fold greater risk of having 2 or 3 serious road accidents. They also reported poor self-esteem at work, less job satisfaction, and less efficiency at work, compared with good sleepers. Conclusions Our study found an objective increase in absenteeism in insomniacs compared with good sleepers.

The challenges are organizational not just clinical

Abstract: Contemporary hospitals fall far short in applying both state-of-the art clinical knowledge and management practices of known effectiveness. Organization and management practices in hospitals are shaped by four factors: their conflicting missions, a distinctive and largely professional workforce, demanding external environments, and a complex day-to-day task environment. This article identifies two critical organizing challenges that hospitals face: organizational learning and implementing effective high involvement management practices. It discusses how findings from organizational research, including articles in this special issue, identify solutions to the problems underlying these challenges. Copyright © 2006 John Wiley & Sons, Ltd.

Estimating health workforce needs for antiretroviral therapy in resource-limited settings.

Abstract: Background Efforts to increase access to life-saving treatment, including antiretroviral therapy (ART), for people living with HIV/AIDS in resource-limited settings has been the growing focus of international efforts. One of the greatest challenges to scaling up will be the limited supply of adequately trained human resources for health, including doctors, nurses, pharmacists and other skilled providers. As national treatment programmes are planned, better estimates of human resource needs and improved approaches to assessing the impact of different staffing models are critically needed. However there have been few systematic assessments of staffing patterns in existing programmes or of the estimates being used in planning larger programmes.

Parental education, time in paid work and time with children: an Australian time-diary analysis.

Abstract: How does parental education affect time in the paid workforce and time with children? Potentially, the effects are contradictory. An economic perspective suggests higher education means a pull to the market. Human capital theory predicts that, because higher education improves earning capacity, educated women face higher opportunity costs if they forego wages, so will allocate more time to market work and less to unpaid domestic labour. But education may also exercise a pull to the home. Attitudes to child rearing are subject to strong social norms, and parents with higher levels of education may be particularly receptive to the current social ideal of attentive, sustained and intensive nurturing. Using data from the Australian Bureau of Statistics Time-use Survey 1997, this study offers a snapshot of how these contradictory pulls play out in daily life. It finds that in Australia, households with university-educated parents spend more daily time with children than other households in physical care and in developmental activities. Sex inequality in care time persists, but fathers with university education do contribute more time to care of children, including time alone with them, than other fathers. Mothers with university education allocate more daily time than other mothers to both childcare and to paid work.

A review of literature on employability skill needs in engineering

Abstract: Encouraging skills development is a key part of the UK Government’s strategy. This emphasis on skills has led to changes in Higher Education, where there is an increasing recognition of the need to enhance students’ employability. This paper reviews the data on the type of employer skill needs available in the existing literature with a particular emphasis on those skills required by engineering and manufacturing employers. Statistical data related to skill gaps in engineering and manufacturing in the UK and London/Thames Gateway are presented with the intention to determine whether and how these relate to the employability skills and competences listed by various organisations. The paper arrives at a number of conclusions. In summary, for the ‘engineering and manufacturing workforce skills development’ ethos to become widespread in London (and the UK in general), a lot more needs to be done to understand the needs of industry to be able to develop provision that supports Londoners (and the UK citizens in...

Extrinsic and intrinsic work values: their impact on job satisfaction in nursing.

Abstract: Aims The aim of this study was to identify the intrinsic and extrinsic work values that were perceived by the members of the Queensland Nurses Union (QNU) in Queensland, Australia, to influence job satisfaction. Background The current shortage of nurses in Australia has been the focus of many recent studies and national inquiries. This shortage is experienced internationally in both developed and developing nations. Few studies, however, have examined the results of surveys from the model of intrinsic and extrinsic work values and their impact on job satisfaction. Methods Following a pilot study, a questionnaire was posted to 2800 assistants-in-nursing, enrolled and Registered Nurses in October 2001, who were members of the QNU. The sampling of nurses was undertaken from three sectors - public, private and aged care and therefore the results are reported separately for these three sectors. A total of 1477 nurses responded to the survey, equating to a total overall response rate of 53%. It should be noted that the study was limited to members of the QNU, and therefore does not represent nurses who are not members of the Union. Results The results show that intrinsic and extrinsic work values do impact upon job satisfaction and therefore intention to leave employment. The results also indicate that work stress was high and morale was low and decreasing. Conclusions The findings of this study give some indication of what should be included in a nursing workforce planning strategy, the need for which in Australia is 'fundamental and urgent' (Senate Community Affairs References Committee 2002, p. xiii). The findings of this study also suggest that a 'one size fits all' solution across sectors will not work.

