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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19 Mar 2013
TL;DR: The most valuable chapter in the book defines primary care as the provision of integrated, accessible health care services by clinicians who are accountable for addressing a large majority of personal health care needs, developing a sustained partnership with patients, and practicing in the context of family and community.
Abstract: 1 Front Matter 2 Summary 3 Introduction 4 Defining Primary Care 5 The Value of Primary Care 6 The Nature of Primary Care 7 The Delivery of Primary Care 8 The Primary Care Workforce 9 Education and Training for Primary Care 10 Research and Evaluation in Primary Care 11 Implementation Strategy 12 Appendixes 13 A Site Visits 14 B Public Hearing 15 C Workshops 16 D Mental Health Care in the Primary Care Setting 17 E Life in the Kaleidodscope: The Impact of Managed Care on the U.S. Health Care Workforce and a New Model for the Delivery of Primary Care 18 F Integrating Our Primary Care and Public Health Systems: A Formula for Improving Community and Population Health 19 G Committee Biographies 20 Index
675 citations
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TL;DR: The primary factor that has led to the aging of the RN workforce appears to be the decline in younger women choosing nursing as a career during the last 2 decades, and unless this trend is reversed, theRN workforce will continue to age, and eventually shrink, and will not meet projected long-term workforce requirements.
Abstract: ContextThe average age of registered nurses (RNs), the largest group of health
care professionals in the United States, increased substantially from 1983
to 1998. No empirically based analysis of the causes and implications of this
aging workforce exists.ObjectivesTo identify and assess key sources of changes in the age distribution
and total supply of RNs and to project the future age distribution and total
RN workforce up to the year 2020.Design and SettingRetrospective cohort analysis of employment trends of recent RN cohorts
over their lifetimes based on US Bureau of the Census Current Population Surveys
between 1973 and 1998. Recent workforce trends were used to forecast long-term
age and employment of RNs.ParticipantsEmployed RNs aged 23 to 64 years (N = 60,386).Main Outcome MeasuresAnnual full-time equivalent employment of RNs in total and by single
year of age.ResultsThe average age of working RNs increased by 4.5 years between 1983 and
1998. The number of full-time equivalent RNs observed in recent cohorts has
been approximately 35% lower than that observed at similar ages for cohorts
that entered the labor market 20 years earlier. Over the next 2 decades, this
trend will lead to a further aging of the RN workforce because the largest
cohorts of RNs will be between age 50 and 69 years. Within the next 10 years,
the average age of RNs is forecast to be 45.4 years, an increase of 3.5 years
over the current age, with more than 40% of the RN workforce expected to be
older than 50 years. The total number of full-time equivalent RNs per capita
is forecast to peak around the year 2007 and decline steadily thereafter as
the largest cohorts of RNs retire. By the year 2020, the RN workforce is forecast
to be roughly the same size as it is today, declining nearly 20% below projected
RN workforce requirements.ConclusionsThe primary factor that has led to the aging of the RN workforce appears
to be the decline in younger women choosing nursing as a career during the
last 2 decades. Unless this trend is reversed, the RN workforce will continue
to age, and eventually shrink, and will not meet projected long-term workforce
requirements.
653 citations
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TL;DR: In this paper, the authors discuss the implications of this commodification and advocate the full recognition of activities in the gig-economy as "work" and advocate for the formal recognition of work activities as activities.
Abstract: The so-called “gig-economy” has been growing exponentially in numbers and importance in recent years but its impact on labour rights has been largely overlooked. Forms of work in the “gig-economy” include “crowdwork”, and “work-on-demand via apps”, under which the demand and supply of working activities is matched online or via mobile apps. These forms of work can provide a good match of job opportunities and allow flexible working schedules. However, they can also pave the way to a severe commodification of work. This paper discusses the implications of this commodification and advocates the full recognition of activities in the gig-economy as “work”.
650 citations
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TL;DR: In this paper, the authors discuss the impact of workplace transitions on employee well-being, focusing on four issues that are current concerns for organizations and workforce; job insecurity, work hours, control at work, and managerial style.
Abstract: Over the last 40 years, major changes have taken place in the workplace. The growth in the use of information technology at work, the globalization of many industries, organizational restructuring, changes in work contracts and worktime scheduling have radically transformed the nature of work in many organizations. The workforce itself is also diversifying, with an increase in female participation, a growing number of dual-earner couples and older workers. The present paper discusses the impact of these workplace transitions on employee well-being. We focus on four issues that are current concerns for organizations and the workforce; job insecurity, work hours, control at work, and managerial style. For each topic, recent research is presented, with suggestions for future research and recommendations for practitioners working in the organizations of today. The paper concludes with some final considerations for researchers and practitioners that may benefit both employee well-being and organizational effectiveness.
641 citations