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PubMedDate not supplied

Estimating the cost of alcohol-related absenteeism in the Australian workforce: The importance of consumption patterns.

OBJECTIVE: To estimate the extent and cost of alcohol-related absenteeism in the Australian workforce. DESIGN: A secondary analysis of select data obtained from 13 582 Australian workers (aged > or = 14 years) collected as part of the 2001 National Drug Strategy Household Survey. MAIN OUTCOME MEASURES: Self-reported measures of alcohol-related absenteeism, illness or injury absenteeism and alcohol consumption categorised according to National Health and Medical Research Council (NHMRC) guidelines for short- and long-term risk. RESULTS: The use of self-reported measures of alcohol-related absenteeism resulted in an estimate of 2,682,865 work days lost due to alcohol use in 2001, at a cost of 437 million dollars. The use of self-reported measures of illness or injury absenteeism to determine the extent of absenteeism attributable to alcohol use resulted in an estimate of 7,402,341 work days lost, at a cost of 1 .2 billion dollars. These estimates are about 12 to 34 times greater than previous estimates based on national data. Low-risk drinkers and infrequent or occasional risky and high-risk drinkers accounted for 49%-66% of alcohol-related absenteeism. CONCLUSIONS: The extent and cost of alcohol-related absenteeism is far greater than previously reported, and more than half the burden of alcohol-related absenteeism is incurred by low-risk drinkers and those who infrequently drink heavily.

Absenteeism↗

PubMed1992

Developing a workforce model.

Over the past two years Wales has been developing a demand-driven workforce model. Originally requested by mental health services to help plan the consequences of running down major institutions while attempting to change patterns of care, the model has matured into one which has potentially wider applications. David Reed outlines its development.

Activities of Daily Living↗

PubMedDate not supplied

The changing healthcare workforce: a call for managing diversity.

It's 2000. Walk into a department of a typical healthcare organization. Of the 14 employees, four are African-American, five are Hispanic, three are Asian, and two are white. Seven are women. For at least half of the group, English is a second language. Are you willing to teach English to improve service to patients and internal customers? How much training is your organization willing to provide? What impact does diversity have on productivity? And thinking more globally, how does your organization move from a number-crunching affirmative action posture to a workforce that reflects its patients and society?

Data Collection↗

PubMed2000

Cardiovascular risk factors levels of Pacific people in a New Zealand multicultural workforce.

AIMS: To compare cardiovascular risk factors among the major Pacific Island communities participating in a New Zealand multicultural workforce survey. METHOD: There were 650 employed Pacific Island participants (Samoan 357, Cook Islands 177, Tongan 71, Niuean 45), aged 40-65 years, who were interviewed in a work-based, cross-sectional survey. During an oral glucose tolerance test, blood samples were collected for determination of blood glucose and serum lipids. Participants provided information on smoking and leisure time physical activity. Blood pressure, weight and height were measured and body mass index calculated. Ten-year risk of cardiovascular disease was calculated using equations from the Framingham study. RESULTS: Among men, their ten-year risk of a cardiovascular event was similar for the four communities compared (range 11.5% to 13.2%). However, individual risk factors did vary between the ethnic groups with Cook Island men having significantly higher total cholesterol, blood pressure and urinary microalbumin than other Pacific Island ethnic groups, while Tongan men were more likely to smoke and had lower HDL levels than other groups. Among women, Samoan and Cook Island participants had significantly higher ten-year cardiovascular risk scores (5.7%) than Niuean (4.4%) and Tongan (3.7%), due primarily to elevated total cholesterol levels. CONCLUSION: Cardiovascular risk factor levels vary between Pacific Islands communities in New Zealand. Targeted interventions to specific Pacific communities may be more beneficial than the current homogeneous prevention strategy applied to all communities.

Adult↗

PubMedDate not supplied

[Physician workforce and population aging in Greece].

In 1996, there were 41,511 medical doctors in Greece i.e. 340 doctors per 100,000 population. Recent forecasts showed that in 2001, there would be 46,558 doctors in the country i.e. 422 doctors per 100,000 population. There is currently no numerous clauses at the start of medical training. Medical workforce growth is fueling increase in health expenditures and the underground activities of doctors. In the upcoming decades, population aging will accelerate the growth of health expenditures. All these moves will no doubt impose upon a restructuring of all the health care system.

Adolescent↗

PubMed2001

Mental health problems as a cause of long-term sick leave in the Norwegian workforce.

