A Time-Motion Study Of Emergency And Hospitalist Physicians In A Community Hospital Setting, 2023 Elson S. Floyd College of Medicine, Washington State University
A Time-Motion Study Of Emergency And Hospitalist Physicians In A Community Hospital Setting, Mariko M. Ching, Jennifer Lee, Matthew Beecroft
Journal of Wellness
Introduction: Research has shown that low physician work satisfaction correlates with burnout. Having sufficient time at the patient’s bedside is one element that contributes to work satisfaction. Interruptions, on the other hand, have been implicated as a potential cause of both worker dissatisfaction and clinical error. Better understanding how direct patient care and interruptions affect physician satisfaction may aid in developing future interventions to reduce burnout and improve patient safety.
Methods: We conducted an observational, time-motion study to assess how physicians spend their time and correlated these findings to physician satisfaction. This study was conducted in July 2020 …
Onboarding Program Eastern Band Of Cherokee Indians - Key Findings, 2023 University of Nebraska - Lincoln
Onboarding Program Eastern Band Of Cherokee Indians - Key Findings, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Background
The QIC-WD worked with the Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP) to address workforce challenges. FSP is a relatively new agency, established in 2015, and when they began working with the QIC-WD in 2017, FSP employed approximately 20 social workers, who provided direct service to children and families. Persistent vacancies were of greater concern than turnover. The QIC-WD partnered with FSP to conduct a needs assessment and identify areas of need that could be addressed through a workforce intervention. Three areas of need were identified as offering the strongest opportunities for intervention through the QIC-WD …
Frontline Job Redesign Louisiana - Key Findings, 2023 University of Nebraska - Lincoln
Frontline Job Redesign Louisiana - Key Findings, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Background
In 2017, the QIC-WD began working with the Louisiana Department of Children and Family Services (DCFS). At that time DCFS had an average turnover rate of 24% across the state with one region having a rate of 51% and another with a low of 8%. A thorough needs assessment identified that high caseloads and a large number of administrative tasks were barriers to caseworkers’ ability to effectively engage in the clinical aspects of their work and led to the decision to redesign the frontline caseworker job.
The intervention created a new job, the Child Welfare Team Specialist (CWTS), …
Supportive Supervision And Resiliency Ohio - Key Findings, 2023 University of Nebraska - Lincoln
Supportive Supervision And Resiliency Ohio - Key Findings, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Background The Ohio Department of Job and Family Services (ODJFS) started working with the QIC-WD in October 2017 to better understand its turnover problem. Eight counties volunteered to be part of the entire study. They participated in a thorough needs assessment process which led to creation of Coach Ohio, a multi-level blend of two interventions that addressed key needs across the counties regarding work-related traumatic stress and supportive supervision. Four counties and half of the largest county participated in the intervention while three counties and the other half of the largest county participated as comparison counties. Among these counties the …
Addressing Work-Related Traumatic Stress Nebraska - Key Findings, 2023 University of Nebraska - Lincoln
Addressing Work-Related Traumatic Stress Nebraska - Key Findings, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Background
Nebraska’s Department of Child and Family Services (DCFS) started working with the QIC-WD in 2017 to better understand its turnover problem and found that, among workers who left the agency in 2017, it typically happened within the first two years and the turnover rate in 2017 was about 30%. The team examined many contributing factors through a needs assessment and designed CFS Strong to improve employee retention by addressing work-related traumatic stress among the child welfare workforce.
According to the Secondary Traumatic Stress (STS) scale administered in December 2017, the overall presence of STS symptoms in DCFS staff was …
Competency-Based Personnel Selection Oklahoma - Key Findings, 2023 University of Nebraska - Lincoln
Competency-Based Personnel Selection Oklahoma - Key Findings, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Background
The QIC-WD began working with Oklahoma Human Services (OKDHS) in 2017. At that time OKDHS had an average turnover rate of 25% among Child Welfare Specialist (CWS) I and IIs. Agency leaders expressed a desire to better understand turnover rates with an eye toward increasing the retention of more competent performers. A thorough needs assessment led to the decision to design and implement a competency-based personnel selection intervention to address inconsistencies in hiring and better identify candidates with the desired competencies to be hired as a CWS. The evaluation was designed to include an implementation evaluation; a validation …
Organizational Change Process Milwaukee - Key Findings, 2023 University of Nebraska - Lincoln
Organizational Change Process Milwaukee - Key Findings, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Background
The QIC-WD team engaged with the Department of Milwaukee Child Protective Services (DMCPS) in 2017 to conduct a thorough needs assessment to understand the root causes underlying a high turnover rate among Initial Assessment Specialists. In 2016, the overall turnover rate, including both external turnover and internal movement, was just under 49%, with a little over 11% due to internal movement and 37% due external turnover. The Organizational Social Context (OSC) baseline survey showed that there were several aspects of both culture and climate that were in need of improvement, including: 1) a hierarchical decision-making structure, 2) high …
The Impact Of Leadership Turnover On Child Welfare Workforce Initiatives, 2023 CLH Strategies & Solutions
The Impact Of Leadership Turnover On Child Welfare Workforce Initiatives, Courtney Harrison, Megan Paul
QIC-Takes
Turnover among public child welfare leaders is prevalent. Across the eight QIC-WD intervention sites, leadership turnover was one of the most common implementation challenges observed by the QIC-WD team. Leadership changes can disrupt the implementation of a workforce initiative by shifting agency-level priorities, the organizational climate, or key staff.
