Topic
Workforce
About: Workforce is a research topic. Over the lifetime, 32140 publications have been published within this topic receiving 449850 citations. The topic is also known as: labour force & labor force.
Papers published on a yearly basis
Papers
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TL;DR: In this paper, a review of programs that work to diversify engineering is presented, with research and evaluation-based findings applied to education and workforce practice, with the goal of assisting current and future practitioners in becoming culturally competent.
Abstract: Engineering, education to workplace, is not just about technical knowledge. Rather, who becomes an engineer and why says much about the profession. Engineering has a “diversity” problem. Like all professions, it must narrow the gap between practitioners on the one hand, and their clientele on the other; it must become “culturally competent.” Given the current composition of the engineering faculty and the profession's workforce more generally, it behooves engineering education to diversify while assisting current and future practitioners in becoming culturally competent. Programs that work to diversify engineering are reviewed, with research and evaluation-based findings applied to education and workforce practice.
382 citations
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TL;DR: A twofold approach is required, involving greater diligence by developing countries in creating a largely sustainable domestic nurse workforce and their greater investment through international aid in building nursing education capacity in the less developed countries that supply them with nurses.
Abstract: Predicted shortages and recruitment targets for nurses in developed countries threaten to deplete nurse supply and undermine global health initiatives in developing countries. A twofold approach is required, involving greater diligence by developing countries in creating a largely sustainable domestic nurse workforce and their greater investment through international aid in building nursing education capacity in the less developed countries that supply them with nurses.
380 citations
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01 Jan 2004
TL;DR: This analysis of the global workforce proposes that mobilization and strengthening of human resources for health, neglected yet critical, is central to combating health crises in some of the world's poorest countries and for building sustainable health systems everywhere.
Abstract: In this analysis of the global workforce, the Joint Learning Initiative, a consortium of more than 100 health leaders, proposes that mobilization and strengthening of human resources for health, neglected yet critical, is central to combating health crises in some of the world's poorest countries and for building sustainable health systems everywhere. Worker shortage, skill mix imbalance, maldistribution, negative work environments, and weak knowledge bases challenge nearly all countries. Especially in the poorest countries, the workforce is under assault by a triple threat of HIV/AIDS, out-migration, and inadequate investment. Effective country strategies should be launched and backed by international reinforcement. These include urgently mobilizing one million more health workers for Africa, and focusing efforts on the unremunerated community-level health workers, the majority of whom are women. Ultimately, the crisis in human resources is a shared problem requiring shared responsibility for cooperative action. Alliances for action are recommended to strengthen the performance of all actors while expanding space and energy for new ones.
380 citations
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27 Apr 2000
TL;DR: In this article, the authors present a survey of workplace employment relations from 1980 to 1998, focusing on the management of employee relations, the emergence of a profession, the gender issue: women managing employee relations and a changing role for employee relations managers.
Abstract: 1. Introduction, The essential features of the WIRS design, Elements of the survey employed in this volume, The changing landscape, 1980-98, The nature of our analysis and contents of the book 2. The dynamic context of workplace employment relations. Industry and Ownership, Size of Workforce, Location within larger organizations, Internationalization, Age and relocation, Changes in technology, Changes in the composition of the workforce, Summary and conclusions 3. The Management of employee relations. Who manages employee relations, The emergence of a profession, The gender issue: women managing employee relations, A changing role for employee relations managers, The status and influence of employee relations managers, Conclusions 4. Have employess lost their voice? Union presence, Union membership density, Trade Union recognition, Other channels for collective employee voice, Direct Communication methods, An overall view of employee voice, Conclusions 5. Union recognition: a 'hollow shell'? Workplace union density, The nature of union
379 citations
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TL;DR: Work commitment is also found to be a powerful predictor of women's work decisions and job choices as discussed by the authors, with strong support from their husbands for this strategy, and a minority of women are committed to work as a central life goal, achieving higher levels of status and earnings.
Abstract: Although job segregation concentrates women in the lowest status and lowest paid jobs in the workforce, women are disproportionately satisfied with their jobs. This paper assesses the strength of women's work commitment in Western industrial societies, and finds it to be markedly lower than men's work commitment. Work commitment is also found to be a powerful predictor of women's work decisions and job choices. The majority of women aim for a homemaker career in which paid work is of secondary or peripheral importance, with strong support from their husbands for this strategy. A minority of women are committed to work as a central life goal, achieving jobs at higher levels of status and earnings. The existence of these two discrete groups within the female workforce explains the paradox of women's high satisfaction with poor jobs, and helps explain the persistence of job segregation. We conclude that more refined and sociological indicators of workforce participation must be developed to replace the standard measures used by labour economists.
379 citations