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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.


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TL;DR: In the chaotic environment created in New Zealand by reengineering policy, patient care quality declined as nursing FTEs and hours decreased and adverse clinical outcome rates increased substantially.
Abstract: Background In 1993, New Zealand (NZ) implemented policies aimed at controlling costs in the country's public health care system through market competition, generic management, and managerialism. The cost control focus was similar to reengineering efforts implemented by other countries struggling with escalating health care costs, particularly the United States. Objective The study's purpose was to examine the effects hospital reengineering may have on adverse patient outcomes and the nursing workforce. Research design The study was a retrospective, longitudinal analysis of administrative data. Relationships between adverse outcome rates and nursing workforce characteristics were examined using autoregression analysis. Subjects All medical and surgical discharges from NZ's public hospitals (n = 3.3 million inpatient discharges) from 1989 through 2000 and survey data from the corresponding nursing workforce (n = 65,221 nurse responses) from 1993 through 2000 were examined. Measures Measures included the frequency of 11 nurse sensitive patient outcomes, average length of stay, and mortality along with the number of nursing full time equivalents (FTEs), hours worked, and skill mix. Results After 1993, nursing FTEs and hours decreased 36% and skill mix increased 18%. Average length of stay decreased approximately 20%. Adverse clinical outcome rates increased substantially. Mortality decreased among medical patients and remained stable among surgical patients. The relationship between changes in nursing and adverse outcomes rates over time were consistently statistically significant. Conclusions In the chaotic environment created in NZ by reengineering policy, patient care quality declined as nursing FTEs and hours decreased. The study provides insight into the role organizational change plays in patient outcomes, the unintended consequences of health care reengineering and market approaches in health care, and nursing's unique contribution to quality of care.

102 citations

Journal ArticleDOI
TL;DR: Acknowledgement of generational characteristics provides the nurse manager with strategies which focus on mentoring and motivation; communication, the increased use of technology and the ethics of nursing, to bridge the gap between generations of nurses and to increase nursing workforce cohesion.
Abstract: Aim This article presents a discussion of generational differences and their impact on the nursing workforce and how this impact affects the work environment. Background The global nursing workforce represents four generations of nurses. This generational diversity frames attitudes, beliefs, work habits and expectations associated with the role of the nurse in the provision of care and in the way the nurse manages their day-to-day activities. Data sources An electronic search of MEDLINE, PubMed and Cinahl databases was performed using the words generational diversity, nurse managers and workforce. The search was limited to 2000–2012. Discussion Generational differences present challenges to contemporary nurse managers working in a healthcare environment which is complex and dynamic, in terms of managing nurses who think and behave in a different way because of disparate core personal and generational values, namely, the three Cs of communication, commitment and compensation. Implications for nursing An acceptance of generational diversity in the workplace allows a richer scope for practice as the experiences and knowledge of each generation in the nursing environment creates an environment of acceptance and harmony facilitating retention of nurses. Conclusion Acknowledgement of generational characteristics provides the nurse manager with strategies which focus on mentoring and motivation; communication, the increased use of technology and the ethics of nursing, to bridge the gap between generations of nurses and to increase nursing workforce cohesion.

102 citations

Journal ArticleDOI
TL;DR: Among the important human resources challenges that India faces is increasing the presence of qualified health workers in underserved areas and a more efficient skill mix by ensuring the availability of reliable and comprehensive workforce information through live workforce registers.
Abstract: Background: In many developing countries, such as India, information on human resources in the health sector is incomplete and unreliable. This prevents effective workforce planning and management. This paper aims to address this deficit by producing a more complete picture of India’s health workforce. Methods: Both the Census of India and nationally representative household surveys collect data on self-reported occupations. A representative sample drawn from the 2001 census was used to estimate key workforce indicators. Nationally representative household survey data and official estimates were used to compare and supplement census results. Results: India faces a substantial overall deficit of health workers; the density of doctors, nurses and midwifes is a quarter of the 2.3/1000 population World Health Organization benchmark. Importantly, a substantial portion of the doctors (37%), particularly in rural areas (63%) appears to be unqualified. The workforce is composed of at least as many doctors as nurses making for an inefficient skill-mix. Women comprise only one-third of the workforce. Most workers are located in urban areas and in the private sector. States with poorer health and service use outcomes have a lower health worker density. Conclusions: Among the important human resources challenges that India faces is increasing the presence of qualified health workers in underserved areas and a more efficient skill mix. An important first step is to ensure the availability of reliable and comprehensive workforce information through live workforce registers.

102 citations

Journal ArticleDOI
TL;DR: The survey finds elevated prevalence of indicators of chronic disease but lack of health care access, and participants without employment authorization reported a greater prevalence of high-risk behaviors, such as binge drinking, and were less knowledgeable about workplace protections.
Abstract: BACKGROUND: Hispanic immigrant workers dominate California's hired farm workforce. Little is known about their health status; even less is known about those lacking employment authorization. METHODS: The California Agricultural Workers Health Survey (CAWHS) was a statewide cross-sectional household survey conducted in 1999. Six hundred fifty-four workers completed in-person interviews, comprehensive physical examinations, and personal risk behavior interviews. RESULTS: The CAWHS PE Sample is comprised mostly of young Mexican men who lack health insurance and present elevated prevalence of indicators of chronic disease: overweight, obesity, high blood pressure, and high serum cholesterol. The self-reported, cumulative, farm work career incidence of paid claims for occupational injury under workers compensation was 27% for males and 11% for females. CONCLUSIONS: The survey finds elevated prevalence of indicators of chronic disease but lack of health care access. Participants without employment authorization reported a greater prevalence of high-risk behaviors, such as binge drinking, and were less knowledgeable about workplace protections. Am. J. Ind. Med. (c) 2010 Wiley-Liss, Inc. Language: en

102 citations

DOI
04 Feb 2016
TL;DR: The CSIRO's "Tomorrow's Digitally Enabled Workforce" report is an important foundation for policy makers grappling with the future of work in Australia as mentioned in this paper, which is a solid base for the development of future-focused strategies to enable people and organisations to take advantage of emerging opportunities.
Abstract: The CSIRO’s ‘Tomorrow’s Digitally Enabled Workforce’ report is an important foundation for policy makers grappling with the future of work in Australia. The findings of the report underpin the work already being undertaken by the Department of Employment to address the impact of rapid technological development, new business and employment models, increasing globalisation and social change on employment and workplace relations. The analysis of the megatrends outlined in ‘Tomorrow’s Digitally Enabled Workforce’ is a solid base for the development of future-focused strategies to enable people and organisations to take advantage of emerging opportunities – including promoting entrepreneurship, facilitating participation in the online economy, and encouraging the development of new business models. We are looking to policy settings that enable current and future generations of Australians to be well-positioned to support themselves and contribute to our economy and society. This report marks the beginning of an era of immense change in Australia. The future holds exciting opportunities for the way we work, consume and interact, and also poses some policy challenges. People who work in highly structured environments or who lack high level interpersonal skills may be particularly vulnerable to their jobs being automated. We need to get the policy settings right so that workers who lose their jobs due to automation have access to other streams of work.

102 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
20234,031
20228,033
20212,082
20202,042
20191,856
20181,721