Child welfare leaders may be appointed or hired in many different ways in different jurisdictions. In some states, the Governor appoints a cabinet-level child welfare director who oversees a stand-alone agency. This means that child welfare leadership changes follow the political election cycle with new governors appointing new agency leaders every …
Measuring Diversity, Equity, And Inclusion, 2023 University of Nebraska - Lincoln
Measuring Diversity, Equity, And Inclusion, Quality Improvement Center For Workforce Development
Workforce Analytics Resources
What is Diversity?
Diversity refers to the degree of differences in the composition of the workforce in terms of such constructs as race, ethnicity, gender, gender identity and expression, sexual orientation, religion, disability, age, national origin, language, or other social identities. Though there are certainly other types of employee differences worth assessing (e.g., acquired diversity characteristics, such as education, skills, personality, preferences, attitudes), the focus here is on inherent social identities, especially those that are related to differences in representation, power, and privilege. Note that diversity is a characteristic of a group, not an individual.
How is Diversity Measured?
To …
Affective Commitment, Mentoring, And Anticipated Turnover Among Millennials, 2023 The University of Southern Mississippi
Affective Commitment, Mentoring, And Anticipated Turnover Among Millennials, Keiasha Hypolite
Dissertations
ABSTRACT
Millennials comprise the largest group of individuals in the workforce, yet organizations struggle to keep millennials engaged in the workplace. Millennials move from job to job, with an average stay at one employer between 12 and 18 months (Hechl, 2017). Researchers have reported that millennials cause the majority of turnover in the workplace. Globally, human resources practitioners experience difficulties retaining millennials (Sahraee et al., 2021). Previous studies have researched millennials, affective commitment, mentoring, and turnover. However, no known research has used all four factors to solve a global problem. In their discussion of the highly competitive labor market, Ramírez …
An Analysis Of The Direct Effect Of Siestas On: Local And Multinational Business In Spain, 2023 Bryant University
An Analysis Of The Direct Effect Of Siestas On: Local And Multinational Business In Spain, Arana S. Torres Alicea
Honors Projects in Business
The study investigates the impact of siestas on workplace productivity and employee well-being in local and multinational companies based in Spain. Qualitative data was collected through interviews to examine how these companies have adapted to remote work arrangements and their views on the relevance of siestas in their operations. The study seeks to determine whether siestas play a significant role in shaping workplace cultures and policies, even amidst changing work habits brought about by the pandemic, providing insights into the ongoing debate on the relevance of siestas in modern-day work environments in Spain. Furthermore, the findings of this study can …
Job Posting, 2023 University of Nebraska – Lincoln, Center on Children, Families & the Law
Job Posting, Megan Paul, Nina Williams-Mbengue, Courtney Harrison
QIC-Tips
A job posting must be informative, clear, transparent, and appealing to potential child welfare job candidates. It should also be candidate-centric and answer questions candidates often ask, especially any key information that has turned out to be a dealbreaker for people later in the process. This QIC-Tip is designed to highlight actionable strategies to create a good job posting. Please note that the information presented is not meant to override or supersede local, state, or federal legal civil service or human resources guidance.
