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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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Journal ArticleDOI
TL;DR: Initial interview data is presented from a longitudinal multi method study with 29 undergraduate student nurses, 25 registered nurses, six Nurse Unit Managers, and four Directors of Nursing from four hospitals across a healthcare organization in Australia to identify what motivates individuals to engage in a nursing career.
Abstract: Aim To identify what motivates individuals to engage in a nursing career. Background Recruitment and retention of nurses is a worldwide concern that is associated with several compounding factors, primarily the high attrition of its new graduates and an ageing workforce. Given these factors, it is necessary to understand why individuals choose to nurse, what keeps them engaged in nursing, and in what ways healthcare systems can support career development and retention. Method This paper presents initial interview data from a longitudinal multi method study with 29 undergraduate student nurses, 25 registered nurses (RNs), six Nurse Unit Managers (NUMs) and four Directors of Nursing (DoNs) from four hospitals across a healthcare organization in Australia. Results Thematic analysis yielded four key themes that were common to all participants: (1) a desire to help, (2) caring, (3) sense of achievement and (4) self-validation. Conclusions These themes represented individuals’ motivation to enter nursing and sustain them in their careers as either nurses or managers. Implications for nursing management Managers need to be cognisant of nurses’ underlying values and motivators in addressing recruitment and retention issues. Strategies need to be considered at both unit and organizational levels to ensure that the ‘desire to care’ does not become lost.

98 citations

Journal ArticleDOI
TL;DR: The data indicate that pediatric subspecialists in most areas are facing strong competitive pressures in the market, and that the market9s ability to support additional subspecialist in many areas may be diminishing.
Abstract: Objective. To provide a snapshot of pediatric subspecialty practice, examine issues pertaining to the subspecialty workforce, and analyze subspecialists9 perspective on the health care market. Background. Before the effort of the Future of Pediatric Education II (FOPE II) Project, very little information existed regarding the characteristics of the pediatric subspecialty workforce. This need was addressed through a comprehensive initiative involving cooperation between subspecialty sections of the American Academy of Pediatrics and other specialty societies. Methods. Questionnaires were sent to all individuals, identified through exhaustive searches, who practiced in 17 pediatric medical and surgical subspecialty areas in 1997 and 1998. The survey elicited information about education and practice issues, including main practice setting, major professional activity, referrals, perceived competition, and local workforce requirements. The number of respondents used in the analyses ranged from 120 (plastic surgery) to 2034 (neonatology). In total, responses from 10 010 pediatric subspecialists were analyzed. Results. For 13 of the subspecialties, a medical school setting was specified by the largest number of respondents within each subspecialty as their main employment site. Direct patient care was the major professional activity of the majority of respondents in all the subspecialties, with the exception of infectious diseases. Large numbers of subspecialists reported increases in the complexity of referral cases, ranging between 20% (cardiology) and 44% (critical care), with an average of 33% across the entire sample. In all subspecialties, a majority of respondents indicated that they faced competition for services in their area (range: 55%–90%; 71% across the entire sample); yet in none of the subspecialties did a majority report that they had modified their practice as a result of competition. In 15 of the 17 subspecialties, a majority stated that there would be no need in their community over the next 3 to 5 years for additional pediatric subspecialists in their discipline. Across the entire sample, 42% of respondents indicated that they or their employer would not be hiring additional, nonreplacement pediatric subspecialists in their field in the next 3 to 5 years (range: 20%–63%). Conclusion. This survey provides the first comprehensive analysis to date on how market forces are perceived to be affecting physicians in the pediatric subspecialty workforce. The data indicate that pediatric subspecialists in most areas are facing strong competitive pressures in the market, and that the market9s ability to support additional subspecialists in many areas may be diminishing.

98 citations

Journal ArticleDOI
TL;DR: The background of the overall project is described, and in more detail a questionnaire‐based survey on environmental attitudes and training interests among Danish workers is described.
Abstract: The education and training of the workforce has long been recognised as an essential ingredient in promoting and implementing environmental management practices in business organisations. So far, however, even in leading companies, little information has been available on how environmental management practice and related educational and training requirements are translated into the provision of training courses by educational institutions. To address this important question an EU‐sponsored research project was initiated. The project has focused on senior environmental managers; middle (predominantly technical) managers; and skilled and semi‐skilled workers and lower categories of managers. It has been based partly on interviews in a small number of European companies as well as educational and training institutions, and partly on more large‐scale questionnaire surveys. This paper briefly describes the background of the overall project, and in more detail a questionnaire‐based survey on environmental attitudes and training interests among Danish workers.

97 citations

Journal ArticleDOI
TL;DR: Delaying the retirement of nurses could provide a significant human resource, not only in absolute numbers but more importantly, in terms of experience and expertise, however, retention of this portion of the nursing workforce may require different strategies than for younger members of the workforce.
Abstract: Aims:To determine the impact on nursing work-force supply of delaying retirement.Background Data:The nursing workforce is aging, and the Baby Boomer generation is nearing retirement age. This potential loss of experienced nurses is likely to exacerbate current nursing shortages.Methods:An analysis o

97 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