AIMS: There has been a growing concern about the proportion and socioeconomic consequences of work incapacity due to mental health problems. The aim of the present study was to describe the incidence and duration of different categories of mental health problems with at least two weeks of compensated absence from work in the general working population in Norway. METHODS: Cases were identified from files of the national medical insurance system, covering 90% of all employees, while census data were used for the denominators. Based on the International Classification of Primary Care, a total of 101,512 individuals with one or more long-term sick leaves (>2 weeks) due to psychological problems were identified in 1997 and 1998. RESULTS: Employees absent for psychological problems accounted for 16.8% of all incidences and 31.5% of all refunded sick days. The average one-year incidence was 2.47%, and was significantly higher for women (3.53%) than for men (1.66%). The incidence increased with increasing age, and more so for women than for men. The median duration of absence for all claimants was 79 days. Approximately 25% were back to work after one month, 52% after three months, while 8.5% had not returned to work after 12 months and were transferred to other forms of compensation. The length of sick leave varied considerably with diagnostic category, age, and gender. CONCLUSION: Mental health problems constitute a major health problem in the Norwegian workforce today. There is an urgent need for more knowledge about the effectiveness of interventions.

Adolescent↗

PubMedDate not supplied

A model for the long-term planning of physician workforce in Hungary.

A computer programme for the long term (25 years) projection of the physician workforce was developed. The input variables were the admittance rate of the medical schools and the unemployment rate of the active physicians, the output variables were the number of active physicians. The age and sex structure, the retirement age were taken into account. Different scenarios were made to compare the impact of the output of medical faculties and the unemployment rate of doctors on the number of active of the physicians in five years intervals for a twenty-five years period. The input of the young graduates varied between 800-600/year, the unemployment rate between 4.5% and nil. At end of the 25 years projection period the reduction of physicians was between 9.6 and 25.0%. The aim was to find a professionally acceptable, socially tolerable and politically eligible optimal relationship among the three variables.

Adult↗

PubMed2002

A hospital-level analysis of the work environment and workforce health indicators for registered nurses in Ontario's acute-care hospitals.

The purpose of this study was to explore the relationship between hospital-level indicators of the work environment and aggregated indicators of health and well-being amongst registered nurses working in acute-care hospitals in Ontario, Canada. This ecological analysis used data from a self-reported survey instrument randomly allocated to nurses using a stratified sampling approach. Multivariable linear regression models were used to examine hospital-level associations for burnout, musculoskeletal pain, self-rated general health, and absence due to illness. The unit of analysis was the hospital (n = 160), with individual nurse responses (n = 6,609) aggregated within hospitals. After controlling for basic differences in nurse workforces, including mean age and education, higher (better) work-environment scores were found to be generally associated with higher health-indicator scores, while a larger proportion of full-time than part-time nurses was found to be associated with lower (poorer) health scores. This study may provide direction for policy-makers in coping with the recruitment and retention of nursing staff in light of the current nursing shortage.

Health Facility Environment↗

PubMed2001

Successfully managing multigenerational workforces.

Never before have members of so many diverse generations worked in organizations at the same time. Successfully working with and managing this multigenerational workforce requires that managers know the values and strengths of each generation and understand how each generation can best contribute to the needs of the organization. This article looks at each generation--how and why certain values were developed, the differences and similarities between the generations, and how members of each generation can work most effectively with members of other generations.

Adult↗

PubMed2003

Workforce patterns of rural surgeons in West Virginia.

Rural general surgeons perform a wide variety of procedures and have practices different from those of surgeons in larger communities. Because of this residents completing a classical general surgery training program may not be prepared for the rural setting. The 219 licensed physicians in West Virginia who list general surgery as their practice specialty with the State Board were surveyed to determine the nature of the rural surgery workforce and to examine the caseload of these surgeons. The majority of rural surgeons were satisfied with their current situation; however, 22 per cent stated that they would leave the practice of medicine if financially able. One-third of these surgeons regarded the rural setting as having an adverse impact on their practice. More than half of those surveyed stated that they would not encourage a young person to pursue a career in medicine. For one-third of rural surgeons general medicine was part of daily practice. The caseload varied by community size. Surgeons in communities of fewer than 10,000 people performed a lower percentage of general surgical procedures than surgeons in urban areas. They listed obstetric and gynecologic (9%), urologic (5%), otolaryngologic (9%), and orthopedic (4%) procedures as part of their regular cases. Endoscopic procedures comprise 17 to 24 per cent of total procedures regardless of community size. We conclude that resident surgeons planning to pursue a career in rural general surgery should broaden their operative and general medicine experiences to meet the needs of the communities in which they will serve.

Demography↗

PubMed2003

Addressing the shortage. Strategies for building the nursing workforce.

For more than two decades, nursing educators and administrators have grappled with issues of declining student enrollments and the concurrent "defection" of nurses from the labor market. This article describes both short- and long-term strategies for addressing the nursing shortage and identifies new opportunities for collaboration in building the nursing workforce of the future.

Attitude of Health Personnel↗

PubMed2004

Implications of the increasing female participation in the general practice workforce in Ireland.