Attitudes and perceptions of construction workforce on construction waste in Sri Lanka

Abstract: Purpose – The construction industry consumes large amounts of natural resources, which are not properly utilised owing to the generation of waste. Construction waste has challenged the performance of the industry and its sustainable goals. The majority of the causes underlying material waste are directly or indirectly affected by the behaviour of the construction workforce. Waste occurs on site for a number of reasons, most of which can be prevented, particularly by changing the attitudes of the construction workforce. Therefore, the attitudes and perceptions of the construction workforce can influence the generation and implementation of waste management strategies. The research reported in this paper is based on a study aimed at evaluating the attitudes and perceptions of the construction workforce involved during the pre‐ and post‐contract stages towards minimising waste.Design/methodology/approach – A structured questionnaire survey was carried out to understand and evaluate the attitudes and percepti...

Leading a multigenerational nursing workforce: issues, challenges and strategies.

Abstract: Today's nursing workforce is made up of staff and nursing leaders from four different generational cohorts. Generational diversity, including workforce differences in attitudes, beliefs, work habits, and expectations, has proven challenging for nursing leaders. The purpose of this article is to assist nursing leaders to reframe perceptions about generational differences and to view these differences in attitudes and behaviors as potential strengths. Developing the skill to view generational differences through a different lens will allow the leader to flex their leadership style, enhance quality and productivity, reduce conflict, and maximize the contributions of all staff. This article provides an overview of the generational cohorts and presents strategies which nursing leaders can use to coach and motivate, communication with, and reduce conflict for each generational cohort of nurses.

Organizational climate and intensive care unit nurses' intention to leave.

Abstract: Objective The purposes of this study were to a) estimate the incidence of intensive care units nurses' intention to leave due to working conditions; and b) identify factors predicting this phenomenon. Design Cross-sectional design. Setting Hospitals and critical care units. Subjects Registered nurses (RNs) employed in adult intensive care units. Interventions Organizational climate, nurse demographics, intention to leave, and reason for intending to leave were collected using a self-report survey. Measurements and main results Nurses were categorized into two groups: a) those intending to leave due to working conditions; and b) others (e.g., those not leaving or retirees). The measure of organizational climate had seven subscales: professional practice, staffing/resource adequacy, nurse management, nursing process, nurse/physician collaboration, nurse competence, and positive scheduling climate. Setting characteristics came from American Hospital Association data and a survey of chief nursing officers. Results A total of 2,323 RNs from 66 hospitals and 110 critical care units were surveyed across the nation. On average, the RN was 39.5 yrs old (SD = 9.40), had 15.6 yrs (SD = 9.20) experience in health care, and had worked in his or her current position for 8.0 yrs (SD = 7.50). Seventeen percent (n = 391) of the respondents indicated intending to leave their position in the coming year. Of those, 52% (n = 202) reported that the reason was due to working conditions. Organizational climate factors that had an independent effect on intensive care unit nurse intention to leave due to working conditions were professional practice, nurse competence, and tenure (p Conclusions Improving professional practice in the work environment and clinical competence of the nurses as well as supporting new hires may reduce turnover and help ensure a stable and qualified workforce.

New systems of work organization and workers' health.

Abstract: This paper aims at identifying major changes in and around work organizations, their effects upon job characteristics and the health and well-being of today's employees, and related research challenges. Increased internationalization and competition, increased utilization of information and communication technology, the changing workforce configuration, and flexibility and new organizational practices are considered. As work has changed from physical to mental in nature, job characteristics have changed significantly. Meanwhile work and family life have blended. New systems of work organization have become more prevalent, but they do not represent a radical change across the whole economy. New practices may have an adverse impact upon job characteristics, but their effects depend on their design, implementation, and management. Research recommendations include improved monitoring of changes in work organization and studies into their health and safety consequences, intervention studies, studies into the motivating potential of modern work practices, studies of marginalized workers and workers in less developed countries, and "mechanism studies".