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.
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TL;DR: In 1996, states fielded an obligated primary care workforce comparable in size to the better-known federal programs, and their activities should be monitored, coordinated, and evaluated.
Abstract: ContextIn the mid-1980s, states expanded their initiatives of scholarships,
loan repayment programs, and similar incentives to recruit primary care practitioners
into underserved areas. With no national coordination or mandate to publicize
these efforts, little is known about these state programs and their recent
growth.ObjectivesTo identify and describe state programs that provide financial support
to physicians and midlevel practitioners in exchange for a period of service
in underserved areas, and to begin to assess the magnitude of the contributions
of these programs to the US health care safety net.DesignCross-sectional, descriptive study of data collected by telephone, mail
questionnaires, and through other available documents, (eg, program brochures,
Web sites).Setting and ParticipantsAll state programs operating in 1996 that provided financial support
in exchange for service in defined underserved areas to student, resident,
and practicing physicians; nurse practitioners; physician assistants; and
nurse midwives. We excluded local community initiatives and programs that
received federal support, including that from the National Health Service
Corps.Main Outcome MeasuresNumber and types of state support-for-service programs in 1996; trends
in program types and numbers since 1990; distribution of programs across states;
numbers of participating physicians and other practitioners in 1996; numbers
in state programs relative to federal programs; and basic features of state
programs.ResultsIn 1996, there were 82 eligible programs operating in 41 states, including
29 loan repayment programs, 29 scholarship programs, 11 loan programs, 8 direct
financial incentive programs, and 5 resident support programs. Programs more
than doubled in number between 1990 (n = 39) and 1996 (n = 82). In 1996, an
estimated 1306 physicians and 370 midlevel practitioners were serving obligations
to these state programs, a number comparable with those in federal programs.
Common features of state programs were a mission to influence the distribution
of the health care workforce within their states' borders, an emphasis on
primary care, and reliance on annual state appropriations and other public
funding mechanisms.ConclusionsIn 1996, states fielded an obligated primary care workforce comparable
in size to the better-known federal programs. These state programs constitute
a major portion of the US health care safety net, and their activities should
be monitored, coordinated, and evaluated. State programs should not be omitted
from listings of safety-net initiatives or overlooked in future plans to further
improve health care access.
95 citations
TL;DR: Examination of individual-level and medical-school-level factors, including the school’s primary care culture, that are associated with medical students’ likelihood of practicing primary care concluded that the prevailingPrimary care culture at a school also plays a role.
Abstract: PurposeTo examine individual-level and medical-school-level factors, including the school’s primary care culture, that are associated with medical students’ likelihood of practicing primary care.MethodIn spring 2010, the Association of American Medical Colleges Center for Workforce Studies invited a
95 citations
TL;DR: This integrative review summarizes currently available evidence on academic-service partnerships in the profession of nursing and finds that nursing leaders in both settings have a long tradition of partnering with very little replicable evidence to support their efforts.
Abstract: This integrative review summarizes currently available evidence on academic-service partnerships in the profession of nursing. More than 300 articles, published primarily in refereed journals, were accessed. Articles (110) were included in this review as they presented detailed and substantive information about any aspect of a nursing academic-service partnership. The majority were anecdotal in nature. Topics clustered around the following categories: pre-requisites for successful partnerships, benefits of partnerships, types of partnerships, and workforce development with its themes of academic-practice progression and educational re-design. Many examples of partnerships between academic and service settings were thoroughly described and best practices suggested, most often, however, without formal evaluation of outcomes. Nursing leaders in both settings have a long tradition of partnering with very little replicable evidence to support their efforts. It is critical that future initiatives evaluate the effectiveness of these partnerships, not only to ensure quality of patient outcomes but also to maximize efforts at building capacity for tomorrow's workforce.
95 citations
TL;DR: This is the first systematic review of discrete choice experiments in human resources for health and identified specific issues relating to this application of which practitioners should be aware to ensure robust results.
Abstract: Discrete choice experiments have become a popular study design to study the labour market preferences of health workers. Discrete choice experiments in health, however, have been criticised for lagging behind best practice and there are specific methodological considerations for those focused on job choices. We performed a systematic review of the application of discrete choice experiments to inform health workforce policy. We searched for discrete choice experiments that examined the labour market preferences of health workers, including doctors, nurses, allied health professionals, mid-level and community health workers. We searched Medline, Embase, Global Health, other databases and grey literature repositories with no limits on date or language and contacted 44 experts. Features of choice task and experimental design, conduct and analysis of included studies were assessed against best practice. An assessment of validity was undertaken for all studies, with a comparison of results from those with low risk of bias and a similar objective and context. Twenty-seven studies were included, with over half set in low- and middle-income countries. There were more studies published in the last four years than the previous ten years. Doctors or medical students were the most studied cadre. Studies frequently pooled results from heterogeneous subgroups or extrapolated these results to the general population. Only one third of studies included an opt-out option, despite all health workers having the option to exit the labour market. Just five studies combined results with cost data to assess the cost effectiveness of various policy options. Comparison of results from similar studies broadly showed the importance of bonus payments and postgraduate training opportunities and the unpopularity of time commitments for the uptake of rural posts. This is the first systematic review of discrete choice experiments in human resources for health. We identified specific issues relating to this application of which practitioners should be aware to ensure robust results. In particular, there is a need for more defined target populations and increased synthesis with cost data. Research on a wider range of health workers and the generalisability of results would be welcome to better inform policy.
95 citations
TL;DR: Daveri et al. as discussed by the authors investigated the relation between age, seniority and experience, and the main components of labour costs, namely productivity and wages, for a sample of plants in three manufacturing industries (forest, industrial machinery, and electronics) in Finland during the IT revolution in the 1990s.
Abstract: The bad labour market performance of the workforce over 50 indicates that an aged workforce is often a burden for firms. Our paper seeks to investigate whether and why this is the case by providing evidence on the relation between age, seniority and experience, on the one hand, and the main components of labour costs, namely productivity and wages, on the other, for a sample of plants in three manufacturing industries (‘forest’, ‘industrial machinery’ and ‘electronics’) in Finland during the IT revolution in the 1990s. In ‘average’ industries – those not undergoing major technological shocks – productivity and wages keep rising almost indefinitely with the accumulation of either seniority (in the forest industry) or experience (in the industry producing industrial machinery). In these industries, the skill depreciation often associated with higher seniority beyond a certain threshold does not seemingly raise labour costs. In electronics, instead, the seniority-productivity profile shows a positive relation first and then becomes negative as one looks at plants with higher average seniority. This body of evidence is consistent with the idea that fast technical change brings about accelerated skill depreciation of senior workers. We cannot rule out, however, that our correlations are also simultaneously produced by worker movements across plants. The seniority-earnings profile in electronics is instead rather similar to that observed for the other industries – a likely symptom of the prevailing Finnish wage bargaining institutions which tend to make seniority one essential element of wage determination. In the end, seniority matters for labour costs, not age as such. But only in high-tech industries, not in the economy at large. This is well tuned with previous research on gross flows of workers and jobs in the US and other OECD countries which unveiled the productivity-driving role of resource reallocation (or lack thereof) between plants. To improve the employability of the elderly at times of fast technical change, public policy should thus divert resources away from preserving existing jobs and lend more attention to the retraining of old workers to ease their reallocation away from less productive plants (or plants where they have become less productive) into new jobs.
— Francesco Daveri and Mika Maliranta
95 citations