Think of the job posting as a marketing opportunity for your agency and highlight the positive aspects …
Measuring Diversity, Equity, And Inclusion In The Child Welfare Workforce, 2023 University of Nebraska - Lincoln
Measuring Diversity, Equity, And Inclusion In The Child Welfare Workforce, Quality Improvement Center For Workforce Development
QIC-Tips
Some child welfare professionals have stated that there is a critical need for systemic changes to improve diversity, equity, and inclusion, but where do child welfare agencies begin? Although change is never easy, the starting place on the journey to have a diverse, equitable, and inclusive (DEI) workforce is relatively simple. It starts with you—a child welfare supervisor, manager, or administrator. Start by considering what you think you know. Is your knowledge based on perception or data? What experiences shape your perceptions? What tools do you have to measure your workforce? Administrative data sets and surveys that gather both qualitative …
The Effects Of Organizational Justice, 2023 California State University, San Bernardino
The Effects Of Organizational Justice, Anneliese Yuenger
Electronic Theses, Projects, and Dissertations
The aim of the present study was to examine the perceptions of organizational justice on employee outcomes of work engagement, burnout, turnover intentions, and presenteeism. The study used survey data from 329 employees who worked over 30 hours per week in the last six months. Data were analyzed using SPSS 28 and Hayes PROCESS Macro to assess descriptive statistics, correlation, simple linear regression, and mediated path analyses. The results of the study found that perceptions of organizational justice (POJ) positively related to engagement. An inverse relationship was found for POJ, burnout, turnover intention, and presenteeism. Overall, engagement and burnout were …
Post-Covid-19 Employee Satisfaction: An Examination Of Flexible Work Arrangements, 2023 The University of Southern Mississippi
Post-Covid-19 Employee Satisfaction: An Examination Of Flexible Work Arrangements, Joshua Cooper
Honors Theses
Amid the COVID-19 pandemic, many businesses had to switch their strategy to stay afloat in such unprecedented times. One way that businesses, as well as entire industries, pivoted was by using flexible work arrangements to alleviate the stress and potential danger of employees gathering at work. The addition of flexible working arrangements into industries has created an entirely different world of work that challenges the traditional form of working in a face-to-face format. Moving forward, after the pandemic, industries have to accommodate for these more present working conditions that impact how employees view their satisfaction with their job. This research …
Increasing Employee Retention And Satisfaction In A Post-Covid-19 World, 2023 University of Arkansas, Fayetteville
Increasing Employee Retention And Satisfaction In A Post-Covid-19 World, Kaylen Aldridge
Management Undergraduate Honors Theses
It is extremely rare for something to happen that impacts the entirety of the human population. Three years ago it did and it will continue to have lasting impacts far into the future. The COVID-19 pandemic was a massive global event that completely altered the world. Not only did the pandemic force people into new situations, but it completely altered the way people live.
This paper will explore the effects of the COVID-19 pandemic on employment in the United States and around the world. It will review behavior patterns and relevant literature, include a personal interview with the researcher who …
Investigating The Costs And Economic Impact Of Flight Delays In The Aviation Industry And The Potential Strategies For Reduction, 2023 California State University, San Bernardino
Investigating The Costs And Economic Impact Of Flight Delays In The Aviation Industry And The Potential Strategies For Reduction, Ashmith Anupkumar
Electronic Theses, Projects, and Dissertations
This study addressed a critical issue in our travel life: flight delays. This study covers all aspects of a flight delay, from its causes and consequences to reduction strategies. The focused research questions were: To determine the outcome of flight delays in the aviation industry, to determine costs associated with flight delays for airlines, airports, and passengers, and to determine strategies for reducing flight delays in the aviation industry for robust findings. The findings for each question were as follows: the primary causes were overscheduling, airport hubbing, late check-ins, technical failure, etc. And the consequences were significant financial loss, the …
The Role Of Organizational Support In The Relationship Between Safety Climate And Organizational Outcomes, 2023 California State University, San Bernardino
The Role Of Organizational Support In The Relationship Between Safety Climate And Organizational Outcomes, Lee Chambers
Electronic Theses, Projects, and Dissertations
Organizations employing individuals in high-risk or safety-sensitive occupations (e.g., construction workers, commercial drivers, pilots, and oil rig workers) face the challenge of ensuring their employees’ safety and well-being amidst various hazards and dangerous situations. To address this, cultivating a positive safety climate has been identified as a crucial factor in reducing workplace accidents or injuries. However, despite its importance, the link between safety climate and non-safety outcomes remains underexplored in the literature. In response, this study proposed a model based on social exchange theory, which highlights the crucial role of organizational support in explaining the relationship between safety climate and …
Career Interests, 2023 University of Nebraska-Lincoln
Career Interests, Sarah Stepanek, Megan Paul
Umbrella Summaries
Career interests reflect individuals’ “trait-like preferences for activities, environments, and outcomes that motivate goal strivings and achievement” (Jones et al., 2020). Simply put, interests are a series of likes and dislikes that develop alongside one’s cognitive abilities and personality to shape human behavior (Jones et al., 2020; Low et al., 2005). Interests, thus, drive the amount of time and effort individuals spend acquiring knowledge and abilities within a certain domain and their pursuit of educational and career goals (Jones et al., 2020). According to vocational choice theory, individuals tend to seek work that aligns with their interests, and when this …
The Impact Of Firm Size, Job Embeddedness, And Job Engagement On Turnover In Public Accounting Firms, 2023 University of Missouri-St. Louis
The Impact Of Firm Size, Job Embeddedness, And Job Engagement On Turnover In Public Accounting Firms, Amy Cooper
Dissertations
Retention in public accounting firms has been and continues to be a top concern in the accounting profession. The direct and indirect cost of turnover; the decrease in accounting enrollment and graduation; the Great Resignation; and changes to work environments due to the pandemic elevate what was already a serious problem into a critical problem for the accounting profession. The size of public accounting firms is a well-used descriptor when employees talk about where they work. The purpose of this study was to examine the role of the size of firm in predicting an employee’s level of job embeddedness and …