Almost one in three Irish general practitioners (GPs) are now women, a ratio that has doubled since the early 1990s. The increase in numbers of women entering general practice training looks likely to continue and will have a formative influence on the future of general practice. This study investigates the implications for Irish general practice of the increasing feminization of the workforce. Questionnaires were sent to all (200) Irish vocationally trained female General Practitioners qualifying between 1995 and 2001. Sixty eight percent of respondents were currently working in full-ltime general practice. A majority wish to remain in general practice (88%) and potentially up to 90% intend to work part-time in the future. The ideal future work practices of this cohort are part-time partnerships, and over 50% are not in a position to work out of hours. To facilitate the career and working intentions of female vocationally trained GPs and to retain their services, there needs to be increased flexibility of hours of work, increased part-time partnerships and an Irish retainer scheme that will accommodate female GPs who cannot work full-time because of family commitments.

Family Practice↗

PubMed2004

Align process with mission and maintain a contented workforce.

Some hospitals are holding down costs, improving patient care, and maintaining a satisfied workforce by redesigning their processes. A four-step approach can ensure systemic and permanent cost reduction that doesn't compromise patient care, demoralize staff, or increase costs in other areas: 1. Prioritize core processes. 2. Implement a disciplined process redesign methodology. 3. Review proposed changes with process owners and members. 4. Secure top management approval and sponsorship.

Financial Management, Hospital↗

PubMed2004

The impact of obesity on work limitations and cardiovascular risk factors in the U.S. workforce.

OBJECTIVE: We document the association among obesity, cardiovascular risk factors, and work limitations in the U.S. workforce. METHODS: Using clinical measurements from the National Health and Nutrition Examination Survey III and 1999-2000, we analyzed obesity rates and cardiovascular risk factor prevalence. We examined work limitations using the National Health Interview Survey 2002. RESULTS: Obesity increased 43.8% from 1988-1994 to 1999-2000 and now affects 29.4% of workers. Obese workers have the highest prevalence of work limitations (6.9% vs. 3.0% among normal-weight workers), hypertension (35.3% vs. 8.8%), dyslipidemia (36.4% vs. 22.1%), type 2 diabetes (11.9% vs. 3.2%), and the metabolic syndrome (53.6% vs. 5.7%). We also found increased prevalence rates among those classified as overweight. CONCLUSIONS: Our study documents the association between excess body weight and health outcomes. Workplace weight and disease management programs could reduce morbidity and increase productivity.

Adult↗

PubMed2005

Creating a future laboratory workforce: a California group's success.

In early 2001, a small group of hospital lab administrators, educators, and hospital council and health occupations leaders in the South San Francisco Bay Area, seeing no end to the area's laboratory workforce shortage, developed an ambitious plan to increase the number of clinical laboratory scientists (CLSs). Here is how they convinced administrators from 15 area hospitals to fund it.

California↗

PubMedDate not supplied

Six-part series on the state of the RN workforce in the United States.

This series on the state of the nursing workforce focuses on describing the results of the national surveys of RNs. The series begins with an analysis of RNs' perceptions of the current nursing shortage and whether they perceive the shortage has gotten better or worse over the past few years. Future topics will include RNs' perceptions of being a nurse and how they perceive certain aspects of their jobs; RNs' awareness of the J&J Campaign and whether they think it has been effective; RNs' perceptions of the impact of the shortage on the quality of patient care in hospitals; and various issues related to the age and diversity of the nursing profession.

Advertising↗

PubMed2005

Prevention Research Centers: contributions to updating the public health workforce through training.

Because public health is a continually evolving field, it is essential to provide ample training opportunities for public health professionals. As a natural outgrowth of the Centers for Disease Control and Prevention's Prevention Research Centers Program, training courses of many types have been developed for public health practitioners working in the field. This article describes three of the Prevention Research Center training program offerings: Evidence-Based Public Health, Physical Activity and Public Health for Practitioners, and Social Marketing. These courses illustrate the commitment of the Prevention Research Centers Program to helping create a better trained public health workforce, thereby enhancing the likelihood of improving public health.

Centers for Disease Control and Prevention, U.S.↗

PubMed2006

Perceptions of migrant doctors joining the New Zealand medical workforce.

New Zealand, like many first World countries, has become increasingly dependent on overseas-trained doctors (OTDs). This qualitative study identifies and explores issues of concern to OTDs when first integrating into the New Zealand medical system through the New Zealand Registration Examination (NZREX) pathway. The data were collected using semistructured interviews and focus groups involving 10 OTDs who were working in a New Zealand hospital. The study identified four key issues: work issues which included difficulty finding employment and difficulty integrating into their work role; a bridging programme which improved the ability of OTDs to gain knowledge and experience of the New Zealand medical working environment; financial difficulties which were a major impediment to attaining registration and a career pathway in New Zealand; and bureaucratic barriers (including examinations and information availability), which were seen as necessary but unsympathetic processes in gaining registration. Sociocultural educational theory provides a useful framework for understanding the difficulties faced by OTDs integrating into a New Zealand medical workforce.

Acculturation↗